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SHRM-SCP Vce File & SHRM-SCP Guide Torrent

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2025 SHRM SHRM-SCP: Authoritative Senior Certified Professional (SHRM-SCP) Vce File

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q112-Q117):

NEW QUESTION # 112
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?

A. Send an email to all managers to solicit detailed feedback about the training.
B Implement a survey to collect feedback on the effectiveness of the training from the managers
B. Offer to meet individually with each manager who needs clarification regarding the training.
C. Hire an external trainer to review the alignment of the policy with the training content.

Answer: B

Explanation:
* Feedback Collection: Implementing a survey allows HR to collect detailed feedback from managers on the training, identifying specific areas where clarity was lacking.
* Continuous Improvement: The survey results provide valuable insights that can be used to improve future training sessions, ensuring that they are more effective and aligned with the company's policies.
* Engagement: Engaging managers in the feedback process helps them feel involved and valued, increasing their commitment to the training program and its objectives.
* Targeted Actions: Based on the survey feedback, HR can take targeted actions to address any misunderstandings or gaps in the training, such as additional training sessions or clarifying communications.
References:
* SHRM, "Evaluating Training Effectiveness," available at SHRM.org.
* SHRM, "Collecting and Using Feedback to Improve Training Programs," available at SHRM.org.

NEW QUESTION # 113
A company operates in an area that is subject to a reoccurring tornado and earthquake risk. As part of their disaster preparedness plan, they set up an employee text alert system that will allow the company to quickly communicate information to all employees in case of emergency. What is this risk strategy called?

A. Enhance
B. Transfer
C. Alleviate
D. Mitigate

Answer: C

Explanation:
This is an example of risk mitigation. The company reduces the severity of the potential consequences by creating a plan to quickly communicate with employees and share information that will help keep them safe.

NEW QUESTION # 114
Under Fair Labor Standards Act (FLSA) guidelines, what are employees entitled to?

A. No required lunch or rest periods
B. One 30-minute lunch and two 15-minute breaks for every eight hours worked
C. One 30-minute lunch break for every four hours worked
D. One hour lunch and two 10-minute breaks for every eight hours worked

Answer: D

Explanation:
Federal law does not require lunch or rest periods for employees; however, many states do have these provisions.

NEW QUESTION # 115
In a meeting with the upper management team, opinions are voiced that the company should resist change and stick to the old ways that have been working for so many years. The CEO and the CHRO meet separately after this meeting to discuss how to move forward. The CEO is concerned that the company does not have leaders with experience in the renewable energy sector or the ability to lead related change initiatives. What initial suggestion should the CHRO make?

A. Develop leadership training seminars to prepare the managers for leading changeinitiatives.
B. Review the performance of each manager, and suggest which managers should beterminated because they are unlikely to support the upcoming change initiative.
C. Conduct an assessment of the current talent within the organization, and forecast whichtalent will be needed to determine hiring and training needs.
D. Start building a talent pool and hiring managers with knowledge in the renewable energysector.

Answer: C

Explanation:
The CHRO displays the business acumen competency by studying the talent and knowledge that exists within the organization and forecasting what will be needed in the future. Assessing the company's current talent resources is an important first step, followed by forecasting what the company will need to successfully implement the upcoming changes. By contrasting these two, the CHRO can put together a recommendation for the CEO about which talent gaps need to be filled through either hiring or training.

NEW QUESTION # 116
A rapidly growing company in a competitive labor market has been paying above-market wages. To better align base salaries to the market median, the company is considering a change. Which plan helps keep the firm above the current market?

A. Offer increased incentives while implementing a salary freeze until the competitive market catches up.
B. Create new base salaries by establishing different compensation plans for different organizational levels.
C. Maintain current salaries while introducing flextime, telecommuting, job sharing, and other family-friendly benefits.
D. Introduce salary cuts with a profit-sharing plan that awards the same percentage to all employees.

Answer: C

Explanation:
* Maintaining Competitive Salaries: Keeping current salaries helps the company remain competitive in the labor market, ensuring that it continues to attract and retain top talent.

NEW QUESTION # 117
......

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