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

1. A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

A) Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.
B) Review the current policy for telework options for salaried and hourly staff members.
C) Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
D) Allow all office employees to utilize the telework option after receiving approval from their supervisors.

2. Which strategy is most effective in motivating individual employee performance?

A) Moving employees off tasks to new assignments
B) Discussing the importance of the work being done
C) Changing the performance goals regularly
D) Keeping employees intermittently updated

3. What approach can be used to evaluate HR's performance and alignment with organizational strategy?

A) Human capital return on investment
B) Balanced scorecard
C) Internal customer satisfaction rate
D) Employee retention rate

4. In one of the warehouses of a retail company, several international employees complain to HR that the warehouse manager has forbidden them from speaking in their native language in the workplace. The HR manager speaks with the warehouse manager, who says there have been several reports that the international employees only interact with each other and they have difficulty conversing with the local employees due to language barriers. The HR manager also learns that the international employees can speak the primary language used in the company well enough to understand instructions from their supervisors. Fortunately, there have been no incidents of safety issues where language has been a barrier between local and international employees. However, senior management believes there is a lack of rapport between local and international employees and instructs the HR manager to resolve the issue.
Senior management asks the HR manager to investigate whether other warehouse locations face similar issues between local and international employees. Which approach should the HR manager take to gather the most accurate information?

A) Review safety incident logs in warehouses with the most diversity in the languages spoken.
B) Request that employees at all warehouse locations take a survey about their relationships with co-workers.
C) Host a meeting for employees to publicly raise concerns about language barriers in the workplace.
D) Conduct a virtual focus group with a representative number of warehouse employees across the country.

5. In the context of Fair Labor Standards Act (FLSA), which statement is true regarding the concept of workers being "engaged to wait" versus "waiting to be engaged"?

A) An employee who is "waiting to be engaged" is usually required to remain at the workplaceor nearby in case they are needed.
B) An employee who is "engaged to wait" is relieved of duty, so he/she does not need to bepaid unless he/she is called to work.
C) An employee who is "engaged to wait" is effectively on duty and must be paid for that time.
D) An employee who is "engaged to wait" is generally on call and can use his/her time freely aslong as they re able to make it to the workplace in the event they are called.

Solutions: