SHRM-CP Practice Test Questions
A small start-up software company realizes that the technology skill sets of newly
hired programmers are more advanced than the existing programmers' skill sets.
Recognizing the constant business need for these evolving, state-of-the-art skill
sets, which is the best workforce development strategy to implement?
A. Partner with a local community college to offer programmers the opportunity to
update their skillsets.
B. Offer new hires shorter-term contracts to allow for a continual hiring of
programmers with the most up-to-date skills.
C. Design a rigorous in-house training program to get longer-tenured
programmers up to speed with the newer programmers.
D. Perform a job redesign for the existing employees that will not require new,
updated skills. - CORRECT ANSWER-B. Offer new hires short-term contracts to
allow for a continual hiring of programers 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. Apprenticeship
B. Simulation
C. Team Training
D. Role Play - CORRECT ANSWER-B. Simulation
Rationale: Simulations can be used to teach production and process skills in a
risk-free 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. Percentage of employees with a career plan
C. Total costs for training
D. Performance quality of one-year employees - CORRECT ANSWER-C. 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. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling - CORRECT ANSWER-D. 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.
An HR director believes it is important that managers take more responsibility for
performance appraisals. Which responsibility should the HR director assign
specifically to the managers?*
A. Track timely receipt of appraisals
B. Identify development areas
A small start-up software company realizes that the technology skill sets of newly
hired programmers are more advanced than the existing programmers' skill sets.
Recognizing the constant business need for these evolving, state-of-the-art skill
sets, which is the best workforce development strategy to implement?
A. Partner with a local community college to offer programmers the opportunity to
update their skillsets.
B. Offer new hires shorter-term contracts to allow for a continual hiring of
programmers with the most up-to-date skills.
C. Design a rigorous in-house training program to get longer-tenured
programmers up to speed with the newer programmers.
D. Perform a job redesign for the existing employees that will not require new,
updated skills. - CORRECT ANSWER-B. Offer new hires short-term contracts to
allow for a continual hiring of programers 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. Apprenticeship
B. Simulation
C. Team Training
D. Role Play - CORRECT ANSWER-B. Simulation
Rationale: Simulations can be used to teach production and process skills in a
risk-free 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. Percentage of employees with a career plan
C. Total costs for training
D. Performance quality of one-year employees - CORRECT ANSWER-C. 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. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling - CORRECT ANSWER-D. 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.
An HR director believes it is important that managers take more responsibility for
performance appraisals. Which responsibility should the HR director assign
specifically to the managers?*
A. Track timely receipt of appraisals
B. Identify development areas
