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

1. Since the vice president of HR has significant experience with leading change initiatives, the executive team asked him what they can expect from employees once this change initiative is rolled out. What advice can he give?

A) There is likely to be an initial drop in performance.
B) There is likely to be an initial lack of trust in leadership.
C) There is likely to be an initial increase in turnover.
D) There is likely to be an initial decrease in customer satisfaction.

2. 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 wants to provide suggestions to the organization's executives about how to improve communication within the company, but the CHRO does not include the HRBP in strategic discussions that the CHRO has with other executives. What should the HRBP do?

A) Email the CHRO asking if the HRBP may attend the next strategic discussion meeting.
B) Write an email to the CHRO explaining the suggestions of the HRBP.
C) Meet with other executives informally to share the HRBP's suggestion.
D) Schedule a meeting with the CHRO to explain the HRBP's suggestions.

3. After growing for the last couple of years, the company is now considered to be in the maturity state of its life cycle. What should the HR business partner focus on during this stage?

A) She should contribute to creating a compelling company culture in alignment with itsmission and vision.
B) She should provide support to employees who experience stress due to ongoing change.
C) She should help maintain the company s agile and creative spirit.
D) She should conduct job assessments to improve and correct job descriptions.

4. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Considering the company's rapid growth and desire to avoid any intellectual property theft, what would have been an effective way to structure the recruiting function to avoid the present difficulties?

A) Allow the recruiting team to function autonomously, but require weekly meetings with HR.
B) Keep recruiting and HR separate, but hire a recruitment director with experience as an HR director.
C) Expand the HR function to include the recruiting function as well as the other HR functions.
D) Outsource the entire recruiting function to a company with expertise in such work.

5. What task is performed by a leader compared to a manager?

A) Organize speakers on health topics for the open enrollment benefits meetings.
B) Motivate the team to exceed benefits enrollment goals.
C) Design informational handouts to be distributed at the open enrollment benefits meetings.
D) Schedule and plan the open enrollment benefits meetings.

Solutions: