SHRM - CP Questions &
Answers (Situational) Updated
2026
ABfemaleBworkerBisBearningB$500BaBweekBdoingBaBjob,BwhileBaBmaleBworkerBdoingBtheBsam
eBjobBisBearningB$600BaBweek.BTheBEqualBPayBActBrequiresBtheBemployerBto:
A.BRecruitBatBaBhigherBpayBrate
B.BDefendBagainstBpossibleBdiscrimination
C.BPayBaBdifferentialBforBtheBfemale
D.BUseBaBbandingBsystemBforBtheBmaleBandBfemaleBpayB-
BAnswerB.BTheBEqualBEmploymentBOpportunityBCommissionBstatesBthatBitBisBaBviolationBofBt
heBEqualBPayBActBwhenBthereBisBclearlyBunequalBcompensationBforBmaleBandBfemaleBworker
s.
JeffBrecentlyBhadBhisBworkBhoursBreducedBdueBtoBaBmajorBreorganizationBcampaign.BWhatBm
ightBinfluenceBtheBCOBRABbenefitsBthatBJeffBwouldBearn?
A.BTheBfactBthatBheBdidBnotBleaveBhisBjobBaltogether
B.BTheBnumberBofBemployeesBinBtheBworkplace
C.BTheBtypesBofBinsuranceBtheBcompanyBoffers
D.BTheBamountBofBtheBhealthBpremiumBheBisBpayingB-
BAnswerC.BTheBCOBRABcoverageBstandardBdoesBnotBcoverBaBplanBthatBonlyBoffersBlifeBinsura
nceBofBdisabilityBbenefits.BJeffBcanBgetBCOBRABbenefitsBifBheBhasBfewerBhoursBofBemployme
ntBbutBhasBnotBlostBhisBjobBaltogether.
CraigBisBworkingBinBanBHRBpositionBwhereBheBwantsBtoBfindBtheBbestBpossibleBemployeesBfo
rBcertainBtasks.BWhatBformBofBHRBworkBisBCraigBhandling?
A.BStrategic
B.BSenior
C.BAdministrative
D.BDirectionalB-BAnswerA.BStrategicBHRBisBconsideringBlong-
termBplansBforBgrowthBandBfindingBtheBbestBoverallBdecisionsBforBtheBworkplace.
SusanBisBfindingBpossibleBcandidatesBbasedBonBtheirBbackgroundsBandBlessBonBcorporateBgoal
s.BThisBisBwhatBformBofBHRBwork?
A.BAdministrative
,B.BStrategic
C.BDirectional
D.BOperationalB-
BAnswerD.BOperationalBHRBisBcomplyingBwithBlawsBandBhowBeverydayBtasksBcanBbeBcomplet
edBbasedBonBbackgroundsBandBotherBqualifyingBdata.
SallyBisBtheBCEOBofBaBbusinessBandBhasBaBclauseBinBherBcontractBthatBstatesBsheBwillBearnB
$50BinBaBseveranceBpayBandBstockBoptionsBifBsheBlosesBherBjobBdueBtoBanBacquisitionBorBta
keover.BWhatBdoesBSallyBhaveBinBthisBsituation?
A.BGoldenBparachute
B.BGoldenBhandshake
C.BExecutiveBperquisites
D.BInvestmentBbenefitsB-
BAnswerA.BABgoldenBparachuteBisBcompensationBthatBaBpersonBwillBgetBdueBtoBaBtakeoverBo
rBacquisition.BTheBmoneyBinvolvedBmightBdissuadeBsomeBpartiesBfromBtryingBtoBtakeBoverBaB
group.
AliceBrecentlyBworkedB40BhoursBinBaBweekBandBhadBtoBworkBforB10BhoursBduringBtheBThan
ksgivingBholiday.BIsBsheBeligibleBforBovertimeBpay?
A.BYes
B.BNo
C.BSheBcanBearnBhalfBpay
D.BThisBisBbasedBonBtheBemployer'sBdiscretionB-
BAnswerB.BOvertimeBpayBisBapplicableBwhenBsomeoneBworksBmoreBthanB40BhoursBinBaBwee
kBandBdoesBnotBapplyBtoBworkBonBaBholiday.BIndividualBbusinessesBhaveBtheBoptionBtoBaddB
extraBpayBforBholidays,BbutBtheyBareBnotBobligated.
MichaelBisBaBseniorBexecutiveBwhoBrecentlyBworkedB50BhoursBinBoneBweek.BCanBheBearnBov
ertimeBpay?
A.BYes
B.BNo
C.BHeBcanBearnBhalf
D.BTheBCEOBofBhisBbusinessBmustBdecideB-
BAnswerA.BBecauseBMichaelBworkedBmoreBthanB40BhoursBinBaBweek,BheBisBcertainlyBentitled
BtoBovertimeBpay.
,LarryBisBjoiningBaBbusiness'BboardBofBdirectors.BHeBisBbeingBhiredBwithBtheBbeliefBthatBheBw
illBprovideBaBuniqueBoutsideBperspectiveBtoBtheBbusiness.BWhatBkindBofBworkerBisBLarry?
A.BEthicalBdirector
B.BOutsideBdirector
C.BChiefBAuditBOfficer
D.BConsultantB-
BAnswerB.BAnBoutsideBdirectorBisBaBpersonBwhoBisBnotBaBstakeholderBorBemployeeBofBtheBc
ompany.BTheBopinionsBheBoffersBareBunbiasedBandBtheyBareBwellBoutsideBofBwhatBtheBbusin
essBnormallyBdoes.
RandallBhasBreachedBtheBhighestBpossibleBamountBthatBheBcanBcontributeBtoBhisB401(k)Bplan
.BWhatBcanBRandallBuseBnextBtoBhaveBmoreBmoneyBforBhisBretirementBplan?
A.BPointBofBServiceBplan
B.BExcessBdeferralBplan
C.BCashBbalanceBplan
D.BMoney-purchaseBplanB-
BAnswerB.BAnBexcessBdeferralBplanBdoesBnotBimposeBlimitsBasBtoBwhatBoneBcanBcontribute.
GeorgeBhasBproposedBaBchangeBtoBtheBbusinessBstatementBorBtermsBofBoperationBforBtheBco
mpany.BManagementBisBreviewingBGeorge'sBideaBandBisBdebatingBandBamendingBhisBproposal.
BPartBofBthisBincludesBrewritingBsomeBofBtheBdetails.BWhatBisBthisBactionBknownBas
A.BLobbying
B.BHolding
C.BDischaring
D.BMarkingB-BAnswerD.BTheBmarkingBprocessBincludesBreviewingBtheBqualityBofBaBbill.
ABcompanyBthatBhasBbeenBinBtheBclothingBretailBindustryBforBaBwhileBwantsBtoBmoveBintoBo
therBindustriesBandBisBgoingBtoBleaveBtheBclothingBsector.BWhatBisBtheBcompanyBdoingBinBthi
sBsituation?
A.BReengineering
B.BRestructuring
C.BDivestiture
D.BRefinancingB-
BAnswerC.BDivestitureBisBaBprocessBwhereBanBassetBisBreducedBthroughBliquidation,BaBsaleBor
BclosureBamongBotherBevents.BThisBisBtheBoppositeBofBanBinvestmentBandBisBdoneBtoBconsoli
dateBaBbusinessBorBkeepBitBfromBbeingBtooBexpensiveBtoBoperate.
, BrianBhasBtoBattendBphysicalBtherapyBeveryBmonthBforBdisability.BHowever,BhisBemployerBstat
esBheBcannotBbeBabsentBmoreBthanBfiveBtimesBinBaBsix-
monthBperiod.BAfterBtheBsixthBtherapyBsessionBduringBtheBsixthBmonth,BheBisBfired.BHeBwillB
thenBfileBaBlawsuitBunderBtheBADA.BABcourtBmayBdeclareBthatBtheBbusinessBwasBdiscriminato
ryBagainstBBrian.BWhatBshouldBbeBdoneBtoBrectifyBtheBsituation?
A.BTheBworkBpositionBheBhasBshouldBbeBremoved
B.BHeBshouldBbeBrehiredBandBhaveBhisBscheduleBorganizedBbasedBonBhisBphysicalBneeds
C.BPayBforBBrian'sBtherapyBsessions
D.BAllowBforBnewBtermsBinBtheBattendanceBpolicyB-
BAnswerB.BTheBADABstatesBthatBtheBemployeeBshouldBbeBrehiredBwithBtheBtermsBofBone'sB
workBbeingBadjustedBbasedBonBhisBdisability.BTheyBkeyBisBtoBallowBforBaccommodationBwhen
BhelpingBaBpersonBtoBmanageBaBdisability.BInBthisBcase,BhisBworkBhoursBcanBbeBadjusted.
LouisBlostBhisBjob,BbutBitBwasBnotBthroughBhisBownBfault.BCanBheBearnBunemploymentBbene
fitsBinBthisBsituation?
A.BheBcanBgetBallBhisBbenefits
B.BTheBbusinessBcanBdecideBonBthis
C.BNoBbenefitsBareBavailable
D.BLouisBwouldBhaveBtoBmeetBnewBstandardsBtoBgetBthoseBbenefitsB-
BAnswerA.BUnemploymentBbenefitsBareBavailableBwhenBaBpersonBisBunemployedBforBreasonsB
thatBtheyBcannotBcontrol.BThisBisBdifferentBfromBgrossBmisconduct,BwhichBisBanBeventBthatBo
ccursBdueBtoBtheBemployee'sBownBactions.
BethBhasBaBphysicalBabilityBandBcanBstillBdoBherBjob,BbutBsheBlostBherBjobBanyway.BCanBshe
BapplyBforBunemploymentBbenefits?
A.BSheBhasBtoBproveBsheBisBdisabledBinBsomeBway
B.BSheBhasBtoBproveBsheBhadBtheBbestBpossibleBconduct
C.BThereBneedsBtoBbeBaBreviewBofBwhyBsheBlostBherBjob
D.BTheBrelevanceBofBtheBjobBshouldBbeBdeterminedB-
BAnswerB.BTheBworkerBcanBgetBunemploymentBbenefitsBifBsheBexpressedBtheBproperBconduct
BonBtheBjob.
ClydeBisBhiringBClaudiaBtoBworkBatBhisBbusinessBbecauseBheBjustBhasBanBintuitiveBfeelingBtha
tBshe'sBtheBrightBpersonBforBtheBjob.BClydeBisBhiringBherBbasedBonBhis:
A.BFirstBimpression
B.BGutBfeeling
Answers (Situational) Updated
2026
ABfemaleBworkerBisBearningB$500BaBweekBdoingBaBjob,BwhileBaBmaleBworkerBdoingBtheBsam
eBjobBisBearningB$600BaBweek.BTheBEqualBPayBActBrequiresBtheBemployerBto:
A.BRecruitBatBaBhigherBpayBrate
B.BDefendBagainstBpossibleBdiscrimination
C.BPayBaBdifferentialBforBtheBfemale
D.BUseBaBbandingBsystemBforBtheBmaleBandBfemaleBpayB-
BAnswerB.BTheBEqualBEmploymentBOpportunityBCommissionBstatesBthatBitBisBaBviolationBofBt
heBEqualBPayBActBwhenBthereBisBclearlyBunequalBcompensationBforBmaleBandBfemaleBworker
s.
JeffBrecentlyBhadBhisBworkBhoursBreducedBdueBtoBaBmajorBreorganizationBcampaign.BWhatBm
ightBinfluenceBtheBCOBRABbenefitsBthatBJeffBwouldBearn?
A.BTheBfactBthatBheBdidBnotBleaveBhisBjobBaltogether
B.BTheBnumberBofBemployeesBinBtheBworkplace
C.BTheBtypesBofBinsuranceBtheBcompanyBoffers
D.BTheBamountBofBtheBhealthBpremiumBheBisBpayingB-
BAnswerC.BTheBCOBRABcoverageBstandardBdoesBnotBcoverBaBplanBthatBonlyBoffersBlifeBinsura
nceBofBdisabilityBbenefits.BJeffBcanBgetBCOBRABbenefitsBifBheBhasBfewerBhoursBofBemployme
ntBbutBhasBnotBlostBhisBjobBaltogether.
CraigBisBworkingBinBanBHRBpositionBwhereBheBwantsBtoBfindBtheBbestBpossibleBemployeesBfo
rBcertainBtasks.BWhatBformBofBHRBworkBisBCraigBhandling?
A.BStrategic
B.BSenior
C.BAdministrative
D.BDirectionalB-BAnswerA.BStrategicBHRBisBconsideringBlong-
termBplansBforBgrowthBandBfindingBtheBbestBoverallBdecisionsBforBtheBworkplace.
SusanBisBfindingBpossibleBcandidatesBbasedBonBtheirBbackgroundsBandBlessBonBcorporateBgoal
s.BThisBisBwhatBformBofBHRBwork?
A.BAdministrative
,B.BStrategic
C.BDirectional
D.BOperationalB-
BAnswerD.BOperationalBHRBisBcomplyingBwithBlawsBandBhowBeverydayBtasksBcanBbeBcomplet
edBbasedBonBbackgroundsBandBotherBqualifyingBdata.
SallyBisBtheBCEOBofBaBbusinessBandBhasBaBclauseBinBherBcontractBthatBstatesBsheBwillBearnB
$50BinBaBseveranceBpayBandBstockBoptionsBifBsheBlosesBherBjobBdueBtoBanBacquisitionBorBta
keover.BWhatBdoesBSallyBhaveBinBthisBsituation?
A.BGoldenBparachute
B.BGoldenBhandshake
C.BExecutiveBperquisites
D.BInvestmentBbenefitsB-
BAnswerA.BABgoldenBparachuteBisBcompensationBthatBaBpersonBwillBgetBdueBtoBaBtakeoverBo
rBacquisition.BTheBmoneyBinvolvedBmightBdissuadeBsomeBpartiesBfromBtryingBtoBtakeBoverBaB
group.
AliceBrecentlyBworkedB40BhoursBinBaBweekBandBhadBtoBworkBforB10BhoursBduringBtheBThan
ksgivingBholiday.BIsBsheBeligibleBforBovertimeBpay?
A.BYes
B.BNo
C.BSheBcanBearnBhalfBpay
D.BThisBisBbasedBonBtheBemployer'sBdiscretionB-
BAnswerB.BOvertimeBpayBisBapplicableBwhenBsomeoneBworksBmoreBthanB40BhoursBinBaBwee
kBandBdoesBnotBapplyBtoBworkBonBaBholiday.BIndividualBbusinessesBhaveBtheBoptionBtoBaddB
extraBpayBforBholidays,BbutBtheyBareBnotBobligated.
MichaelBisBaBseniorBexecutiveBwhoBrecentlyBworkedB50BhoursBinBoneBweek.BCanBheBearnBov
ertimeBpay?
A.BYes
B.BNo
C.BHeBcanBearnBhalf
D.BTheBCEOBofBhisBbusinessBmustBdecideB-
BAnswerA.BBecauseBMichaelBworkedBmoreBthanB40BhoursBinBaBweek,BheBisBcertainlyBentitled
BtoBovertimeBpay.
,LarryBisBjoiningBaBbusiness'BboardBofBdirectors.BHeBisBbeingBhiredBwithBtheBbeliefBthatBheBw
illBprovideBaBuniqueBoutsideBperspectiveBtoBtheBbusiness.BWhatBkindBofBworkerBisBLarry?
A.BEthicalBdirector
B.BOutsideBdirector
C.BChiefBAuditBOfficer
D.BConsultantB-
BAnswerB.BAnBoutsideBdirectorBisBaBpersonBwhoBisBnotBaBstakeholderBorBemployeeBofBtheBc
ompany.BTheBopinionsBheBoffersBareBunbiasedBandBtheyBareBwellBoutsideBofBwhatBtheBbusin
essBnormallyBdoes.
RandallBhasBreachedBtheBhighestBpossibleBamountBthatBheBcanBcontributeBtoBhisB401(k)Bplan
.BWhatBcanBRandallBuseBnextBtoBhaveBmoreBmoneyBforBhisBretirementBplan?
A.BPointBofBServiceBplan
B.BExcessBdeferralBplan
C.BCashBbalanceBplan
D.BMoney-purchaseBplanB-
BAnswerB.BAnBexcessBdeferralBplanBdoesBnotBimposeBlimitsBasBtoBwhatBoneBcanBcontribute.
GeorgeBhasBproposedBaBchangeBtoBtheBbusinessBstatementBorBtermsBofBoperationBforBtheBco
mpany.BManagementBisBreviewingBGeorge'sBideaBandBisBdebatingBandBamendingBhisBproposal.
BPartBofBthisBincludesBrewritingBsomeBofBtheBdetails.BWhatBisBthisBactionBknownBas
A.BLobbying
B.BHolding
C.BDischaring
D.BMarkingB-BAnswerD.BTheBmarkingBprocessBincludesBreviewingBtheBqualityBofBaBbill.
ABcompanyBthatBhasBbeenBinBtheBclothingBretailBindustryBforBaBwhileBwantsBtoBmoveBintoBo
therBindustriesBandBisBgoingBtoBleaveBtheBclothingBsector.BWhatBisBtheBcompanyBdoingBinBthi
sBsituation?
A.BReengineering
B.BRestructuring
C.BDivestiture
D.BRefinancingB-
BAnswerC.BDivestitureBisBaBprocessBwhereBanBassetBisBreducedBthroughBliquidation,BaBsaleBor
BclosureBamongBotherBevents.BThisBisBtheBoppositeBofBanBinvestmentBandBisBdoneBtoBconsoli
dateBaBbusinessBorBkeepBitBfromBbeingBtooBexpensiveBtoBoperate.
, BrianBhasBtoBattendBphysicalBtherapyBeveryBmonthBforBdisability.BHowever,BhisBemployerBstat
esBheBcannotBbeBabsentBmoreBthanBfiveBtimesBinBaBsix-
monthBperiod.BAfterBtheBsixthBtherapyBsessionBduringBtheBsixthBmonth,BheBisBfired.BHeBwillB
thenBfileBaBlawsuitBunderBtheBADA.BABcourtBmayBdeclareBthatBtheBbusinessBwasBdiscriminato
ryBagainstBBrian.BWhatBshouldBbeBdoneBtoBrectifyBtheBsituation?
A.BTheBworkBpositionBheBhasBshouldBbeBremoved
B.BHeBshouldBbeBrehiredBandBhaveBhisBscheduleBorganizedBbasedBonBhisBphysicalBneeds
C.BPayBforBBrian'sBtherapyBsessions
D.BAllowBforBnewBtermsBinBtheBattendanceBpolicyB-
BAnswerB.BTheBADABstatesBthatBtheBemployeeBshouldBbeBrehiredBwithBtheBtermsBofBone'sB
workBbeingBadjustedBbasedBonBhisBdisability.BTheyBkeyBisBtoBallowBforBaccommodationBwhen
BhelpingBaBpersonBtoBmanageBaBdisability.BInBthisBcase,BhisBworkBhoursBcanBbeBadjusted.
LouisBlostBhisBjob,BbutBitBwasBnotBthroughBhisBownBfault.BCanBheBearnBunemploymentBbene
fitsBinBthisBsituation?
A.BheBcanBgetBallBhisBbenefits
B.BTheBbusinessBcanBdecideBonBthis
C.BNoBbenefitsBareBavailable
D.BLouisBwouldBhaveBtoBmeetBnewBstandardsBtoBgetBthoseBbenefitsB-
BAnswerA.BUnemploymentBbenefitsBareBavailableBwhenBaBpersonBisBunemployedBforBreasonsB
thatBtheyBcannotBcontrol.BThisBisBdifferentBfromBgrossBmisconduct,BwhichBisBanBeventBthatBo
ccursBdueBtoBtheBemployee'sBownBactions.
BethBhasBaBphysicalBabilityBandBcanBstillBdoBherBjob,BbutBsheBlostBherBjobBanyway.BCanBshe
BapplyBforBunemploymentBbenefits?
A.BSheBhasBtoBproveBsheBisBdisabledBinBsomeBway
B.BSheBhasBtoBproveBsheBhadBtheBbestBpossibleBconduct
C.BThereBneedsBtoBbeBaBreviewBofBwhyBsheBlostBherBjob
D.BTheBrelevanceBofBtheBjobBshouldBbeBdeterminedB-
BAnswerB.BTheBworkerBcanBgetBunemploymentBbenefitsBifBsheBexpressedBtheBproperBconduct
BonBtheBjob.
ClydeBisBhiringBClaudiaBtoBworkBatBhisBbusinessBbecauseBheBjustBhasBanBintuitiveBfeelingBtha
tBshe'sBtheBrightBpersonBforBtheBjob.BClydeBisBhiringBherBbasedBonBhis:
A.BFirstBimpression
B.BGutBfeeling
