SHRM-CP Exam 2022| 372 QUESTIONS| WITH COMPLETE SOLUTIONS
Assessment centers Correct Answer: Assessment tools that provide candidates a
wide range of leadership situations and problem-solving exercises.
apprenticeship Correct Answer: Related to technical skills training; often a
partnership between employers and unions.
Applicant Tracking System (ATS) Correct Answer: Software application that
automates organizations' management of the recruiting process (such as accepting
application materials, screening applicants, etc.).
ADDIE model Correct Answer: Instructional systems design framework
consisting of five steps that guide the design and development of learning
programs.
Benchmarking Correct Answer: Process by which an organization identifies
performance gaps and sets goals for performance improvement, by comparing its
data, performance levels, and/or processes against those of other organizations.
Balanced scorecard Correct Answer: Performance management tool that depicts
an organization's overall performance, as measured against goals, lagging
indicators, and leading indicators.
career development Correct Answer: Progression through a series of employment
stages characterized by relatively unique issues, themes, and tasks.
Broadbanding Correct Answer: Combining several salary grades or job
classifications with narrow pay ranges into one band with a wider salary spread.
Bona Fide Occupational Qualification (BFOQ) Correct Answer: Factor (such as
religion, gender, national origin, etc.) that is reasonably necessary, in the normal
operations of an organization, to carry out a particular job function.
blended learning Correct Answer: Planned approach to learning that includes a
combination of instructor-led training, self-directed study, and/or on-the-job
training.
Compa-ration Correct Answer: Pay rate divided by the midpoint of the pay range.
,Coaching Correct Answer: Focused, interactive communication and guidance
intended to develop and enhance on-the-job performance, knowledge or behavior.
Career planning Correct Answer: Actions and activities that individuals perform in
order to give direction to their work lives.
Career management Correct Answer: Preparing, implementing, and monitoring
employees' career paths, with a primary focus on the goals and needs of the
organization.
Cost-of-living adjustment (COLA) Correct Answer: Pay adjustment given to
eligible employees regardless of performance or organizational profitability;
usually linked to inflation.
Competencies Correct Answer: Clusters of highly interrelated attributes, including
knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to
perform a given job effectively.
Compensation philosophy Correct Answer: Short but broad statement
documenting an organization's guiding principles and core values about employee
compensation.
Dual career ladders Correct Answer: Career development programs that identify
meaningful career paths for professional and technical people outside traditional
management roles.
Developmental activities Correct Answer: Activities that focus on preparing
employees for future responsibilities while increasing their capacity to perform
their current jobs.
Essential functions Correct Answer: Primary job duties that a qualified individual
must be able to perform, either with or without reasonable accommodation.
Environmental scanning Correct Answer: Process that involves a systematic
survey and interpretation of relevant data to identify external opportunities and
threats and to assess how these factors affect the organization currently and how
they are likely to affect the organization in the future.
Employment branding Correct Answer: Process of positioning an organization as
an "employer of choice" in the labor market.
,Employee Value Proposition (EVP) Correct Answer: Employees' perceived value
of the total rewards and tangible and intangible benefits they receive from the
organization as part of employment, which drives unique and compelling
organizational strategies for talent acquisition, retention and engagement.
Green-circle rates Correct Answer: Situations in which an employee's pay is
below the minimum of the range.
General pay increase Correct Answer: Pay increase given to employees based on
local competitive market requirements; awarded regardless of employee
performance.
Flat-rate pay Correct Answer: Provides each incumbent of a job with the same rate
of pay, regardless of performance or seniority; also known as single-rate pay.
External Equity Correct Answer: Situation in which an organization's
compensation levels and benefits are similar to those of other organizations that are
in the same labor market and compete for the same employees.
Individual development plan (IDP) Correct Answer: Document that guides
employees toward their goals for professional development and growth.
job description Correct Answer: Document that describes a job and its essential
functions and requirements (including tasks, knowledge, skills, abilities,
responsibilities, and reporting structure).
Job classification Correct Answer: Job evaluation method in which descriptions
are written for each class of jobs; individual jobs are then put into the grade that
best matches their class description.
Job Analysis Correct Answer: Process of systematically studying a job in order to
identity the activities/tasks and responsibilities it includes, the personal
qualifications necessary to perform it, and the conditions under which it is
performed.
internal equity Correct Answer: Extent to which employees perceive that
monetary and other rewards are distributed equitably, based on effort, skill and/or
relevant outcomes.
, Employee life cycle (ELC) Correct Answer: Activities associated with an
employee's tenure in an organization.
employee engagement Correct Answer: Employees' emotional commitment to an
organization, demonstrated by their willingness to put in discretionary effort to
promote the organization's effective functioning.
Job ranking Correct Answer: Job evaluation method that involves establishing a
hierarchy of jobs from lowest to highest based on each job's overall value to the
organization.
job evaluation Correct Answer: Process of determining a job's value and price for
the purpose of attracting and retaining employees by comparing the job against
other jobs within the organization or against similar jobs in competing
organizations.
Job enrichment Correct Answer: Process of increasing a job's depth by adding
responsibilities to the job.
Job enlargement Correct Answer: Process of broadening a job's scope by adding
different tasks to the job.
Kinesthetic learners Correct Answer: People who learn best through a hands-on
approach; also called tactile learners.
Job-content-based job evaluation Correct Answer: Job evaluation method in which
the relative worth and pay structure of different jobs are based on an assessment of
their content and their relationship to other jobs within the organization.
Job specifications Correct Answer: Written statements of the minimum
qualifications for the job incumbent.
Leading indicator Correct Answer: Type of metric describing an activity that can
change future performance and predict success in the achievement of strategic
goals.
Lagging indicator Correct Answer: Type of metric describing an activity or
change in performance that has already occurred.
Assessment centers Correct Answer: Assessment tools that provide candidates a
wide range of leadership situations and problem-solving exercises.
apprenticeship Correct Answer: Related to technical skills training; often a
partnership between employers and unions.
Applicant Tracking System (ATS) Correct Answer: Software application that
automates organizations' management of the recruiting process (such as accepting
application materials, screening applicants, etc.).
ADDIE model Correct Answer: Instructional systems design framework
consisting of five steps that guide the design and development of learning
programs.
Benchmarking Correct Answer: Process by which an organization identifies
performance gaps and sets goals for performance improvement, by comparing its
data, performance levels, and/or processes against those of other organizations.
Balanced scorecard Correct Answer: Performance management tool that depicts
an organization's overall performance, as measured against goals, lagging
indicators, and leading indicators.
career development Correct Answer: Progression through a series of employment
stages characterized by relatively unique issues, themes, and tasks.
Broadbanding Correct Answer: Combining several salary grades or job
classifications with narrow pay ranges into one band with a wider salary spread.
Bona Fide Occupational Qualification (BFOQ) Correct Answer: Factor (such as
religion, gender, national origin, etc.) that is reasonably necessary, in the normal
operations of an organization, to carry out a particular job function.
blended learning Correct Answer: Planned approach to learning that includes a
combination of instructor-led training, self-directed study, and/or on-the-job
training.
Compa-ration Correct Answer: Pay rate divided by the midpoint of the pay range.
,Coaching Correct Answer: Focused, interactive communication and guidance
intended to develop and enhance on-the-job performance, knowledge or behavior.
Career planning Correct Answer: Actions and activities that individuals perform in
order to give direction to their work lives.
Career management Correct Answer: Preparing, implementing, and monitoring
employees' career paths, with a primary focus on the goals and needs of the
organization.
Cost-of-living adjustment (COLA) Correct Answer: Pay adjustment given to
eligible employees regardless of performance or organizational profitability;
usually linked to inflation.
Competencies Correct Answer: Clusters of highly interrelated attributes, including
knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to
perform a given job effectively.
Compensation philosophy Correct Answer: Short but broad statement
documenting an organization's guiding principles and core values about employee
compensation.
Dual career ladders Correct Answer: Career development programs that identify
meaningful career paths for professional and technical people outside traditional
management roles.
Developmental activities Correct Answer: Activities that focus on preparing
employees for future responsibilities while increasing their capacity to perform
their current jobs.
Essential functions Correct Answer: Primary job duties that a qualified individual
must be able to perform, either with or without reasonable accommodation.
Environmental scanning Correct Answer: Process that involves a systematic
survey and interpretation of relevant data to identify external opportunities and
threats and to assess how these factors affect the organization currently and how
they are likely to affect the organization in the future.
Employment branding Correct Answer: Process of positioning an organization as
an "employer of choice" in the labor market.
,Employee Value Proposition (EVP) Correct Answer: Employees' perceived value
of the total rewards and tangible and intangible benefits they receive from the
organization as part of employment, which drives unique and compelling
organizational strategies for talent acquisition, retention and engagement.
Green-circle rates Correct Answer: Situations in which an employee's pay is
below the minimum of the range.
General pay increase Correct Answer: Pay increase given to employees based on
local competitive market requirements; awarded regardless of employee
performance.
Flat-rate pay Correct Answer: Provides each incumbent of a job with the same rate
of pay, regardless of performance or seniority; also known as single-rate pay.
External Equity Correct Answer: Situation in which an organization's
compensation levels and benefits are similar to those of other organizations that are
in the same labor market and compete for the same employees.
Individual development plan (IDP) Correct Answer: Document that guides
employees toward their goals for professional development and growth.
job description Correct Answer: Document that describes a job and its essential
functions and requirements (including tasks, knowledge, skills, abilities,
responsibilities, and reporting structure).
Job classification Correct Answer: Job evaluation method in which descriptions
are written for each class of jobs; individual jobs are then put into the grade that
best matches their class description.
Job Analysis Correct Answer: Process of systematically studying a job in order to
identity the activities/tasks and responsibilities it includes, the personal
qualifications necessary to perform it, and the conditions under which it is
performed.
internal equity Correct Answer: Extent to which employees perceive that
monetary and other rewards are distributed equitably, based on effort, skill and/or
relevant outcomes.
, Employee life cycle (ELC) Correct Answer: Activities associated with an
employee's tenure in an organization.
employee engagement Correct Answer: Employees' emotional commitment to an
organization, demonstrated by their willingness to put in discretionary effort to
promote the organization's effective functioning.
Job ranking Correct Answer: Job evaluation method that involves establishing a
hierarchy of jobs from lowest to highest based on each job's overall value to the
organization.
job evaluation Correct Answer: Process of determining a job's value and price for
the purpose of attracting and retaining employees by comparing the job against
other jobs within the organization or against similar jobs in competing
organizations.
Job enrichment Correct Answer: Process of increasing a job's depth by adding
responsibilities to the job.
Job enlargement Correct Answer: Process of broadening a job's scope by adding
different tasks to the job.
Kinesthetic learners Correct Answer: People who learn best through a hands-on
approach; also called tactile learners.
Job-content-based job evaluation Correct Answer: Job evaluation method in which
the relative worth and pay structure of different jobs are based on an assessment of
their content and their relationship to other jobs within the organization.
Job specifications Correct Answer: Written statements of the minimum
qualifications for the job incumbent.
Leading indicator Correct Answer: Type of metric describing an activity that can
change future performance and predict success in the achievement of strategic
goals.
Lagging indicator Correct Answer: Type of metric describing an activity or
change in performance that has already occurred.
