Practice Test- SHRM CP. Questions &
Answers, 100% Accurate. Verified.
What is Human Capital Planning? - ✔✔-Human Capital planning is a systematic process for identifying
the resource pool and its capabilities to mee
...
Practice Test- SHRM CP. Questions &
Answers, 100% Accurate. Verified.
What is Human Capital Planning? - ✔✔-Human Capital planning is a systematic process for identifying
the resource pool and its capabilities to meet organization goals and developing the strategies to meet
the requirements to fulfill those goals. A Human Management Capital plan is forward thinking; the
questions asked look at the present and into the future.
What is an environmental scan and how does it pertain to strategic planning? - ✔✔-An environmental
scan has to do with the gathering of information that will help to project company growth and
development. An environmental scan helps a company to review historical data to begin the process of
preparing for expected or planned growth in the company.
Why do HR professionals need to understand the legal process? - ✔✔-Legislation influences the
relationship between employers and employees, and the human resources professional is responsible
for understanding this relationship. The legislation that will affect a business often will affect the
business's relationship with its employees.
What is the first step that must be taken for an idea to be presented as a bill to congress? - ✔✔-When
an idea for a bill originates from an individual or business outside of Congress, the idea must first be
submitted to a member of congress (or MOC). This MOC may be either a senator or representative.
What is the Foreign Corrupt Practices Act of 1977? - ✔✔-Establishes the rules for preventing bribery and
penalizing occurrences of it within corporations that exist in several countries.
What are the steps in the strategic planning process? - ✔✔-Environmental Scanning, Formulating
strategy, Implementing strategy, Making adjustments to strategy
Democratic Leadership Style: - ✔✔-a type of leadership style in which members of the group take a
more participative role in the decision-making process.
Coaching Leadership Style: - ✔✔-Coaching leaders are very effective in settings where performance or
results need improvement. They help others to advance their skills; they build bench strength, and
provide a lot of guidance. The coaching leadership style is most effective when followers are more
responsible, experienced, and agreeable.
Transactional Leadership Style: - ✔✔-a style of leadership that focuses on supervision, organization, and
performance; transactional leadership is a style of leadership in which leaders promote compliance by
followers through both rewards and punishments.
Transformational Leadership Style: - ✔✔-a style of leadership where a leader works with subordinates
to identify needed change, creating a vision to guide the change through inspiration, and executing the
change in tandem with committed members of a group.
What standard budget responsibilities does HR have? - ✔✔-Payroll taxes, travel expenses, repairs and
maintenance, & employee benefits.
The FLSA retains a certification of age for all employees for how long? - ✔✔-Until their employment is
terminated.
When is a company required to pay their employee more than the federal minimum wage? - ✔✔-When
state minimum wage is higher than the federal minimum wage, the company is required to pay the state
minimum wage over the federal .
What is adverse impact? - ✔✔-The phrase adverse impact or unintentional discrimination refers to the
selection rate of the a protected class being less than 80% of the selection rate of the highest group.
What's involved in the human resources professional's analysis of staffing needs? - ✔✔-Create a list of
necessary KSAs that will encourage company growth, Develop a list of employees who might be ready
for promotion, Consider various hiring options for any open positions, as well as positions that will be
open in the near future, and Review the results of past hiring decisions to increase the potential success
of future decisions.
Short-form Application - ✔✔-Consists of a pre-made form designed to obtain general information.
Short-form applications are best used for positions that do not require a large number of specialized
skills or for individuals within the organization, attempting to change positions.
Long-form Application - ✔✔-Is a pre-made form designed to obtain a more in-depth idea of an
individual's skills or knowledge. A long form application is the most commonly used general employment
application.
General Employment Application - ✔✔-Requests information related to employment history, education,
and overall background.
Job-Specific Employment Application - ✔✔-Is used by organizations needing to fill a large number of
similar positions or hire individuals for similar positions on a regular basis.
Weighted Employment Application - ✔✔-Are forms requesting answers to questions or information
related to specific requirements necessary to perform the duties associated with the position. Each
requirement is then assigned a weight based on its importance to the position.
What are the HR professional's primary role in assisting a department with conducting an effective
interview? - ✔✔-To offer any requested advice on preparing for and setting up interviews.
Contrast Bias - ✔✔-Unconsciously contrasting other candidates with the first candidate interviewed.
Cultural Noise Bias - ✔✔-Occurs when the candidate responds with pointed answers that are aimed at
making the interviewer happy rather than answering in a natural way.
Halo Bias - ✔✔-Occurs when the interviewer considers only one quality of the candidate over his other
qualities, such as shyness that might detract from the candidate's true record of achievement.
Leniency Bias - ✔✔-Means the interviewer is lenient in regard to a candidate's potential weakness.
Negative Emphasis Bias - ✔✔-Means the interviewer places too much weight on the candidate's
weakness.
Knowledge-of-Predictor Bias - ✔✔-Means the interviewer responds to the candidate based on
knowledge about the candidate's scores on evaluative tests that were given.
Stereotyping Bias - ✔✔-Occurs when an interviewer bases a personal opinion about a candidate on a
stereotype of the candidate rather than evaluating the candidate as objectively as possible.
Recency Bias - ✔✔-Means the interviewer compares a candidate to the most recent candidate that was
interviewed.
Non-verbal Bias - ✔✔-Occurs when the interviewer is over-influenced by body language instead of the
candidate's responses.
The Uniform Guidelines on Employee Selection Pro
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