3/28/25, 7:50 SHRM-CP Practice Test Questions |
AM
SHRM-CP PRACTICE TEST QUESTIONS AND VERIFIED ANSWERS 100%
GUARANTEED PASS
A small start-up software company B. Offer new hires short-term contracts to allow for a continual hiring of
realizes that the technology skillsets programers with the most up-to-date skills.
of newly hired programmers are
more advanced than the existing Rationale: If the skillsets of employees who have been with the company
programmers' skillsets. for several years become inferior to those of new hires, planning for
Recognizing the constant business need churn by offering smaller contracts is a better strategy. Repeatedly
for these evolving, state-of-the-art training an entire staff with new skills that they may or may not grasp will
skillsets, which is the best workforce not be cost-effective to the organization, and there may not be enough
development strategy to implement? work at the company to support a job redesign.
A. Partner with a local community
college to offer programmers the
opportunity to update their
skillsets.
B.Offer new hires shorter-term
contracts to allow for a continual
hiring of programmers with the most
up-to-date skills.
C. Design a rigorous in-house
training program to get longer-
tenured
programmers up to speed with the
newer programmers.
D.Perform a job redesign for the
existing employees that will not
require new,
updated skills.
1/
6
, 3/28/25, 7:50 SHRM-CP Practice Test Questions |
AM
Which hands-on training method B. Simulation
best allows an onboarding
manufacturing Rationale: Simulations can be used to teach production and process skills
employee to practice his job in a risk- in a risk- free environment. A role play is best used to assess and train
free setting?* interpersonal skills.
Apprenticeship is a type of on-the-job training where the trainee will still
A. Apprenticeship be exposed to risk. Team training is used to improve the effectiveness of
B. Simulation group interactions.
C. Team Training
D. Role Play
An HR manager has been asked to C. Total costs for training
design a training program for the
company. Which HR metric should be Rationale: Total cost for training is the only metric that is specific to all training
considered first in programs, so it must be considered in the initial stages of all program
designing the program?* development. Response options A, B, and C are factors that may or may
not be considered for some training programs.
A. Average tenure of employees
B. Percentage of employees with a
career plan
C. Total costs for training
D. Performance quality of
one-year employees
A valued employee arrives 15 D. Counseling
minutes late for work without
explanation. Using the Rationale: Positive approach to discipline builds on the theory that
company's positive approach to violations are actions that usually can be corrected constructively
discipline, which action should be without penalty. Counseling is the first step that does not implement a
taken to course- penalty. The other options are all examples of penalties.
correct the employee's tardiness?*
A. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling
An HR director believes it is B. Identify development areas
important that managers take more
responsibility for performance Rationale: "Identify development areas" is best determined by
appraisals. Which managers because they know more of the job specifics. The other
responsibility should the HR director options are responsibilities that HR would typically handle.
assign specifically to the managers?*
A. Track timely receipt of appraisals
B. Identify development areas
C. Design appraisal system
D. Train staff to use performance system
Which is a significant benefit of A. Minimizes inflated expectations about the job
recruiting from internal sources?
Rationale: Internal applicants who apply for positions will have a better
A. Minimizes inflated expectations understanding of what the job entails because they are more
about the job knowledgeable about the company and how it operates. Innovation is
B.Innovation increases with each not guaranteed from new talent.
infusion of new talent Employees with the same mindset can be hesitant to suggest change.
C. Provides a continuous pool of Internal recruiting may not always provide a continuous pool of
applicants applicants if current
D.Employees will all be of the employees are not interested in applying.
existing mindset
2/
6
AM
SHRM-CP PRACTICE TEST QUESTIONS AND VERIFIED ANSWERS 100%
GUARANTEED PASS
A small start-up software company B. Offer new hires short-term contracts to allow for a continual hiring of
realizes that the technology skillsets programers with the most up-to-date skills.
of newly hired programmers are
more advanced than the existing Rationale: If the skillsets of employees who have been with the company
programmers' skillsets. for several years become inferior to those of new hires, planning for
Recognizing the constant business need churn by offering smaller contracts is a better strategy. Repeatedly
for these evolving, state-of-the-art training an entire staff with new skills that they may or may not grasp will
skillsets, which is the best workforce not be cost-effective to the organization, and there may not be enough
development strategy to implement? work at the company to support a job redesign.
A. Partner with a local community
college to offer programmers the
opportunity to update their
skillsets.
B.Offer new hires shorter-term
contracts to allow for a continual
hiring of programmers with the most
up-to-date skills.
C. Design a rigorous in-house
training program to get longer-
tenured
programmers up to speed with the
newer programmers.
D.Perform a job redesign for the
existing employees that will not
require new,
updated skills.
1/
6
, 3/28/25, 7:50 SHRM-CP Practice Test Questions |
AM
Which hands-on training method B. Simulation
best allows an onboarding
manufacturing Rationale: Simulations can be used to teach production and process skills
employee to practice his job in a risk- in a risk- free environment. A role play is best used to assess and train
free setting?* interpersonal skills.
Apprenticeship is a type of on-the-job training where the trainee will still
A. Apprenticeship be exposed to risk. Team training is used to improve the effectiveness of
B. Simulation group interactions.
C. Team Training
D. Role Play
An HR manager has been asked to C. Total costs for training
design a training program for the
company. Which HR metric should be Rationale: Total cost for training is the only metric that is specific to all training
considered first in programs, so it must be considered in the initial stages of all program
designing the program?* development. Response options A, B, and C are factors that may or may
not be considered for some training programs.
A. Average tenure of employees
B. Percentage of employees with a
career plan
C. Total costs for training
D. Performance quality of
one-year employees
A valued employee arrives 15 D. Counseling
minutes late for work without
explanation. Using the Rationale: Positive approach to discipline builds on the theory that
company's positive approach to violations are actions that usually can be corrected constructively
discipline, which action should be without penalty. Counseling is the first step that does not implement a
taken to course- penalty. The other options are all examples of penalties.
correct the employee's tardiness?*
A. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling
An HR director believes it is B. Identify development areas
important that managers take more
responsibility for performance Rationale: "Identify development areas" is best determined by
appraisals. Which managers because they know more of the job specifics. The other
responsibility should the HR director options are responsibilities that HR would typically handle.
assign specifically to the managers?*
A. Track timely receipt of appraisals
B. Identify development areas
C. Design appraisal system
D. Train staff to use performance system
Which is a significant benefit of A. Minimizes inflated expectations about the job
recruiting from internal sources?
Rationale: Internal applicants who apply for positions will have a better
A. Minimizes inflated expectations understanding of what the job entails because they are more
about the job knowledgeable about the company and how it operates. Innovation is
B.Innovation increases with each not guaranteed from new talent.
infusion of new talent Employees with the same mindset can be hesitant to suggest change.
C. Provides a continuous pool of Internal recruiting may not always provide a continuous pool of
applicants applicants if current
D.Employees will all be of the employees are not interested in applying.
existing mindset
2/
6
