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質問 # 52
What would your advice be to the supervisor?
- A. Rearrange the counter schedule so that Jane and Susan never work together.
- B. Pull Jane and Susan aside separately; explain that the expectation is that their behaviorremain prof essional.
- C. Organize a face-to-face meeting between the with the supervisor acting as a facilitator.
- D. Organize a conflict resolution training for Jane and Susan to attend.
正解：C
解説：
A direct, facilitated conversation is best in the instance of workplace conflict. That way Jane and Susan can hear each other's perspectives and make strides in repairing the relationship. It is best to address the situation before it continues to get worse.
質問 # 53
Who is most qualified to be assigned to a business development management trainee as a mentor?
- A. Corporate training head
- B. Sales VP
- C. Executive coach
- D. HRVP
正解：B
解説：
A Sales VP (Vice President of Sales) is best positioned to mentor a business development management trainee because of their direct experience and expertise in sales and business development. This individual can provide valuable insights into market strategies, client relationships, and revenue generation, which are crucial for a trainee in this field to learn and develop.
References:
* SHRM Mentoring Programs
* SHRM Learning System for SHRM-SCP
質問 # 54
Which of the following elements is the most critical when establishing an organizational diversity, equity, and inclusion (DE&I) strategy?
- A. Training and development
- B. Budgetary allocations
- C. Employee survey data
- D. Leadership buy-in
正解：A
解説：
Each of the listed elements are important to a successful DE&I strategy, but leadership buy-in is one of the essential first steps. It will lead to the effective collection and use of employee survey data (A), appropriate financial resources to fund action steps (C), and impactful training and development (D) opportunities. Leadership buy-in serves as both a practical step to secure tangible support for financial and personnel-driven resources and as a cornerstone for the more intangible support elements such as trust-building and role modeling across an organization.
質問 # 55
What does the SMART goal acronym stand for?
- A. Specific, measurable, achievable, relevant and time bound
- B. Specific, masterful, achievable, relevant and time bound
- C. Specific, measurable, accurate, relative, and time bound
- D. Smart, metric-driven, actionable, relevant, and time bound
正解：A
解説：
A SMART goal is specific, measurable, achievable, relevant, and time bound.
質問 # 56
What does Title II of Genetic Information Nondiscrimination Act (GINA) prohibit?
- A. Unauthorized sharing of protected health information
- B. Discrimination of applicants based on disability status
- C. Discrimination of employees or applicants based on genetic information
- D. Discrimination of employees or applicants based on gender identity
正解：C
解説：
Under Title II of the Genetic Information Nondiscrimination Act (GINA), it is illegal for employers to base any type of hiring decision (promotions, hiring, and/or firing) based on genetic information such as family medical history or the likelihood that they may contract a disease or illness.
質問 # 57
What contributes to an employee's motivation, according to Vroom?
- A. Likelihood to get promoted if one puts in effort
- B. Having a manager with good leadership skills
- C. Working in a motivated and driven team environment
- D. Transparent communication from managers to employees
正解：A
解説：
According to Vroom's expectancy theory, an employee is motivated by three factors:
expectancy, instrumentality and valence. For example, an employee will be motivated if he can expect to get a desired promotion by working hard.
質問 # 58
During the HR director's initial meeting with the COO, which of the following questions would be most effective in helping the director determine possible root causes for the initial shortcomings of the focus teams?
- A. Where would you like the focus groups to be in six months?
- B. How of ten and for how long do the focus teams meet?
- C. How many focus teams were created?
- D. What type of timeline was provided to the division leaders for this project?
正解：D
解説：
Leadership buy-in is one of the most critical elements of any successful DE&I project or initiative. Leadership buy-in must be more than a one-time occurrence, and it must be highly visible and consistent. It is important for the HR director to dig further into why and how the first project check-in by the COO occurred a full six months after its launch. By establishing timelines with clear deadlines for goals and objectives, the COO can remain present with the project to guide and support both the division leaders and the focus group members. The future goals of the focus groups (C) are important to consider when planning the next action steps, but without digging into the root causes of the project's initial challenges, progress and positive change will be limited.
質問 # 59
In order to effectively lead the new sales-driven culture that the general manager wants to see in stores, the store managers need some sales and leadership training. The CEO comes across free online training modules that he wants the HR team to roll out to the store managers. However, the HR manager believes an in-person custom training would be the best option to achieve the desired results. What should he do?
- A. Research different training options, conduct a cost-benefit analysis of the top choices, andthen meet with the general manager to recommend the most effective training option.
- B. Develop an in-house training program that is cost-effective but delivers more value than thefree online training modules.
- C. Meet with the store managers to find out which training option they would prefer toparticipate in.
- D. Gather information about the free online training, and develop a plan to roll it out to thestore managers.
正解：C
解説：
The HR manager displays the relationship management competency by researching and gathering data before meeting with the CEO to make a recommendation. By looking at the problem through the CEO's eyes and comparing options for cost and effectiveness, he can prepare to answer any questions the CEO might have. Then, the HR manager can gain the CEO's support in choosing the best available training option for the management team. Rolling out the free online training modules might not be in the best interest of the company. Asking the store managers for their preferences also does not help HR find the most effective training option. Ifs unknown if the HR team has the resources and abilities to develop an in-house training program.
質問 # 60
A rapidly growing company in a competitive labor market has been paying above-market wages. To better align base salaries to the market median, the company is considering a change. Which plan helps keep the firm above the current market?
- A. Create new base salaries by establishing different compensation plans for different organizational levels.
- B. Maintain current salaries while introducing flextime, telecommuting, job sharing, and other family-friendly benefits.
- C. Introduce salary cuts with a profit-sharing plan that awards the same percentage to all employees.
- D. Offer increased incentives while implementing a salary freeze until the competitive market catches up.
正解：B
解説：
* Maintaining Competitive Salaries: Keeping current salaries helps the company remain competitive in the labor market, ensuring that it continues to attract and retain top talent.
質問 # 61
What protection law requires an organization to notify an applicant prior to taking any adverse action based on the results of a background screening?
- A. Fair Credit Reporting Act
D Employee Polygraph Protection Act - B. Consumer Credit Protection Act
- C. Fair and Accurate Credit Transactions Act
正解：A
解説：
The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information is collected, disseminated, and used. It was enacted to ensure the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. When it comes to employment, the FCRA requires employers to take specific actions before they can take any adverse action (such as not hiring, firing, or demoting) based on information in a consumer report.
Step-by-Step Explanation:
* Disclosure and Authorization: Before obtaining a consumer report for employment purposes, an employer must disclose to the applicant or employee that they intend to use the information for employment decisions. This disclosure must be in writing and in a standalone document. The employer must also obtain written authorization from the applicant or employee.
* Pre-Adverse Action: If an employer decides to take adverse action based on the consumer report, they must first provide the applicant or employee with a copy of the report and a summary of their rights under the FCRA. This gives the individual the opportunity to review the report and dispute any inaccuracies.
* Adverse Action Notice: After taking adverse action, the employer must provide the individual with an adverse action notice. This notice must include the name, address, and phone number of the consumer reporting agency that provided the report, a statement that the agency did not make the adverse decision and is not able to explain why the decision was made, and a notice of the individual's right to dispute the accuracy or completeness of the report and to obtain an additional free report from the agency within 60 days.
References:
* U.S. Federal Trade Commission (FTC) guidelines on the Fair Credit Reporting Act
* SHRM's comprehensive resources on background screening and employment law compliance
質問 # 62
An organization decides to partner with two employment service agencies for a temp-to- lease program. HR is asked to write the staffing contract. What best practice should they keep in mind?
- A. Utilize a standard contract.
- B. Refrain from pricing negotiations.
- C. Consult with legal counsel.
- D. Specify an end date of service in the contract.
正解：D
解説：
HR should consult with legal counsel when writing a staffing contract. They should avoid setting end dates in the contract so it can be terminated in case of dissatisfaction. They should also stay away from generic contract forms. Finally, they should negotiate the price of the staffing company's service.
質問 # 63
To comply with the Age Discrimination in Employment Act (ADEA), what should severance agreements include for employees over age 40?
- A. A seven-day consideration period plus a 21 -day revocation period after signing
- B. A waiver of any type of complaint to the Equal Employment Opportunity Commission (EEOC)
- C. A minimum of 30 days, health insurance coverage
- D. A 21-day consideration period plus a seven-day revocation period after signing
正解：D
解説：
The Age Discrimination in Employment Act (ADEA) requires an employee over 40 to receive 21 days to review a severance agreement before signing. Once the employee signs the agreement, he/she has seven days from the date of signature to change his/her mind and revoke the agreement. Agreements should not contain any type of language that would prevent employees from filing a complaint with the Equal Employment Opportunity Commission (EEOC).
質問 # 64
A company has grown into a midsize organization and has retained its legacy staff throughout the years.
Hiring has increased introducing a new demographic landscape and disrupting employee morale. Which is the most effective solution for the HR director to recommend?
- A. Offer longer-tenured employees early retirement packages comparable with the market.
- B. Evaluate training and development opportunities for employees with outdated skills.
- C. Establish an intergenerational mentoring program to increase collaboration.
- D. Conduct a job analysis evaluating whether employees remain qualified for jobs.
正解：C
解説：
* Intergenerational Mentoring: This program facilitates knowledge transfer between newer and more experienced employees, fostering a culture of collaboration and mutual respect.
* Improving Morale: By pairing legacy staff with new hires, the organization can address morale issues, helping tenured employees feel valued while also assisting new employees in their integration.
* Skill Development: Both mentors and mentees can benefit from this program, as it provides opportunities for developing new skills and perspectives.
* Cultural Integration: Such programs help blend different demographics and work styles, contributing to a more cohesive organizational culture.
References:
* SHRM, "Mentoring Programs in the Workplace," available at SHRM.org.
* SHRM, "Managing Workforce Demographics: Strategies for a Multigenerational Workforce," available at SHRM.org.
質問 # 65
If a rejected candidate asks for feedback from the employer on how he/she might improve, what is the MOST appropriate response?
- A. Honest and direct feedback with a list of areas to improve upon.
- B. A customized response based on several factors from the level of position, number ofcandidates interviewed, and whether the candidate is internal or external.
- C. Anon-specific response like "You just weren,t the right fit for our team".
- D. A standard, generic response, which is given to all candidates: "We decided to move forwardwith another candidate".
正解：B
解説：
A response to a candidate asking for feedback on how to improve can vary based on multiple factors. If there is a reason to foster a relationship with a candidate, it can be worthwhile to provide constructive but carefully worded and concise feedback
質問 # 66
When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?
- A. Masculinity versus femininity
- B. Low power versus high power distance
- C. Long-term versus short-term orientation
- D. Individualism versus collectivism
正解：D
質問 # 67
What is a Performance Improvement Plan (PIP) best suited for?
- A. Documentation prior to a termination action
- B. Insubordinate behavior
- C. Quantifiable performance deficiencies with potential for improvement
- D. Unionized workplaces
正解：C
解説：
PIPS are best for specific and measurable problems with an employee's performance that may be turned around with guidance and training. Insubordinate behavior is not generally resolved with a PIP. And last, although PIPS are sometimes the final step before a termination, it is best for managers and supervisors to issue a PIP with the intent that the behavior can be improved.
質問 # 68
A recently formed team is beginning to develop good working relationships. Employees are starting to work together and help each other. What should the manager do to support the team?
- A. Communicate expectations clearly.
- B. Promote communication and assist in decision-making processes.
- C. Motivate employees and give praise for achievements.
- D. Establish guidelines for team interactions.
正解：A
解説：
The team is in the norming stage of Tuckman's ladder of team development. The leaders role is to promote communication among the team members and guide them in decision-making processes. In the forming stage, leaders need to communicate expectations clearly. In the storming stage, it is important for leaders to establish guidelines for team interactions. Once the team moves past the norming stage to the performing stage, leaders should motivate employees and give praise for achievements.
質問 # 69
What is a key benefit of conducting stay interviews?
- A. Development of performance objectives
- B. Data gathered for performance appraisals
- C. Not needing exit interviews
- D. Improved retention
正解：D
解説：
Stay interviews can improve retention by allowing managers to find out early on if an employee is happy and satisfied or unhappy and disengaged. If the employee is unhappy or disengaged, the manager has an opportunity to address their concerns. With exit interviews, it's usually too late to prevent the employee from resigning.
質問 # 70
How would you respond to the email?
An employee emails you, as a designated human resources (HR) representative, with a complex explanation of his/her medical history and explains that he/she has an upcoming surgery. Ws clear from the tenor of the email that he/she is stressed about missing work time. He/she wanted to know what the next steps are to prepare for the upcoming leave. You don't know the answer to the question of f the top of your head, and the HR person who specializes in leaves is out of the of the for a week.
- A. Research the information he/she is seeking on your own, and respond back to the employeewithin the day.
- B. Thank the employee for the email, and explain that the HR specialist who is the point ofcontact is out of the of the. Offer to explain the situation to him/her when he/she is back andhave him/her touch base with the employee at that point.
- C. Reply to the employee with a CC to the HR leave specialist, explaining that the HR specialistwill reach out to the employee upon his/her return to the of the.
- D. First, explain that the employee should not send any protected health information over anunsecure network. Request that he/she come into the of the and meet with the humanresource (HR) specialist face-to-face upon his/her return from vacation.
正解：A
解説：
As the employee is noticeably anxious about the health condition and missing work, it is best to respond to the email with a response as soon as possible rather than deferring to the HR Specialist who is not in the of the.
質問 # 71
An organization is experiencing an influx of administrative tasks and needs additional support on a short-term basis for four hours a day. Which is the best type of contingent worker for the role?
- A. Intern
- B. Temporary employee
- C. Contractor
- D. Part-time employee
正解：B
解説：
* Temporary Employees:
* Flexibility: Temporary employees provide the flexibility needed for short-term tasks and can be hired for specific periods or projects.
* Availability: They are readily available through staffing agencies and can quickly fill short-term needs.
質問 # 72
What does PEST stand for in relation to analysis framework?
- A. Political, economic, social, technological
- B. Political, environmental, social, technological
- C. Pop culture, economy, strategy,, technology,
- D. Political, electronic, social, taxation
正解：D
解説：
A PEST analysis is conducted as part of a strategic market analysis of several factors:
political, economic, social and technological.
質問 # 73
The career path program was a hit with the sof tware developers. The next step in creating that cutting-edge workplace reputation is embracing flexible/remote work opportunities. Your CEO doesn't like the idea and thinks it would negatively impact productivity. However, you're confident that it's the way of the future. How would you sell the idea to the CEO?
- A. Remind the CEO that not only is telecommuting cutting edge, but it allows sof tware developers to focus better and in turn produce higher-quality work.
- B. Suggest that you allow it for a maximum of once per week as a trial. Monitor the remote work output, and expand the program if successful.
- C. Provide positive case studies from other organizations that have embraced remote assignments.
- D. Remind the CEO that remote work assignments would expand your recruitment reach into other hot technology markets, not just local to your headquarters of the.
正解：C
解説：
The most effective method of gaining leadership buy-in is to show, rather than tell. Ifthe CEO is willing to agree to a trial period, he/she will see the intangible benefits of allowing employees to work from home. Trial periods are effective methods of testing out a workplace program without a full commitment. The CEO is more likely to agree to this.
質問 # 74
The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.
After the talent management software is implemented which action should the VP of HR take to assess whether it is helping leaders identify needed talent?
- A. Meet with leaders to ask how the software has changed their ability to identify the best performers.
- B. Administer a survey to all leaders asking about their perceptions of the new talent management software.
- C. Send an email to all users asking them to share success stories of how the software helped them identify talent.
- D. Ask the talent management team if the workload has changed since implementing the software.
正解：A
解説：
* Direct Feedback: Meeting with leaders provides an opportunity for direct and detailed feedback on how the software has impacted their ability to identify and manage talent. This allows for a nuanced understanding of the software's effectiveness.
* Qualitative Insights: This approach gathers qualitative insights into specific challenges and successes experienced by leaders, offering a deeper understanding of how the software is being utilized and its impact on talent management.
* Relationship Building: Engaging directly with leaders helps build stronger relationships and encourages open communication, making it easier to address any issues and ensure the software is meeting its intended goals.
* Continuous Improvement: This feedback can be used to make necessary adjustments and improvements to the software or its implementation process, ensuring it better serves the organization's needs over time.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on talent management and software implementation
質問 # 75
What is the most significant morale destroyer that middle managers of ten face as a function of their role?
- A. Alack of authority from upper management in application of policies
- B. Difficult employee relations issues
- C. Changing directives from upper management
- D. Low compensation relative to the level of responsibility
正解：D
解説：
According to research, middle managers are among the most unhappy in the workplace, and a primary reason is a lack of authority from upper management and having to enforce policies that they may not agree with.
質問 # 76
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