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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q65-Q70):

NEW QUESTION # 65
After collecting data from the focus teams, the HR director discovers one of the major obstacles to consistent meetings is the time zone differences. Which of the following solutions would be most effective to suggest?

A. Team members who are unable to participate in the meetings should be removed from the project.
B. Teams should be redistributed to keep all group members within no more than time zones of each other.
C. Team meetings should be scheduled several months out in advance to enable team members to plan accordingly.
D. The teams should only use collaborative technologies that allow them to discuss and contribute in a running thread.

Answer: D

Explanation:
Scheduling meetings in advance enables the groups to rotate the days and times of the meetings so that group members can share the burden of inconvenient time zones. In addition, scheduling meetings in advance can give group members an adequate amount of time to schedule their prof essional and personal responsibilities accordingly so they will be able to participate.
Collaborative technologies that allow for passive discussion and group work (B) are great as a supplemental component to global teams but can negatively impact group progress when decisions must be made or discussions require real-time feedback or consensus. Redistributing teams according to the members' respective time zones (C) would take away from the project's initial vision to take advantage of the combination of specific skills and global perspectives to solve challenges. Eliminating a team member solely due to lack of meeting participation CD) is an extreme reaction if the rest of his or her contributions are of high quality, and he or she is otherwise communicative and responsive. Before eliminating a team member, the team and its leaders should first seek feedback from that member to learn what his or her desire to take part in the team is and what individual barriers he or she may experience in attending the meetings.

NEW QUESTION # 66
What is one advantage of a group interview?

A. Increased control for the interviewer
B. Elimination of unqualified candidates
C. More candidate comfort during the interview
D. Time-savings for both companies and job seekers

Answer: D

Explanation:
In a group interview, one or several managers interview a number of job candidates. They can be conducted as either team interviews or panel interviews. The main advantage is that they reduce the time spent on the interview and candidate selection process.

NEW QUESTION # 67
The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?

A. Convey the company,s firm position on reducing costs.
B. Set goals for the meeting and lay out the company,s negotiation strategy,.
C. Focus on understanding the benefits vendor,s side.
D. Create a welcoming atmosphere that makes the benefits vendor feel comfortable.

Answer: A

Explanation:
The VP of HR displays the relationship competency by preparing for a successful negotiation.
Before going into a negotiation, it is important to prepare and be clear about what one would like to accomplish. Upon starting the meeting, one should create a welcoming and comfortable atmosphere to build a trusting relationship with the negotiation partner. This forms the foundation of a successful meeting and discussion.

NEW QUESTION # 68
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?

A. Establish a mentorship program.
B. Ensure new processes and goals are reflected in performance reviews.
C. Utilize HRIS to track data.
D. Support leaders through ongoing training and development initiatives.

Answer: D

Explanation:
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.

NEW QUESTION # 69
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
The HR director discovers that many employees lost trust in HR after an HR manager read sensitive emails from employees out loud during a company meeting. How should the HR director address this?

A. Document a formal warning in the HR manager's personnel file.
B. Meet with the HR manager to discuss the effects of these actions on employee morale.
C. Issue a companywide statement that describes the company's privacy practices.
D. Mentor the HR manager about effective communication techniques.

Answer: B

Explanation:
* Immediate Meeting: The HR director should arrange an immediate meeting with the HR manager to discuss the incident of reading sensitive emails aloud. This creates an opportunity for direct communication and immediate feedback.
* Discuss Impact: In the meeting, explain the negative impact of the HR manager's actions on employee morale and trust in HR. Use specific examples to illustrate how such actions undermine confidence in HR's ability to handle sensitive information.
* Effective Communication: Provide guidance on effective communication techniques, emphasizing the importance of confidentiality and respectful handling of employee information.
* Development Plan: Develop a professional development plan for the HR manager that includes training on confidentiality, ethical behavior, and effective communication practices.
* Monitoring and Feedback: Establish a process for monitoring the HR manager's behavior and provide regular feedback to ensure improvements are made. This could involve periodic check-ins and additional training sessions as necessary.
This approach directly addresses the issue, helps the HR manager understand the consequences of their actions, and sets a path for improvement, aligning with SHRM's guidelines on maintaining confidentiality and effective HR practices.

NEW QUESTION # 70
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