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SHRM SHRM-SCP Exam Syllabus Topics:

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

Question 1

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. Explain the importance of finding the person who stole the item and that you need his/herhelp.
C. Promise that his/her name will remain anonymous and the employee in question will never know who complained.
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.

Question 2

Why is it essential that a company works hard to build a comprehensive diversity and inclusion program?

A. Because it helps employees and managers approach situations from different perspectives
B. Because it is difficult to change deeply held beliefs, assumptions, and habits
C. Because it has a direct impact on the company s prof itability
D. Because it is necessary for building a positive company reputation

Question 3

A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
The philanthropy department director confides in the HRBP that behavioral issues with specific employees have not been addressed because the director prefers to avoid interpersonal confrontation. Which action should the HRBP take?

A. Gather peer feedback anonymously to help the director identity the causes of poor working relationships among employees.
B. Ask the operations VP to approve a leadership development program for the leadership team.
C. Counsel the director on strategies for establishing effective interpersonal interactions with employees.
D. Suggest that the director deliver the feedback in a written format.

Question 4

Given Peter's personality, how would you go about delivering a work assignment to him?

A. In your next regularly scheduled one-on-one meeting, ask for his input on which assignmenthe'd like to work on. Give him the assignment of his choice.
B. No different than any other team member, it would be discussed in the regular weekly teammeetings.
C. You would bring it up in your next weekly one-on-one meeting with the opportunity forPeter to ask follow-up questions.
D. Send an email with the work assignment details, with the explanation that you will discussit at your next regularly scheduled one-on-one meeting.

Question 5

Who is most qualified to be assigned to a business development management trainee as a mentor?

A. Sales VP
B. Corporate training head
C. HRVP
D. Executive coach

Solutions: