SHRM Senior Certified Professional SHRM-SCP

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SHRM Senior Certified Professional (SHRM-SCP) SHRM-SCP Prüfungsfragen mit Lösungen:

1. A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
Senior leaders are concerned that the new policy will provide an opportunity for employees to abuse the system in order to earn more pay. What should the HRBP do?

A) Distribute overtime hours among eligible employees on a rotating basis.
B) Recommend senior leaders define an annual overtime budget based on past and anticipated demand.
C) Train staff and managers on the values of integrity personal ethics, and fiscal responsibilities.
D) Set a monthly limit on overtime hours, and require any employee going over the limit to provide justification in writing to senior leadership.

2. The CHRO keeps a pulse on how the employees feel while changes are being implemented. At first, she hears positive feedback. But later, employees start to express that the company is not doing enough. Dung deeper, she finds out that employees feel like the company is talking a lot about sustainability but not really living up to their vision. VVhat should the CHRO do with this information?

A) Ask employees to be patient and wait for the changes to be completed before making judgments.
B) With the approval of the CEO, gather employee feedback and ideas, and organize them to formulate suggested solutions.
C) Improve communication to employees through frequent updates on the company,s internalwebsite.
D) Sell the employees on the company,s vision, and engage them more in the change initiatives.

3. Under the Patient Protection and Affordable Care Act (PPACA), what is the period of time during which an employer must of fer coverage to those employees who are considered full time called?

A) The measurement period
B) The standard measurement period
C) The administrative period
D) The stability period

4. What does Title II of Genetic Information Nondiscrimination Act (GINA) prohibit?

A) Discrimination of employees or applicants based on gender identity
B) Discrimination of employees or applicants based on genetic information
C) Discrimination of applicants based on disability status
D) Unauthorized sharing of protected health information

5. Sharon has calmed down and says, "Thanks. I feel a lot better. I just needed to vent to someone. Now I can go on about my day and put this behind me." What would you do next?

A) Give a warm smile to Sharon, and say, "My door is open any time"; however, after she leavesyour of the, give her supervisor a call, and explain what had just happened and that sheshould keep an eye on things between the Two.
B) Give a warm smile to Sharon, and say, "My door is open any time." Consider it "case closed."Sharon clearly didn,t want this conflict to progress into anything more.
C) Explain to Sharon that anything she says in your of the is not confidential and that you maybe looking into this further.
D) Thank Sharon for confiding in you, but diplomatically explain that it is not human resource,srole to be a therapist.

Fragen und Antworten: