SHRM-CP - | |
PRACTICE EXAM | |
with verified | |
answers
1) |A |specialized |field |which |works |on |engineering |the |work |environment |is: |A. |industrial |
existentialism. |B. |ergonomics. |C. |environmentalism. |D. |engineering |design |- |correct |answer |B. |
ergonomics.
2) |A |primary |advantage |of |unstructured |versus |structured |interviewing |techniques |is |that: |A. |
structured |interviews |take |less |time |B. |in |an |unstructured |interview, |the |interviewer |can |ask |
follow-up |questions |and |pursue |points |of |interest |as |they |develop |C. |unstructured |interviews |
are |in |compliance |with |EEOC |regulations, |whereas |structured |interviews |are |not |D. |
unstructured |interviews |are |more |cost |effective |- |correct |answer |B. |in |an |unstructured |
interview, |the |interviewer |can |ask |follow-up |questions |and |pursue |points |of |interest |as |they |
develop
3) |A |common |repatriation |problem |for |international |companies |is |that: |A. |repatriation |usually |
precipitates |employee |grievances |B. |there |is |usually |high |employee |turnover |following |
repatriation |C. |repatriated |employees |usually |demand |significantly |higher |salaries |D. |
,repatriated |employees |generally |do |not |wish |to |return |to |the |U.S. |- |correct |answer |B. |there |is |
usually |high |employee |turnover |following |repatriation
4) |If |an |OSHA |inspector |shows |up |at |the |workplace, |the |first |step |an |HR |professional |should |
take |is: |A. |check |and |verify |the |inspector's |credentials |B. |close |the |workplace |and |send |the |
employees |home |C. |deny |any |violation |noted |by |the |inspector |D. |secure |all |health |and |safety |
related |company |records |in |a |locked |location |- |correct |answer |A. |check |and |verify |the |
inspector's |credentials
5) |Comparing |the |expense |of |a |program |versus |its |projected |and |identifiable |results |is |using |
which |planning |technique? |A. |Zero-based |budgeting |B. |MBO |C. |Cost-benefit |analysis |D. |
Variable |budgeting |- |correct |answer |C. |Cost-benefit |analysis
6) |Frederick |Taylor |is |noted |for |his |contribution |to: |A. |performance |appraisal |systems |B.
|"humanizing" |the |workplace |C. |Making |the |work |process |more |efficient |and |less |fatiguing |D. |
Pension |reform |- |correct |answer |C. |Making |the |work |process |more |efficient |and |less |fatiguing
7) |An |HR |professional |is |investigating |reasons |for |job |turnover |among |company |employees |
moving |from |one |job |or |department |to |another. |Which |data |collection |method |would |provide |
the |information |without |interdepartmental |conflicts? |A. |Surveys |to |all |employees |who |have |
changed |positions |within |the |last |year. |B. |Group |interviews |with |employees |and |previous |
supervisors |to |discuss |reasons |for |job |changes. |C. |Search |through |performance |appraisal |files |
and |personnel |records |to |learn |reasons |for |job |turnover |within |the |company. |D. |
Questionnaires |distributed |only |to |employees |who |have |changed |positions |- |correct |answer |C.
|Search |through |performance |appraisal |files |and |personnel |records |to |learn |reasons |for |job |
turnover |within |the |company.
8) |Of |the |following, |the |weakest |tool |for |predicting |an |applicant's |job |performance |is |the: |A. |
application |form |B. |proficiency |test |C. |interview |D. |prior |work |reference |- |correct |answer |C. |
interview
, 9) |Keeping |a |record |of |all |employees |and |listing |significant |successes |and |failures |of |each |
describe |which |method? |A. |critical |incident |B. |MBO |C. |Essay |form |D. |Field |review |- |correct |
answer |A. |critical |incident
10) |Which |of |the |following |pieces |of |federal |legislation |is |considered |pro |management? |A. |
Wagner |Act |B. |National |Industrial |Recovery |Act |C. |Railway |Recovery |Act |D. |Taft-Hartley |Act |- |
correct |answer |D. |Taft-Hartley |Act
11) |The |most |important |element |in |defending |an |organization's |position |in |a |disciplinary |
action |is |to |demonstrate |that: |A. |the |employee |has |been |warned |B. |the |employee |knew |the |
rules |before |the |infraction |C. |an |example |was |needed |to |eliminate |or |reduce |similar |
misbehavior |D. |progressive |discipline |has |been |applied |consistent |with |policy |and |past |practice
|- |correct |answer |D. |progressive |discipline |has |been |applied |consistent |with |policy |and |past |
practice
12) |Which |of |the |following |would |be |considered |nontaxable |indirect |compensation? |A. |
Employee |discounts |on |employer |goods |or |services |B. |Employer-paid |group-term |life |insurance
|over |$50,000 |C. |Personal |use |of |a |company |car |D. |Severance |pay |- |correct |answer |A. |
Employee |discounts |on |employer |goods |or |services
13) |The |lowest |dose |level |at |which |toxic |effects |of |a |material |can |be |demonstrated |is |called: |
A. |the |adverse |impact |level |B. |the |toxicity |level |C. |the |lethal |level |D. |the |just-toxic |amount |- |
correct |answer |B. |the |toxicity |level
14) |Which |type |of |organizational |structure |creates |a |dual |chain |of |command? |A. |Line |and |staff
|B. |Functional |C. |Matrix |D. |Vertical |- |correct |answer |C. |Matrix
15) |The |use |of |an |aptitude |test |in |the |selection |process |best |predicts: |A. |skill |level |B. |job |
knowledge |C. |manual |dexterity |D. |training |performance |- |correct |answer |D. |training |
performance
PRACTICE EXAM | |
with verified | |
answers
1) |A |specialized |field |which |works |on |engineering |the |work |environment |is: |A. |industrial |
existentialism. |B. |ergonomics. |C. |environmentalism. |D. |engineering |design |- |correct |answer |B. |
ergonomics.
2) |A |primary |advantage |of |unstructured |versus |structured |interviewing |techniques |is |that: |A. |
structured |interviews |take |less |time |B. |in |an |unstructured |interview, |the |interviewer |can |ask |
follow-up |questions |and |pursue |points |of |interest |as |they |develop |C. |unstructured |interviews |
are |in |compliance |with |EEOC |regulations, |whereas |structured |interviews |are |not |D. |
unstructured |interviews |are |more |cost |effective |- |correct |answer |B. |in |an |unstructured |
interview, |the |interviewer |can |ask |follow-up |questions |and |pursue |points |of |interest |as |they |
develop
3) |A |common |repatriation |problem |for |international |companies |is |that: |A. |repatriation |usually |
precipitates |employee |grievances |B. |there |is |usually |high |employee |turnover |following |
repatriation |C. |repatriated |employees |usually |demand |significantly |higher |salaries |D. |
,repatriated |employees |generally |do |not |wish |to |return |to |the |U.S. |- |correct |answer |B. |there |is |
usually |high |employee |turnover |following |repatriation
4) |If |an |OSHA |inspector |shows |up |at |the |workplace, |the |first |step |an |HR |professional |should |
take |is: |A. |check |and |verify |the |inspector's |credentials |B. |close |the |workplace |and |send |the |
employees |home |C. |deny |any |violation |noted |by |the |inspector |D. |secure |all |health |and |safety |
related |company |records |in |a |locked |location |- |correct |answer |A. |check |and |verify |the |
inspector's |credentials
5) |Comparing |the |expense |of |a |program |versus |its |projected |and |identifiable |results |is |using |
which |planning |technique? |A. |Zero-based |budgeting |B. |MBO |C. |Cost-benefit |analysis |D. |
Variable |budgeting |- |correct |answer |C. |Cost-benefit |analysis
6) |Frederick |Taylor |is |noted |for |his |contribution |to: |A. |performance |appraisal |systems |B.
|"humanizing" |the |workplace |C. |Making |the |work |process |more |efficient |and |less |fatiguing |D. |
Pension |reform |- |correct |answer |C. |Making |the |work |process |more |efficient |and |less |fatiguing
7) |An |HR |professional |is |investigating |reasons |for |job |turnover |among |company |employees |
moving |from |one |job |or |department |to |another. |Which |data |collection |method |would |provide |
the |information |without |interdepartmental |conflicts? |A. |Surveys |to |all |employees |who |have |
changed |positions |within |the |last |year. |B. |Group |interviews |with |employees |and |previous |
supervisors |to |discuss |reasons |for |job |changes. |C. |Search |through |performance |appraisal |files |
and |personnel |records |to |learn |reasons |for |job |turnover |within |the |company. |D. |
Questionnaires |distributed |only |to |employees |who |have |changed |positions |- |correct |answer |C.
|Search |through |performance |appraisal |files |and |personnel |records |to |learn |reasons |for |job |
turnover |within |the |company.
8) |Of |the |following, |the |weakest |tool |for |predicting |an |applicant's |job |performance |is |the: |A. |
application |form |B. |proficiency |test |C. |interview |D. |prior |work |reference |- |correct |answer |C. |
interview
, 9) |Keeping |a |record |of |all |employees |and |listing |significant |successes |and |failures |of |each |
describe |which |method? |A. |critical |incident |B. |MBO |C. |Essay |form |D. |Field |review |- |correct |
answer |A. |critical |incident
10) |Which |of |the |following |pieces |of |federal |legislation |is |considered |pro |management? |A. |
Wagner |Act |B. |National |Industrial |Recovery |Act |C. |Railway |Recovery |Act |D. |Taft-Hartley |Act |- |
correct |answer |D. |Taft-Hartley |Act
11) |The |most |important |element |in |defending |an |organization's |position |in |a |disciplinary |
action |is |to |demonstrate |that: |A. |the |employee |has |been |warned |B. |the |employee |knew |the |
rules |before |the |infraction |C. |an |example |was |needed |to |eliminate |or |reduce |similar |
misbehavior |D. |progressive |discipline |has |been |applied |consistent |with |policy |and |past |practice
|- |correct |answer |D. |progressive |discipline |has |been |applied |consistent |with |policy |and |past |
practice
12) |Which |of |the |following |would |be |considered |nontaxable |indirect |compensation? |A. |
Employee |discounts |on |employer |goods |or |services |B. |Employer-paid |group-term |life |insurance
|over |$50,000 |C. |Personal |use |of |a |company |car |D. |Severance |pay |- |correct |answer |A. |
Employee |discounts |on |employer |goods |or |services
13) |The |lowest |dose |level |at |which |toxic |effects |of |a |material |can |be |demonstrated |is |called: |
A. |the |adverse |impact |level |B. |the |toxicity |level |C. |the |lethal |level |D. |the |just-toxic |amount |- |
correct |answer |B. |the |toxicity |level
14) |Which |type |of |organizational |structure |creates |a |dual |chain |of |command? |A. |Line |and |staff
|B. |Functional |C. |Matrix |D. |Vertical |- |correct |answer |C. |Matrix
15) |The |use |of |an |aptitude |test |in |the |selection |process |best |predicts: |A. |skill |level |B. |job |
knowledge |C. |manual |dexterity |D. |training |performance |- |correct |answer |D. |training |
performance
