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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q27-Q32):

NEW QUESTION # 27
What metric would you use to either verify the CFO's concerns or prove that the career fairs are worth the expense?

A. Applicants per opening
B. Cost per candidate by source
C. Cost per hire
D. Source of hire

Answer: C

Explanation:
Cost per candidate by source is calculated by dividing the total cost of the source (in this case, the total cost of the career fairs) by number of candidates generated by the source. This metric can then be compared to the cost of alternate sources of generating candidates to prove its efficiency.

NEW QUESTION # 28
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. Offer the employee Family and Medical Leave Act (FMLA)-protected leave to enroll andattend a rehab program.
B. 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.
C. Explain that despite the substance abuse problem, he/she will be held to the sameperformance standards as any other employee.
D. Your company has a zero-tolerance policy, so his/her employment should be terminatedimmediately.

Answer: B

Explanation:
The most appropriate course of action would be to of fer Family and Medical Leave Act (FMLA)-protected leave so the employee can attend rehab. You might also verify with your insurance to see if, and how, it is covered. Although it is true that he/she could be held to the same standards as other employees, it is important to first provide the tools for the employee to get clean. Once he/she is recovered, you may hold him/her to that standard. Additionally, current drug users are not protected under the Americans with Disabilities Act, but recovered addicts are.

NEW QUESTION # 29
A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

A. Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
B. Review the current policy for telework options for salaried and hourly staff members.
C. Allow all office employees to utilize the telework option after receiving approval from their supervisors.
D. Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.

Answer: A

Explanation:
To ensure policy revisions are fair for all employees, the HR director should:
* Conducting Analysis: Perform a comprehensive analysis to understand how the proposed telework policy changes will impact both salaried and hourly employees. This involves collecting data on current work patterns, job roles, and employee preferences.
* Equity and Fairness: Evaluate the findings to ensure that any policy changes do not disproportionately benefit one group over another and that all employees have equitable access to flexible work options.
* Stakeholder Input: Involve key stakeholders, including managers and employees, in the analysis process to gather diverse perspectives and ensure that the policy revisions meet the needs of the entire workforce.
* Policy Review and Update: Based on the analysis, update the flexible work policy to reflect current needs and ensure it supports both operational goals and employee well-being.
* Communication: Clearly communicate the revised policy to all employees, explaining the rationale behind the changes and how they will be implemented.
This method ensures a thorough and fair approach to policy revisions, aligning with SHRM's guidelines on equitable and inclusive HR practices.

NEW QUESTION # 30
How would you advise the supervisor to handle this problem employee?

A. The supervisor should focus on supporting the other team members. Thank them for picking up the slack, and let them know they can stop by any time to discuss concerns.
B. The supervisor should send an email to him/her summarizing the disrespectful behavior and specific attendance issues. This would serve as valuable documentation later if needed.
C. The supervisor should have a direct conversation with the employee focused on his/her performance and attendance. Going forward, the supervisor should begin documenting each instance of bad behavior.
D. The supervisor should focus on the medical condition and refer the employee to human resources to discuss an accommodation or possible Family and Medical Leave Act (FMLA) leave.

Answer: D

Explanation:
The supervisor should focus solely on the employee's performance and attendance. A blend of direct face-to-face feedback and documentation is best to illustrate that the supervisor is following protocol and no unfair treatment based on his/her medical condition is taking place.

NEW QUESTION # 31
Under "coordination of benefits" rules, how are insurance claims processed?
Charges are first allocated to the primary payer, and then residual charges are submitted to a secondary payer.

A. company, and any residual cost is an out-of -pocket charge to the employee.
B. Out-of -pocket expenses are deducted directly from the employee,s flexible spendingaccount.
C. Charges are split evenly between the primary and secondary payers.
D. Claims are processed only at an "allowable amount" as determined by the insurance

Answer: D

Explanation:
Coordination of benefits rules require that the insurance plan listed as primary will be charged first, and any residual charges will be processed by the secondary payer.

NEW QUESTION # 32
......

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Zack Brown Zack Brown

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