Summer Special 60% Discount Offer - Ends in 0d 00h 00m 00s - Coupon code: bestdeal

Free SHRM SHRM-SCP Practice Exam with Questions & Answers | Set: 4

Questions 31

At an organization positioned for substantial growth, the HR leader is evaluating whether to outsource several HR functions. Which question should the HR leader first consider in the evaluation process?

Options:
A.

Will the vendor provide consistent service and ensure regulatory obligations are met?

B.

Could the transition to outsourcing create substantial disruption of work on current projects?

C.

How could outsourcing help the organization best manage HR service delivery levels?

D.

Will the cost of outsourcing HR functions provide a measurable return to the bottom line?

SHRM SHRM-SCP Premium Access
Questions 32

At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.

Senior leaders at the company express a desire to eliminate training and development opportunities because they have become too costly for the company. What should the HR director do?

Options:
A.

Conduct a cost-benefit analysis on providing training and development opportunities to employees.

B.

Analyze industry trends on the relationship between business performance and training and development opportunities.

C.

Survey employees on their perceived effectiveness of training and development in improving their performance.

D.

Implement blended training approaches to decrease training costs.

Questions 33

How should an organization most effectively improve employee productivity during a time of rapid growth and organizational change?

Options:
A.

Increase the frequency of performance reviews.

B.

Reduce the representation gap.

C.

Introduce forced ratings distribution.

D.

Implement a 360-degree feedback initiative

Questions 34

During a workforce audit, an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program. Which is the first step the HR leader should take in response to this discovery?

Options:
A.

Determine if the organization is liable for possible immigration violations of these workers.

B.

Adopt a process to track worker movement across geographies in line with immigration and tax rules.

C.

Alert leadership that the organization may be in violation of statutory compliance.

D.

Push for the adoption of online platforms to better integrate data of the mobile workforce.

Questions 35

Which element is fundamental to an inclusive global workplace?

Options:
A.

A workplace that values individual and group differences

B.

A company with a variety of social and cultural identities among its staff

C.

An organization that has numerical representation of individuals from different backgrounds

D.

A firm that has an active diversity and inclusion policy

Questions 36

A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.

Despite the HR director’s insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?

Options:
A.

Ask a senior leader to mediate the disagreement and have the power to make the final decision.

B.

Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.

C.

Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.

D.

Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.

Questions 37

Which provision should an employer put in place to mitigate security concerns when creating a bring-your-own-device policy?

Options:
A.

Mandate a complex password protection for accessing employer servers.

B.

Gain consent from employees to access personal email, data, and web activity.

C.

Prevent all employees from accessing work emails through their mobile devices.

D.

Ensure that employees are not connecting to employer data outside of the workplace.

Questions 38

What protection law requires an organization to notify an applicant prior to taking any adverse action based on the results of a background screening?

Options:
A.

Consumer Credit Protection Act

B.

Fair and Accurate Credit Transactions Act

C.

Fair Credit Reporting Act

D Employee Polygraph Protection Act

Questions 39

A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?

Options:
A.

Gamify professional development opportunities.

B.

Offer a diverse catalog of micro-courses.

C.

Apply the forgetting curve.

D.

Use pre- and post-training surveys.

Questions 40

An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.

The HRBP wants to provide suggestions to the organization’s executives about how to improve communication within the company, but the CHRO does not include the HRBP in strategic discussions that the CHRO has with other executives. What should the HRBP do?

Options:
A.

Write an email to the CHRO explaining the suggestions of the HRBP.

B.

Schedule a meeting with the CHRO to explain the HRBP's suggestions.

C.

Email the CHRO asking if the HRBP may attend the next strategic discussion meeting.

D.

Meet with other executives informally to share the HRBP’s suggestion.

Exam Code: SHRM-SCP
Certification Provider: SHRM
Exam Name: SHRM Senior Certified Professional
Last Update: Jul 11, 2025
Questions: 134

SHRM Free Exams

SHRM Free Exams
Unlock free SHRM exam resources and practice tests at Examstrack. Boost your SHRM exam readiness with top-notch materials.