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

1. A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager analyze the impact of the pay increase on entry-level employees over the three-month period?

A) Track whether conversion rates from applicant to employee increase for entry-level positions.
B) Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.
C) Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.
D) Track online reviews about the company by employees and candidates.

2. What is an ineffective approach for a supervisor to deliver feedback to a struggling employee?

A) The supervisor should provide specific examples of instances in which the employee had a misstep.
B) The supervisor should make performance expectations clear.
C) The supervisor should list each area of deficiency and how it impacts the team and/or organization.
D) The supervisor should provide some praise around the things the employee is performing well.

3. What guideline does the "4/5 rule" refer to?

A) Potential disparity in recruitment and selection of protected classes
B) An employee,s ability to perform the essential functions of his/her job
C) Affordability for healthcare insurance under the Patient Protection and Affordable Care Act (PACA)
D) Eligibility for labor union membership

4. The vice president of human resources meets with the talent manager to discuss the retention challenges. What's the best course of action?

A) Give all employees a cost-of -living pay increase and add nonmonetary incentives to payplans.
B) Research competitor pay rates, obtain other market compensation data, and establish new,more competitive pay plans.
C) Ensure that a realistic job and pay preview is provided to candidates during the hiring andon boarding process.
D) Position the company as an employer of choice by of fering perquisites such as companycars, a wellness program, and memberships.

5. For an employer to hire an unpaid intern, the internship must meet several criteria.
Which option is NOT a criterion to qualify for an unpaid internship?

A) The intern receives academic credit for completion of the internship.
B) The intern receives relevant and valuable on-the-job training.
C) The intern,s work does not take away work from another paid employee.
D) The intern must work less than 20 hours per week.

Solutions: