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

1. A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
A recently hired female engineer submits an HR complaint saying that she is not given the most visible opportunities despite her being one of the most experienced engineers at the company. After confirming that this is happening what should the HR director do in response?

A) Meet with the employee's manager to develop a career plan to provide more visible opportunities for the employee.
B) Develop an equal opportunity statement and email it to all employees.
C) Make the engineer's manager aware of the bias and require diversity training for the team.
D) Form a women's mentoring group within the company.

2. What is an advantage of hiring externally rather than from inside the organization?

A) External candidates are likely to be more competent.
B) It brings a fresh p
C) It causes less conflict among coworkers.
D) It can be less expensive for recruitment efforts.

3. What design structure allows an organization to capitalize on existing expertise across different departments as opposed to seeking external skilled resources?

A) Divisional
B) Functional
C) Hollow
D) Matrix

4. Consider the chart below detailing the number of employees who participated in the training series stratified by organizational function.

Which of the following conclusions would be most appropriate to draw from the available data?

A) The unconscious bias training was most effective among the teams with fewer employees.
B) Current and future DE&I programs and policies will likely benefit from stronger leadershipbuy-in.
C) The loan of thers are the likely root cause of the discriminatory behaviors and sentimentwithin the organization.
D) The strategy used to achieve the accounting specialists, participation rates should beduplicated for underperforming groups.

5. What would be a creative and effective way to improve communication across the organization ?

A) Organize on-site social activities to take place during work hours.
B) Require language classes for each of the dialects spoken in the organization.
C) Offer cultural sensitivity training for the entire organization.
D) Pair up individuals from different cultures on specific work assignments.

Solutions: