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Free PDF SHRM New SHRM-SCP Dumps Ebook Are Leading Materials & Practical SHRM-SCP: Senior Certified Professional (SHRM-SCP)

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q106-Q111):

NEW QUESTION # 106
To find further cost savings, the VP of HR wants to eliminate the benefits and perquisites that employees rarely use. The company has not been tracking usage dat a. How should she go about determining which ones are underutilized?

A. Review statistical data on what company benefits employees generally use and do not use.
B. Conduct a company-wide employee survey.
C. Review stay and exit interviews to determine which benefits are most frequently andinfrequently mentioned.
D. Conduct interviews with individual employees.

Answer: B

Explanation:
The VP of HR displays the critical evaluation competency by being knowledgeable on how to best gather data. The best data collection method in this case is an employee survey. Conducting interviews is too time intensive and would not survey the entire workforce. Reviewing stay and exit interviews is unlikely to provide the needed information. Reviewing data from outside the organization would not answer the question of which benefits the company s employees are using and not using.

NEW QUESTION # 107
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?

A. Temporarily enact a hiring freeze of all nonessential positions to reduce costs.
B. Analyze current sales commission thresholds and evaluate company spending onperquisites and employee appreciation initiatives.
C. Suggest a reduction in force, and develop severance packages for laid-of f employees.
D. Because the HR department does not generate revenue, they will provide their support tothe revenue-generating segments of the company.

Answer: B

Explanation:
These projects demonstrate the CHRO's business acumen competency by taking steps to align the HR strategy with the organizational strategy. They demonstrate that the CHRO understands how the HR department can contribute to cost savings and improving the company's financial performance. Supporting the revenue-generating sections of the company does not necessarily lead to improved financial performance. Laying employees of f or enacting a hiring freeze might not be in the best interest of the company.

NEW QUESTION # 108
How would you describe the most effective approach to diversity recruitment?

A. Expand advertising sources to include diversity-focused prof essional organizations andwebsites.
B. Alter workplace practices to appeal to multiple generations of employees-leveragetechn0104, where appropriate, and train older workers on this technology.
C. Hire more diverse employees into the workplace.
D. Train hiring managers and other interviewers on appropriate, and inappropriate, questionsto ask during an interview.

Answer: A

Explanation:
Organizations should never base any hiring decision on race, gender, age, or any other protected visual attributes, even if the intent is to "hire for more diversity." Also, whereas the other two suggestions would help create a more inclusive workplace, the most effective strategy is to expand the reach of recruitment efforts toward underrepresented groups.

NEW QUESTION # 109
An HR director wants to show the leadership team how HR promotes the goals and values of the organization.
Which would be the most effective strategy to demonstrate this?

A. Show the turnover rate of employees over the past year.
B. Report the number of hires the HR department achieved in the last quarter.
C. Develop an HR mission statement that mirrors that of the company.
D. Create an organizational chart identifying key HR roles.

Answer: C

Explanation:
* Mission Alignment:
* Consistency: Developing an HR mission statement that mirrors the company's mission ensures that HR goals and initiatives are aligned with the overall organizational objectives.
* Clarity: A clear mission statement helps to articulate how HR contributes to achieving the company's goals.

NEW QUESTION # 110
Who is most qualified to be assigned to a business development management trainee as a mentor?

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

Answer: D

Explanation:
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

NEW QUESTION # 111
......

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