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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q17-Q22):

NEW QUESTION # 17
Which activity expands an employee's job by providing more control responsibility, and discretion?

A. Job enrichment
B. Succession planning
C. Job enlargement
D. Shadowing

Answer: A

Explanation:
* Definition: Job enrichment involves increasing the depth of a job by adding responsibilities that require higher levels of skill and responsibility, giving employees more control and discretion over their work.
* Enhanced Responsibility: By providing employees with more control and responsibility, job enrichment can lead to higher job satisfaction and motivation, as employees feel more valued and competent.
* Skill Development: It helps in the development of employees' skills and competencies, preparing them for higher-level roles within the organization.
* Increased Engagement: Employees are likely to be more engaged and committed when they have the opportunity to take on more meaningful and challenging tasks.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on job design and job enrichment

NEW QUESTION # 18
What does the SMART goal acronym stand for?

A. Specific, measurable, achievable, relevant and time bound
B. Specific, measurable, accurate, relative, and time bound
C. Smart, metric-driven, actionable, relevant, and time bound
D. Specific, masterful, achievable, relevant and time bound

Answer: A

Explanation:
A SMART goal is specific, measurable, achievable, relevant, and time bound.

NEW QUESTION # 19
What design structure allows an organization to capitalize on existing expertise across different departments as opposed to seeking external skilled resources?

A. Hollow
B. Functional
C. Divisional
D. Matrix

Answer: D

NEW QUESTION # 20
The marketing department at a large financial services company chooses five high-performing staff members every year to receive a performance award, which includes a monetary reward and recognition at an end-of-year meeting. Employees are chosen by managers in the marketing department. Each manager nominates two direct reports, and then all managers meet as a group to discuss nominees until a consensus is reached. The names of the winners are given to HR for final approval. The marketing department is preparing to begin this year's nomination process. There have been repeat winners in each of the last three years. A marketing employee files a complaint with the HR director about favoritism in the award process.
Additionally, the employee points out that newer employees rarely win the award, which lowers their morale.
New employees tend not to win because they spend a couple of years training and shadowing experienced employees before receiving tasks to perform independently.
After the nominations are submitted to HR, a product manager asks the HR director not to approve a nominee who recently insulted the manager during an argument. Which action should the HR director take?

A. Direct the manager to discuss the issue with the employee.
B. Meet with the nominee to learn more information about the incident.
C. Explain to the manager that the award is based on performance and not interpersonal relationships.
D. Suggest the manager should not influence awards for the marketing department.

Answer: C

Explanation:
* Objective Criteria: Awards should be based on objective performance criteria rather than personal conflicts or interpersonal relationships. This ensures fairness and maintains the integrity of the award process.
* Policy Adherence: The HR director should reinforce that the company's policies and criteria for performance awards are followed strictly, preventing any bias or favoritism.
* Conflict Resolution: The HR director can address the interpersonal issue separately by encouraging the manager and the employee to resolve their differences through appropriate conflict resolution methods.
* Maintaining Morale: Ensuring that awards are based on performance helps maintain employee morale and trust in the recognition system, promoting a positive and fair workplace culture.
References:
* SHRM, "Performance Management: Strategies and Best Practices," available at SHRM.org.
* SHRM, "Creating a Fair and Equitable Reward System," available at SHRM.org.

NEW QUESTION # 21
Reviewing the performance management reports has revealed managers selecting candidates for promotions based on personal similarities instead of on actual performance outcomes. Which of the following tools would be most helpful for tackling performance assessment criteria?

A. Job analysis
B. Job evaluation
C. Workplace observations
D. Employee survey

Answer: B

Explanation:
A job evaluation is used for assessing each position's relative worth to organizational outcomes. Job evaluations are critical tools to define what roles and responsibilities are of highest value to the organization. This data can then be utilized to design performance management processes and outcomes that are based on quality of work rather than personal similarities. Job analysis tools (A) can be useful for more accurately defining what a job actually does and how it functions within a team or organization but do not necessarily get to the root of responsibility value within the context of performance management. Workplace observations (B) and employee surveys (D) can be useful tools to better understand performance review priorities but are typically used within the job evaluation process rather than on their own as standalone tools.

NEW QUESTION # 22
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SHRM SHRM-SCP Study Center - Test SHRM-SCP Collection

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q17-Q22):

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Rick Murphy Rick Murphy

Biography

SHRM SHRM-SCP Study Center - Test SHRM-SCP Collection

Get Success in SHRM SHRM-SCP Exam with Flying Colors​

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q17-Q22):

Efficient SHRM-SCP Study Center & The Best Materials to help you pass SHRM SHRM-SCP

Quick Links

Registration

Support

Get Success in SHRM SHRM-SCP Exam with Flying Colors