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Pass Guaranteed Quiz 2025 SHRM Reliable Valid SHRM-SCP Study Materials

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q325-Q330):

NEW QUESTION # 325
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. Speak with Karen directly, and document the conversation. Ask her how she wants you toproceed.
B. 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
C. 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.
D. Have an informal but stern conversation with Steve. Explain that his joke was inappropriateand should never happen again.

Answer: A

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 # 326
Under the Patient Protection and Affordable Care Act (PPACA), an employer may utilize the look-back measurement method to determine

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

Answer: A

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 # 327
Each year, for compliance purposes, the HR team instructs all employees to review and sign a one-page sexual harassment policy. Their managers are supposed to review the information with them in a one-on-one meeting before they sign the document. The HR business partner is well aware that the managers do not spend time reviewing the information, and most employees do not read it before signing and turning the document in.
She is concerned about the lack of effective harassment prevention training the company is conducting. But when she raises her concerns, the leadership team makes it clear that they cannot spend any extra time on this. What can the HR business partner do?

A. Instead of the managers, have the HR generalist review the document with employees one- on-one before asking them to sign.
B. Develop a series of short online training modules that employees are asked to complete each year.
C. Advise the leadership team of the significance of the training, and insist on improving the current process by conducting in-person trainings for all employees.
D. Eliminate the training because it wastes valuable resources but does not yield the desired outcome.

Answer: B

Explanation:
The HR business partner displays the leadership and navigation competency by recognizing and modifying ineffective practices. Converting the training from paper forms to online training modules is a creative solution to promote compliance while accommodating business needs. The proposed training design gives employees the flexibility to complete the training modules when they find time to do so. It also ensures that they actually receive the information instead of signing a document without reading it.

NEW QUESTION # 328
The CEO asks the CHRO how the HR department will contribute to the strategy. What is the best suggestion the CHRO can make after brainstorming with the HR department?

A. Suggest a reduction in force, and develop severance packages for laid-of f employees.
B. Because the HR department does not generate revenue, they will provide their support tothe revenue-generating segments of the company.
C. Analyze current sales commission thresholds and evaluate company spending onperquisites and employee appreciation initiatives.
D. Temporarily enact a hiring freeze of all nonessential positions to reduce costs.

Answer: C

Explanation:
These projects demonstrate the CHRO's business acumen competency by taking steps to align the HR strategy with the organizational strategy. They demonstrate that the CHRO understands how the HR department can contribute to cost savings and improving the company's financial performance. Supporting the revenue-generating sections of the company does not necessarily lead to improved financial performance. Laying employees of f or enacting a hiring freeze might not be in the best interest of the company.

NEW QUESTION # 329
The company recently hired a new HR manager. The CEO briefs the HR manager that the company is looking to cut costs where possible. Therefore, he would like him to find a more affordable benefits vendor as premiums have been steadily increasing. The HR manager, who has many years of experience in managing employee benefits, reviews the current benefits package. He concludes that premiums are already on the low-end and there would be no significant cost savings by switching vendors. What alternative can he to the CEO?

A. Organize a reoccurring health fair for employees where vendors of fer free BMImeasurements, blood pressure checks, and tips for a healthy lifestyle.
B. Consider reducing the employees, hours so that they are no longer eligible for benefits.
C. Inform the workforce of rising benefits costs and ask them to use their benefits wisely.
D. Continue research until a more affordable benefits vendor has been located.

Answer: A

Explanation:
The HR manager displays the critical evaluation competency by recognizing that switching to a cheaper vendor, if available, would not have the desired results. That's because the new vendor's premiums are likely to increase year after year as well. He knows that there is a direct link between the health of the employees and how much the company is paying in healthcare premiums.
Therefore, his strategy' of focusing on preventative health is a good long-term solution to reduce premium increases.

NEW QUESTION # 330
......

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