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SHRM SHRM-SCP Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Foundation | 24% | - Ethics - HR Policy and Law - HR Strategy and Practices |
| Business | 24% | - Consulting - Managing HR Projects - Critically Evaluating Data and Information |
| Leadership | 28% | - Developing Business Acumen - Driving Innovation - Leading and Managing Change - Political Acumen |
| Interpersonal | 24% | - Relationship Management - Global Mindset - Communication |
SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:
While working on this project together, what could be a potential conflict between Peter and Jason?
- A. Competing priorities
- B. Conflicting perceptions
- C. Conflicting styles
- D. Conflicting roles
Correct Answer: C 🗳️
Explanation: Only visible for TestBraindump members. You can sign-up / login (it's free).
Which is the provision that does NOT typically describe a flexible spending account (FSA)?
- A. Employees may reduce their taxable income by contributing funds to an FSA.
- B. FSA enrollment is mandatory for employees with a Section 125 plan.
- C. "Use it or lose expire at the end of the plan year (or at the end of the graceperiod).
- D. Both employees and employers may contribute to the account on the employee,s behalf.
Correct Answer: D 🗳️
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As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?
- A. Inform employees and their respective managers that no one is allowed to work any overtime going forward.
- B. Modify the job duties of the employees in question so that they meet the exemption requirements.
- C. Setup a meeting with the leadership team, inform them of the findings, and present a solution to change the compensation structures.
- D. Because the current pay structure emerged from the company's culture, it is not subject to the exemption rule, and no further steps are needed.
Correct Answer: C 🗳️
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Assume the employee admitted that he/she began using cocaine about six months ago.
He/she says that he/she started using casually, but recently it's gotten out of control, and he/she needs help. What would be your next course of action?
- A. Explain that despite the substance abuse problem, he/she will be held to the sameperformance standards as any other employee.
- B. Offer the employee Family and Medical Leave Act (FMLA)-protected leave to enroll andattend a rehab program.
- C. Your company has a zero-tolerance policy, so his/her employment should be terminatedimmediately.
- D. As an active drug addict, he/she is protected under the Americans with Disabilities Act, sowork with him/her to find a reasonable accommodation to help him/her get clean.
Correct Answer: D 🗳️
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They are discussing ways to implement the changes successfully. What is the first thing that they should do?
- A. Communicate a clear vision to the workforce,
- B. Behave with urgency on a daily basis.
- C. Encourage employees to take action.
- D. Ask the workforce for feedback on the proposed changes.
Correct Answer: B 🗳️
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