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

1. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Despite the HR director's insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?

A) Ask a senior leader to mediate the disagreement and have the power to make the final decision.
B) Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.
C) Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.
D) Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.

2. 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.
During the executive team meeting, the sales department senior executives make allegations about the CHRO's professional qualifications that the CHRO knows are false. Which action should the CHRO take?

A) Invite the sales department senior executives to meet with the CHRO after the executive team meeting to discuss the allegations.
B) Advise the sales department senior executives to behave in a professional manner.
C) State that the allegations made by the sales department senior executives are not true.
D) Request that the sales department senior executives provide tangible evidence that supports the allegations.

3. 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) Reduce the employee's work schedule temporarily until the investigation is complete.
C) Assure the employee that all information gathered from witnesses will remain confidential.
D) Transfer the employee to another work group while the investigation proceeds.

4. What job evaluation approach should be used to determine the degree to which jobs being evaluated are composed of selected compensable factors?

A) Point method
B) Wage curves
C) Job classification
D) Ranking

5. 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.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?

A) Explain to the leaders why using only employees from the list might exclude important perspectives.
B) Remind the leaders that the operations VP asked the HRBP to lead the project.
C) Inform the leaders that HR will follow best practices when selecting focus group participants.
D) Conduct one focus group with the recommended employees and one with randomly selected employees.

Solutions:

Question # 1 Answer: C

Question # 2 Answer: C

Question # 3 Answer: A

Question # 4 Answer: A

Question # 5 Answer: A