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

1. As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?

A) Modify the job duties of the employees in question so that they meet the exemption requirements.
B) Inform employees and their respective managers that no one is allowed to work any overtime going forward.
C) Because the current pay structure emerged from the company's culture, it is not subject to the exemption rule, and no further steps are needed.
D) Setup a meeting with the leadership team, inform them of the findings, and present a solution to change the compensation structures.

2. 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) Request that the sales department senior executives provide tangible evidence that supports the allegations.
C) State that the allegations made by the sales department senior executives are not true.
D) Advise the sales department senior executives to behave in a professional manner.

3. A start-up technology company is growing rapidly, and senior leadership would like the company to be publicly traded in the near future. The company regularly exceeds its financial goals, but outside analysts express concerns about the inconsistent practices and procedures within the company. The company values innovation, and very little attention is paid to documenting or standardizing work processes. This provides employees with a great deal of freedom to experiment in their roles, but it also leads to confusion about individual assignments and areas of responsibility. In preparation for a public offering, the company's leadership asks the HR director to gather information on best work practices in every functional area and create the required documentation.
The HR director does not have the technology knowledge necessary to understand many of the best work practices recommendations provided by employees. What should the HR director do to ensure all information included in the best work practices documentation is accurate?

A) Contact administrative assistants in each department to answer technical questions.
B) Ask the employees' managers to proofread all best work practices documentation to ensure they reflect accurate information.
C) Create teams of employees in each department that can create, edit, and approve all best work practices documentation relevant to the department.
D) Conduct online research to verity that the company's best work practices meet industry standards.

4. A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager communicate the new pay increase to current entry-level employees?

A) Hold in-person group meetings with impacted employees to announce their increased pay.
B) Send a mass email to all impacted employees explaining the pay increase.
C) Send an email to supervisors of impacted employees requesting that they explain the change to their direct reports.
D) Schedule a meeting with each impacted employee to communicate the pay increase and rationale.

5. A pharmaceutical company that employs 1,000 sales representatives determines during a supply analysis that its current attrition rates are at 16%. Conducting a demand analysis, they set a future goal of attrition rates being at 6% or less. What is the attrition gap that they need to close to accomplish their goal?

A) 37.5%
B) 10%
C) 6%
D) 16%

Solutions: