SHRM Senior Certified Professional (SHRM-SCP) : SHRM-SCP

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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. Which method is most effective for detecting asset misappropriations, such as cash skimming and fraudulent disbursements, by employees in the workplace?

A) Installing video surveillance in customer areas including parking lots
B) Engaging an external auditor to review transactions on a regular basis
C) Implementing a lip line and proactive data monitoring by management
D) Conducting comprehensive pre-employment background screens and credit checks

2. An HR director wants to show the leadership team how HR promotes the goals and values of the organization.
Which would be the most effective strategy to demonstrate this?

A) Create an organizational chart identifying key HR roles.
B) Report the number of hires the HR department achieved in the last quarter.
C) Show the turnover rate of employees over the past year.
D) Develop an HR mission statement that mirrors that of the company.

3. A company wants to use artificial intelligence (AI) in its candidate selection process. Which next step should the HR director take to evaluate this decision?

A) Compare the time-to-fill metrics with and without the Al feature.
B) Verify the company's cloud-based software supports the Al feature.
C) Evaluate recruitment labor dollars saved versus time-to-fill with the Al feature.
D) Ensure the Al feature validates why the decisions are optimal.

4. An HR director is preparing to meet with the company president because one of the top executives has been accused of gross misconduct. Which is the best recommendation the HR director can give the president to ensure a complete and credible investigation process?

A) Follow the company's standard procedure for conducting investigations.
B) Engage a third-party resource to conduct the investigation.
C) Suggest the president speak with the executive before proceeding.
D) Contact the appropriate governmental authority.

5. An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.
The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO's poor communication?

A) Send each client an email accepting full responsibility for the problems and promising to improve.
B) Conduct a survey of internal clients to measure the level of trust in the HR function.
C) Ask the CHRO to meet with each client to explain the reason for the frequent miscommunication.
D) Meet with each client individually to discuss what each client would like the HRBP to do to improve.

Solutions: