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SHRM-SCP Dumps Free | SHRM-SCP New Practice Materials

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q175-Q180):

NEW QUESTION # 175
Bus driver A, whose personality is to operate very much by the book, always sticks to the exact bus schedule. Bus driver B, who is known to be more of a free spirit, keeps his bus going with the flow, of ten ends up well ahead of schedule, and occasionally overtakes the other shuttles. This leads to regular conflict between the two drivers. Bus driver A decides to report the situation to the HR generalist. What should she do?

A. Arrange a meeting with both bus drivers to facilitate communication.
B. Observe both bus drivers by spending time riding on each of the buses.
C. Collect data on customer satisfaction regarding their shuttle service.
D. Prepare a written warning for the bus driver not following the exact bus schedule.

Answer: D

Explanation:
The HR generalist displays the relationship management competency by mediating between the two bus drivers and guiding them to find a solution to their disagreement Instead of imposing a solution, the HR generalist allows the employees to come to one on their own, helping them gain a better understanding of their coworker's perspective. This understanding will lead to better collaboration in the long term.

NEW QUESTION # 176
When an employee is injured on the job, what is the first thing supervisors and managers should be instructed to do after stabilizing the employee?

A. Collect witness statements.
B. Contact human resources.
C. Address the cause of the injury, and fix it if possible.
D. Draft a statement of what happened.

Answer: B

Explanation:
Once the injured employee is helped and stabilized, the first call should be to human resources (HR) before taking any witness statements or writing up a summary of events. It could be dangerous to fix the cause of the injury, so again, it is best for supervisors to consult with HR before handling anything themselves.

NEW QUESTION # 177
A call center is looking to fill some of their open management positions. They receive a total of 250 applications, of which 100 are from female candidates. What is the yield ratio of female applicants to total applicants?

A. 60%
B. 25%
C. 20%
D. 40%

Answer: D

Explanation:
The yield ratio is calculated by dividing the number of female applicants by the number of total applicants: 100/250 = 40%.

NEW QUESTION # 178
A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
Senior leaders are concerned that the new policy will provide an opportunity for employees to abuse the system in order to earn more pay. What should the HRBP do?

A. Recommend senior leaders define an annual overtime budget based on past and anticipated demand.
B. Distribute overtime hours among eligible employees on a rotating basis.
C. Set a monthly limit on overtime hours, and require any employee going over the limit to provide justification in writing to senior leadership.
D. Train staff and managers on the values of integrity personal ethics, and fiscal responsibilities.

Answer: C

Explanation:
* Policy Adjustment: Amend the overtime policy to include a cap on the number of overtime hours an employee can work each month. This helps prevent potential abuse of the system and ensures that overtime work is necessary and justified.
* Written Justification: Require employees who need to exceed the monthly overtime limit to provide a written justification. This request should be reviewed and approved by senior leadership, ensuring oversight and accountability.
* Transparency and Communication: Clearly communicate the new policy to all employees, explaining the reasons behind the cap and the process for seeking approval for additional overtime. Transparency helps in managing expectations and reduces potential pushback.
* Training and Ethics: Conduct training sessions for both staff and managers on the values of integrity, personal ethics, and fiscal responsibility. This training reinforces the importance of fair and responsible use of overtime hours.
* Monitoring and Evaluation: Implement a system to monitor overtime usage and evaluate the effectiveness of the new policy. Adjust the policy as needed based on feedback and observed outcomes.
This solution balances the need to control overtime expenses with the requirement to manage workloads effectively, aligning with SHRM's best practices for policy development and ethical management.

NEW QUESTION # 179
What is a Performance Improvement Plan (PIP) best suited for?

A. Quantifiable performance deficiencies with potential for improvement
B. Unionized workplaces
C. Insubordinate behavior
D. Documentation prior to a termination action

Answer: A

Explanation:
PIPS are best for specific and measurable problems with an employee's performance that may be turned around with guidance and training. Insubordinate behavior is not generally resolved with a PIP. And last, although PIPS are sometimes the final step before a termination, it is best for managers and supervisors to issue a PIP with the intent that the behavior can be improved.

NEW QUESTION # 180
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