RELIABLE SHRM-SCP BRAINDUMPS PPT | SHRM-SCP LATEST TEST COST

Reliable SHRM-SCP Braindumps Ppt | SHRM-SCP Latest Test Cost

Reliable SHRM-SCP Braindumps Ppt | SHRM-SCP Latest Test Cost

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Tags: Reliable SHRM-SCP Braindumps Ppt, SHRM-SCP Latest Test Cost, SHRM-SCP Dumps Vce, SHRM-SCP Exam Answers, Exam SHRM-SCP Book

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q163-Q168):

NEW QUESTION # 163
Which type of employee must be excluded from bargaining units as per the National Labor Relations Act (NLRA)?

  • A. Supervisors
  • B. Employees who work in the private sector
  • C. Part-time employees
  • D. Seasonal employees

Answer: A

Explanation:
Supervisors are to be excluded from bargaining units under the National Labor Relations Act (NLRA) if they have independent judgment to make personnel decisions such as hiring, terminating, or promoting.


NEW QUESTION # 164
In what stage of a workforce analysis would a flow analysis be conducted?

  • A. Demand analysis
  • B. Supply analysis
  • C. Solution analysis
  • D. Gap analysis

Answer: B

Explanation:
A flow analysis looks at how employees move around in the company. It follows each team member throughout the employee life cycle, including any promotions, demotions, or transfers. It is a critical part of evaluating the skill and talent that exists within the organization (supply analysis).
The demand analysis forecasts future talent needs of the company. The gap analysis contrasts the demand against the supply to identify possible talent shortfalls. During the solution analysis, a company identifies ways to fill any talent gaps.


NEW QUESTION # 165
How would you handle this complaint?
A supervisor, John, gives you a call and says, "I have an issue. Another supervisor, Steve, made a joke to one of my employees that made her feel uncomfortable." John goes on to describe the insensitive joke about a "black Santa" that Steve told to the African American employee, Karen. John finishes with, "So what do I do?" Steve is a well-liked supervisor who has never crossed the line before. According to John, Karen and Steve are friends, and she doesn't want him to "get into trouble," but she thought she should at least mention it.

  • A. Thank John for bringing this to your attention, and ask that he let you know if it everhappens again. Take no further action because this was an isolated incident with Steve
  • B. Document the interaction Steve and Karen based on the facts presented by John.Save it in case another questionable scenario with Steve ever comes up.
  • C. Speak with Karen directly, and document the conversation. Ask her how she wants you toproceed.
  • D. Have an informal but stern conversation with Steve. Explain that his joke was inappropriateand should never happen again.

Answer: C

Explanation:
Based on the facts that Karen and Steve are friends, Steve is in good standing with the company and has never been in trouble before, and Karen clearly has a desire to maintain the friendship, it would be best to let her make the decision on the next course of action.


NEW QUESTION # 166
A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager's team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee's behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee's manager is acting hostile toward the employee, and the employee's manager mentioned that the international company should never have acquired the start-up.
The HR specialist is concerned the manager's negative comment about the acquisition will lead to other employees having negative opinions about the acquisition. Which action should the HR specialist take to address this concern?

  • A. Suggest that any employees who are anxious about the acquisition talk to HR about their concerns.
  • B. Coach the manager regarding effective communication options.
  • C. Ask the manager how many others saw the comment to understand how disruptive the comment might be.
  • D. Inform senior leadership that managers are sharing negative comments about the acquisition.

Answer: B

Explanation:
To address the concern about the manager's negative comment affecting other employees' opinions about the acquisition, the HR specialist should:
* Effective Communication Training: Coach the manager on effective communication strategies. This includes how to express concerns constructively and the impact of their words on team morale and organizational culture.
* Promoting Positive Culture: Emphasize the importance of maintaining a positive outlook and how negative comments can undermine team cohesion and trust in leadership.
* Leadership Accountability: Ensure that the manager understands their role in shaping employee perceptions and attitudes, especially during times of change like an acquisition.
* Monitoring and Feedback: Establish a mechanism for ongoing feedback and monitoring to ensure that the manager implements the coaching advice and improves their communication approach.
Coaching the manager aligns with SHRM's best practices for leadership development and effective communication, fostering a more supportive and cohesive workplace during organizational changes.


NEW QUESTION # 167
The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

  • A. Evaluate any existing recruitment processes.
  • B. Determine the automation needs of the organization.
  • C. Ensure scalability to support growth.
  • D. Research integration capabilities.

Answer: B

Explanation:
* Needs Assessment: Understanding the specific needs and pain points in the current recruitment process is essential for selecting an appropriate applicant tracking system (ATS).
* Customized Solutions: By identifying automation needs, the organization can choose an ATS that best fits its requirements, enhancing efficiency and effectiveness in recruitment.
* Stakeholder Input: Engaging stakeholders in determining these needs ensures that the system meets the practical demands of HR and aligns with the broader organizational goals.
* Future Growth: Considering automation needs helps ensure the chosen system can scale with the organization, supporting long-term growth and evolving recruitment strategies.
References:
* SHRM, "Choosing an Applicant Tracking System," available at SHRM.org.
* SHRM, "Automation in Recruitment: Best Practices," available at SHRM.org.


NEW QUESTION # 168
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