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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q144-Q149):
NEW QUESTION # 144
A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
While developing the performance appraisal system, several employees explain to the HR director that they largely work independently, making it difficult to provide ratings for others. What approach should the HR director propose to meet the needs of the company?
Answer: C
Explanation:
* Understanding Independent Work Structure:
* Challenge: Employees work independently, making it difficult to rate each other.
* Solution: Focus on individual performance rather than peer evaluations.
NEW QUESTION # 145
When calculating the rate of turnover in an organization, which is most helpful?
Answer: C
Explanation:
When determining the cause of employee turnover, it is best to separate out involuntary terminations from voluntary terminations. Counting involuntary terminations in the calculation will skew the separation rate and will not help determine the cause for attrition.
NEW QUESTION # 146
The CEO announces plans to expand the company and gathers data to draft a business plan for the expansion strategy. What should the HR business partner do because he is aware that the company is already short-staffed?
Answer: A
Explanation:
The HR business partner displays the business acumen competency by collecting data, analyzing the current workforce, identifying solutions that will support the company s strategy, providing a recommendation, and supplying the CEO with the necessary data for the expansion business plan.
NEW QUESTION # 147
A nine-box grid is an effective tool that compares an employee's performance with his/her potential for advancement. What is it most commonly used for?
Answer: B
Explanation:
A nine-box grid is a matrix with three degrees of performance on one axis and three levels of potential on the other axis. Names are generally plotted in the different grid squares to identify individuals who have potential to move into leadership roles in the organization.
NEW QUESTION # 148
What does the Worker Adjustment and Retraining Notification (WARN) Act require?
Answer: B
Explanation:
The Worker Adjustment and Retraining Notification (WARN) Act requires that for a layof f affecting 50 or more employees at one location, employees must be given 60 days' notice prior to their employment ending.
NEW QUESTION # 149
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