FREE DOWNLOAD EXAM SHRM-SCP DETAILS & LEADER IN QUALIFICATION EXAMS & EFFICIENT SHRM-SCP: SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

Free Download Exam SHRM-SCP Details & Leader in Qualification Exams & Efficient SHRM-SCP: Senior Certified Professional (SHRM-SCP)

Free Download Exam SHRM-SCP Details & Leader in Qualification Exams & Efficient SHRM-SCP: Senior Certified Professional (SHRM-SCP)

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q71-Q76):

NEW QUESTION # 71
Under Fair Labor Standards Act (FLSA) guidelines, what are employees entitled to?

  • A. One 30-minute lunch break for every four hours worked
  • B. No required lunch or rest periods
  • C. One hour lunch and two 10-minute breaks for every eight hours worked
  • D. One 30-minute lunch and two 15-minute breaks for every eight hours worked

Answer: C

Explanation:
Federal law does not require lunch or rest periods for employees; however, many states do have these provisions.


NEW QUESTION # 72
As a step to reduce workplace accidents, a company assesses how many workers are wearing personal protective equipment. What kind of indicator are they studying?

  • A. A preceding indicator
  • B. A lagging indicator
  • C. A leading indicator
  • D. A dominant indicator

Answer: C

Explanation:
Wearing personal protective equipment is considered a leading indicator because it affects the rate of future workplace accidents. The opposite is a lagging indicator, which had an impact on the number of workplace accidents that occurred in the past.


NEW QUESTION # 73
Before recommending an additional round of companywide raises, which of the following steps would be most effective at addressing compensation criticisms and the lack of trust in company leadership?

  • A. Conduct a pay audit and publicize the results and any proposed follow-up action.
  • B. Propose an expanded C-suite to include a chief human resources of ther who is best suitedto build the trust of the workforce.
  • C. Design a pay-for-performance model of compensation to improve the work-to-rewardvisibility.
  • D. Review benefits and how they compare to market standards in relation to what theworkforce actually uses.

Answer: A

Explanation:
Pay audits assess the actual compensation rates of employees in comparison to each other and to their worth to the company. Pay audits can be an incredibly useful tool to root out disparate treatment or disparate impact in compensation practices. This data can then be used to right any wrongs that may be occurring across the organization rather than raising pay rates across-the- board. By publicizing the data, the company is displaying the transparency in operations that is critical when building trust with the workforce. A benefits review (C) or performance-pay adjustments (B) may end up being productive steps forward but conducting a pay audit first will more directly address the root of complaints about compensation practices. Expanding the C-suite to include the HR function (A) at the top levels of leadership may assist in long-term human management operations; however, this could also cause tension in the short term if the company is trying to expand the reach of leadership while the leadership is already considered untrustvcorthy.


NEW QUESTION # 74
What approach can be used to evaluate HR's performance and alignment with organizational strategy?

  • A. Internal customer satisfaction rate
  • B. Employee retention rate
  • C. Balanced scorecard
  • D. Human capital return on investment

Answer: D

Explanation:
A balanced scorecard shows if the HR strategy is in alignment with and supports the company s strategic direction. It can be used to assess the performance of the HR department and gauge the value it provides for the organization.


NEW QUESTION # 75
What advice would you give to this supervisor?

  • A. Provide conflict resolution training to the employee and others on the team.
  • B. Have a direct conversation with the employee. Explain how this behavior has been puttingof f others on the team.
  • C. Be specific in the feedback-explain how talking over others in a meeting makes others feellike they don,t have a voice.
  • D. Tailor the employee,s work assignments so that they,re more challenging and complex.

Answer: C

Explanation:
Feedback is best delivered in a specific format Describe the exact behavior that needs to stop and what needs to start happening. In this case, the employee needs to stop talking over people in meetings. Providing more complex work assignments to the employee may further alienate others on the team as they d see the poor behavior rewarded with more advanced assignments.


NEW QUESTION # 76
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