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

1. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
In addition to background checks, the HR director would like for the recruitment director to begin using evidence based selection tools. What would be the most effective way to do this, given that the company is growing rapidly?

A) Consult academic literature and design a selection tool based on best practices.
B) Conduct a full job analysis and design the selection tools in-house.
C) Locate an industry-leading selection test maker and buy an off-the-shelf product.
D) Continue using the current process and conduct a validation study of its utility.

2. How would you handle this situation?
A new father, who has not exhausted his Family and Medical Leave Act (FMLA) leave for the year, has requested the next 12 Fridays of f to care for his new baby. He cites
"baby bonding time" under the FMLA law and feels that this intermittent leave qualifies. His supervisor has expressed the challenge this will present his department as they usually have a time-sensitive report to submit each Friday.

A) 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.
B) Require that the employee uses vacation time or paid time of f as this would not qualify for FMLA
C) Approve the employee,s request as he still has Family and Medical Leave Act (FMLA) leave available.
D) Decline the employee,s request as this would clearly present a hardship on his department.

3. Critics of utilizing key performance indicators (KPIs) to measure goal attainment say that instead of fostering collaboration, they of ten times promote

A) unachievable standards.
B) slow progress.
C) micromanagement.
D) competition.

4. Under Fair Labor Standards Act (FLSA) guidelines, what are employees entitled to?

A) One 30-minute lunch and two 15-minute breaks for every eight hours worked
B) No required lunch or rest periods
C) One hour lunch and two 10-minute breaks for every eight hours worked
D) One 30-minute lunch break for every four hours worked

5. What will be your first steps in initiating a human resources (HR) audit?

A) Determine the scope of the audit.
B) Identify the key HR staff for interviews and feedback
C) Collect benchmark data for comparison to findings.
D) Create a comprehensive audit checklist.

Solutions: