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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q138-Q143):

NEW QUESTION # 138
If a rejected candidate asks for feedback from the employer on how he/she might improve, what is the MOST appropriate response?

A. A customized response based on several factors from the level of position, number ofcandidates interviewed, and whether the candidate is internal or external.
B. A standard, generic response, which is given to all candidates: "We decided to move forwardwith another candidate".
C. Honest and direct feedback with a list of areas to improve upon.
D. Anon-specific response like "You just weren,t the right fit for our team".

Answer: A

Explanation:
A response to a candidate asking for feedback on how to improve can vary based on multiple factors. If there is a reason to foster a relationship with a candidate, it can be worthwhile to provide constructive but carefully worded and concise feedback

NEW QUESTION # 139
What could be the biggest advantage of having a remote workforce from a human resource perspective?

A. Better overall work-life balance for remote employees, resulting in higher morale and moresuccessful recruitment efforts
B. No need for child care for remote employees
C. Lower overhead costs-less of the space and equipment required
D. No commute for remote employees, resulting in fewer emissions for the environment

Answer: D

Explanation:
The biggest advantage is of fering a better work-life balance for employees. Overhead costs may be slightly less for a remote worker; however, the employer should still pay for home of the supplies and equipment. A lack of commute does have a positive impact on the environment, but that is not necessarily the focus from a human resource perspective. Last, a remote work arrangement is not a substitute for child care as the employee's focus should be on working. not tending to other responsibilities.

NEW QUESTION # 140
They are discussing ways to implement the changes successfully. What is the first thing that they should do?

A. Communicate a clear vision to the workforce,
B. Behave with urgency on a daily basis.
C. Ask the workforce for feedback on the proposed changes.
D. Encourage employees to take action.

Answer: B

Explanation:
The first step in Kotter's Change Model is to create a sense of urgency. Establishing a sense of urgency will demonstrate the need for change. Providing a clear vision is the third step. Over- communicating and encouraging feedback are part of the fourth step.

NEW QUESTION # 141
A company is looking to launch an employee volunteer program as a creative recruiting tool. Which benefit should the HR director stress when creating a business case for this program?

A. Future benefits
B. Philanthropy
C. Present benefits
D. Goodwill

Answer: A

Explanation:
* Future Benefits:
* Long-Term Impact: Future benefits focus on the long-term positive impact of the volunteer program on recruitment and employee engagement.
* Employer Branding: Highlight how the program can enhance the company's reputation as a socially responsible employer, attracting top talent.

NEW QUESTION # 142
According to Maslow's Hierarchy of Needs, what follows the need for feeling valued and respected as the highest step in the pyramid?

A. Love and belonging
B. Safety and security
C. Self-actualization
D. Physiological (i.e., hunger and thirst needs)

Answer: D

Explanation:
The need for self-actualization is the final stop in the pyramid. Once an individual has met his/her basic hunger and thirst needs, he/she looks to fill the need for safety, then feeling a sense of belonging. Next is the need for feeling esteem from others and, finally, the need for a sense of purpose, or self-actualization.

NEW QUESTION # 143
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