SHRM CERTIFIED
PROFESSIONAL Exam
SHRM-SCP Questions V8.02
SHRM Certified Professional
Topics - SHRM Certified
Professional
,1. An organization will improve its ability to focus on critical business
results by:
A. Outsourcing non- core functions
B. Improving the organization's Employer Value Proposition
C. Implementing a flat structure and a comprehensive compensation
philosophy
D. Focus strategic implementation on staff
functions Answer: A
Explanation:
An organization will increase its ability to focus on critical business results
by outsourcing non- core functions. NOTE: A line function is one that
directly advances an organization in its core work. This includes production
and sales. A staff function supports the organization with specialized
advisory and support functions. For example, human resources,
accounting, public relations and the legal department are considered to be
staff functions.
Simplify Your SHRM SHRM-SCP Exam Prep with SHRM-SCP Study Materials of Killtest
2. Which is the most significant reason that the information technology
department is seen as a strategic partner in an organization?
A. Organizations need accurate reports on which to base decisions
B. Technology contractors execute the organization's business.
C. Information technology provides a competitive advantage for an
employer.
D. The department trains other employees and contractors on advanced
analytical skills
Answer: C
Explanation:
Information technology fosters innovation in business which results in
smarter applications, improved data storage, faster processing, and wider
information distribution. Information technology departments have also
become more strategic because of cyber-security (think of hacking, data
breaches). Competitive advantage is the attribute that allows an
organization to outperform its competitors. These attributes allow the
productive entity to generate more sales or superior margins compared to
its market rivals. Good To Know: Michael Porter identified generic
strategies "Cost Leadership" (no frills), "Differentiation" (creating uniquely
desirable products and services) and "Focus" (offering a specialized
service in a niche market). He then subdivided the Focus strategy into two
parts: "Cost Focus" and "Differentiation Focus."
3. A new Director has arrived to manage an HR department that became
dysfunctional under the previous director.
What should the new Director do first?
A. Meet individually with all employees and clarify her
,expectations for their performance and interactions.
B. Assemble the entire department and describe the engagement levels that
are
, required for a functional department.
C. Talk to members of the department separately to understand the
needs of the department.
D. Detail internal customer service metrics and measures to be met by
the teams. Answer: C
Explanation:
The first step is often a needs analysis (what is needed?) while the most
important step is often obtaining senior management's approval. Since the
HR director is new to the department, she needs to first learn about the
employees' needs individually, and as a group. She can then provide the
type of leadership the group needs. It is important to begin with a needs
assessment C what is and what should be, determine the gap between
current realities, and desired results before proffering a solution.
Simplify Your SHRM SHRM-SCP Exam Prep with SHRM-SCP Study Materials of Killtest
4. In a medium-sized organization, HR is responsible for orientation
program for all new hires. Surveys indicate that employees that have
gone through the orientation program felt as though the program did not
help them prepare for their new position and it was poorly presented.
Which best describes how HR should attempt to ensure that the
orientation program is useful to employees?
A. Compare the performance of candidates who attended the
program to that of candidates who did not attend the program
B. Employ trained onboarding specialists to ensure the orientation
results in highly skilled, experienced employees
C. Replace the current program with another that has been developed
through the ADDIE process.
D. Conduct pilot programs to gather feedback that will be used to
revise the orientation program before
officially launching the
program. Answer: D
Explanation:
The best option is to conduct pilot programs before the official launch of
the orientation. A pilot test or pilot program is a small-scale short-term
effort where the training is introduced to a small group to provide data
about its feasibility before it is implemented on a large scale.
Running a pilot program lets HR test the training on a small scale to
determine if it will be a viable option for the company; to verify whether
the content and design of the program adequately meets objectives, and
to identify if there are better ways for the instructor to present the
information. A pilot can also provide data about the real-world impact of a
training, and is used to revise and improve the learning product before it is
rolled out to the entire workforce.
PROFESSIONAL Exam
SHRM-SCP Questions V8.02
SHRM Certified Professional
Topics - SHRM Certified
Professional
,1. An organization will improve its ability to focus on critical business
results by:
A. Outsourcing non- core functions
B. Improving the organization's Employer Value Proposition
C. Implementing a flat structure and a comprehensive compensation
philosophy
D. Focus strategic implementation on staff
functions Answer: A
Explanation:
An organization will increase its ability to focus on critical business results
by outsourcing non- core functions. NOTE: A line function is one that
directly advances an organization in its core work. This includes production
and sales. A staff function supports the organization with specialized
advisory and support functions. For example, human resources,
accounting, public relations and the legal department are considered to be
staff functions.
Simplify Your SHRM SHRM-SCP Exam Prep with SHRM-SCP Study Materials of Killtest
2. Which is the most significant reason that the information technology
department is seen as a strategic partner in an organization?
A. Organizations need accurate reports on which to base decisions
B. Technology contractors execute the organization's business.
C. Information technology provides a competitive advantage for an
employer.
D. The department trains other employees and contractors on advanced
analytical skills
Answer: C
Explanation:
Information technology fosters innovation in business which results in
smarter applications, improved data storage, faster processing, and wider
information distribution. Information technology departments have also
become more strategic because of cyber-security (think of hacking, data
breaches). Competitive advantage is the attribute that allows an
organization to outperform its competitors. These attributes allow the
productive entity to generate more sales or superior margins compared to
its market rivals. Good To Know: Michael Porter identified generic
strategies "Cost Leadership" (no frills), "Differentiation" (creating uniquely
desirable products and services) and "Focus" (offering a specialized
service in a niche market). He then subdivided the Focus strategy into two
parts: "Cost Focus" and "Differentiation Focus."
3. A new Director has arrived to manage an HR department that became
dysfunctional under the previous director.
What should the new Director do first?
A. Meet individually with all employees and clarify her
,expectations for their performance and interactions.
B. Assemble the entire department and describe the engagement levels that
are
, required for a functional department.
C. Talk to members of the department separately to understand the
needs of the department.
D. Detail internal customer service metrics and measures to be met by
the teams. Answer: C
Explanation:
The first step is often a needs analysis (what is needed?) while the most
important step is often obtaining senior management's approval. Since the
HR director is new to the department, she needs to first learn about the
employees' needs individually, and as a group. She can then provide the
type of leadership the group needs. It is important to begin with a needs
assessment C what is and what should be, determine the gap between
current realities, and desired results before proffering a solution.
Simplify Your SHRM SHRM-SCP Exam Prep with SHRM-SCP Study Materials of Killtest
4. In a medium-sized organization, HR is responsible for orientation
program for all new hires. Surveys indicate that employees that have
gone through the orientation program felt as though the program did not
help them prepare for their new position and it was poorly presented.
Which best describes how HR should attempt to ensure that the
orientation program is useful to employees?
A. Compare the performance of candidates who attended the
program to that of candidates who did not attend the program
B. Employ trained onboarding specialists to ensure the orientation
results in highly skilled, experienced employees
C. Replace the current program with another that has been developed
through the ADDIE process.
D. Conduct pilot programs to gather feedback that will be used to
revise the orientation program before
officially launching the
program. Answer: D
Explanation:
The best option is to conduct pilot programs before the official launch of
the orientation. A pilot test or pilot program is a small-scale short-term
effort where the training is introduced to a small group to provide data
about its feasibility before it is implemented on a large scale.
Running a pilot program lets HR test the training on a small scale to
determine if it will be a viable option for the company; to verify whether
the content and design of the program adequately meets objectives, and
to identify if there are better ways for the instructor to present the
information. A pilot can also provide data about the real-world impact of a
training, and is used to revise and improve the learning product before it is
rolled out to the entire workforce.
