SHRM-CP PRACTICE TEST QUESTIONS (WITH RATIONALE)
WITH ALL CORRECT & 100% VERIFIED ANSWERS
1. A small start-up software company B. Otter new hires short-term contracts
re- alizes that the technology to allow for a continual hiring of
skillsets of newly hired programers with the most up-to-date
programmers are more advanced skills.
than the existing program- mers'
skillsets. Recognizing the con- stant Rationale: If the skillsets of employees
business need for these evolv- who have been with the company for
several years be-
ing, state-of-the-art skillsets, which is the come inferior to those of new hires,
planning for
best workforce development strategy to churn by ottering smaller contracts is
a better
implement? strategy. Repeatedly training an entire
statt with new skills that they may or
A. Partner with a local community may not grasp will not be cost-ettective
col- to the organization, and
lege to offer programmers the opportu- there may not be enough work at the
company
nity to update their skillsets. to support a job redesign.
B. Offer new hires shorter-term con-
tracts to allow for a continual hiring
of programmers with the most up-to-
date skills.
C. Design a rigorous in-house train-
ing program to get longer-tenured
pro- grammers up to speed with the
newer programmers.
D. Perform a job redesign for the
exist- ing employees that will not
require new, updated skills.
2. Which hands-on training method best al- B. Simulation
lows an onboarding manufacturing em-
ployee to practice his job in a risk- A. Apprenticeship
free setting?*
B. Simulation
1/
17
, SHRM-CP PRACTICE TEST QUESTIONS (WITH RATIONALE)
WITH ALL CORRECT & 100% VERIFIED ANSWERS
Rationale: Simulations can be used to teach pro-
duction and process skills in a risk-free environ-
ment. 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
2/
17
, SHRM-CP PRACTICE TEST QUESTIONS (WITH RATIONALE)
WITH ALL CORRECT & 100% VERIFIED ANSWERS
C. Team Training be exposed to risk. Team training is
D. Role Play used to improve the ettectiveness of
group interactions.
3. An HR manager has been asked to
de- sign a training program for the C. Total costs for training
compa- ny. Which HR metric should
be consid- ered first in designing the
program?* Rationale: Total cost for training is the only
met- ric that is specific to all training
A. Average tenure of employees programs, so
B. Percentage of employees with a it must be considered in the initial stages
ca- reer plan of
C. Total costs for training
all program development. Response
D. Performance quality of one-year
em- ployees options A, B, and C are factors that may
or may not be considered for some
4. A valued employee arrives 15 training programs.
minutes late for work without
explanation. Us- ing the company's
positive approach to discipline, which
action should be taken to course-
correct the employee's tardi- ness?*
D. Counseling
A. Final warning
B. Written reprimand Rationale: Positive approach to discipline
C. Verbal caution builds on the theory that violations are
D. Counseling actions that usually can be corrected
constructively without penalty. Counseling
5. An HR director believes it is is the first step that does not implement a
important that managers take more penalty. The other options are all
responsibili- examples of penalties.
B. Identify development areas
ty for performance appraisals. Which re- Rationale: "Identify development areas"
3/
17
WITH ALL CORRECT & 100% VERIFIED ANSWERS
1. A small start-up software company B. Otter new hires short-term contracts
re- alizes that the technology to allow for a continual hiring of
skillsets of newly hired programers with the most up-to-date
programmers are more advanced skills.
than the existing program- mers'
skillsets. Recognizing the con- stant Rationale: If the skillsets of employees
business need for these evolv- who have been with the company for
several years be-
ing, state-of-the-art skillsets, which is the come inferior to those of new hires,
planning for
best workforce development strategy to churn by ottering smaller contracts is
a better
implement? strategy. Repeatedly training an entire
statt with new skills that they may or
A. Partner with a local community may not grasp will not be cost-ettective
col- to the organization, and
lege to offer programmers the opportu- there may not be enough work at the
company
nity to update their skillsets. to support a job redesign.
B. Offer new hires shorter-term con-
tracts to allow for a continual hiring
of programmers with the most up-to-
date skills.
C. Design a rigorous in-house train-
ing program to get longer-tenured
pro- grammers up to speed with the
newer programmers.
D. Perform a job redesign for the
exist- ing employees that will not
require new, updated skills.
2. Which hands-on training method best al- B. Simulation
lows an onboarding manufacturing em-
ployee to practice his job in a risk- A. Apprenticeship
free setting?*
B. Simulation
1/
17
, SHRM-CP PRACTICE TEST QUESTIONS (WITH RATIONALE)
WITH ALL CORRECT & 100% VERIFIED ANSWERS
Rationale: Simulations can be used to teach pro-
duction and process skills in a risk-free environ-
ment. 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
2/
17
, SHRM-CP PRACTICE TEST QUESTIONS (WITH RATIONALE)
WITH ALL CORRECT & 100% VERIFIED ANSWERS
C. Team Training be exposed to risk. Team training is
D. Role Play used to improve the ettectiveness of
group interactions.
3. An HR manager has been asked to
de- sign a training program for the C. Total costs for training
compa- ny. Which HR metric should
be consid- ered first in designing the
program?* Rationale: Total cost for training is the only
met- ric that is specific to all training
A. Average tenure of employees programs, so
B. Percentage of employees with a it must be considered in the initial stages
ca- reer plan of
C. Total costs for training
all program development. Response
D. Performance quality of one-year
em- ployees options A, B, and C are factors that may
or may not be considered for some
4. A valued employee arrives 15 training programs.
minutes late for work without
explanation. Us- ing the company's
positive approach to discipline, which
action should be taken to course-
correct the employee's tardi- ness?*
D. Counseling
A. Final warning
B. Written reprimand Rationale: Positive approach to discipline
C. Verbal caution builds on the theory that violations are
D. Counseling actions that usually can be corrected
constructively without penalty. Counseling
5. An HR director believes it is is the first step that does not implement a
important that managers take more penalty. The other options are all
responsibili- examples of penalties.
B. Identify development areas
ty for performance appraisals. Which re- Rationale: "Identify development areas"
3/
17
