SHRM-CP PRACTICE QUESTIONS AND ANSWERS WITH VERIFIED SOLUTIONS GRADED A++

SHRM-CP PRACTICE QUESTIONS AND ANSWERS WITH VERIFIED SOLUTIONS GRADED A++ Terms in this set (264) Knowledge question: Which selection tool should be used to fill a vacancy that requires managing multiple priorities and working under pressure? A. Cognitive ability test B. Background check C. Behavioral assessment D. Academic Transcript The correct answer is "C: Behavioral assessment." Behavioral assessments provide a systematic evaluation of candidate personality profiles used to gauge the viability of a candidate based on things like work style and potential, which are useful when trying to gauge whether a candidate can manage multiple priorities and work under pressure. This is based on the assumption that past behavior is the best predictor of future behavior.Cognitive ability tests measure intelligence, verbal ability, math skills, spatial perception, or inductive and deductive reasoning. Background checks are used to verify prior employment, education, criminal background information, and/or other pertinent data to ensure candidates are being honest about their experience and credentials. Academic transcripts outline academic performance, which does not necessarily align with workplace performance. Knowledge question: Which action best fosters high ethical standards in an organization? A. Establishing an anonymous reporting hotline B. Adopting a corporate social responsibility contract C. Providing manager training on codes of conduct D. Distributing the employee manual annually The correct answer is "C: Providing manager training on codes of conduct." Training managers on codes of conduct helps managers understand and promote ethical behavior and therefore foster high ethical standards.Establishing an anonymous reporting hotline does not help employees understand the company's ethical standards, so they are not necessarily able to effectively use the hotline. Corporate social responsibility policies generally focus on a company's external commitment to operate ethically and contribute to economic development. Distributing the employee handbook annually does not guarantee that employees read or understand the contents of it. Knowledge question: When developing an emergency disaster plan, which activity occurs during a vulnerability analysis? A. Determining the likelihood of potential hazards and their effects on the business B. Identifying key products, services, and operations and evaluating their reinforcements C. Assessing available internal and external resources and establishing emergency contacts D. Working with an insurance carrier to analyze exclusions and areas of exposure The correct answer is "A: Determining the likelihood of potential hazards and their effects on the business." To conduct a vulnerability analysis, a company must examine the hazards within the company and the community in which the business is located and consider crises that have occurred in the past or which may result from the geographic location of the business or from technological or human error. Business should then determine the likelihood of facing those hazards and the severity of the consequences they would have on the business. The other response options are appropriate risk management activities to execute but do not specifically support a vulnerability analysis. Situational judgement question: A VP of talent development requests a two-day communication skills training for the team. The VP and the trainer meet for a planning session. The VP explains the department is working on several key projects and it needs to improve its effective communication to be successful. During the training session, the trainer observes an apparent lack of trust and openness among team members, which causes some team members to withdraw from the training activities. The VP receives feedback from managers that indicates the session did not go well, so the VP requests a meeting with the trainer. After the training session is complete, which step should the trainer take? A. Review the training evaluations for the session. B. Debrief the VP on observations during training. C. Meet with the team's supervisor to disclose findings. The correct answer is "A: Review the training evaluations." Situational judgment items require the examinee to think about what is occurring in the scenario and decide which response option identifies the most effective course of action. Other response options may be something you could do to respond to the situation, but SJIs require thinking and action based on the best of the available options.Do not base your answer on your organization's approach to handling the situation, but rather, answer based on what you know should be done according to best practice. Panels of SHRM-certified subject matter experts rate the effectiveness of each response option, and the "best" answer is derived by statistical analysis of those expert opinions. Situational judgement question: A VP of talent development requests a two-day communication skills training for the team. The VP and the trainer meet for a planning session. The VP explains the department is working on several key projects and it needs to improve its effective communication to be successful. During the training session, the trainer observes an apparent lack of trust and openness among team members, which causes some team members to withdraw from the training activities. The VP receives feedback from managers that indicates the session did not go well, so the VP requests a meeting with the trainer. Which action should the trainer take to improve group dynamics? A. Conduct a team performance appraisal. B. Provide coaching to high-performing team members. C. Assess levels of trust among team members. D. Schedule an off-site team building activity. The correct answer is "C: Assess levels of trust among team members." Panels of SHRM-certified subject matter experts rate the effectiveness of each SJI response option, and the "best" answer is derived by statistical analysis of those expert opinions. Knowledge question: Several raters evaluate job descriptions and arrange them according to their value to the company. Which job evaluation method are the raters using? A. Classification B. Ranking C. Point factor D. Market pricing The correct answer is "B: Ranking" Ranking is a qualitative job evaluation method that places jobs in a hierarchy of their value to the company. Point factor is a quantitative method that breaks down jobs into compensable factors identified during a job analysis. Points are assigned to the factors, and a pay structure is established for the position. Classification is a qualitative technique in which an evaluator writes descriptions of each class of jobs and puts them into the grade that best matches the class description. Market-pricing emphasizes external competitiveness, and it typically involves using third-party compensation survey data to determine the external value of jobs.