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

1. What is the most important action to take before initiating recruitment efforts to fill an open position?

A) Determine where the position will be advertised.
B) Define the skills needed for the position.
C) Build a candidate pipeline.
D) Determine the appropriate compensation level for the position.

2. Six months later, the employee is still a challenge. He/she will improve just enough to avoid discipline and seems to be on his/her best behavior around the supervisor, but one team member is reporting "mean" behavior-passive aggressive comments, scof fs and eye rolls, and whispering with other employees. The complainant is shy but well respected and normally has a great attitude. The supervisor doesn't feel a direct conversation between the two will help the situation. What should the next course of action be for the supervisor?

A) Separate the two employees physically. Move their desks, and make it so that none of their work assignments are dependent upon each other.
B) Keep a watchful eye on the situation. Check in frequently with the employee who feels targeted and ask the employee to keep a log of each incident.
C) Move forward with a disciplinary action for the of fending employee as this is bullying behavior.
D) Pull the of fending employee aside privately and explain what has been reported. Inform him/her that bullying is not tolerated in the workplace.

3. A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
A recently hired female engineer submits an HR complaint saying that she is not given the most visible opportunities despite her being one of the most experienced engineers at the company. After confirming that this is happening what should the HR director do in response?

A) Develop an equal opportunity statement and email it to all employees.
B) Make the engineer's manager aware of the bias and require diversity training for the team.
C) Form a women's mentoring group within the company.
D) Meet with the employee's manager to develop a career plan to provide more visible opportunities for the employee.

4. Due to a global health crisis a manufacturing company halts operations for an indefinite time period. The HR manager reviews the company's crisis response plan but does not find information about paying employees.
Which element was most likely skipped during the crisis planning stage?

A) The impact on the company was not identified.
B) The specific health issue was not listed as a potential risk to the company.
C) A response team was not already identified and trained.
D) The company did not have an emergency payroll savings plan.

5. Which compensation program is offered to encourage recipients to create long-term shareholder value?

A) Stock options
B) Profit sharing
C) Incentive plan
D) Deferred compensation

Solutions: