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SHRM SHRM-SCP Exam Syllabus Topics:

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:

1. What types of human resource metrics would you calculate to quantify the severity of the issue?

A) Retention rate
B) Time since last promotion
C) Turnover rate
D) Performance and potential

2. What would be your first step in helping open the India of the?

A) Travel to Chennai, see the landscape, meet the location contacts, and begin recruiting for the HR manager.
B) Conduct a strengths, weaknesses, opportunities and threats (SWOT) analysis through an HR lens.
C) Begin collecting sample employee handbooks, forms, and policies from India companies.
D) Conduct a political, economic, social and technological (PEST) analysis through a human resource (HR) lens.

3. How would you respond to the email?
An employee emails you, as a designated human resources (HR) representative, with a complex explanation of his/her medical history and explains that he/she has an upcoming surgery. Ws clear from the tenor of the email that he/she is stressed about missing work time. He/she wanted to know what the next steps are to prepare for the upcoming leave. You don't know the answer to the question of f the top of your head, and the HR person who specializes in leaves is out of the of the for a week.

A) Research the information he/she is seeking on your own, and respond back to the employeewithin the day.
B) Reply to the employee with a CC to the HR leave specialist, explaining that the HR specialistwill reach out to the employee upon his/her return to the of the.
C) First, explain that the employee should not send any protected health information over anunsecure network. Request that he/she come into the of the and meet with the humanresource (HR) specialist face-to-face upon his/her return from vacation.
D) Thank the employee for the email, and explain that the HR specialist who is the point ofcontact is out of the of the. Offer to explain the situation to him/her when he/she is back andhave him/her touch base with the employee at that point.

4. An oil and gas company that operates globally signs an agreement to shift the operations part of the business to another organization. As a result, the company must lay off several employees. Some of the employees that must be laid off are working at headquarters while others are currently assigned to another country to support operations in the field. An HR director is tasked with developing a plan for communicating and executing the layoffs.
Several employees are working on a critical assignment in another country, and senior leadership orders that they be notified immediately that they will be laid off. However, the site manager feels this will prevent the work from being completed and refuses to tell them. What should the HR director do?

A) Insist that the site manager develop a solution for completing the work despite the layoffs.
B) Warn the site manager of the consequences of not complying with a direct order from senior leadership.
C) Schedule a video conference meeting with the employees to communicate the layoffs personally.
D) Explain to the site manager that employees should be told now before they hear about the layoffs from others.

5. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Despite the HR director's insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?

A) Ask a senior leader to mediate the disagreement and have the power to make the final decision.
B) Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.
C) Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.
D) Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.

Solutions: