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SHRM-SCP Detailed Study Plan & SHRM-SCP Valid Study Plan

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q221-Q226):

NEW QUESTION # 221
After the new process has been rolled out, the vice president of HR conducts an assessment of how well it has been implemented and embraced. He finds out that all branches are working together well with the exception of one region called region X.
Region X is managed by a senior regional manager who is known for being the cause of conflict and ongoing disagreements among the other regional managers. How should the VP of HR handle this?

A. Take performance management steps to correct the regional manager,s behavior.
B. Advise the CEO to restate clear expectations of how branches and regions are to collaboratewith each other.
C. Reintroduce the change initiative to region X, and work alongside the regional manager toroll out the new process.
D. Meet with regional managers to determine the underlying issues for the disagreements, andencourage communication to find solutions.

Answer: D

Explanation:
Because the working relationship with Region X's manager is an ongoing problem, the VP of HR needs to get to the bottom of the issue. He does this by displaying the relationship management competency which involves meeting with each regional manager to gain a full understanding of the problem. Once the root of the problem is uncovered, he can encourage open communication among the regional managers and find a permanent solution. Solving this disagreement and improving the relationships between the regional managers will result in improved cooperation and better overall performance.

NEW QUESTION # 222
A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
During the executive team meeting, the sales department senior executives make allegations about the CHRO's professional qualifications that the CHRO knows are false. Which action should the CHRO take?

A. Invite the sales department senior executives to meet with the CHRO after the executive team meeting to discuss the allegations.
B. State that the allegations made by the sales department senior executives are not true.
C. Advise the sales department senior executives to behave in a professional manner.
D. Request that the sales department senior executives provide tangible evidence that supports the allegations.

Answer: B

Explanation:
* Addressing Allegations:
* Professional Response: Calmly and clearly state that the allegations are not true to maintain professionalism.
* Clarity: This approach helps to refocus the discussion on the real issue - the time-keeping policy flaw.

NEW QUESTION # 223
Who is most qualified to be assigned to a business development management trainee as a mentor?

A. HRVP
B. Executive coach
C. Sales VP
D. Corporate training head

Answer: C

Explanation:
A Sales VP (Vice President of Sales) is best positioned to mentor a business development management trainee because of their direct experience and expertise in sales and business development. This individual can provide valuable insights into market strategies, client relationships, and revenue generation, which are crucial for a trainee in this field to learn and develop.
References:
* SHRM Mentoring Programs
* SHRM Learning System for SHRM-SCP

NEW QUESTION # 224
Consider the chart below detailing the number of employees who participated in the training series stratified by organizational function.

Which of the following conclusions would be most appropriate to draw from the available data?

A. The strategy used to achieve the accounting specialists, participation rates should beduplicated for underperforming groups.
B. Current and future DE&I programs and policies will likely benefit from stronger leadershipbuy-in.
C. The loan of thers are the likely root cause of the discriminatory behaviors and sentimentwithin the organization.
D. The unconscious bias training was most effective among the teams with fewer employees.

Answer: B

Explanation:
Nearly half of the team leaders, facility leaders, and executive leadership members failed to meet the standards set for the organization. Whether the leaders felt they were above the training, were not the problem, or were too busy, this lack of participation can be observed by lower-level employees, and thus the lack of commitment demonstrated by organizational leadership can be detrimental to the future participation and buy-in from the rest of the workforce. I'Vhile the numbers for the loan of thers are discouraging (A), it is not possible to discern from the data if the reason the participation rate was low was because of discrimination or because of other issues inhibiting employees from attending the trainings. IA'Q1ile the accounting team's participation rates (C) are encouraging, the strategy used to mobilize a team of 12 is not likely to have the same effect when duplicated for a team of 36 or 88. While the smaller teams may have recorded higher levels of participation (D), participation rates are not equivalent to training effectiveness, and additional follow-up and measurements are required to make such conclusions.

NEW QUESTION # 225
What conflict resolution technique aims to find a solution that both parties view as a success?

A. Compromise
B. Accommodate
C. Collaborate
D. Integrate

Answer: C

Explanation:
A collaborative conflict resolution seeks to find a mutually agreed-on solution that both parties view as a success. This process can take time and effort but it allows for maintaining a valuable relationship.

NEW QUESTION # 226
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