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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q78-Q83):

NEW QUESTION # 78
A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
Prior to the executive team meeting, the three sales department senior executives confront the CHRO in person. The executives state that working less than the expected full-time hours is justified because the CEO has made them return early from vacation on multiple occasions. How should the CHRO respond?

A. Advise the senior executives to start working the expected full-time hours to avoid disciplinary action.
B. Suggest the senior executives speak to the CEO about their concerns.
C. Offer to schedule a meeting with the executives to discuss their concerns.
D. Explain to the senior executives why it is unfair for them to work less than the expected full-time hours.

Answer: C

Explanation:
* Professional Response:
* Respectful Dialogue: Offering to schedule a meeting shows respect for the executives' concerns and promotes a professional dialogue.
* De-escalation: This approach helps to de-escalate the situation and provides a forum for a constructive discussion.

NEW QUESTION # 79
What would be the most effective strategy to engage the younger workers?

A. Promote a team-based culture that is heavy on collaboration.
B. Provide a defined career path with training opportunities to achieve the next step.
C. Provide a performance-based bonus.
D. Schedule a once-per-week happy hour with the entire team.

Answer: B

Explanation:
The millennial generation wants to know how to get to that next step in their career and feel engaged when they are provided with development opportunities.

NEW QUESTION # 80
A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.
The CEO learns that the change in reporting structure has resulted in disappointment for the employees who are no longer direct reports and asks the HR director for advice. What action should the HR director advise the CEO to take?

A. Meet individually with employees affected by the new reporting structure.
B. Ask the CFO to explain the benefits of the new reporting structure to the new team.
C. Ask the CFO to explain how the new reporting structure benefits the organization in a companywide meeting.
D. Send an organizationwide email that highlights the CEO's vision.

Answer: A

Explanation:
* Personal Communication:
* Direct Engagement: Meeting individually with affected employees shows that the CEO values their contributions and is personally engaged in the change process.
* Address Concerns: This approach provides an opportunity for employees to express their concerns and for the CEO to address them directly.

NEW QUESTION # 81
Which process should the HR manager use to identify employees' developmental needs and readiness for future roles?

A. Succession planning
B. Talent reviews
C. Workforce planning
D. Performance reviews

Answer: B

Explanation:
* Talent Reviews: Talent reviews are systematic evaluations of employees' skills, performance, and potential to identify their developmental needs and readiness for future roles.
* Developmental Needs Assessment: Through talent reviews, HR managers can identify gaps in skills and knowledge that need to be addressed to prepare employees for higher responsibilities.
* Succession Planning Integration: Talent reviews often feed into succession planning by providing data on which employees are ready for advancement and what development they need to fill future roles effectively.
* Best Practices: Conducting regular talent reviews helps ensure that the organization has a robust pipeline of qualified candidates for critical roles, aligning employee development with organizational goals.
References:
* SHRM, "Talent Review Meetings: Best Practices and Steps," available at SHRM.org.
* SHRM, "Developing an Effective Succession Planning Process," available at SHRM.org.

NEW QUESTION # 82
If a rejected candidate asks for feedback from the employer on how he/she might improve, what is the MOST appropriate response?

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

Answer: B

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 # 83
......

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SHRM-SCP Unlimited Exam Practice & SHRM-SCP Vce Torrent

2025 SHRM SHRM-SCP: Senior Certified Professional (SHRM-SCP) –High-quality Unlimited Exam Practice

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q78-Q83):

SHRM - Trustable SHRM-SCP - Senior Certified Professional (SHRM-SCP) Unlimited Exam Practice

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