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

1. An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.
The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO's poor communication?

A) Meet with each client individually to discuss what each client would like the HRBP to do to improve.
B) Conduct a survey of internal clients to measure the level of trust in the HR function.
C) Ask the CHRO to meet with each client to explain the reason for the frequent miscommunication.
D) Send each client an email accepting full responsibility for the problems and promising to improve.

2. What is an important task of the HR department when a company expands outside of its home country?

A) Research and identify HR vendors in each country.
B) Prepare the workforce for global transfers and assignments.
C) Restructure the HR department to mirror the global business structure.
D) Balance the need of standardization with the necessity for localization.

3. Which question should interviewers avoid asking candidates during an interview?

A) It sounds like you have an accent. Where are you from?
B) Are you able to perform the work duties without accommodation?
C) Are you able to work for our company without immigration sponsorship?
D) Do you live close to our of the?

4. The hiring practices of a company include fully screening prospective employees prior to a job offer, which is then unconditional. A new HR manager wants to instead begin extending conditional offers. Which reason best illustrates an advantage of extending conditional offers from the company's perspective?

A) A conditional job offer shows greater interest by the company.
B) There is immunity from a discrimination standpoint when a conditional offer is withdrawn.
C) A candidate can be onboarded more quickly when a conditional offer is extended.
D) Extending a conditional offer shows interest in the candidate more quickly.

5. What are the four common phases of the employee life cycle according to the Society for Human Resource Management (SHRM)?

A) Attraction, on boarding, retention, separation
B) Recruitment, integration, development, transition
C) Application, selection, training. compensation
D) Talent acquisition, performance, payroll, of f Boarding

Solutions: