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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q365-Q370):

NEW QUESTION # 365
What tool can you use to make sure all of the firm's risk management strategies and processes are compliant with local laws?

A. Security report
B. Attestation
C. Audit
D. Risk analysis

Answer: B

Explanation:
Conducting a compliance audit at the last step of the risk management process will ensure that all implemented changes comply with applicable regulations and laws.

NEW QUESTION # 366
At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Some managers claim that they assign training and development opportunities to their high-performing employees as they believe it is an incentive to stay at the company. How should the HR director determine whether this has been effective as an objective?

A. Analyze the association between employee turnover rates and participation in training and development.
B. Review employee turnover rates to determine whether there is actually a need to incentivize retention.
C Examine industry trends on the effectiveness of training and development on employee retention
C. Survey high-performing employees on whether they feel training and development opportunities encourage them to stay at the company.

Answer: A

Explanation:
* Objective Measurement:
* Data Analysis: Analyzing the association between turnover rates and participation in training provides objective data on whether the training initiatives are influencing retention.
* Correlation: Identifying a correlation between training participation and lower turnover rates would suggest that the strategy is effective in retaining high-performing employees.

NEW QUESTION # 367
What can the new VP do to be successful in running the company's motor vehicle assembly plant in India?

A. He should create a competitive work environment.
B. He should expect that employees will be productive in their roles, despite any personaldifferences.
C. He should only expect employees to participate in company events during the regularworkday.
D. He should attend social events outside of work to build relationships.

Answer: C

Explanation:
According to Trompenaars's and Hampden-Turner's cultural dilemmas, India has a diffuse culture, which means that their personal and work lives intertwine. Therefore, to be successful, one has to attend work-related social events and build relationships. The United States is the opposite and has a specific culture, where work and personal lives are kept separate. In the United States, forming relationships is unnecessary to work together successfully. The US is also an individualist culture that values competition, and India is not.

NEW QUESTION # 368
The CHRO wants to make sure the HR team is prepared to fully support the change initiative. What steps can she take to prepare her team?

A. Identify how the individual HR employees will be affected by the changes.
B. Enroll HR employees in a refresher seminar on employee communications.
C. Ask her team to review job descriptions in preparation for necessary revisions and updates.
D. Delegate one initiative-related responsibility to each member on the team.

Answer: B

Explanation:
The CHRO displays the consultation competency by knowing what skills are needed to successfully support organizational change. Expertise in channels of communication will be critical for the HR team to support the company changes.

NEW QUESTION # 369
The marketing department consists of eight employees who have been working together for many years. They are very tight- knit. A new content marketing lead is hired and joins the department. The marketing manager notices that there is tension between the old employees and the new hire. The tension disrupts their work and resulted in a missed deadline. How should she handle the conflicts within her team?

A. Talk to employees one-on-one to understand what causes the tension.
B. Wait to intervene until the team moves from the storming to the norming phase.
C. If the new employee does not fit into the departments culture, it is best to reassign her to adifferent team.
D. Schedule a team meeting, and facilitate a team discussion to solve the problems,

Answer: A

Explanation:
The marketing manager displays the communication competency by having one-on-one conversations with all team members to find out why the new employee does not fit in with the rest of the team. If the current employees are a close group that has worked together for a long time, they might need support to adjust to the new team member. It is important to get to know the new employee to see if they have any conflicts with the company culture.

NEW QUESTION # 370
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Free PDF 2025 SHRM SHRM-SCP: Senior Certified Professional (SHRM-SCP)–High-quality Reliable Exam Registration

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q365-Q370):

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