SHRM CP Actual Exam 2025 SHRM CP
Exam Latest Update 2025 Questions and
Correct Answers Rated A+
Contingency plan -ANSWER-Protocol than an organization
implements when an identified risk event.
Corporate social responsibility (CSR) -ANSWER-Recognition of the
impact a corporation has on the lives of its stakeholders and the
environment; can include corporate governance, corporate
philanthropy, sustainability, and employee rights and workplace
safety.
Co sourcing -ANSWER-Situation in which an enterprise outsources
only one part of a function, often collocating it at the organization's
workplace.
Dilemma reconciliation -ANSWER-Process of charting a course
through cultural differences.
Comparable worth -ANSWER-Concept that states that jobs requiring
comparable skills, effort, responsibility, and working conditions filled
primarily by women should have the same job classification and salary
as similar jobs filled by men.
Compliance -ANSWER-Being in accordance with all national federal,
regional, or local laws, regulations, and government authority
requirements for all the nations in which an organization operates.
,Compliance program -ANSWER-System for ensuring that policies and
procedures addressing issues identified in the code of conduct are
presented to and understood and acted on by everyone in the
organization and for evaluating the results of those efforts.
Consolidated Omnibus Budget Reconciliation Act (COBRA) -
ANSWER-U.S. act that provides individuals and dependents who may
lose medical coverage with opportunity to pay to continue coverage.
Burlington Industries Inc v. Ellerth -ANSWER-U.S. court ruling that
distinguished between supervisor harassment that results in tangible
employment actions and supervisor harassment that does not.
Civil Rights Act of 1964 -ANSWER-1st comprehensive U.S. law
making ti unlawful to discriminate on the basis of race, color, religion,
sex, or national origin.
Civil Rights Act of 1991 -ANSWER-U.S. act that expand the possible
damage awards available to victims of intentional discrimination to
include compensatory and punitive damages; gives plaintiffs in cases
of alleged discrimination the right to a jury trial.
Code of conduct -ANSWER-Principles of conduct within an
organization that guide decision making and behavior; also knows as
code of ethics.
Americans with Disabilities Act (ADA) -ANSWER-U.S. act that
prohibits discrimination against a qualified individual with a disability
because of his/her disability.
Assignees -ANSWER-Employees who work outside their home
countries.
,Bill -ANSWER-A proposal presented to a legislative body for possible
enactment as a statute.
Bona file occupational qualification (BFOQ) -ANSWER-Situation in
which religion, sex, or national origin is reasonably necessary to
carrying out a particular jobs function in the normal operations of an
organization.
ADA Amendments Act (ADAAA) -ANSWER-Amendments to U.S.
American with Disabilities Act covering the definition of individuals
regarded as having a disability, mitigating measures, and other rules
of construction to guide the analysis of what constitutes a disability.
Adverse impact -ANSWER-Type of discrimination that results when a
neutral policy has a discriminatory effect; also known as disparate
impact.
Age Discrimination in Employment Act (ADEA) -ANSWER-U.S. act
that prohibits discrimination in the workplace on the basis of age.
Amendment -ANSWER-Modification of the U.S. Constitution or a U.S.
law.
Workplace management -ANSWER-All activities need to ensure that
the skills, knowledge, abilities, and performance of the workplace
meet current and future organizational and individual needs.
Workforce planning -ANSWER-Process of analyzing the
organization's workforce and determining steps required to prepare for
future needs.
, Works council -ANSWER-Groups that represent employees, generally
on a local or firm level; primary purpose is to receive from employers
and to convey to employees information that might affect the
workforce and the health of the enterprise.
Work-to-rule -ANSWER-Situation in which workers slow processes by
performing tasks exactly to specifications or according to jobs or task
descriptions.
Unfair labor practices (ULP) -ANSWER-Violation of rights under labor-
relations statutes.
Unitarianism -ANSWER-Belief that employers and employees can act
together for their common good.
Wildcat strike -ANSWER-Work stoppage at union contract operations
that have not been sanctioned by the union.
Workforce analysis -ANSWER-Systematic approach to anticipate
human capital needs and data HR professionals can use to ensure
that appropriate knowledge, skills, or abilities will be available when
needed to accomplish organizational goals and objectives.
Sympathy strike -ANSWER-Action taken in support of another union
that is striking the employer.
Talent management -ANSWER-Development and integration of HR
processes that attract, develop, engage, and retain the knowledge,
skills, or abilities of employees that will meet current and future
business needs.
Exam Latest Update 2025 Questions and
Correct Answers Rated A+
Contingency plan -ANSWER-Protocol than an organization
implements when an identified risk event.
Corporate social responsibility (CSR) -ANSWER-Recognition of the
impact a corporation has on the lives of its stakeholders and the
environment; can include corporate governance, corporate
philanthropy, sustainability, and employee rights and workplace
safety.
Co sourcing -ANSWER-Situation in which an enterprise outsources
only one part of a function, often collocating it at the organization's
workplace.
Dilemma reconciliation -ANSWER-Process of charting a course
through cultural differences.
Comparable worth -ANSWER-Concept that states that jobs requiring
comparable skills, effort, responsibility, and working conditions filled
primarily by women should have the same job classification and salary
as similar jobs filled by men.
Compliance -ANSWER-Being in accordance with all national federal,
regional, or local laws, regulations, and government authority
requirements for all the nations in which an organization operates.
,Compliance program -ANSWER-System for ensuring that policies and
procedures addressing issues identified in the code of conduct are
presented to and understood and acted on by everyone in the
organization and for evaluating the results of those efforts.
Consolidated Omnibus Budget Reconciliation Act (COBRA) -
ANSWER-U.S. act that provides individuals and dependents who may
lose medical coverage with opportunity to pay to continue coverage.
Burlington Industries Inc v. Ellerth -ANSWER-U.S. court ruling that
distinguished between supervisor harassment that results in tangible
employment actions and supervisor harassment that does not.
Civil Rights Act of 1964 -ANSWER-1st comprehensive U.S. law
making ti unlawful to discriminate on the basis of race, color, religion,
sex, or national origin.
Civil Rights Act of 1991 -ANSWER-U.S. act that expand the possible
damage awards available to victims of intentional discrimination to
include compensatory and punitive damages; gives plaintiffs in cases
of alleged discrimination the right to a jury trial.
Code of conduct -ANSWER-Principles of conduct within an
organization that guide decision making and behavior; also knows as
code of ethics.
Americans with Disabilities Act (ADA) -ANSWER-U.S. act that
prohibits discrimination against a qualified individual with a disability
because of his/her disability.
Assignees -ANSWER-Employees who work outside their home
countries.
,Bill -ANSWER-A proposal presented to a legislative body for possible
enactment as a statute.
Bona file occupational qualification (BFOQ) -ANSWER-Situation in
which religion, sex, or national origin is reasonably necessary to
carrying out a particular jobs function in the normal operations of an
organization.
ADA Amendments Act (ADAAA) -ANSWER-Amendments to U.S.
American with Disabilities Act covering the definition of individuals
regarded as having a disability, mitigating measures, and other rules
of construction to guide the analysis of what constitutes a disability.
Adverse impact -ANSWER-Type of discrimination that results when a
neutral policy has a discriminatory effect; also known as disparate
impact.
Age Discrimination in Employment Act (ADEA) -ANSWER-U.S. act
that prohibits discrimination in the workplace on the basis of age.
Amendment -ANSWER-Modification of the U.S. Constitution or a U.S.
law.
Workplace management -ANSWER-All activities need to ensure that
the skills, knowledge, abilities, and performance of the workplace
meet current and future organizational and individual needs.
Workforce planning -ANSWER-Process of analyzing the
organization's workforce and determining steps required to prepare for
future needs.
, Works council -ANSWER-Groups that represent employees, generally
on a local or firm level; primary purpose is to receive from employers
and to convey to employees information that might affect the
workforce and the health of the enterprise.
Work-to-rule -ANSWER-Situation in which workers slow processes by
performing tasks exactly to specifications or according to jobs or task
descriptions.
Unfair labor practices (ULP) -ANSWER-Violation of rights under labor-
relations statutes.
Unitarianism -ANSWER-Belief that employers and employees can act
together for their common good.
Wildcat strike -ANSWER-Work stoppage at union contract operations
that have not been sanctioned by the union.
Workforce analysis -ANSWER-Systematic approach to anticipate
human capital needs and data HR professionals can use to ensure
that appropriate knowledge, skills, or abilities will be available when
needed to accomplish organizational goals and objectives.
Sympathy strike -ANSWER-Action taken in support of another union
that is striking the employer.
Talent management -ANSWER-Development and integration of HR
processes that attract, develop, engage, and retain the knowledge,
skills, or abilities of employees that will meet current and future
business needs.
