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SHRM-SCP試験問題、リアルSHRM-SCP練習問題集
質問 # 138
An employee comes to your of the one day and nervously tells you he/she has knowledge of another employee who stole an item from a customer's home. He/she doesn't want to tell you who it is until you guarantee him/her anonymity. How would you handle this?
- A. Explain that you can never guarantee anonymity and that he/she is obligated to give the name of the accused now that you have knowledge of these events.
- B. Promise that his/her name will remain anonymous and the employee in question will never know who complained.
- C. Explain the importance of finding the person who stole the item and that you need his/herhelp.
- D. Tell him/her that you will do your best to ensure his/her name is kept confidential, but you can,t make any guarantees.
正解：A
解説：
Generally, in the case of a harassment complaint, you cannot promise anonymity. However, this is a complaint regarding criminal activity of the accused, and there is no need for the complainant' s name to be disclosed.
質問 # 139
Which recruitment metric is determined by examining communication effectiveness, ability to motivate others, leadership ability, cultural fit, and an individual's performance for two or three years?
- A. Quality of hire
- B. Hiring manager's overall satisfaction
- C. Yield rate
- D. New-hire retention
正解：A
解説：
Quality of hire is a metric that measures the value a new hire brings to the organization. It assesses various factors such as communication effectiveness, ability to motivate others, leadership ability, cultural fit, and an individual's performance over a period, typically two or three years. This metric goes beyond the initial hiring process to evaluate how well the new hire performs and integrates into the company in the long term. It is crucial for understanding the return on investment in the recruitment process and ensuring that the right candidates are being selected.
References:
* SHRM Body of Competency & Knowledge (BoCK)
* SHRM Learning System for SHRM-SCP
質問 # 140
What is the type of conflict that best describes the interaction between Jane and Susan?
- A. Task conflict
- B. Bullying behavior
- C. Dysfunctional conflict
- D. Functional conflict
正解：C
解説：
Dysfunctional conflict among employees is a detriment to the workplace and can cause absenteeism and/or turnover-this is the best descriptor of the interactions between Jane and Susan. Functional conflict is actually a beneficial type of conflict and can actually promote problem- solving and creative ideas. Bullying behavior is generally one-sided, and task conflict is isolated to a certain project or task.
質問 # 141
What criteria is the LEAST important to consider when deciding on training delivery methods and course durations for the new program?
- A. The content of the training being delivered
- B. Current training delivery methods and course durations
- C. Workplace logistics and preferred learning styles of employees-that is, are there field-based employees who may not have easy access to a learning management system, orperhaps employees aren,t able to step away from their desks for long durations
- D. Legal obligations to remain compliant
正解：B
解説：
Current training delivery methods and course durations should not be an important factor in deciding how to structure the new training program. Human resources should factor in legal obligations and logistical requirements. In addition, some training content is best delivered in person rather than online-for instance, training that needs discussion or opportunities for learners to ask questions.
質問 # 142
Which is a component of a total rewards system?
- A. Career development
- B. Company profitability
- C. Agile IT systems
- D. Organization reputation
正解：A
解説：
* Definition of Total Rewards: A total rewards system encompasses all the tools available to an employer that may be used to attract, motivate, and retain employees. This includes compensation, benefits, work-life balance, performance recognition, and career development.
質問 # 143
Which step should an HR professional take first when an employee submits a verbal or written allegation that a supervisor is creating a hostile work environment?
- A. Meet with the employee and supervisor to discuss the allegation.
- B. Transfer the employee to another work group while the investigation proceeds.
- C. Reduce the employee's work schedule temporarily until the investigation is complete.
- D. Assure the employee that all information gathered from witnesses will remain confidential.
正解：A
解説：
* Immediate Response: The first step is to meet with the employee who submitted the allegation to understand their concerns and gather detailed information about the alleged hostile work environment.
* Initial Assessment: This meeting allows the HR professional to assess the severity and nature of the allegation. It provides an opportunity to ask clarifying questions and determine the next steps in the investigation process.
* Objective Gathering: After meeting with the employee, the HR professional should then meet with the supervisor to hear their side of the story. This ensures that both perspectives are considered before taking any further action.
* Confidentiality Assurance: During these meetings, the HR professional should assure both parties that the investigation will be conducted confidentially and that retaliation will not be tolerated.
* Action Plan Development: Based on the information gathered, the HR professional can develop an appropriate action plan, which may include a formal investigation, mediation, or other conflict resolution strategies.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on handling workplace investigations and addressing hostile work environment allegations
質問 # 144
Which activity expands an employee's job by providing more control responsibility, and discretion?
- A. Job enrichment
- B. Job enlargement
- C. Shadowing
- D. Succession planning
正解：A
解説：
* Definition: Job enrichment involves increasing the depth of a job by adding responsibilities that require higher levels of skill and responsibility, giving employees more control and discretion over their work.
* Enhanced Responsibility: By providing employees with more control and responsibility, job enrichment can lead to higher job satisfaction and motivation, as employees feel more valued and competent.
* Skill Development: It helps in the development of employees' skills and competencies, preparing them for higher-level roles within the organization.
* Increased Engagement: Employees are likely to be more engaged and committed when they have the opportunity to take on more meaningful and challenging tasks.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on job design and job enrichment
質問 # 145
A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
Prior to the executive team meeting, the three sales department senior executives confront the CHRO in person. The executives state that working less than the expected full-time hours is justified because the CEO has made them return early from vacation on multiple occasions. How should the CHRO respond?
- A. Advise the senior executives to start working the expected full-time hours to avoid disciplinary action.
- B. Suggest the senior executives speak to the CEO about their concerns.
- C. Offer to schedule a meeting with the executives to discuss their concerns.
- D. Explain to the senior executives why it is unfair for them to work less than the expected full-time hours.
正解：C
解説：
* Professional Response:
* Respectful Dialogue: Offering to schedule a meeting shows respect for the executives' concerns and promotes a professional dialogue.
* De-escalation: This approach helps to de-escalate the situation and provides a forum for a constructive discussion.
質問 # 146
What is the C-suite?
- A. Executive management
- B. Cloud that stores human resources data
- C. Coaching seminar
- D. Employee appreciation celebration
正解：A
解説：
The C-suite refers to the executive management team of the company and of ten includes the CEO, CFO, COO, CHRO, and CIO.
質問 # 147
The HR VP of a firm is leading an effort to implement a risk management plan and establishes an internal team to assess the risks involved in the event there is a disruption in the supply chain. What should be the team's first step in confidently evaluating this risk?
- A. Identify recurring readiness reports from its suppliers.
- B. Review the firm's strategic objectives.
- C. Identify alternative supply chain suppliers.
- D. Assign managers to address their departments' supply chain risks.
正解：B
解説：
* Strategic Alignment: The first step in evaluating supply chain risks should be to review the firm's strategic objectives to ensure that the risk management plan aligns with the overall goals and priorities of the organization.
* Risk Identification: Understanding the strategic objectives helps in identifying which areas of the supply chain are most critical to achieving these objectives and where potential disruptions could have the greatest impact.
* Priority Setting: By aligning the risk assessment with strategic objectives, the team can prioritize risks that are most likely to hinder the firm's ability to meet its goals, ensuring a focused and effective risk management approach.
* Holistic View: Reviewing the strategic objectives provides a holistic view of the organization's direction and helps in creating a risk management plan that supports long-term success and sustainability.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on risk management and strategic alignment
質問 # 148
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?
- A. Develop a quarterly newsletter to share information about major company updates.
- B. Ask the division directors to align the workplace policies across their divisions.
- C. Increase the company's social media presence by promoting employee participation.
- D. Share information across multiple technology platforms to increase the likelihood that employees read the updates
正解：D
解説：
* Assessment of Current Channels: Start by assessing the current communication channels being used within the company and their effectiveness in reaching all employees.
* Multiple Platforms: Implement a multi-platform communication strategy that includes email, intranet, mobile apps, and social media platforms. This ensures that information is accessible to employees through their preferred medium.
* Consistent Messaging: Ensure that the messaging is consistent across all platforms. Important updates should be communicated in the same manner across email, intranet posts, and mobile notifications to reinforce the message.
* Engagement Metrics: Use engagement metrics to track how employees are interacting with the communication platforms. Adjust the strategy based on which platforms show higher engagement rates.
* Feedback Loop: Establish a feedback mechanism for employees to provide input on the effectiveness of the communication channels. Use this feedback to continuously improve the flow of information.
This approach increases the likelihood that important information is disseminated effectively, enhancing transparency and engagement across the company, in line with SHRM's best practices for internal communications.
質問 # 149
A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?
- A. Offer a diverse catalog of micro-courses.
- B. Apply the forgetting curve.
- C. Use pre- and post-training surveys.
- D. Gamify professional development opportunities.
正解：A
解説：
* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.
質問 # 150
What would be your first step in helping open the India of the?
- A. Conduct a strengths, weaknesses, opportunities and threats (SWOT) analysis through an HR lens.
- B. Travel to Chennai, see the landscape, meet the location contacts, and begin recruiting for the HR manager.
- C. Conduct a political, economic, social and technological (PEST) analysis through a human resource (HR) lens.
- D. Begin collecting sample employee handbooks, forms, and policies from India companies.
正解：C
解説：
Before traveling to Chennai or collecting sample documents, a political, economic, social and technological (PEST) analysis should be conducted from a human resources viewpoint.
Political, economic, social and technological factors will influence most decisions that need to be made, so thorough research and analysis is critical.
質問 # 151
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?
- A. Support leaders through ongoing training and development initiatives.
- B. Utilize HRIS to track data.
- C. Ensure new processes and goals are reflected in performance reviews.
- D. Establish a mentorship program.
正解：A
解説：
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.
質問 # 152
When calculating the rate of turnover in an organization, which is most helpful?
- A. Separate out involuntary terminations from voluntary terminations.
- B. Consider the prior year,s total number of employee exits when dividing by averageheadcount.
- C. Include both voluntary and involuntary terminations in the calculation.
- D. Consider the prior year,s headcount when dividing by the number of employee exits.
正解：A
解説：
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.
質問 # 153
What types of organizations are required to maintain an affirmative action program
- A. Federal government contractors or subcontractors, as mandated by the Ofthe of Federal Contract Compliance (OFCCP)
- B. All federal, state and local government agencies
- C. All organizations with more than 50 employees, as mandated by the Equal Employment Opportunity Commission (EEOC)
- D. None, rather it is best practice for all organizations to remain informed of minority and female representation
正解：A
解説：
Federal contractors and subcontractors are required by the OFCCP to annually review and update their AAPs, which include a report and documentation of affirmative actions such as outreach efforts and training programs.
質問 # 154
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.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?
- A. Hire an external trainer to review the alignment of the policy with the training content.
- B. Offer to meet individually with each manager who needs clarification regarding the training.
- C. Send an email to all managers to solicit detailed feedback about the training.
B Implement a survey to collect feedback on the effectiveness of the training from the managers
正解：B
解説：
* Feedback Collection: Implementing a survey allows HR to collect detailed feedback from managers on the training, identifying specific areas where clarity was lacking.
* Continuous Improvement: The survey results provide valuable insights that can be used to improve future training sessions, ensuring that they are more effective and aligned with the company's policies.
* Engagement: Engaging managers in the feedback process helps them feel involved and valued, increasing their commitment to the training program and its objectives.
* Targeted Actions: Based on the survey feedback, HR can take targeted actions to address any misunderstandings or gaps in the training, such as additional training sessions or clarifying communications.
References:
* SHRM, "Evaluating Training Effectiveness," available at SHRM.org.
* SHRM, "Collecting and Using Feedback to Improve Training Programs," available at SHRM.org.
質問 # 155
To find further cost savings, the VP of HR wants to eliminate the benefits and perquisites that employees rarely use. The company has not been tracking usage dat a. How should she go about determining which ones are underutilized?
- A. Review statistical data on what company benefits employees generally use and do not use.
- B. Conduct interviews with individual employees.
- C. Conduct a company-wide employee survey.
- D. Review stay and exit interviews to determine which benefits are most frequently andinfrequently mentioned.
正解：C
解説：
The VP of HR displays the critical evaluation competency by being knowledgeable on how to best gather data. The best data collection method in this case is an employee survey. Conducting interviews is too time intensive and would not survey the entire workforce. Reviewing stay and exit interviews is unlikely to provide the needed information. Reviewing data from outside the organization would not answer the question of which benefits the company s employees are using and not using.
質問 # 156
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