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

1. The VP of HR asks the new HR generalist to prepare a 30-day action plan and then meets with her for an initial development meeting. What should the HR generalist include in her action plan?

A) Observe current processes instead of asking too many questions.
B) Schedule a one-on-one meeting with each manager she will be supporting.
C) Make suggestions to improve work processes and procedures.
D) Implement best practices learned from her previous positions.

2. When conducting a strengths, weaknesses, opportunities and threats (SWOT) analysis, what portion may be accomplished by a political, economic, social and technological (PEST) analysis?

A) Strengths and weaknesses
B) Strengths and opportunities
C) Opportunities and threats
D) Weaknesses and threats

3. What is the MOST significant reason why a company would want to invest in leadership development and succession planning?

A) Employees are more likely to meet and exceed performance expectations.
B) Sharing leadership responsibilities allows companies to succeed in a rapidly changingenvironment.
C) It results in higher employee engagement and lower turnover.
D) A competitive labor market makes it difficult to hire leaders externally.

4. 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.
Considering the company's rapid growth and desire to avoid any intellectual property theft, what would have been an effective way to structure the recruiting function to avoid the present difficulties?

A) Outsource the entire recruiting function to a company with expertise in such work.
B) Allow the recruiting team to function autonomously, but require weekly meetings with HR.
C) Keep recruiting and HR separate, but hire a recruitment director with experience as an HR director.
D) Expand the HR function to include the recruiting function as well as the other HR functions.

5. Which type of employee must be excluded from bargaining units as per the National Labor Relations Act (NLRA)?

A) Employees who work in the private sector
B) Part-time employees
C) Seasonal employees
D) Supervisors

Solutions: