LATEST SHRM-CP (SOCIETY FOR HUMAN
RESOURCE MANAGEMENT CERTIFIED
PROFESSIONAL) EXAM BANK | COMPLETE
EXAM BANK WITH CORRECT ANSWERS
AND RATIONALES. A+ GRADED
1. An HR professional is reviewing the organization's
strategic plan. Which component defines the
organization's reason for existence and what it
aspires to achieve?
A) Mission statement
B) Vision statement
C) Core values
D) Strategic objectives
Correct answer: A
Rationale: Mission statement answers "Why do we
exist?" Vision statement answers "What do we want
to become?" Core values guide behavior.
2. A company is experiencing high turnover among its
sales staff. Exit interviews reveal that employees feel
underpaid compared to industry averages. Which HR
function should be used to address this issue?
,A) Performance management
B) Compensation analysis and market benchmarking
C) Succession planning
D) Onboarding
Correct answer: B
Rationale: Compensation analysis involves
comparing internal pay rates to external market data
(surveys) to ensure competitiveness.
3. Which of the following is a protected characteristic
under Title VII of the Civil Rights Act of 1964?
A) Political affiliation
B) Race, color, religion, sex, national origin
C) Marital status
D) Education level
Correct answer: B
Rationale: Title VII prohibits employment
discrimination based on race, color, religion, sex,
and national origin. Other laws cover additional
categories.
,4. An HR manager is implementing a new
performance appraisal system. Which approach
ensures that the system is legally defensible?
A) Using a single rater (supervisor only)
B) Having standardized, job-related criteria and
multiple trained raters
C) Using subjective ratings based on supervisor
memory
D) Allowing employees to rate themselves only
Correct answer: B
Rationale: Legally defensible performance appraisal
systems use job-related criteria, standardized forms,
rater training, and multiple raters (e.g., 360-degree).
5. An employee requests an accommodation for a
disability under the Americans with Disabilities Act
(ADA). The HR professional's first step should be to:
A) Immediately terminate the employee
B) Engage in an interactive process to identify
reasonable accommodations
C) Deny the request to avoid setting a precedent
D) Require a medical examination without discussing
the request
Correct answer: B
, Rationale: The ADA requires employers to engage in
an interactive process with the employee to identify
possible reasonable accommodations that do not
cause undue hardship.
6. A company is downsizing due to a merger. Which
law requires the employer to provide 60 days' notice
of mass layoffs or plant closings?
A) Fair Labor Standards Act (FLSA)
B) Worker Adjustment and Retraining Notification
(WARN) Act
C) Family and Medical Leave Act (FMLA)
D) Occupational Safety and Health Act (OSHA)
Correct answer: B
Rationale: The WARN Act requires covered
employers to give 60 days' advance notice of plant
closings and mass layoffs.
7. An HR professional is designing a recruiting
strategy to increase diversity. Which approach is
most effective and legally compliant?
A) Quota hiring (reserving positions for specific
groups)
RESOURCE MANAGEMENT CERTIFIED
PROFESSIONAL) EXAM BANK | COMPLETE
EXAM BANK WITH CORRECT ANSWERS
AND RATIONALES. A+ GRADED
1. An HR professional is reviewing the organization's
strategic plan. Which component defines the
organization's reason for existence and what it
aspires to achieve?
A) Mission statement
B) Vision statement
C) Core values
D) Strategic objectives
Correct answer: A
Rationale: Mission statement answers "Why do we
exist?" Vision statement answers "What do we want
to become?" Core values guide behavior.
2. A company is experiencing high turnover among its
sales staff. Exit interviews reveal that employees feel
underpaid compared to industry averages. Which HR
function should be used to address this issue?
,A) Performance management
B) Compensation analysis and market benchmarking
C) Succession planning
D) Onboarding
Correct answer: B
Rationale: Compensation analysis involves
comparing internal pay rates to external market data
(surveys) to ensure competitiveness.
3. Which of the following is a protected characteristic
under Title VII of the Civil Rights Act of 1964?
A) Political affiliation
B) Race, color, religion, sex, national origin
C) Marital status
D) Education level
Correct answer: B
Rationale: Title VII prohibits employment
discrimination based on race, color, religion, sex,
and national origin. Other laws cover additional
categories.
,4. An HR manager is implementing a new
performance appraisal system. Which approach
ensures that the system is legally defensible?
A) Using a single rater (supervisor only)
B) Having standardized, job-related criteria and
multiple trained raters
C) Using subjective ratings based on supervisor
memory
D) Allowing employees to rate themselves only
Correct answer: B
Rationale: Legally defensible performance appraisal
systems use job-related criteria, standardized forms,
rater training, and multiple raters (e.g., 360-degree).
5. An employee requests an accommodation for a
disability under the Americans with Disabilities Act
(ADA). The HR professional's first step should be to:
A) Immediately terminate the employee
B) Engage in an interactive process to identify
reasonable accommodations
C) Deny the request to avoid setting a precedent
D) Require a medical examination without discussing
the request
Correct answer: B
, Rationale: The ADA requires employers to engage in
an interactive process with the employee to identify
possible reasonable accommodations that do not
cause undue hardship.
6. A company is downsizing due to a merger. Which
law requires the employer to provide 60 days' notice
of mass layoffs or plant closings?
A) Fair Labor Standards Act (FLSA)
B) Worker Adjustment and Retraining Notification
(WARN) Act
C) Family and Medical Leave Act (FMLA)
D) Occupational Safety and Health Act (OSHA)
Correct answer: B
Rationale: The WARN Act requires covered
employers to give 60 days' advance notice of plant
closings and mass layoffs.
7. An HR professional is designing a recruiting
strategy to increase diversity. Which approach is
most effective and legally compliant?
A) Quota hiring (reserving positions for specific
groups)
