1|Page
SHRM CP FINAL ACTUAL EXAM 2026
|150 QUESTIONS AND CORRECT
DETAILED ANSWERS | ALREADY A
GRADED | NEW AND REVISED
This comprehensive SHRM-CP Final Exam is designed to rigorously
assess a candidate’s mastery of both behavioral competencies and HR
knowledge domains as defined by the SHRM Body of Applied Skills
and Knowledge (BASK). The exam integrates foundational theory,
applied HR practice, ethical judgment, legal compliance, and strategic
decision-making through realistic workplace scenarios. Questions reflect
current U.S. employment laws, global HR considerations, professional
standards, and best practices expected of a fully competent HR
professional. The assessment mirrors real SHRM-CP exam patterns,
balancing recall, application, and critical reasoning across operational
and strategic HR contexts.
1. An HR manager is revising the organization’s talent strategy to
support long-term business growth. Which action best aligns HR
strategy with organizational objectives?
A. Filling vacancies as they arise
B. Forecasting workforce needs based on strategic plans
C. Outsourcing recruitment activities
D. Increasing training budgets uniformly
Rationale: Strategic alignment requires anticipating future talent
needs based on organizational goals rather than reacting to
immediate vacancies.
,2|Page
2. A supervisor reports that two employees are experiencing ongoing
conflict affecting team performance. What is the most appropriate
initial HR response?
A. Issue formal disciplinary warnings
B. Separate the employees permanently
C. Facilitate a mediated discussion to identify root causes
D. Refer both employees to the EAP
Rationale: Early conflict resolution through mediation supports
relationship management and prevents escalation.
3. Which leadership behavior best demonstrates emotional
intelligence?
A. Enforcing policies consistently
B. Recognizing and managing one’s own emotional responses
C. Delegating tasks efficiently
D. Setting aggressive performance targets
Rationale: Emotional intelligence involves self-awareness and
self-management before influencing others.
4. An organization operating in multiple states wants to ensure
compliance with wage and hour laws. What is the most effective
HR practice?
A. Apply federal law only
B. Use the least restrictive state law
C. Apply the law that provides the greatest employee
protection
D. Allow local managers to decide
Rationale: When laws conflict, employers must follow the
standard most favorable to employees.
5. A company introduces unlimited paid time off (PTO). Which
potential risk should HR anticipate?
A. Increased absenteeism
B. Employees taking less leave due to cultural pressure
C. Higher administrative costs
D. Reduced employee engagement
Rationale: Research shows employees may underutilize
unlimited PTO due to implicit norms.
, 3|Page
6. During succession planning, which role is most critical for HR?
A. Selecting the successor independently
B. Facilitating leadership development pipelines
C. Replacing managers nearing retirement
D. Communicating promotions
Rationale: HR supports sustainable succession through
structured development rather than unilateral selection.
7. A candidate discloses a disability during the interview process and
requests an accommodation. What should HR do first?
A. Reject the candidate
B. Ask for full medical records
C. Engage in the interactive process
D. Delay the hiring decision indefinitely
Rationale: The ADA requires an interactive process to identify
reasonable accommodations.
8. Which metric best evaluates the effectiveness of a recruitment
strategy?
A. Number of applicants
B. Time to post jobs
C. Quality of hire
D. Cost per advertisement
Rationale: Quality of hire links recruitment outcomes to
performance and retention.
9. An HR professional discovers payroll errors affecting multiple
employees. What is the most ethical response?
A. Wait until the next payroll cycle
B. Correct future payments only
C. Disclose the error and correct it promptly
D. Ask managers to handle complaints
Rationale: Ethical practice requires transparency and timely
correction of errors.
10. Which diversity initiative focuses on ensuring fair systems
rather than representation alone?
A. Affirmative action
B. Inclusion training
SHRM CP FINAL ACTUAL EXAM 2026
|150 QUESTIONS AND CORRECT
DETAILED ANSWERS | ALREADY A
GRADED | NEW AND REVISED
This comprehensive SHRM-CP Final Exam is designed to rigorously
assess a candidate’s mastery of both behavioral competencies and HR
knowledge domains as defined by the SHRM Body of Applied Skills
and Knowledge (BASK). The exam integrates foundational theory,
applied HR practice, ethical judgment, legal compliance, and strategic
decision-making through realistic workplace scenarios. Questions reflect
current U.S. employment laws, global HR considerations, professional
standards, and best practices expected of a fully competent HR
professional. The assessment mirrors real SHRM-CP exam patterns,
balancing recall, application, and critical reasoning across operational
and strategic HR contexts.
1. An HR manager is revising the organization’s talent strategy to
support long-term business growth. Which action best aligns HR
strategy with organizational objectives?
A. Filling vacancies as they arise
B. Forecasting workforce needs based on strategic plans
C. Outsourcing recruitment activities
D. Increasing training budgets uniformly
Rationale: Strategic alignment requires anticipating future talent
needs based on organizational goals rather than reacting to
immediate vacancies.
,2|Page
2. A supervisor reports that two employees are experiencing ongoing
conflict affecting team performance. What is the most appropriate
initial HR response?
A. Issue formal disciplinary warnings
B. Separate the employees permanently
C. Facilitate a mediated discussion to identify root causes
D. Refer both employees to the EAP
Rationale: Early conflict resolution through mediation supports
relationship management and prevents escalation.
3. Which leadership behavior best demonstrates emotional
intelligence?
A. Enforcing policies consistently
B. Recognizing and managing one’s own emotional responses
C. Delegating tasks efficiently
D. Setting aggressive performance targets
Rationale: Emotional intelligence involves self-awareness and
self-management before influencing others.
4. An organization operating in multiple states wants to ensure
compliance with wage and hour laws. What is the most effective
HR practice?
A. Apply federal law only
B. Use the least restrictive state law
C. Apply the law that provides the greatest employee
protection
D. Allow local managers to decide
Rationale: When laws conflict, employers must follow the
standard most favorable to employees.
5. A company introduces unlimited paid time off (PTO). Which
potential risk should HR anticipate?
A. Increased absenteeism
B. Employees taking less leave due to cultural pressure
C. Higher administrative costs
D. Reduced employee engagement
Rationale: Research shows employees may underutilize
unlimited PTO due to implicit norms.
, 3|Page
6. During succession planning, which role is most critical for HR?
A. Selecting the successor independently
B. Facilitating leadership development pipelines
C. Replacing managers nearing retirement
D. Communicating promotions
Rationale: HR supports sustainable succession through
structured development rather than unilateral selection.
7. A candidate discloses a disability during the interview process and
requests an accommodation. What should HR do first?
A. Reject the candidate
B. Ask for full medical records
C. Engage in the interactive process
D. Delay the hiring decision indefinitely
Rationale: The ADA requires an interactive process to identify
reasonable accommodations.
8. Which metric best evaluates the effectiveness of a recruitment
strategy?
A. Number of applicants
B. Time to post jobs
C. Quality of hire
D. Cost per advertisement
Rationale: Quality of hire links recruitment outcomes to
performance and retention.
9. An HR professional discovers payroll errors affecting multiple
employees. What is the most ethical response?
A. Wait until the next payroll cycle
B. Correct future payments only
C. Disclose the error and correct it promptly
D. Ask managers to handle complaints
Rationale: Ethical practice requires transparency and timely
correction of errors.
10. Which diversity initiative focuses on ensuring fair systems
rather than representation alone?
A. Affirmative action
B. Inclusion training
