NEW SHRM-SCP TEST TESTKING & ACTUAL SHRM-SCP TEST ANSWERS

New SHRM-SCP Test Testking & Actual SHRM-SCP Test Answers

New SHRM-SCP Test Testking & Actual SHRM-SCP Test Answers

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Tags: New SHRM-SCP Test Testking, Actual SHRM-SCP Test Answers, Exam SHRM-SCP Simulations, SHRM-SCP Exam Vce, SHRM-SCP Exams Dumps

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q238-Q243):

NEW QUESTION # 238
While working on this project together, what could be a potential conflict between Peter and Jason?

  • A. Competing priorities
  • B. Conflicting perceptions
  • C. Conflicting roles
  • D. Conflicting styles

Answer: D

Explanation:
Peter and Jason have different working styles. Peter may resent Jason's attention-seeking and flashy style, and Jason may feel that Peter needs to speak up if he has questions, concerns, or generally any information to share.


NEW QUESTION # 239
A company is experiencing low productivity and therefore plans to restructure its workflows. A team of organizational and employee development (OED) specialists develops a plan for the restructure and implements it. After the change initiative has been completed, the company notices employees resisting the changes. What is likely to be the reason for their resistance?

  • A. The changes were implemented too quickly.
  • B. The restructure was developed with insufficient data.
  • C. Employees were not included in the development.
  • D. No feedback was provided after the implementation.

Answer: B

Explanation:
The employees affected by the change were not included in the development of the restructure, which can lead to resistance.


NEW QUESTION # 240
A start-up technology company is growing rapidly, and senior leadership would like the company to be publicly traded in the near future. The company regularly exceeds its financial goals, but outside analysts express concerns about the inconsistent practices and procedures within the company. The company values innovation, and very little attention is paid to documenting or standardizing work processes. This provides employees with a great deal of freedom to experiment in their roles, but it also leads to confusion about individual assignments and areas of responsibility. In preparation for a public offering, the company's leadership asks the HR director to gather information on best work practices in every functional area and create the required documentation.
Many team managers do not believe that documentation is necessary and they do not want to spend time creating it. How can the HR director convince them that this initiative is worthwhile?

  • A. Schedule a group meeting with all managers to answer their questions about why documenting work practices is necessary.
  • B. Present case studies to the managers that describe how other organizations have successfully implemented similar initiatives.
  • C. Send out a companywide memo explaining that having work practices and standards documented will lead to less work for employees in the future.
  • D. Distribute a memo to managers informing them that senior leadership would like them to participate in the process of developing documentation.

Answer: B

Explanation:
* Identify Relevant Case Studies: Research and gather case studies of organizations, preferably within the same industry or of similar size, that have successfully documented their work practices and standardized their processes.
* Highlight Benefits: Focus on the specific benefits these organizations experienced, such as improved efficiency, better compliance, enhanced communication, and preparation for public offerings.
* Address Concerns: Use the case studies to address common concerns managers might have, such as the time and effort required to document processes. Show how these challenges were overcome in the case studies.
* Engage Managers: Present the case studies in a meeting or workshop with the managers, allowing for discussion and questions. This interactive approach helps managers to better understand the relevance and importance of the initiative.
* Provide Support: Offer to provide support and resources to managers to help them with the documentation process, demonstrating a commitment to making the initiative as smooth and efficient as
* possible.
References:
* SHRM case studies and best practices on process documentation
* Industry-specific examples of successful documentation initiatives


NEW QUESTION # 241
The supervisor of the pregnant employee comes to the HR generalist with a request for a written warning. Despite multiple verbal warnings, the employee keeps using her cell phone during work time for personal text messaging and playing games. The HR generalist has also had several conversations with the employee about this. However, the HR generalist is sympathetic because the employee reminds her of herself when she was pregnant. She does not think that the employee should receive a written warning and consults with her supervisor, the VP of HR. What should the VP of HR do?

  • A. Allow the HR generalist to deny the manager,s request for a written warning if she does notagree with it.
  • B. Review the employee,s file to determine if there have been previous performancemanagement issues.
  • C. Ask the HR generalist to prepare a written warning according to the manager,s request.
  • D. Find out why the HR generalist does not agree with the written warning.

Answer: D

Explanation:
The VP of HR displays the critical evaluation competency by being aware of biases that can occur and asking further questions to determine if the HR generalist's sympathy is due to a similar- to-me error. If the reason for not agreeing with the written warning turns out to be because she sees herself in the employee, then the VP of HR can address the bias. Then, they can train the HR generalist on how to act objectively and identify and remove bias in similar situations.


NEW QUESTION # 242
What would be the most impactful action human resources could take to identify the cause of this increase in turnover?

  • A. Analyze the recruitment strategy and interview notes when the employee was hired.Because they,re of ten new employees who leave quickly, ifs likely that the wrong hiring decision was made.
  • B. Conduct exit interviews with each employee who leaves the organization. Identify trends in the reasons mentioned.
  • C. Send out an employee satisfaction survey to all employees. Identify areas of discontent among current employees.
  • D. Speak with the managers of each exiting employee. Ask if they have any insight on why the individuals are choosing to leave the organization.

Answer: B

Explanation:
Although each option presented could help identify different causes of turnover, the best way to pinpoint the top reason would be to conduct exit interviews with each exiting employee and identify trends.


NEW QUESTION # 243
......

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