SHRM SHRM-SCP Exam : Senior Certified Professional (SHRM-SCP)

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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. 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?

A) Invite administrative employees to discuss their concerns with HR.
B) Conduct a salary review for administrative staff to ensure they are being paid competitively.
C) 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
D) Meet with administrative employees to address their concerns and explain the rationale behind the business decision.

2. Bus driver A, whose personality is to operate very much by the book, always sticks to the exact bus schedule. Bus driver B, who is known to be more of a free spirit, keeps his bus going with the flow, of ten ends up well ahead of schedule, and occasionally overtakes the other shuttles. This leads to regular conflict between the two drivers. Bus driver A decides to report the situation to the HR generalist. What should she do?

A) Arrange a meeting with both bus drivers to facilitate communication.
B) Collect data on customer satisfaction regarding their shuttle service.
C) Observe both bus drivers by spending time riding on each of the buses.
D) Prepare a written warning for the bus driver not following the exact bus schedule.

3. In the context of Fair Labor Standards Act (FLSA), which statement is true regarding the concept of workers being "engaged to wait" versus "waiting to be engaged"?

A) An employee who is "engaged to wait" is relieved of duty, so he/she does not need to bepaid unless he/she is called to work.
B) An employee who is "waiting to be engaged" is usually required to remain at the workplaceor nearby in case they are needed.
C) An employee who is "engaged to wait" is effectively on duty and must be paid for that time.
D) An employee who is "engaged to wait" is generally on call and can use his/her time freely aslong as they re able to make it to the workplace in the event they are called.

4. 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?

A) Meet with the store managers to find out which training option they would prefer toparticipate in.
B) Gather information about the free online training, and develop a plan to roll it out to thestore managers.
C) Develop an in-house training program that is cost-effective but delivers more value than thefree online training modules.
D) 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.

5. 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) Tell him/her that you will do your best to ensure his/her name is kept confidential, but you can,t make any guarantees.
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) 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.

Solutions: