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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q216-Q221):

NEW QUESTION # 216
What would be the most effective first step for the HR team following the exit interview review?

A. Conduct stay interviews to better understand why current employees have chosen not toleave.
B. Launch an internal investigation into all managers to identify toxic leaders.
C. Review performance management practices to assess effectiveness of promotionprocedures.
D. Recommend an additional 5% salary increase for all employees.

Answer: C

Explanation:
By reviewing the performance management processes, measurable work outcomes are set as the center of the investigation. 1%ile this review may lead to eventual investigations of certain managers for unethical practices (B), putting the work outcomes as the focus clearly communicates the ultimate goals of the review and any follow-up actions. Stay interviews (C) can be useful to recognize what the company does well and what it should continue to do with respect to retention; however, getting to the root of any possible favoritism or discrimination is of a higher priority when data from the exit interviews can serve as a starting point for key retention factors. Recommending an additional salary increase (D) may eventually be part of the solution but increasing salaries without additional data about compensation decisions like starting rates, compensable factors, bonuses, and merit increases may lead to inefficient spending.

NEW QUESTION # 217
A new trainee is hired at the store, and the assistant manager is put in charge of her training. What should he focus on first?

A. Delegate tasks to the new trainee and empower her.
B. Support the new trainee in making decisions and finding solutions.
C. Coach and motivate the new trainee.
D. Provide guidance and direction, keeping a close eye on her.

Answer: D

Explanation:
According to the Hersey-Blanchard Situational Theory of Leadership, employees go through different stages, and leaders should adjust their leadership style accordingly. The first stage is
"telling," in which the leader should provide guidance and direction, keeping a close eye on the new employee. The second stage is "selling," in which a leader should focus on coaching and motivating.
The third stage is "participating." in which the leader should provide support when the employee is making decisions and finding solutions. The fourth stage is "delegating" in which a leader should empower the employee.

NEW QUESTION # 218
A manufacturing company produces finished goods for a multinational technology company with whom they have an agreement. The technology company incorporates these goods into its product lines and owns the marketing, customer service, and all sales. What type of growth strategy is this for the technology company?

A. Contract manufacturing
B. Joint venture
C. Strategic alliance
D. Greenfield operation

Answer: B

Explanation:
Contract manufacturing is characterized by one company having another company manufacture its products as a means of controlling costs. In a joint venture, companies set up a new company that they own together. A strategic alliance is formed when companies share resources. A Greenfield operation is building a new facility altogether.

NEW QUESTION # 219
To comply with the Age Discrimination in Employment Act (ADEA), what should severance agreements include for employees over age 40?

A. A minimum of 30 days, health insurance coverage
B. A seven-day consideration period plus a 21 -day revocation period after signing
C. A 21-day consideration period plus a seven-day revocation period after signing
D. A waiver of any type of complaint to the Equal Employment Opportunity Commission (EEOC)

Answer: C

Explanation:
The Age Discrimination in Employment Act (ADEA) requires an employee over 40 to receive 21 days to review a severance agreement before signing. Once the employee signs the agreement, he/she has seven days from the date of signature to change his/her mind and revoke the agreement. Agreements should not contain any type of language that would prevent employees from filing a complaint with the Equal Employment Opportunity Commission (EEOC).

NEW QUESTION # 220
Under "coordination of benefits" rules, how are insurance claims processed?
Charges are first allocated to the primary payer, and then residual charges are submitted to a secondary payer.

A. Claims are processed only at an "allowable amount" as determined by the insurance
B. company, and any residual cost is an out-of -pocket charge to the employee.
C. Out-of -pocket expenses are deducted directly from the employee,s flexible spendingaccount.
D. Charges are split evenly between the primary and secondary payers.

Answer: A

Explanation:
Coordination of benefits rules require that the insurance plan listed as primary will be charged first, and any residual charges will be processed by the secondary payer.

NEW QUESTION # 221
......

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