SHRM-CP Practice Final Exam with Correct Answers

A small start-up software company realizes that the technology skillsets of newly hired programmers are more advanced than the existing programmers' skillsets. Recognizing the constant business need for these evolving, state-of-the-art skillsets, which is the best workforce development strategy to implement? A. Perform a job redesign for the existing employees that will not require new, updated skills. B. Design a rigorous in-house training program to get longer-tenured programmers up to speed with the newer programmers. C. Partner with a local community college to offer programmers the opportunity to update their skillsets. D. Offer new hires shorter-term contracts to allow for a continual hiring of programmers with the most up-to-date skills. - Correct Answer-D. Offer new hires shorter-term contracts to allow for a continual hiring of programmers with the most up-to-date skills. Rationale: If the skillsets of employees who have been with the company for several years become inferior to those of new hires, planning for churn by offering smaller contracts is a better strategy. Repeatedly training an entire staff with new skills that they may or may not grasp will not be cost-effective to the organization, and there may not be enough work at the company to support a job redesign. Which hands-on training method best allows an onboarding manufacturing employee to practice his job in a risk-free setting? A. Role play B. Team training C. Apprenticeship D. Simulation - Correct Answer-D. Simulation Rationale: Simulations can be used to teach production and process skills in a riskfree environment. A role play is best used to assess and train interpersonal skills. Apprenticeship is a type of on-the-job training where the trainee will still be exposed to risk. Team training is used to improve the effectiveness of group interactions. An HR manager has been asked to design a training program for the company. Which HR metric should be considered first in designing the program? A. Average tenure of employees B. Total costs for training C. Percentage of employees with a career plan D. Performance quality of one-year employees - Correct Answer-B. Total costs for training Rationale: Total cost for training is the only metric that is specific to all training programs, so it must be considered in the initial stages of all program development. Response options A, B, and C are factors that may or may not be considered for some training programs. A valued employee arrives 15 minutes late for work without explanation. Using the company's positive approach to discipline, which action should be taken to course- correct the employee's tardiness? A. Verbal caution B. Final warning C. Counseling D. Written reprimand - Correct Answer-C. Counseling Rationale: Positive approach to discipline builds on the theory that violations are actions that usually can be corrected constructively without penalty. Counseling is the first step that does not implement a penalty. The other options are all examples of penalties.