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Detailed SHRM-SCP Answers - SHRM-SCP Exam Preview

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q359-Q364):

NEW QUESTION # 359
What is the practice of storing, managing, and processing data in remote, Internet-based servers commonly referred to?

A. Sof tware as a Service (SaaS)
B. E-commerce
C. Locally hosted computing
D. Cloud computing

Answer: D

Explanation:
Cloud commuting is a practice of storing, managing, and processing data in remote servers rather than a locally hosted server.

NEW QUESTION # 360
A company's CEO will address all employees on the closing down of the call center operations as a result of outsourcing. The HR business partner (HRBP) was tasked to help the CEO craft the message and accompanying presentation. Who is considered the source in this situation?

A. All employees
B. The HRBP
C. The company
D. The CEO

Answer: D

Explanation:
In the context of communication theory, the source is the person who originates the message. Although the HRBP assists in crafting the message, the CEO is the one who will deliver it and is ultimately responsible for its content. Therefore, the CEO is considered the source as they are the communicator addressing all employees about the company's decision.
References:
* SHRM Communication Strategies
* SHRM Learning System for SHRM-SCP

NEW QUESTION # 361
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Several employees heard of the manager's personal relationship with the direct report. They approach the HR director with concerns that the direct report may have been unfairly promoted. How should the HR director respond to these concerns?

A. State that HR cannot disclose any information on the reasons for promotion at this time.
B. Tell the direct reports that the HR director will share their concerns with the leadership team.
D Request that the direct reports stop spreading rumors about the promotion
C. Ask the direct reports to provide any evidence they may have that supports their suspicions.

Answer: B

Explanation:
* Acknowledge Concerns: The HR director should acknowledge the employees' concerns to show that their feedback is taken seriously. This helps in maintaining trust and transparency within the organization.
* Escalation to Leadership: By sharing the concerns with the leadership team, the HR director ensures that the issue is addressed at the highest level, which can help in making a fair and unbiased decision regarding the promotion.
* Policy Adherence: Addressing the concerns formally aligns with the company's code of conduct policy and demonstrates that the HR department is committed to upholding ethical standards and fairness.
* Investigation and Action: Informing leadership allows for a thorough investigation into the matter, ensuring that any necessary actions are taken to rectify potential favoritism and maintain integrity in the promotion process.
References:
* SHRM, "Managing Workplace Investigations," available at SHRM.org.
* SHRM, "Promoting Fairness and Transparency in Promotion Processes," available at SHRM.org.

NEW QUESTION # 362
What is a "top-heavy" 401 (k) plan?

A. A plan with less than 60% participation by non-highly compensated employees
B. A plan with greater than 60% of its total value in the accounts of "key" employees
C. A plan with an average deferral by highly compensated employees at 2% greater than non-highly compensated employees
D. A plan with more than 60% participation by executives

Answer: A

Explanation:
A "top-heavy?' 401(k) plan is one in which more than 60% of the entire plan's value resides in the accounts of "key" employees. A key employee is defined as an employee with major ownership of the company and/or in a decision-making role.

NEW QUESTION # 363
What types of human resource metrics would you calculate to quantify the severity of the issue?

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

Answer: D

Explanation:
The best way to quantify this situation is to calculate the time since last promotion for each employee and average it out across the organization. Whereas a turnover rate may indicate a problem with higher-than-average employee exits, it will not identify the reason for exits.

NEW QUESTION # 364
......

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