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SHRM-CP Certification Exam Questions 2023 - Day 15
1. Refer to the following scenario for the next 4 questions. The CEO of a manufacturing organization with multiple domestic locations wants to expand the organization's operations to a new country to gain access to new markets. The organization has no experience with manufacturing internationally or dealing with expatriate issues. The CEO decides to acquire a small manufacturing company in another country. The acquired company has grown significantly in recent years and is struggling to deal with its growing pains, with many of the management staff having only a few years of management experience. Cost savings are anticipated from acquisition, as it would allow for restructuring and resizing the workforce. However, employees fear that these changes will cost many of them their jobs, including transitioning domestic jobs to the location in the new country. The VP of HR believes that a fully integrated workforce strategy, including the design of leadership training, is needed. The HR manager in the new location has just resigned. In keeping with an ethnocentric approach, the VP of HR wants the position filled from the corporate office so as to retain as much control and consistency as possible between the home country and the new location. Which is the best first step for the VP of HR to take to assist in preparing a new workforce strategy?
A) A. Researching the local and country labor laws and customs in order to prepare a workforce strategy and making all decisions by himself
B) B. Engaging a consultant with expertise in local and country laws and customs to help in preparing a workforce strategy
C) C. Contacting the organization's local sales representative for advice on the local labor force and how best to approach integrating the organizations
D) D. Using the organization's current workforce strategy as a guide to developing a workforce strategy for the new location
2. What action should HR take first that would allow for retention of the greatest number of employees?
A) A. Increasing all employees' compensation so the organization will be a market leader in all locations
B) B. Researching Hofstede's value dimensions to appeal to the dimension of uncertainty avoidance
C) C. Collaborating with leaders to develop a customized approach to retention for each key employee
D) D. Offering employees seniority-based incentives to remain until the acquisition is complete
3. What action should HR take first that would allow for retention of the greatest number of employees?
A) A. Increasing all employees' compensation so the organization will be a market leader in all locations
B) B. Researching Hofstede's value dimensions to appeal to the dimension of uncertainty avoidance
C) C. Collaborating with leaders to develop a customized approach to retention for each key employee
D) D. Offering employees seniority-based incentives to remain until the acquisition is complete
4. Which action should HR take first when designing a leadership training and development plan for the newly acquired facility?
A) A. Implementing the domestic leadership development plan as a model, as this is now one company and everyone should develop the same skill sets
B) B. Interviewing the former president of the newly acquired facility for an assessment of staff leadership needs and, based on that, implementing the plan
C) C. Conducting a full gap analysis between current and future leadership needs of the new facility and then designing a plan to meet those needs
D) D. Asking the newly acquired employees what type of training they feel they need in order to best integrate with the rest of the organization
5. Which employee action is most likely to contribute to developing a global mindset?
A) Completing cultural diversity courses the employer offers
B) Demonstrating motivation to work in another country
C) Spending time in educational programs abroad
D) Learning another language based on organizational locations
6. What action should HR take to improve morale after the implementation of efficiencies occur and the resulting reductions in force take place?
A) A. Implementing team building that focuses on communication and redesigning the group structure and process for the remaining employees
B) B. Providing employees with specific examples of behaviors that are appreciated as well as those that will not be tolerated
C) C. Tracking annual employee survey results for significant changes in employee attitudes over the course of the next two years
D) D. Ensuring that the company's wages and benefits are internally equitable at all locations, increasing them as necessary
7. Refer to the following scenario for the next 4 questions. An organization is experiencing a problem with new hires for a specific position leaving the company within the first six to nine months. They previously had several long-term employees in this position, but those employees have retired. The HR director performs research and determines that several of the employees have joined a competitor. The HR director decides to employ a third-party firm to conduct a salary survey and do a complete review of the job description and a job analysis for the position. Additionally, the HR director performs an internal employee opinion survey in which employees share their belief that the current benefits package lags that of other companies in the area. The results from the third-party survey confirm that the company is lagging the competitor by a large margin in terms of compensation and that the benefits package is no longer competitive. The departure of the new hires, many going to a competitor, shortly after starting the job is a cause for concern. Which recommendation should the HR director make in order for the organization to see an immediate reduction in the turnover?
A) A. Increasing new-hire starting salaries by 20% because the competitor is paying its employees more
B) B. Reviewing the job description for accuracy since that is the only important factor
C) C. Reviewing the hiring process and ensuring that hiring managers are interviewing correctly
D) D. Partnering with managers to review the job description and conducting interview and onboarding training
8. The HR director recommends to the executive team that increasing pay and benefits is necessary to remain competitive in the market. They agree. Which action should the HR director take to determine if the organization is realizing benefit from the proposed solution?
A) A. Monitoring the employee departure rate to see if it declines in six months
B) B. Communicating to managers that a plan has been implemented to reduce departures
C) C. Conducting stay interviews with employees to periodically review benefit offerings and track retention rates
D) D. Reviewing the next cycle of performance evaluations to confirm whether goals are being achieved
9. It has also been discovered that managers are not providing candidates with an accurate representation of the day-to-day activities in the positions they are interviewing for. Which action should the HR director take to help hiring managers understand the criticality of a realistic job preview?
A) A. Recommending that all hiring managers be placed on a performance improvement plan for their interviewing shortcomings
B) B. Conducting refresher training for experienced managers and more in-depth training for new managers on effective interviewing
C) C. Partnering with managers to review current job descriptions to create a representation of the typical workday
D) D. Discussing with managers the importance of accurate representations in the interview, turnover costs, and their questions
10. While a need to offer additional employee benefits in order to be competitive in the market has been identified, the HR director is concerned that not all employees will value or make use of them. Which first step should the HR director take in determining the most appropriate benefits to include?
A) A. Waiting for more input from departing employees, because they won't leave a job based solely on benefits
B) B. Conducting a company-wide survey to identify which benefits employees express interest in, value, or would likely use
C) C. Choosing to eliminate or offer some of the benefits based on cost savings only
D) D. Offering all benefits in question and later reviewing and modifying or dropping programs based upon interest
A) A. Researching the local and country labor laws and customs in order to prepare a workforce strategy and making all decisions by himself
B) B. Engaging a consultant with expertise in local and country laws and customs to help in preparing a workforce strategy
C) C. Contacting the organization's local sales representative for advice on the local labor force and how best to approach integrating the organizations
D) D. Using the organization's current workforce strategy as a guide to developing a workforce strategy for the new location
2. What action should HR take first that would allow for retention of the greatest number of employees?
A) A. Increasing all employees' compensation so the organization will be a market leader in all locations
B) B. Researching Hofstede's value dimensions to appeal to the dimension of uncertainty avoidance
C) C. Collaborating with leaders to develop a customized approach to retention for each key employee
D) D. Offering employees seniority-based incentives to remain until the acquisition is complete
3. What action should HR take first that would allow for retention of the greatest number of employees?
A) A. Increasing all employees' compensation so the organization will be a market leader in all locations
B) B. Researching Hofstede's value dimensions to appeal to the dimension of uncertainty avoidance
C) C. Collaborating with leaders to develop a customized approach to retention for each key employee
D) D. Offering employees seniority-based incentives to remain until the acquisition is complete
4. Which action should HR take first when designing a leadership training and development plan for the newly acquired facility?
A) A. Implementing the domestic leadership development plan as a model, as this is now one company and everyone should develop the same skill sets
B) B. Interviewing the former president of the newly acquired facility for an assessment of staff leadership needs and, based on that, implementing the plan
C) C. Conducting a full gap analysis between current and future leadership needs of the new facility and then designing a plan to meet those needs
D) D. Asking the newly acquired employees what type of training they feel they need in order to best integrate with the rest of the organization
5. Which employee action is most likely to contribute to developing a global mindset?
A) Completing cultural diversity courses the employer offers
B) Demonstrating motivation to work in another country
C) Spending time in educational programs abroad
D) Learning another language based on organizational locations
6. What action should HR take to improve morale after the implementation of efficiencies occur and the resulting reductions in force take place?
A) A. Implementing team building that focuses on communication and redesigning the group structure and process for the remaining employees
B) B. Providing employees with specific examples of behaviors that are appreciated as well as those that will not be tolerated
C) C. Tracking annual employee survey results for significant changes in employee attitudes over the course of the next two years
D) D. Ensuring that the company's wages and benefits are internally equitable at all locations, increasing them as necessary
7. Refer to the following scenario for the next 4 questions. An organization is experiencing a problem with new hires for a specific position leaving the company within the first six to nine months. They previously had several long-term employees in this position, but those employees have retired. The HR director performs research and determines that several of the employees have joined a competitor. The HR director decides to employ a third-party firm to conduct a salary survey and do a complete review of the job description and a job analysis for the position. Additionally, the HR director performs an internal employee opinion survey in which employees share their belief that the current benefits package lags that of other companies in the area. The results from the third-party survey confirm that the company is lagging the competitor by a large margin in terms of compensation and that the benefits package is no longer competitive. The departure of the new hires, many going to a competitor, shortly after starting the job is a cause for concern. Which recommendation should the HR director make in order for the organization to see an immediate reduction in the turnover?
A) A. Increasing new-hire starting salaries by 20% because the competitor is paying its employees more
B) B. Reviewing the job description for accuracy since that is the only important factor
C) C. Reviewing the hiring process and ensuring that hiring managers are interviewing correctly
D) D. Partnering with managers to review the job description and conducting interview and onboarding training
8. The HR director recommends to the executive team that increasing pay and benefits is necessary to remain competitive in the market. They agree. Which action should the HR director take to determine if the organization is realizing benefit from the proposed solution?
A) A. Monitoring the employee departure rate to see if it declines in six months
B) B. Communicating to managers that a plan has been implemented to reduce departures
C) C. Conducting stay interviews with employees to periodically review benefit offerings and track retention rates
D) D. Reviewing the next cycle of performance evaluations to confirm whether goals are being achieved
9. It has also been discovered that managers are not providing candidates with an accurate representation of the day-to-day activities in the positions they are interviewing for. Which action should the HR director take to help hiring managers understand the criticality of a realistic job preview?
A) A. Recommending that all hiring managers be placed on a performance improvement plan for their interviewing shortcomings
B) B. Conducting refresher training for experienced managers and more in-depth training for new managers on effective interviewing
C) C. Partnering with managers to review current job descriptions to create a representation of the typical workday
D) D. Discussing with managers the importance of accurate representations in the interview, turnover costs, and their questions
10. While a need to offer additional employee benefits in order to be competitive in the market has been identified, the HR director is concerned that not all employees will value or make use of them. Which first step should the HR director take in determining the most appropriate benefits to include?
A) A. Waiting for more input from departing employees, because they won't leave a job based solely on benefits
B) B. Conducting a company-wide survey to identify which benefits employees express interest in, value, or would likely use
C) C. Choosing to eliminate or offer some of the benefits based on cost savings only
D) D. Offering all benefits in question and later reviewing and modifying or dropping programs based upon interest
1. Right Answer: B
Explanation: B is the best response, because a subject matter expert is able to provide customized information to best help the company succeed. A is incorrect. Independent research is a good way to learn about a new environment. However, while it is good to research the labor laws, employment rates, and customs, it is possible to miss important information that is critical in preparing a workforce strategy outside of one's home country. As such, decisions should not be based solely on the independent research of one individual who is not a subject matter expert in the particular area. C is incorrect. The local sales representative will have only limited information to offer. D is incorrect. Using the current workforce strategy ignores the labor laws and cultural differences in the new location.
2. Right Answer: C
Explanation: C is the best response. The new location's management knows the key employees and knows what it will take to convince them to remain with the organization. This organizational development intervention may result in a training session, a team-building workshop, or flexible work hours. A is incorrect. Increasing compensation has a short-term impact and does not ensure that employees will remain with the organization. B is incorrect. Knowledge of the new location's value dimension of uncertainty avoidance does little to calm the fears of the key employees. D is incorrect. Offering differing incentives to employees can be seen as showing favoritism and may upset employee relations.
3. Right Answer: C
Explanation: C is the best response. The new location's management knows the key employees and knows what it will take to convince them to remain with the organization. This organizational development intervention may result in a training session, a team-building workshop, or flexible work hours. A is incorrect. Increasing compensation has a short-term impact and does not ensure that employees will remain with the organization. B is incorrect. Knowledge of the new location's value dimension of uncertainty avoidance does little to calm the fears of the key employees. D is incorrect. Offering differing incentives to employees can be seen as showing favoritism and may upset employee relations.
4. Right Answer: C
Explanation: C is the best response. A gap analysis looks at the development plan from several different angles, often using a SWOT analysis. Gaps can then be prioritized using the criteria of permanence, impact, control, evidence, and root cause. A is incorrect. The new location may have different needs and/or laws. Using the domestic leadership development plan may be a good place to start, but it must be examined carefully to ensure that it is the best plan for the new location. B is incorrect. The former president of the facility will likely have thoughts about the effectiveness of the leadership team and its individual members. However, the president may not provide completely objective information. It is only one piece of the full gap analysis that needs to take place. D is incorrect. Asking the current leadership team about their training needs may be a good step to take when conducting a gap analysis. However, asking an individual about their own training needs will likely not provide for any blind spots that the individual has. A full gap analysis is needed.
5. Right Answer: C
Explanation: Of the choices, the candidates most likely to have a global mindset are the employees who have actually spent time living outside their own countries. This provides daily interactions that embody cultural differences. The other actions will also help develop a global mindset, but they do not provide the firsthand, intensive experience in living in another culture.
6. Right Answer: A
Explanation: A is the best response. HR can best intervene with an organizational development intervention (such as team building), since the organization is experiencing low trust among employees following the downsizing. B is incorrect. Following the downsizing, employees need to know what behaviors are acceptable and which are not. But providing examples of appropriate behavior does not address the issue of low morale. C is incorrect. Tracking survey results is not going to address low employee morale. D is incorrect. Ensuring that company wages and benefits are internally equitable will not address low employee morale.
7. Right Answer: D
Explanation: D is the correct response. Partnering with management to confirm accurate job descriptions and conducting interview training will help to reduce the rapid departure of new employees. A is incorrect. It is not addressing the root causes of why new hires are departing. Increasing salary by an arbitrary number does not solve the issue and may not be an accurate amount. B is incorrect. Accurate job descriptions will begin the process of making sure that candidates are applying based on the skills and qualifications they possess. However, the interview process is an important factor that needs to be evaluated. C is incorrect. This alone does not solve the issue of the departures.
8. Right Answer: C
Explanation: C is the correct answer. Stay interviews allow for a connection with current employees and an opportunity to obtain feedback and answer any concerns or issues they may have. A is incorrect. Six months is not a sufficient time frame to accurately reflect effectiveness. B is incorrect. It does not address how the plan will be implemented or what the hoped-for reduction will be. D is incorrect. This does not address whether the solution was effective, nor was there any prior indication that employee performance was an issue.
9. Right Answer: D
Explanation: D is the correct answer, as this will explain the business impact that the recruitment and interview process has on the company and will help increase managers' knowledge and their buy-in. A is incorrect. Placing employees on performance improvement plans cannot be done without first researching and noting the deficient behaviors. B is incorrect. It fails to explain the business impact that the recruitment and interview process has on the company, nor does it obtain buy-in from the managers. C is incorrect. It does not take the answer to its conclusion. Partnering to create a realistic job preview from the existing job descriptions may be helpful; however, nothing is described regarding what to do with ensuring that the job descriptions are accurate.
10. Right Answer: B
Explanation: B is the correct answer. A company-wide survey will provide the HR director with quantitative data to use when deciding if the new benefits will be valued and useful to the employees and the organization. A is incorrect. Waiting to gather more data or for something more compelling to happen will not resolve the issue at hand. C is incorrect. While cost is an important factor to consider, it is also important to determine the needs of the employees. D is incorrect. To simply offer all the benefits first is not cost-effective. In addition, modifying or removing existing benefits may be viewed as a take-away or loss.
Explanation: B is the best response, because a subject matter expert is able to provide customized information to best help the company succeed. A is incorrect. Independent research is a good way to learn about a new environment. However, while it is good to research the labor laws, employment rates, and customs, it is possible to miss important information that is critical in preparing a workforce strategy outside of one's home country. As such, decisions should not be based solely on the independent research of one individual who is not a subject matter expert in the particular area. C is incorrect. The local sales representative will have only limited information to offer. D is incorrect. Using the current workforce strategy ignores the labor laws and cultural differences in the new location.
2. Right Answer: C
Explanation: C is the best response. The new location's management knows the key employees and knows what it will take to convince them to remain with the organization. This organizational development intervention may result in a training session, a team-building workshop, or flexible work hours. A is incorrect. Increasing compensation has a short-term impact and does not ensure that employees will remain with the organization. B is incorrect. Knowledge of the new location's value dimension of uncertainty avoidance does little to calm the fears of the key employees. D is incorrect. Offering differing incentives to employees can be seen as showing favoritism and may upset employee relations.
3. Right Answer: C
Explanation: C is the best response. The new location's management knows the key employees and knows what it will take to convince them to remain with the organization. This organizational development intervention may result in a training session, a team-building workshop, or flexible work hours. A is incorrect. Increasing compensation has a short-term impact and does not ensure that employees will remain with the organization. B is incorrect. Knowledge of the new location's value dimension of uncertainty avoidance does little to calm the fears of the key employees. D is incorrect. Offering differing incentives to employees can be seen as showing favoritism and may upset employee relations.
4. Right Answer: C
Explanation: C is the best response. A gap analysis looks at the development plan from several different angles, often using a SWOT analysis. Gaps can then be prioritized using the criteria of permanence, impact, control, evidence, and root cause. A is incorrect. The new location may have different needs and/or laws. Using the domestic leadership development plan may be a good place to start, but it must be examined carefully to ensure that it is the best plan for the new location. B is incorrect. The former president of the facility will likely have thoughts about the effectiveness of the leadership team and its individual members. However, the president may not provide completely objective information. It is only one piece of the full gap analysis that needs to take place. D is incorrect. Asking the current leadership team about their training needs may be a good step to take when conducting a gap analysis. However, asking an individual about their own training needs will likely not provide for any blind spots that the individual has. A full gap analysis is needed.
5. Right Answer: C
Explanation: Of the choices, the candidates most likely to have a global mindset are the employees who have actually spent time living outside their own countries. This provides daily interactions that embody cultural differences. The other actions will also help develop a global mindset, but they do not provide the firsthand, intensive experience in living in another culture.
6. Right Answer: A
Explanation: A is the best response. HR can best intervene with an organizational development intervention (such as team building), since the organization is experiencing low trust among employees following the downsizing. B is incorrect. Following the downsizing, employees need to know what behaviors are acceptable and which are not. But providing examples of appropriate behavior does not address the issue of low morale. C is incorrect. Tracking survey results is not going to address low employee morale. D is incorrect. Ensuring that company wages and benefits are internally equitable will not address low employee morale.
7. Right Answer: D
Explanation: D is the correct response. Partnering with management to confirm accurate job descriptions and conducting interview training will help to reduce the rapid departure of new employees. A is incorrect. It is not addressing the root causes of why new hires are departing. Increasing salary by an arbitrary number does not solve the issue and may not be an accurate amount. B is incorrect. Accurate job descriptions will begin the process of making sure that candidates are applying based on the skills and qualifications they possess. However, the interview process is an important factor that needs to be evaluated. C is incorrect. This alone does not solve the issue of the departures.
8. Right Answer: C
Explanation: C is the correct answer. Stay interviews allow for a connection with current employees and an opportunity to obtain feedback and answer any concerns or issues they may have. A is incorrect. Six months is not a sufficient time frame to accurately reflect effectiveness. B is incorrect. It does not address how the plan will be implemented or what the hoped-for reduction will be. D is incorrect. This does not address whether the solution was effective, nor was there any prior indication that employee performance was an issue.
9. Right Answer: D
Explanation: D is the correct answer, as this will explain the business impact that the recruitment and interview process has on the company and will help increase managers' knowledge and their buy-in. A is incorrect. Placing employees on performance improvement plans cannot be done without first researching and noting the deficient behaviors. B is incorrect. It fails to explain the business impact that the recruitment and interview process has on the company, nor does it obtain buy-in from the managers. C is incorrect. It does not take the answer to its conclusion. Partnering to create a realistic job preview from the existing job descriptions may be helpful; however, nothing is described regarding what to do with ensuring that the job descriptions are accurate.
10. Right Answer: B
Explanation: B is the correct answer. A company-wide survey will provide the HR director with quantitative data to use when deciding if the new benefits will be valued and useful to the employees and the organization. A is incorrect. Waiting to gather more data or for something more compelling to happen will not resolve the issue at hand. C is incorrect. While cost is an important factor to consider, it is also important to determine the needs of the employees. D is incorrect. To simply offer all the benefits first is not cost-effective. In addition, modifying or removing existing benefits may be viewed as a take-away or loss.
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