SHRM-SCP Actual Questions – Instant Download 402 Questions [Q139-Q159]

NEW QUESTION 139
An oil and gas company that operates globally signs an agreement to shift the operations part of the business to another organization. As a result, the company must lay off several employees. Some of the employees that must be laid off are working at headquarters while others are currently assigned to another country to support operations in the field. An HR director is tasked with developing a plan for communicating and executing the layoffs.
What should the HR director do to ensure that there is a successful transfer of knowledge from the displaced employees to those who will be retained after the layoffs?

Require the displaced employees to sign a contract that affirms that they will stay with the company during the transition.

Tell the displaced employees that helping with the transition will provide more time to find a job while still receiving compensation.

Explain to the displaced employees that they will be provided with a favorable reference in exchange for their cooperation.

Tell the displaced employees that they will be offered training and job placement services if they help with the transition.

NEW QUESTION 140
How should diversity and inclusion (D&I) strategies be put into effect?

Strategies should be put into effect identically.

Strategies should be put into effect justly.

Strategies should be put into effect simultaneously.

Strategies should be put into effect consecutively,

NEW QUESTION 141
New procedures are being rolled out from the company headquarters to of thes located all over the country. The communications director created a detailed slide show presentation to share with all general managers virtually. What type of groupware is intended to be used for this purpose?

Virtual meeting

Video presence

Web conferencing

Network seminar

NEW QUESTION 142
What tasks needs to be performed continuously throughout the entire risk management process?

Invest and set direction

Reevaluate and direct

Monitor and review

Engage and motivate

NEW QUESTION 143
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?

Individualism versus collectivism

Masculinity versus femininity

Low power versus high power distance

Long-term versus short-term orientation

NEW QUESTION 144
Six months later, you have a promising human resources manager on board, and the India of the seems to be running smoothly. However, as expected, there are some minor challenges with communication between the two of thes. What would be the most effective practice to adopt to improve daily communications?

Institute regular video conference calls for all virtual meetings

A reminder to the US location to use clear language in emails and eliminate the use of slang

Training provided at both locations regarding customs of the other culture-India culture training at the US location and American culture training at the Chennai location.

A daily 15-minute status call at a time that is convenient for both time zones

NEW QUESTION 145
After a diversity council has been established, what is part of the next step in the Diversity and Inclusion (D&I) Strategic Process by Gardenswartz and Rowe?

Assemble an employee resource group.

Build a diverse candidate pool through targeted recruiting initiatives.

Assess the results achieved by the diversity council.

Develop a diversity immersion program for managers and employees.

NEW QUESTION 146
Which of the following is more likely to be positively correlated with a highly performing, diverse team?

Disparate impact

Psychological safety

Team dissatisfaction

Conflict-free collaboration

NEW QUESTION 147
A manager tells his employee that he will be demoted if he votes for the union. What are possible consequences if the employee reports the incident?

The National Labor Relations Board (NLRB) wm investigate the charge.

The union and employer will engage in mediation.

The NLRB will file a complaint on behalf of the employee.

There will be no consequences because the employer can demote, but not terminate, theemployee.

NEW QUESTION 148
When an employee presents evidence of corporate wrongdoing, which is considered the HR leader’s primary responsibility under the Sarbanes-Oxley Act of 2002?

To discipline the employee according to the code of ethics

To prevent retaliation against the employee who reported wrongdoing

To launch an investigation

To personally certify the organization’s financial reports

NEW QUESTION 149
Return to Work (RTW) programs are an effective tool to help transition employees back to full duty. When are they used?

An employee experiences an injury, whether on the job or of f duty.

An employee experiences an on-the-job injury.

Family and Medical Leave Act (FMLA)-protected leave is denied for the employee.

An employee,s physician will not give a medical release.

NEW QUESTION 150
For an employer to hire an unpaid intern, the internship must meet several criteria.
Which option is NOT a criterion to qualify for an unpaid internship?

The intern receives relevant and valuable on-the-job training.

The intern receives academic credit for completion of the internship.

The intern,s work does not take away work from another paid employee.

The intern must work less than 20 hours per week.

NEW QUESTION 151
A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company’s core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company’s HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
The administrative employees complain that the new policy is unfair. What should the HRBP do?

Tell the administrative employees that they should document their grievances in writing so that HR can formally present their complaints to the company’s senior leaders

Meet with administrative employees to address their concerns and explain the rationale behind the business decision.

Invite administrative employees to discuss their concerns with HR.

Conduct a salary review for administrative staff to ensure they are being paid competitively.

NEW QUESTION 152
The HR team checks in with the different sales teams to gather feedback on implemented changes as a result of the expansion efforts. Although most teams give positive feedback, one team displays low employee morale. To find out more, the HR team conducts interviews with representatives from this team. They find out that the sales team manager of ten makes inappropriate comments and derogatory remarks about older employees. The HR business partner reports these findings to the head of sales. In their discussion, the head of sales urges the HR business partner to not upset the team manager because he has close relationships with major accounts that the company cannot afford to lose. What should the HR business partner do next?

Provide coaching and training to the manager to improve his communication andleadership style.

Report the findings to the CEO, conduct an investigation, and take the necessary steps tostop the manager,s behavior.

Recommend hiring additional sales staff to decrease stress and pressure on the team.

Keep a close eye on the manager to see if further incidences occur.

NEW QUESTION 153
A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The regional government office has been slow to adopt new management approaches, which has made it difficult for the office to compete for top talent in the regional workforce. What should the HR director do to ensure buy-in from managers and executives regarding changes to the telework policy?

Invite managers and executives to a meeting to discuss the office succession planning approach.

Invite HR representatives from other organizations to talk about their strategies with office executives.

Review exit interview surveys of employees who have left the company.

Research telework best practices and their effect on engagement and retention.

NEW QUESTION 154
Two employees sit on the board of directors and have full voting power. What system is that?

Mixed system

Dual system

Single-tier system

Matrix system

NEW QUESTION 155
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?

Gather information about the free online training, and develop a plan to roll it out to thestore managers.

Meet with the store managers to find out which training option they would prefer toparticipate in.

Develop an in-house training program that is cost-effective but delivers more value than thefree online training modules.

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.

NEW QUESTION 156
Which of the following action steps should the HR director take first in assisting the COO?

Facilitate a meeting between the COO and the division leaders to discuss obstacles and future timelines.

Meet with the division leaders to gauge their understanding of the focus teams and challenges they have experienced.

Design an employee feedback survey to better understand the perspectives of the focus teams.

Sit in on the next focus teams, meetings to observe discussions and interactions.

NEW QUESTION 157
The CEO asks the CHRO how the HR department will contribute to the strategy. What is the best suggestion the CHRO can make after brainstorming with the HR department?

Because the HR department does not generate revenue, they will provide their support tothe revenue-generating segments of the company.

Suggest a reduction in force, and develop severance packages for laid-of f employees.

Analyze current sales commission thresholds and evaluate company spending onperquisites and employee appreciation initiatives.

Temporarily enact a hiring freeze of all nonessential positions to reduce costs.

NEW QUESTION 158
During the busy holiday season, many high-performing employees resign. This time of year is especially stressful for front desk employees who have to serve a large number of customers quickly. The HR manager overhears some of the best-performing front desk receptionists say that they are thinking about resigning. What should he do after informing the front of the manager about what he just heard?

Hire employees with high stress tolerance, and build a candidate pool in case of furtherresignations.

Identify the exact reasons for the high turnover, and develop strategies to eliminate them.

Help the front of the manager create employee schedules to ensure that there is enoughcoverage for adequate rest breaks.

Train the front of the manager on strategies to increase employee engagement during thebusy season.

NEW QUESTION 159
In which domain is workforce planning and employment a focus?

The employee life cycle

Organizational strategy

Human resource operations

Managing performance

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