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

1. Two employees sit on the board of directors and have full voting power. What system is that?

A) Dual system
B) Mixed system
C) Matrix system
D) Single-tier system

2. Which of the following DE&I tools would be most effective at creating a sense of belonging for employees of a diverse workforce who are spread across the country?

A) Employee surveys
B) Per formative ally ship
C) Employee resource groups
D) Unconscious bias training

3. Given the original reason for the human resources (HR) audit, what would be the MOST appropriate type of audit?

A) An audit to ensure HR function is aligned with organizational goals
B) An audit to ensure compliance with applicable regulations
C) An audit focused on employee relations
D) An audit to ensure all HR functions are aligned with best practices

4. At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Upon reviewing employee training records, the HR director finds that some managers disproportionately assign training and development opportunities to female employees over male employees. How should the HR director handle this?

A) Check whether this practice has violated any local laws regarding gender discrimination.
B) Remind those managers of the company policy that all employees must be afforded equal opportunities.
C) Further evaluate the training records to figure out how many managers actually engage in this behavior.
D) Interview managers who engage in this behavior to understand their criteria for assigning training.

5. A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
Senior leaders are concerned that the new policy will provide an opportunity for employees to abuse the system in order to earn more pay. What should the HRBP do?

A) Train staff and managers on the values of integrity personal ethics, and fiscal responsibilities.
B) Recommend senior leaders define an annual overtime budget based on past and anticipated demand.
C) Set a monthly limit on overtime hours, and require any employee going over the limit to provide justification in writing to senior leadership.
D) Distribute overtime hours among eligible employees on a rotating basis.

Solutions: