SHRM SHRM-SCP VALID TEST MATERIALS, TEST SHRM-SCP COLLECTION

SHRM SHRM-SCP Valid Test Materials, Test SHRM-SCP Collection

SHRM SHRM-SCP Valid Test Materials, Test SHRM-SCP Collection

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Tags: SHRM-SCP Valid Test Materials, Test SHRM-SCP Collection, Study SHRM-SCP Materials, Certification SHRM-SCP Sample Questions, SHRM-SCP Authentic Exam Hub

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q58-Q63):

NEW QUESTION # 58
How would you deliver the feedback to this employee?
You are a supervisor who manages a small team of three prof essionals. One in particular is a high performer with a great attitude. Unfortunately, he/she made a huge error on his/her most recent client report, which ended up costing the organization a significant amount of money. It is an error that you need to address with, but you don't want to dampen his/her spirits as he/she tends to be sensitive to negative feedback

  • A. Send an email with the details of the mistake to be less confrontational.
  • B. Remain neutral and state the facts of the mistake in the report. Ask for feedback on how to avoid these mistakes in the future.
  • C. Explain the mistake and the impact it had on the company. Warn him/her that if it happens again, he/she might be disciplined.
  • D. Document the event in the details of his/her next performance review.

Answer: B

Explanation:
Direct, timely feedback is always the best approach with employees. Asking for feedback on how to avoid mistakes in the future makes him/her feel invested in the solution.


NEW QUESTION # 59
How would you go about preventing this from happening in the future?

  • A. Remove the temptation-request that customers secure their valuables prior to a visit from one of your employees.
  • B. In new hire orientation, conduct ethics training and threaten criminal prosecution if an employee is caught stealing.
  • C. Conduct a thorough background check before hiring, and reject anyone with a criminal record.
  • D. Pair up employees who visit customer homes so that they can hold each other accountable.

Answer: B

Explanation:
Pairing up employees when they visit customers' homes is a creative solution that would provide a safer situation for everyone-customers and employees. It is unwise to make a uniform disqualification for anyone who has a criminal record as this can result in disparate impact.
Although it is a good idea to inform new hires of the organization's expectations when it comes to ethics, threatening criminal prosecution is not exactly a warm welcome! Last, telling customers to secure their valuables prior to a visit conveys that they should not trust the employee visiting the home, which may have a negative impact on future business.


NEW QUESTION # 60
What is the most significant morale destroyer that middle managers of ten face as a function of their role?

  • A. Low compensation relative to the level of responsibility
  • B. Changing directives from upper management
  • C. Difficult employee relations issues
  • D. Alack of authority from upper management in application of policies

Answer: A

Explanation:
According to research, middle managers are among the most unhappy in the workplace, and a primary reason is a lack of authority from upper management and having to enforce policies that they may not agree with.


NEW QUESTION # 61
A midsize company in the services sector observes a decline in employee engagement ratings regarding employee benefits. The HR manager proposes to the executive team an introduction of custom selection benefit plans. Which motivation theory should the HR manager cite to support this recommendation?

  • A. Attribution
  • B. Goal-setting
  • C. Expectancy
  • D. Equity

Answer: C

Explanation:
* Expectancy Theory Overview: Expectancy theory suggests that employees are motivated when they believe that their efforts will lead to desirable performance and rewards. Custom selection benefit plans can enhance this belief by allowing employees to choose benefits that best meet their personal needs.
* Linking Effort to Rewards: By offering custom selection benefit plans, employees can see a clear link between their work efforts and the rewards they receive, thereby increasing their motivation and engagement.
* Personalized Benefits: Customizing benefits allows employees to select options that are most valuable to them, making them feel appreciated and understood by the organization, which boosts engagement.
* Enhanced Satisfaction: Expectancy theory posits that when employees expect that their efforts will lead to valued rewards, their satisfaction and motivation levels increase. Custom benefit plans directly support this by providing tailored rewards.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee motivation and benefit plan customization


NEW QUESTION # 62
How would you appeal to senior finance leadership and convince them of the importance of this program?

  • A. Put together a succinct, finance-centered document with the total budget needed, how thebudget will be spent, the expected impacts on employee retention, and in turn, cost savings.
  • B. Start a six-month pilot program, which costs much less than the full program, and hope thatits success will justify the money spent thus far.
  • C. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.
  • D. Give a presentation to the senior finance leadership, and give several case studies of otherorganizations that had success with mentoring programs. Explain the employee morale-boosting benefits, and answer any questions they have.

Answer: A

Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.


NEW QUESTION # 63
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