ACTUAL SHRM-SCP SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP) QUESTIONS 2025

Actual SHRM-SCP Senior Certified Professional (SHRM-SCP) Questions 2025

Actual SHRM-SCP Senior Certified Professional (SHRM-SCP) Questions 2025

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Tags: SHRM-SCP Real Exams, Valid SHRM-SCP Braindumps, SHRM-SCP Reliable Dumps Ppt, New SHRM-SCP Braindumps, SHRM-SCP Lead2pass Review

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q313-Q318):

NEW QUESTION # 313
Under the Patient Protection and Affordable Care Act (PPACA), an employer may utilize the look-back measurement method to determine

  • A. if an employee,s pay is low enough that he/she qualifies for a subsidy.
  • B. if an employee has received health insurance coverage over the past year.
  • C. if an employee has worked more than 130 hours in a month.
  • D. if an employee will be expected to work more than 30 hours per week.

Answer: D

Explanation:
The look-back measurement period is a method of determining eligibility for coverage. The employer looks at a defined period of time that the employee has worked and averages the weekly hours. If the average is 30 hours or more per week the employee would likely be eligible for coverage.


NEW QUESTION # 314
A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
While developing the performance appraisal system, several employees explain to the HR director that they largely work independently, making it difficult to provide ratings for others. What approach should the HR director propose to meet the needs of the company?

  • A. Introduce more concrete performance criteria including the number of projects completed and client satisfaction ratings.
  • B. Restructure employees' work so that they work more collaboratively.
  • C. Ask managers to make ratings based on documentation and material provided by the individual employees.
  • D. Design a new performance management system focused on the achievement of individual goals tied to organizational goals.

Answer: D

Explanation:
* Understanding Independent Work Structure:
* Challenge: Employees work independently, making it difficult to rate each other.
* Solution: Focus on individual performance rather than peer evaluations.


NEW QUESTION # 315
How would you describe the likely culture of the company and its employees?

  • A. Fear based with minimal contribution from employees
  • B. Competitive among employees with a cutthroat mentality
  • C. Tight-knit-employees commiserate about their experiences with the CEO
  • D. High performing-employees wanting to prove the CEO wrong by doing their best work

Answer: D

Explanation:
The most likely resulting culture in the organization would be fear based. Employees would likely be fearful of making contributions as they may make a mistake and would be fearful of losing their jobs or speaking up in meetings.


NEW QUESTION # 316
Which is a fundamental characteristic of knowledge management in a learning organization?

  • A. Centralized training function
  • B. Continuous sharing of new information
    D Frequent employee surveys
  • C. Intergroup development

Answer: B

Explanation:
In a learning organization, knowledge management is essential for continuous improvement and innovation.
The continuous sharing of new information ensures that all employees have access to the latest knowledge and can apply it to their work. This characteristic fosters a culture of learning, collaboration, and adaptability, which is crucial for organizational growth and competitiveness.
References:
* SHRM Knowledge Management and Learning Organizations
* SHRM Learning System for SHRM-SCP


NEW QUESTION # 317
How would you advise the supervisor to handle this problem employee?

  • A. The supervisor should focus on the medical condition and refer the employee to human resources to discuss an accommodation or possible Family and Medical Leave Act (FMLA) leave.
  • B. The supervisor should focus on supporting the other team members. Thank them for picking up the slack, and let them know they can stop by any time to discuss concerns.
  • C. The supervisor should send an email to him/her summarizing the disrespectful behavior and specific attendance issues. This would serve as valuable documentation later if needed.
  • D. The supervisor should have a direct conversation with the employee focused on his/her performance and attendance. Going forward, the supervisor should begin documenting each instance of bad behavior.

Answer: A

Explanation:
The supervisor should focus solely on the employee's performance and attendance. A blend of direct face-to-face feedback and documentation is best to illustrate that the supervisor is following protocol and no unfair treatment based on his/her medical condition is taking place.


NEW QUESTION # 318
......

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