SHRM-CP Exam with Accurate
Solutions
Coordinated Bargaining - ANS-when unions within an organization meet with the
employer to negotiate beneficial results for the group they represent (multi-unit
bargaining)
Multi-Employer Bargaining - ANS-union with employees in multiple companies meets
with all of those companies as a single negotiation
Parallel Bargaining - ANS-Also known as pattern bargaining, whipsawing, or
leapfrogging. Bargaining that occurs when a union negotiates with one of the employers
in an industry at a time. Once a contract has been reached with the first employer, the
union uses the gains made during the negotiation as a base for negotiating with the next
employer.
Disruptive Bargaining - ANS-group negotiates with the goal of achieving specific
objective (positional/hard bargaining)
Job Analysis - ANS-the process used to determine the requirements and importance of
duties for a particular job
Job Descriptions - ANS-a list of general duties and responsibilities for a particular job
Job Specification - ANS-statement of the essential parts of a particular class of jobs.
includes a summary of the duties to be performed and responsibilities and qualifications
necessary to do the job
Job Evaluation - ANS-the ways to determine the value or worth of a job in relations to
other jobs in a company. Quantitative and Non-Quantitative Methods
Technology Management - ANS-implements and employs tech focused solutions that
support, facilitate, and deliver effective solutions
Tactical HR Work - ANS-Workplace solutions for day to day operations
Transactional HR Work - ANS-Admin work
Strategic Plan - ANS-specifically inform business decisions with knowledge of the
overall goals and objectives
, Individual Action Plan - ANS-documented plan that outlines what an employee needs to
do to reach certain milestone and achievements
Cross Cultural Training - ANS-creating opportunities for employees to learn about,
engage in, and benefit from diverse ideas. component of D&I
Cliff Vesting - ANS-100% after x years
Graded Vesting - ANS-set % each year
COBRA - ANS-ERISA amendment. for 20 or more employees. continue health care
after termination and need to notify employees within 90 days of termination. civil and
criminal penalties
Old Age, Survivors, and Disability Insurance (OASDI) - ANS-employee must have
worked for 40 quarters or 10 years
Validated & Consistent - ANS-same results every time in a tightly controlled
environment
Emperical-rational strategy - ANS-understand how change can positive impact
(incentivize the change), and employees will accept the change
Program & Process Evaluation - ANS-2 primary methods to determine if programs,
policies, and practices are effective and sustainable
To learn more about the business... - ANS-review internal docs, external literature, and
customer service surveys
For new regulations, laws, and politices - ANS-do a specific and personalized training
For new changes... - ANS-consider overall employee makeup and sensitivity to change
Recordkeeping - ANS-DOCUMENTING for the project
Vision - ANS-future goals
Mission - ANS-Values, standards, organizing principles
Six Sigma - ANS-tools to determine the resources a project may need. (process
mapping and value stream mapping)
Front Pay - ANS-compensation for future economic losses arising from employment
discrimination that cannot be remedied by traditional relief, such as hiring, promotion, or
reinstatement.
Solutions
Coordinated Bargaining - ANS-when unions within an organization meet with the
employer to negotiate beneficial results for the group they represent (multi-unit
bargaining)
Multi-Employer Bargaining - ANS-union with employees in multiple companies meets
with all of those companies as a single negotiation
Parallel Bargaining - ANS-Also known as pattern bargaining, whipsawing, or
leapfrogging. Bargaining that occurs when a union negotiates with one of the employers
in an industry at a time. Once a contract has been reached with the first employer, the
union uses the gains made during the negotiation as a base for negotiating with the next
employer.
Disruptive Bargaining - ANS-group negotiates with the goal of achieving specific
objective (positional/hard bargaining)
Job Analysis - ANS-the process used to determine the requirements and importance of
duties for a particular job
Job Descriptions - ANS-a list of general duties and responsibilities for a particular job
Job Specification - ANS-statement of the essential parts of a particular class of jobs.
includes a summary of the duties to be performed and responsibilities and qualifications
necessary to do the job
Job Evaluation - ANS-the ways to determine the value or worth of a job in relations to
other jobs in a company. Quantitative and Non-Quantitative Methods
Technology Management - ANS-implements and employs tech focused solutions that
support, facilitate, and deliver effective solutions
Tactical HR Work - ANS-Workplace solutions for day to day operations
Transactional HR Work - ANS-Admin work
Strategic Plan - ANS-specifically inform business decisions with knowledge of the
overall goals and objectives
, Individual Action Plan - ANS-documented plan that outlines what an employee needs to
do to reach certain milestone and achievements
Cross Cultural Training - ANS-creating opportunities for employees to learn about,
engage in, and benefit from diverse ideas. component of D&I
Cliff Vesting - ANS-100% after x years
Graded Vesting - ANS-set % each year
COBRA - ANS-ERISA amendment. for 20 or more employees. continue health care
after termination and need to notify employees within 90 days of termination. civil and
criminal penalties
Old Age, Survivors, and Disability Insurance (OASDI) - ANS-employee must have
worked for 40 quarters or 10 years
Validated & Consistent - ANS-same results every time in a tightly controlled
environment
Emperical-rational strategy - ANS-understand how change can positive impact
(incentivize the change), and employees will accept the change
Program & Process Evaluation - ANS-2 primary methods to determine if programs,
policies, and practices are effective and sustainable
To learn more about the business... - ANS-review internal docs, external literature, and
customer service surveys
For new regulations, laws, and politices - ANS-do a specific and personalized training
For new changes... - ANS-consider overall employee makeup and sensitivity to change
Recordkeeping - ANS-DOCUMENTING for the project
Vision - ANS-future goals
Mission - ANS-Values, standards, organizing principles
Six Sigma - ANS-tools to determine the resources a project may need. (process
mapping and value stream mapping)
Front Pay - ANS-compensation for future economic losses arising from employment
discrimination that cannot be remedied by traditional relief, such as hiring, promotion, or
reinstatement.
