SHRM Senior Certified Professional (SHRM-SCP) - SHRM-SCP Exam Practice Test

A. Approve the employee,s request as he still has Family and Medical Leave Act (FMLA) leave available.

B. Decline the employee,s request as this would clearly present a hardship on his department.

C. Speak with the supervisor to see if other employees in the department would be able to work overtime on Fridays to cover the absence of this employee. If so, allow the request.

D. Require that the employee uses vacation time or paid time of f as this would not qualify for FMLA

A. External equity

B. Individual equity

C. Peer equity

D. Internal equity

A. Computer employee exemption

B. Creative prof essional exemption

C. Outside sales exemption

D. Advanced engineer exemption

A. Advise the CEO to hold of f with expansion efforts until the staffing situation has beenimproved.

B. Motivate employees with the CEO,s vision for the expansion, showcasing all of the newcareer opportunities that will come with it.

C. Set up an employee referral program with strong incentives to boost talent acquisitionefforts for the expansion strategy.

D. After assessing the current workforce, research temporary staffing agencies that canprovide the needed talent, and provide a cost estimate to the CEO.

A. An employer must provide employees who are over the age of 40 with a revocation period after signing a severance agreement.

B. An employer must provide affected employees with 60-days, notice of an impending layof f of any size.

C. An employer must provide affected employees with 60-days, notice of an impending layof f of more than 50 employees.

D. An employer must publicly release the names of each person affected by a layof f.

A. Agile demonstrates progress and getting it done. Lean focuses on validated learning.

B. Agile focuses on customer satisfaction Lean is focused on customer value by eliminating waste.

C. Agile has many small projects: Lean has one project at a time.

D. Agile is flexible and adaptable. Lean is structured and measured in pace.

A. Assemble an employee resource group.

B. Develop a diversity immersion program for managers and employees.

C. Build a diverse candidate pool through targeted recruiting initiatives.

D. Assess the results achieved by the diversity council.

A. 60%

B. 40%

C. 20%

D. 25%

A. Alignment with organizational strategy

B. Accessibility of the HR department for employees

C. Consistency across the entire organization

D. Ensuring compliance and confidentiality

A. Hire more diverse employees into the workplace.

B. Expand advertising sources to include diversity-focused prof essional organizations andwebsites.

C. Train hiring managers and other interviewers on appropriate, and inappropriate, questionsto ask during an interview.

D. Alter workplace practices to appeal to multiple generations of employees-leveragetechn0104, where appropriate, and train older workers on this technology.

A. Similar goals for the mentoring relationship

B. Similar career aspirations and field of work

C. The seniority and experience level of the mentor

D. The mentor and mentee,s preference of match