SHRM-SCP

SHRM-SCP practice questions, page 8 of 12, with answer review and explanations.

Question 36

An HR manager is tasked with creating a new training program that incorporates adult learning theory. Which component should be included?

  1. Outcome-based evaluation of results
  2. Problem-centered approach to learning
  3. Internal processes to ensure learning is retained
  4. Affiliation for being accepted by others

Question 37

When evaluating potential employee systems using the CARVER system, what six criteria should be used during the risk assessment?

  1. Criticality, accessibility, recuperability. vulnerability, effect and recoverability
  2. Credibility, accountability recognizability, vacancy edge and reliability
  3. Compatibility acceptability reliability variability, exposure, and relativity
  4. Changeability, alterability, results, viability, expertise, and redundancy

Question 38

Which process should the HR manager use to identify employees’ developmental needs and readiness for future roles?

  1. Talent reviews
  2. Succession planning
  3. Workforce planning
  4. Performance reviews

Question 39

Which element is fundamental to an inclusive global workplace?

  1. A workplace that values individual and group differences
  2. A company with a variety of social and cultural identities among its staff
  3. An organization that has numerical representation of individuals from different backgrounds
  4. A firm that has an active diversity and inclusion policy

Question 40

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. Some managers claim that they assign training and development opportunities to their high-performing employees as they believe it is an incentive to stay at the company. How should the HR director determine whether this has been effective as an objective?

  1. Analyze the association between employee turnover rates and participation in training and development.
  2. Review employee turnover rates to determine whether there is actually a need to incentivize retention.
  3. Examine industry trends on the effectiveness of training and development on employee retention.
  4. Survey high-performing employees on whether they feel training and development opportunities encourage them to stay at the company.