SHRM-CP People Situational Questions and Answers Already Passed. Rated A

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SHRM-CP People Situational Questions and Answers Already Passed One of HR's strategic abilities is an awareness of external factors that can affect the organization and HR's job. Which task reflect ... s this ability? a. Creating job alignment between the HR and organizational strategies. b. Conducting annual employee surveys c. Gathering information about technologies that could increase HR productivity d. Networking with leaders of other functions to build consultative relationships ✔✔C An HR director has assembled senior staff to discuss ways to develop the talent pool necessary to support the organization's new strategic direction. Several of the managers support providing a summary of the strategy to the major search firms under contract. How should the HR director respond? a. Acknowledge the suggestion in the meeting but ignore it b. Delegate the task of communicating with the search firms to this group c. Explain to the group in detail why this would be a deficient response d. Encourage the group to analyze the issue and identify novel responses ✔✔D How is organizational culture connected with the topic of strategy? a. A strong culture can eliminate the need for strategic planning b. Culture should be seen as a lever to enhance strategy c. Culture should not affect a choice of strategy d. Strategy should be planned first, and then steps should be taken to create a supportive culture. ✔✔B What should be considered a HR strategic task? a. Securing off-site backup and storage of employee transactions and recordsb. Developing a system to track the number of people leaving the organization c. Creating a training program for conducting safe and legal terminations d. Working with senior and line managers to forecast workforce needs for the strategic planning period ✔✔D What activity illustrates the use of systems thinking? a. Creating a hierarchical organizational chart of decision makers b. Mapping a business process to identify the functional areas involved c. Creating detailed work rules for one's functional area d. Developing rules for the use of technology by employees ✔✔B A labor bureau notes that disposable income levels are falling in certain categories. Which PESTLE category includes information like this? a. Legal b. Political c. Ethical d. Economic ✔✔D Which HR strategic activity might be triggered by social changes identified in an environmental scan? a. Project focusing on learning more about local legislation and rule-making process b. Survey of employees' commuting experiences c. Establishment of employee self-service centers d. Evaluating ethical liabilities posed by supply chain partners ✔✔B An organization hires only experienced, top-performing people who tend to stay with the company for ten years or more. What is this considered in a SWOT analysis? a. Strength b. Weakness c. Opportunityd. Threat ✔✔A An HR manager meets regularly with a local education director to discuss what the educator is seeing in the system and its students. What does this activity illustrate? a. Business intelligence b. Building organizational allies c. Providing consultative services d. Conducting information gathering ✔✔D What is the most important information contained in an organization's mission statement? a. What the company does b. The time frame for reaching its goals c. The specific strengths it brights to its strategy d. Its major competitors ✔✔A One of the goals for a nonprofit is to be able to direct its limited resources more quickly to needy areas as international crises develop. Which HR objective would be well aligned with this goal? a. Improve the quality of HR services to EEs b. Develop talent through rotations in geographical areas c. Increase staff resilience d. Identify high-potential leaders among EEs with 3-5 years of experience ✔✔B What is the best definition of a value driver? a. Value that an organization adds for competitive advantage b. Performance targets the organization has pledged to meet c. What must be done to deliver a desired value d. Constraints that limit strategic options ✔✔C What should a balanced scorecard be used to measure strategic progress? a. It provides a more rounded assessment of the results of strategic activityb. It can be accomplished quickly c. It extends protection against legal risks to organizations d. It can be repeated periodically ✔✔A Which is a leading indicator of an organization's performance? a. Average time to market b. Number of engineers with advanced degrees on staff c. Market share d. Number of product designs in the pipeline ✔✔D Which is a lagging indicator of an organization's performance a. Sales volume for last quarter b. Revision of incentive programs c. Percentage of sales candidates meeting profile characteristics d. Average size of sale ✔✔A What is the importance of the first R in the SMARTER acronmym? a. Relates the objective to the EE's performance plan b. Makes ure an objective aligns with strategic goals c. Examines whether the objective is attainable d. Makes sure the result of the evaluation conforms to objective rating systems ✔✔B An organization has failed to innovate and has lost a considerable portion of its market share to competitors. It does not have the talent or financial resources to create new products. What strategy is it most likely to pursue? a. Blue ocean b. Cost leadership c. Focus d. Differentiation ✔✔BA financial services firm has chosen to expand into a new region by purchasing a small chain of offices. The name will change, the parent firm's policies will extend to the new offices, and the parent firm will provide investment and analysis tools to advisors. What type of growth strategy is this? a. Management contract b. Partnership c. Acquisition d. Turnkey Operation ✔✔D A manufacturer with a global supply chain has decided to enter into general equity partnerships with key overseas suppliers. Joint management teams will be established at each plant. What immediate need should this suggest to HR leaders? a. Closer analysis of key talent competencies b. More emphasis on training to improve decision making c. Adjustment of HR policies to align with local laws d. Development of global assignee compensation packages ✔✔A Why is maintaining internal communication critical during a divestiture? a. To protect intellectual property b. To retain high-potential talent on both sides of the deal c. To prevent damage to the organization's image with external stakeholders d. To avoid litigation with employees sent to the new owner ✔✔B What is one of the most critical tasks in preparing the HR budget? a. Demonstrating how the figures reflect efficiencies in the HR function b. Including graphics for visual learners c. Establishing a connection with the strategic plan d. Securing senior management support before submission of the budget ✔✔C Senior management of an organization communicates a new strategy in detail to its leaders and at a high level to employees. Unit and functional leaders are empowered and prepared to reorganizethemselves and provide more specific directions to employees. How could this implementation of strategy been improved? a. Senior management should have provided EEs the same level of detail as the leaders received b . Reorganization should not have been an option for leaders c. Senior leaders should not be giving so much power to unit and functional leaders d. It is an effective process and should work well ✔✔D An HR project is completed and delivered to its internal customer, who refuses to accept it, saying that it does not meet the department's needs. How could this have been prevented? a. The project manager should have document project activities and information exchanges more thoroughly b. Senior management should have been involved in the project to clarify to the customer what should be delivered c. The customer should have been involved in picking team members and reviewing work d. The customer should have been involved in defining the project's purpose and scope ✔✔D The HR function is responsible for providing the engineering department with job candidates who possess very specialized skills. The head of engineering complains to senior management that they are not getting the right kinds of candidates to effectively pursue their strategic initiatives. What should the HR leader do? a. Write a memo to the engineering head saying that the best approach to this problem is to take the matter up with HR, not senior management b. Bring key HR staff from the recruiting team to meet with engineering to understand their needs and brainstorm solutions c. Meet with the engineering head informally and explain that the recruiting budget has not been increased and will not address the costs of specialized searches d. Send senior management a formal report analyzing the candidates that have been submitted to engineering in terms of the job descriptions that engineering has submitted ✔✔B In creating the HR budget, the budget team considers whether to re-fund a family violence program. According to supervisors, domestic violence is a significant risk factor for theiremployees. Yet the program does not report much evidence of EE use. How should the team approach this issue? a. Add funding to gather EE data about this program b. Continue funding the program based on the supervisor's input c. Eliminate the funding based on the program's use data d. Expand funding to increase EE awareness of this assistance program ✔✔A An HR leader explains the necessity for measuring results by saying that this is a matter of good governance. What does the leader mean by this? a. It demonstrates responsibility for use of organizational resources b. Measurement is the outcome of the management process c. Measuring results helps improve relations with internal stakeholders d. Proof of results supports further investment in HR activities ✔✔A What is one of the chief benefits of reviewing strategic results periodically throughout the strategic management period? a. It promotes accountability for those charged with managing strategic activities b. It improves both the effectiveness and efficiency of strategic activities c. Evaluation of data at the end of the strategic period is easier d. It supports the creation of effective measurement tools ✔✔B What is an HR leader's most important concern in preparing to present strategic results to management? a. Provide as much data as possible b. Keep it short and at a high level c. Communicate a logical narrative with the data d. Plan communication tactics to create audience interest in the fact-driven presentation ✔✔C An organization replicates home staffing policies as it expands operations in other countries. This is an example of which talent acquisition orientation? a. Ethnocentricb. Polycentric c. Regiocentric d. Geocentric ✔✔A Which term best describes why an organization's employment brand and EVP are important? a. Growth strategies b. Knowledge sharing c. Succession planning d. Candidate and EE engagement ✔✔D An organization includes short video clips on the corporate website in which EEs talk about their jobs and managers discuss what they are looking for in new hires. This exemplifies: a. strategic staffing b. onboarding c. social media recruiting d. local responsiveness ✔✔C What gives an employee a very clear and concise resource to guide job performance? a. Statement of minimum qualifications b. Offer letter c. Job description d. List of duties and responsibilities ✔✔C The statement "Must possess a working knowledge of customer security requirements and incident investigation" included in a job description for a security specialist position BEST exemplifies a a. primary duty b. minimum qualification c. success factor d. performance standard ✔✔BService specialists are given a lot of discretion when dealing with customers, and those interactions have a big effect on the organization's sales. The difference in revenue generation and customer satisfaction between high performers and low performers is significant. What BEST describes the high performers? a. pivotal talent pool b. Mentor candidates for low performers c. EEs with special skills d. Future leaders ✔✔C Degrees, training, and certifications required for a position are considered a. KSAs b. job specifications c. job competencies d. role profile ✔✔A In comparing internal and external recruiting sources, a potential advantage of recruiting externally is a. improved workforce morale b. shorter onboarding and orientation c. better retention of high performers d. enriched diversity and inclusion ✔✔D Which recruitment source allows candidates to discuss a position opening with the employer without making a formal job application? a. Contract agencies b. Third-party recruiters c. Employee referrals d. Open houses ✔✔D The HR metric that provides a snapshot of full-time equivalency is a. head countb. group and subgroup statistics c. cost per hire, internal (CPHI) d. yield ratios ✔✔A The ability to compare sourcing data and hiring results is an example of a(n) a. assessment method b. metric c. workforce analytic d. benchmark ✔✔C Which recruiting source BEST supports an organization's ability to source passive job candidates? a. Skill banks b. e-recruitment c. outplacement services d. temporary agencies ✔✔B The potential effects of hiring the wrong candidate include a. only tangible finances b. poor morale and productivity c. increased onboarding and orientation costs d. loss of proprietary information ✔✔B A company attracts more than 200 applications per vacancy. Which process facilitates sorting to eliminate unqualified individuals? a. Screening b. Interviewing c. Pre-empl [Show More]

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