[2025] Pass SHRM-SCP Exam – Real Questions & Answers [Q183-Q198]

Q183. How would you approach the situation as a human resource representative?

Call the employee,s emergency contact on file, and inquire if something has changed withthe employee recently.

Pull the employee into a private conference room along with the supervisor. Explain thestrange behavior that you and the supervisor have witnessed, and ask for an explanation.

Coach the supervisor to have a conversation with the employee privately.

Require that the employee complete a drug test before any conversation occurs.

Q184. The CEO announces plans to expand the company and gathers data to draft a business plan for the expansion strategy. What should the HR business partner do because he is aware that the company is already short-staffed?

Advise the CEO to hold of f with expansion efforts until the staffing situation has beenimproved.

Set up an employee referral program with strong incentives to boost talent acquisitionefforts for the expansion strategy.

After assessing the current workforce, research temporary staffing agencies that canprovide the needed talent, and provide a cost estimate to the CEO.

Motivate employees with the CEO,s vision for the expansion, showcasing all of the newcareer opportunities that will come with it.

Q185. What is the practice of storing, managing, and processing data in remote, Internet-based servers commonly referred to?

Cloud computing

Locally hosted computing

E-commerce

Sof tware as a Service (SaaS)

Q186. 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?

State that the allegations made by the sales department senior executives are not true.

Advise the sales department senior executives to behave in a professional manner.

Request that the sales department senior executives provide tangible evidence that supports the allegations.

Invite the sales department senior executives to meet with the CHRO after the executive team meeting to discuss the allegations.

Q187. The HR manager presents an attrition analysis to the executive leadership team and highlights training interventions and job rotations as action items to prevent high-performers from leaving the organization. What type of analysis is described?

Predictive

Descriptive

Prescriptive

Cognitive

Q188. In selecting a new human resource information system (HRIS), what is the first step in the process?

Determine the available budget.

Collect quotes and proposals from prospective HRIS vendors.

Determine if the selection process will be conducted by a consultant or internal resources.

Define organizational needs versus wants in a new system.

Q189. What is the biggest risk in conducting an employee satisfaction survey?

The potential for employees to not be truthful in their responses

The potential for the responses to not be anonymous

No employer follow-through on the results gathered from employees

Skewed results because only the most satisfied employees respond

Q190. As a step to reduce workplace accidents, a company assesses how many workers are wearing personal protective equipment. What kind of indicator are they studying?

A preceding indicator

A leading indicator

A dominant indicator

A lagging indicator

Q191. The company decided to change the current employee pay structures to a competitive sales incentives-based pay structure. What would be the best way for the HR manager to communicate the new pay structure to all employees?

Conduct a conference call with store managers to prepare them to answer employeequestions and concerns. Then, send a concise, but comprehensive email to all associates.

Conduct face-to-face meetings with associates in each store to address their questions andconcerns in person.

Because the individual store managers know their associates best, put them in charge ofcommunicating the changes to their employees.

Send a detailed letter to each associate that explains the changes, including the rationalebehind them. Make sure that the associates have ample time to review the letter.

Q192. A manager interviews a candidate who demonstrates that she possesses the knowledge and skills required for the position. However, the interviewee has a large tattoo on her arm.
The manager doesn’t hire her because he feels that she appears irresponsible. VVhat bias is this?

Contrast effect

Halo effect

Cultural noise

Nonverbal bias

Q193. The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers’ salaries. This morning the firm’s CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR’s budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates’ resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take to communicate the hiring challenges HR is experiencing?

Send an email to all staff explaining how job market changes are making it difficult to hire experienced managers.

Notify the firm’s current managers they should not expect to receive salary adjustments this year.

Ask the CEO to provide all staff with a detailed explanation of the business need for experienced leaders.

Notify the CEO that HR’s budget will be completely exhausted if the firm hires the three top candidates.

Q194. After a lengthy investigation concludes, a sexual harassment complaint is determined to be unfounded. What is the most appropriate course of action?

Initiate a gentle conversation with the complainant and subject together to describe the results of the investigation.

Disciplinary action would be considered retaliation if the complainant were to be disciplined for making a complaint.

Disciplinary action for the complainant-there were no grounds for the complaint.

Disciplinary action should be taken only if the reason was malicious.

Q195. How should an HR director create a workforce plan to manage headcount?

Facilitate the information-gathering process to determine talent inventory.

Identify talent gaps as a result of necessary skillset changes.

Modify the hiring plan based on attrition.

Determine the competencies needed for current open positions.

Q196. Which documentation strengthens a claim of harassment against an employer?

Names of witnesses to the harassment

Details of the harassment type

Instances of retaliatory behavior

Location where the harassment occurred

Q197. According to Ulrich, what is the primary intent of the business partner model?

Management of all HR processes for a business unit

Transformation of the business unit to better align with HR directives

Business processes integration and alignment of daily work with business outcomes

Creation of shared services between business units to reduce HR administrative burden

Q198. 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.