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SHRM CP NEWEST EXAM LATEST 2024/2025
WITH ACTUAL QUESTIONS AND CORRECT
VERIFIED (DETAILED) ANSWERS/ALREADY
GRADED A+
1) The HR department is creating a program to help
managers successfully manage, develop, and evaluate
employees. Which components must be part of this
performance management program?
a.) Performance evaluation and pay for performance
b.) Position description review and performance
planning
c.) Self-evaluation and peer review
d.) Conflict management and negotiation - .....ANSWER
...✔✔ B
2) Which employee engagement practice considers the
full employee life cycle?
a.) Work/life balance program
b.) Professional development program
c.) Employee assistance program
d.) Employee alumni network - .....ANSWER ...✔✔ C
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3) What is a valuable insight that can be gained from
studying the sender-receiver communication model (the
basic communication model)?
a.) If the receiver objects to the sender's message, the
sender needs to explain it again in a new way.
b.) Natural communication flow requires thinking of how
to respond as the other person is speaking.
c.) People's perspectives have a strong impact on how
messages are understood.
d.) Communication breakdowns almost always occur on
the receiver's end. - .....ANSWER ...✔✔ C
4) An organization has an issue with rapid turnover in
new hires. Exit interviews indicate that the exiting
employees feel that they did not properly understand
the position's requirements or organizational culture and
rapidly became disengaged shortly after being hired.
Which action should the organization's HR VP take to
address the turnover rate?
a.) Change the type of interview the organization uses
to select applicants in an effort to find those that are a
better cultural fit for the organization.
b.) Create a financial incentive program that offers
bonuses to new employees based on time served by the
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employee, heavily weighted toward milestones in the
first year of employment.
c.) Implement a talent acquisition process that provides
better information to applicants during the application
and interview process, including information on job
descriptions and organizational values.
d.) Implement a job rotation pro - .....ANSWER ...✔✔
C
5) Why should an organization consider a high-
performance culture and strategically invest in practices
to keep high performers motivated and focused?
a.) Turnover can negatively impact organizational
productivity, innovation, and relationships.
b.) It becomes problematic to find successors in critical
roles and positions if an employee exits.
c.) Succession planning and career development
activities are made easier in this type of culture.
d.) High performers have different needs and
expectations than the mainstream workforce. -
.....ANSWER ...✔✔ A
6) HR discovers that newer employees are four times
less likely to participate in the ancillary benefit
programs compared to employees who have been with
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the company for at least five years. Which action should
the HR director take to help increase awareness of the
programs?
a.) Implement a formal onboarding program.
b.) Mention the programs in the next departmental
meeting.
c.) Implement an informal onboarding program.
d.) Implement an orientation program. - .....ANSWER
...✔✔ D
7) An organization's yield ratio for offers rejected
compared to offers extended for qualified applicants
increased from 50% in year 1 to 75% in year 2. What
recommendation should HR make to improve the
selection results for an organization in a growth mode?
a.) Meet with managers to understand what they believe
to be the issues and discuss their concerns.
b.) Double the recruiting budget, with an emphasis on
increasing applicant flow.
c.) Review the employee value proposition along with
newly hired attrition data and recent exit interview
surveys.
SHRM CP NEWEST EXAM LATEST 2024/2025
WITH ACTUAL QUESTIONS AND CORRECT
VERIFIED (DETAILED) ANSWERS/ALREADY
GRADED A+
1) The HR department is creating a program to help
managers successfully manage, develop, and evaluate
employees. Which components must be part of this
performance management program?
a.) Performance evaluation and pay for performance
b.) Position description review and performance
planning
c.) Self-evaluation and peer review
d.) Conflict management and negotiation - .....ANSWER
...✔✔ B
2) Which employee engagement practice considers the
full employee life cycle?
a.) Work/life balance program
b.) Professional development program
c.) Employee assistance program
d.) Employee alumni network - .....ANSWER ...✔✔ C
,2|Page
3) What is a valuable insight that can be gained from
studying the sender-receiver communication model (the
basic communication model)?
a.) If the receiver objects to the sender's message, the
sender needs to explain it again in a new way.
b.) Natural communication flow requires thinking of how
to respond as the other person is speaking.
c.) People's perspectives have a strong impact on how
messages are understood.
d.) Communication breakdowns almost always occur on
the receiver's end. - .....ANSWER ...✔✔ C
4) An organization has an issue with rapid turnover in
new hires. Exit interviews indicate that the exiting
employees feel that they did not properly understand
the position's requirements or organizational culture and
rapidly became disengaged shortly after being hired.
Which action should the organization's HR VP take to
address the turnover rate?
a.) Change the type of interview the organization uses
to select applicants in an effort to find those that are a
better cultural fit for the organization.
b.) Create a financial incentive program that offers
bonuses to new employees based on time served by the
,3|Page
employee, heavily weighted toward milestones in the
first year of employment.
c.) Implement a talent acquisition process that provides
better information to applicants during the application
and interview process, including information on job
descriptions and organizational values.
d.) Implement a job rotation pro - .....ANSWER ...✔✔
C
5) Why should an organization consider a high-
performance culture and strategically invest in practices
to keep high performers motivated and focused?
a.) Turnover can negatively impact organizational
productivity, innovation, and relationships.
b.) It becomes problematic to find successors in critical
roles and positions if an employee exits.
c.) Succession planning and career development
activities are made easier in this type of culture.
d.) High performers have different needs and
expectations than the mainstream workforce. -
.....ANSWER ...✔✔ A
6) HR discovers that newer employees are four times
less likely to participate in the ancillary benefit
programs compared to employees who have been with
, 4|Page
the company for at least five years. Which action should
the HR director take to help increase awareness of the
programs?
a.) Implement a formal onboarding program.
b.) Mention the programs in the next departmental
meeting.
c.) Implement an informal onboarding program.
d.) Implement an orientation program. - .....ANSWER
...✔✔ D
7) An organization's yield ratio for offers rejected
compared to offers extended for qualified applicants
increased from 50% in year 1 to 75% in year 2. What
recommendation should HR make to improve the
selection results for an organization in a growth mode?
a.) Meet with managers to understand what they believe
to be the issues and discuss their concerns.
b.) Double the recruiting budget, with an emphasis on
increasing applicant flow.
c.) Review the employee value proposition along with
newly hired attrition data and recent exit interview
surveys.
