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Latest Braindumps SHRM SHRM-SCP Ppt | Training SHRM-SCP For Exam

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q247-Q252):

NEW QUESTION # 247
A company recently conducted a market survey of the salaries of apprentice electricians. Which factor of a job-based compensation plan would this be?

A. Internal equity
B. Individual equity
C. External equity
D. Peer equity

Answer: C

Explanation:
* External Equity:
* Definition: External equity refers to ensuring that the company's pay rates are competitive with those in the external job market.
* Market Survey: Conducting a market survey helps determine if the company's salaries are in line with those offered by other employers for similar positions.

NEW QUESTION # 248
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?

A. Send an email to all managers to solicit detailed feedback about the training.
B Implement a survey to collect feedback on the effectiveness of the training from the managers
B. Hire an external trainer to review the alignment of the policy with the training content.
C. Offer to meet individually with each manager who needs clarification regarding the training.

Answer: C

Explanation:
* Feedback Collection: Implementing a survey allows HR to collect detailed feedback from managers on the training, identifying specific areas where clarity was lacking.
* Continuous Improvement: The survey results provide valuable insights that can be used to improve future training sessions, ensuring that they are more effective and aligned with the company's policies.
* Engagement: Engaging managers in the feedback process helps them feel involved and valued, increasing their commitment to the training program and its objectives.
* Targeted Actions: Based on the survey feedback, HR can take targeted actions to address any misunderstandings or gaps in the training, such as additional training sessions or clarifying communications.
References:
* SHRM, "Evaluating Training Effectiveness," available at SHRM.org.
* SHRM, "Collecting and Using Feedback to Improve Training Programs," available at SHRM.org.

NEW QUESTION # 249
Six months later, you have a promising human resources manager on board, and the India of the seems to be running smoothly. However, as expected, there are some minor challenges with communication between the two of thes. What would be the most effective practice to adopt to improve daily communications?

A. A reminder to the US location to use clear language in emails and eliminate the use of slang
B. Training provided at both locations regarding customs of the other culture-India culture training at the US location and American culture training at the Chennai location.
C. A daily 15-minute status call at a time that is convenient for both time zones
D. Institute regular video conference calls for all virtual meetings

Answer: B

Explanation:
The most effective approach to improving daily communication is a short status call that occurs every day. The attendees can discuss pressing topics for the day or just catch up, and this allows attendees to build relationships and feel connected.

NEW QUESTION # 250
In a meeting with the upper management team, opinions are voiced that the company should resist change and stick to the old ways that have been working for so many years. The CEO and the CHRO meet separately after this meeting to discuss how to move forward. The CEO is concerned that the company does not have leaders with experience in the renewable energy sector or the ability to lead related change initiatives. What initial suggestion should the CHRO make?

A. Conduct an assessment of the current talent within the organization, and forecast whichtalent will be needed to determine hiring and training needs.
B. Develop leadership training seminars to prepare the managers for leading changeinitiatives.
C. Start building a talent pool and hiring managers with knowledge in the renewable energysector.
D. Review the performance of each manager, and suggest which managers should beterminated because they are unlikely to support the upcoming change initiative.

Answer: A

Explanation:
The CHRO displays the business acumen competency by studying the talent and knowledge that exists within the organization and forecasting what will be needed in the future. Assessing the company's current talent resources is an important first step, followed by forecasting what the company will need to successfully implement the upcoming changes. By contrasting these two, the CHRO can put together a recommendation for the CEO about which talent gaps need to be filled through either hiring or training.

NEW QUESTION # 251
In which domain is workforce planning and employment a focus?

A. Managing performance
B. Human resource operations
C. The employee life cycle
D. Organizational strategy

Answer: B

Explanation:
Workforce planning and employment are a human resources domain that is operationally focused, with emphasis on recruitment/selection, retention, and separation. Although similar to the employee life cycle, workforce planning and employment are less comprehensive.

NEW QUESTION # 252
......

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Chris Ford Chris Ford

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