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SHRM-CP Certification Exam Questions 2023 - Day 17
1. Which communication method is more likely to be effective in high-context cultures?
A) Written
B) E-mail
C) Face-to-face
D) Multimedia presentations
2. Which culture is more likely to prefer a verbal agreement or handshake to a detailed contract?
A) Particularist
B) Outer-directed
C) Ascriptive
D) Universalist
3. Refer to the following scenario for the next 3 questions. Soon after a new HR manager begins working at a manufacturing plant, an employee stops by the HR manager's office and places $500 on the HR manager's desk. The employee indicates that the HR manager is the winner of the plant's monthly lottery, and since the HR manager is new, the employees who participate decided to not make the HR manager pay to enter the lottery. The HR manager is uncomfortable accepting the money because it might violate the company's anti-gambling policy and asks if the money can be added to the lottery for the following month. Later, the HR manager reviews the corporate policy on gambling and finds that it is not clear. The HR manager consults with the corporate HR director, who tells the HR manager that local laws about gambling are ambiguous and a new policy should be adopted at the plant banning such activities. The HR manager informs the plant manager, who becomes very upset and indicates that the lottery is a long-standing tradition that boosts employee morale. The plant manager advises the HR manager to allow the lottery until the end of the year, given that the existing company policy and local laws are ambiguous. How should the HR manager respond to the plant manager's suggestion?
A) A. Ask the plant manager to raise the issue with the corporate HR director.
B) B. Tell the plant manager that the lottery must stop as indicated by the corporate HR director.
C) C. Schedule a meeting with the corporate HR director and the plant manager to discuss the issue.
D) D. Send the plant manager the policy and law so the plant manager can understand the need to stop the lottery.
4. Once the new policy goes into effect, many employees are upset with the HR manager and develop a negative attitude toward HR. What should the HR manager do to develop and maintain mutual trust and respect with employees?
A) A. Walk around the plant to talk to employees and get to know them better.
B) B. Meet with the corporate HR director to identify a legally acceptable activity to replace the lottery.
C) C. Organize a company-sponsored picnic for all employees and their families.
D) D. Organize one-on-one interviews with employees to discuss what the HR manager can do better.
5. What should the HR manager do to encourage compliance with the new policy?
A) A. Install surveillance cameras throughout the plant to monitor employees' behavior.
B) B. Have informal discussions with employees asking about whether anyone is holding lotteries.
C) C. Write an article in the company newsletter outlining the reasons why the policy is beneficial.
D) D. Hang posters throughout the company outlining the disciplinary procedures if anyone breaks the policy.
6. Law How does the concept of civil law apply to the practice of HR?
A) Court decisions must be studied for possible application to employment situations.
B) Employers are compelled to document and follow legal practices related to employment.
C) Employers must identify ways to eliminate liability from all employment activities for the organization.
D) It sets a general goal of complying with all laws where an organization operates.
7. Which best describes the basis of religious law?
A) Legislative acts
B) Court decisions
C) Beliefs and conventions
D) Regulatory directives
8. When jurisdiction shopping, where is a plaintiff more likely to file a legal suit?
A) District that allows for jury trials
B) Country where the plaintiff is employed
C) Locale that historically provides the desired results
D) Region where the company headquarters resides
9. The HR manager reviews the memo and decides to contact the director. Which approach should the HR manager pursue next?
A) A. Book the next flight to the resort location.
B) B. Call the director and ask for details about what happened.
C) C. E-mail the director, asking for details about what happened.
D) D. Nothing needs to be done; the director handled it well.
10. The HR manager reviews the documentation and is concerned about the director's actions. Had the director contacted HR first before terminating the groundskeeper's employment, which recommended action would the HR manager have suggested?
A) A. Terminate the groundskeeper for gross misconduct and illegal activity when offering alcohol to the under-aged minor.
B) B. Place the groundskeeper on a final written warning, explaining that any repeat episode could result in further disciplinary action, including termination of employment.
C) C. Tell the director to not do anything yet and wait for the HR manager to visit the office.
D) D. Thank the student worker for raising her concern and drive the groundskeeper for a drug/alcohol test to be taken immediately.
A) Written
B) E-mail
C) Face-to-face
D) Multimedia presentations
2. Which culture is more likely to prefer a verbal agreement or handshake to a detailed contract?
A) Particularist
B) Outer-directed
C) Ascriptive
D) Universalist
3. Refer to the following scenario for the next 3 questions. Soon after a new HR manager begins working at a manufacturing plant, an employee stops by the HR manager's office and places $500 on the HR manager's desk. The employee indicates that the HR manager is the winner of the plant's monthly lottery, and since the HR manager is new, the employees who participate decided to not make the HR manager pay to enter the lottery. The HR manager is uncomfortable accepting the money because it might violate the company's anti-gambling policy and asks if the money can be added to the lottery for the following month. Later, the HR manager reviews the corporate policy on gambling and finds that it is not clear. The HR manager consults with the corporate HR director, who tells the HR manager that local laws about gambling are ambiguous and a new policy should be adopted at the plant banning such activities. The HR manager informs the plant manager, who becomes very upset and indicates that the lottery is a long-standing tradition that boosts employee morale. The plant manager advises the HR manager to allow the lottery until the end of the year, given that the existing company policy and local laws are ambiguous. How should the HR manager respond to the plant manager's suggestion?
A) A. Ask the plant manager to raise the issue with the corporate HR director.
B) B. Tell the plant manager that the lottery must stop as indicated by the corporate HR director.
C) C. Schedule a meeting with the corporate HR director and the plant manager to discuss the issue.
D) D. Send the plant manager the policy and law so the plant manager can understand the need to stop the lottery.
4. Once the new policy goes into effect, many employees are upset with the HR manager and develop a negative attitude toward HR. What should the HR manager do to develop and maintain mutual trust and respect with employees?
A) A. Walk around the plant to talk to employees and get to know them better.
B) B. Meet with the corporate HR director to identify a legally acceptable activity to replace the lottery.
C) C. Organize a company-sponsored picnic for all employees and their families.
D) D. Organize one-on-one interviews with employees to discuss what the HR manager can do better.
5. What should the HR manager do to encourage compliance with the new policy?
A) A. Install surveillance cameras throughout the plant to monitor employees' behavior.
B) B. Have informal discussions with employees asking about whether anyone is holding lotteries.
C) C. Write an article in the company newsletter outlining the reasons why the policy is beneficial.
D) D. Hang posters throughout the company outlining the disciplinary procedures if anyone breaks the policy.
6. Law How does the concept of civil law apply to the practice of HR?
A) Court decisions must be studied for possible application to employment situations.
B) Employers are compelled to document and follow legal practices related to employment.
C) Employers must identify ways to eliminate liability from all employment activities for the organization.
D) It sets a general goal of complying with all laws where an organization operates.
7. Which best describes the basis of religious law?
A) Legislative acts
B) Court decisions
C) Beliefs and conventions
D) Regulatory directives
8. When jurisdiction shopping, where is a plaintiff more likely to file a legal suit?
A) District that allows for jury trials
B) Country where the plaintiff is employed
C) Locale that historically provides the desired results
D) Region where the company headquarters resides
9. The HR manager reviews the memo and decides to contact the director. Which approach should the HR manager pursue next?
A) A. Book the next flight to the resort location.
B) B. Call the director and ask for details about what happened.
C) C. E-mail the director, asking for details about what happened.
D) D. Nothing needs to be done; the director handled it well.
10. The HR manager reviews the documentation and is concerned about the director's actions. Had the director contacted HR first before terminating the groundskeeper's employment, which recommended action would the HR manager have suggested?
A) A. Terminate the groundskeeper for gross misconduct and illegal activity when offering alcohol to the under-aged minor.
B) B. Place the groundskeeper on a final written warning, explaining that any repeat episode could result in further disciplinary action, including termination of employment.
C) C. Tell the director to not do anything yet and wait for the HR manager to visit the office.
D) D. Thank the student worker for raising her concern and drive the groundskeeper for a drug/alcohol test to be taken immediately.
1. Right Answer: C
Explanation: One aspect of high-context cultures is that their members rely more heavily on what surrounds a statement (nonverbal cues, history, the speaker's identity) rather than the literal meaning of the communication.
2. Right Answer: A
Explanation: In a particularist culture, a strong handshake agreement may be sufficient, and requiring a written agreement may be perceived as an insult. This may be contrasted with a universalist culture, which focuses on rules and the existence of one right way.
3. Right Answer: C
Explanation: C is correct. Given that the HR manager is new to the plant, this would be a good way to address the gambling issue and further develop the relationship with the plant manager by working together to come up with an alternative. A and B are incorrect. At this point in time, given that the HR manager has not attempted to influence the plant manager's thoughts on this matter, it would be premature to involve the corporate HR director. D is incorrect, as just sending the policy and law to the plant manager does not resolve the issue.
4. Right Answer: A
Explanation: A is correct. Building trust is critical to the success of the HR function. Given the recent changes spearheaded by the HR manager, it is even more important to focus on the relationship with the employee population, as it has most likely been impacted by the policy change. The most effective way to determine the level of impact and work toward changing perceptions is to have face-to-face interactions with the employee population. B is incorrect, as providing an alternative to the lottery attempts to win a popularity contest versus developing the relationship. C is incorrect, as HR is then seen as a party planner, and this action is not a step to developing the relationship with employees. D is incorrect. Given this recent policy change spearheaded by the HR manager, this would not be the best point in time to obtain objective feedback and would most likely result in more emotionally charged feedback, further eroding a positive relationship.
5. Right Answer: C
Explanation: C is correct. The article could be part of a structured communication approach that includes a series of communications (e.g., face-to-face, newsletter) to help to reinforce the message of the updated policy and the importance of having an anti-gambling policy in the workplace. A is incorrect, because it will probably have a negative impact on employee morale and engagement. It may also raise local compliance issues. B is incorrect, because it does not provide a reasonable explanation for the policy. D is incorrect, because relying on negative reinforcement (punishment) is generally less effective with employees than presenting a reasoned explanation.
6. Right Answer: B
Explanation: Civil law is based on legislation: written codes (laws, rules, or regulations) approved by legislative bodies. It obligates employers to know the specific requirements of employment laws (not just goals) and document compliance. Common law systems are based on previous court decisions. Liability can be created with civil or common law.
7. Right Answer: C
Explanation: Religious law is based on religious beliefs and conventions: a mixture of written codes and interpretations by religious scholars. Sharia law, the body of Islamic religious law, for example, draws from the Qur'an, traditions derived from the actions or sayings of the prophet Mohammed, and scholarly interpretations of these sources.
8. Right Answer: C
Explanation: Jurisdiction or forum shopping is the practice of litigants taking their legal cases to the most likely location that will provide a favorable judgment. Some jurisdictions have become known as 'plaintiff-friendly' and so have attracted litigation even when there is little or no connection between the legal issues and the jurisdiction in which they are to be litigated. Refer to the following scenario for the next 4 questions. An HR manager receives an e-mail from a department director with a request for termination of a groundskeeping employee. The company's recreational vehicle resort is over 200 miles away from the company headquarters where the HR manager works. The terminated employee works at the resort and lives onsite. The memo states that the director terminated the employee yesterday for gross misconduct. The employee had a good performance record during his career of 10 years. The groundskeeper was working in the heat all morning and then informed the director he was going home for lunch and a cold beer. Later the groundskeeper radioed the director that he was running late in returning from lunch. Subsequent communications led to the director sending a student worker to the employee's trailer to pick him up and return to the office. Upon their return, the groundskeeper smelled of alcohol, and the student worker reported to the director that the intoxicated groundskeeper offered the under-aged student worker a beer, which was refused. The student worker stressed that she did not want to get the groundskeeper in any trouble; however, the groundskeeper insisted that he be allowed to drive the golf cart back to the office after drinking beer, which made the student feel uncomfortable.
9. Right Answer: B
Explanation: B is the best answer. This is the quickest and most direct action, which is appropriate in the case of an employee termination and a suggestion of illegal activity (providing alcohol to a minor). A is incorrect. Booking a flight assumes the director's availability and could be considered overreacting. C is incorrect. E-mail is a great communication tool, but in critical employee situations, a phone or face-to-face conversation is best. D is incorrect. It is the HR manager's responsibility to follow up with anything pertaining to an employee's termination.
10. Right Answer: D
Explanation: D is the best answer. A drug test would provide undeniable evidence that the groundskeeper was intoxicated, so a decision could be based on fact and would keep the company free from legal mitigation. This needs to happen first while the alcohol is still in his system. A is incorrect. Although the groundskeeper may be terminated, it is best to conduct a thorough investigation, complete with a drug/alcohol test, first. B is incorrect. This is an insufficient response given that there is a potential risk that a repeat episode could occur, resulting in injury to self, coworkers, or resort guests. C is incorrect. Given the location of the resort vis-a-vis the corporate office, and because of the severity of the issue, the HR manager would need to assist the director with making a decision now, via phone.
Explanation: One aspect of high-context cultures is that their members rely more heavily on what surrounds a statement (nonverbal cues, history, the speaker's identity) rather than the literal meaning of the communication.
2. Right Answer: A
Explanation: In a particularist culture, a strong handshake agreement may be sufficient, and requiring a written agreement may be perceived as an insult. This may be contrasted with a universalist culture, which focuses on rules and the existence of one right way.
3. Right Answer: C
Explanation: C is correct. Given that the HR manager is new to the plant, this would be a good way to address the gambling issue and further develop the relationship with the plant manager by working together to come up with an alternative. A and B are incorrect. At this point in time, given that the HR manager has not attempted to influence the plant manager's thoughts on this matter, it would be premature to involve the corporate HR director. D is incorrect, as just sending the policy and law to the plant manager does not resolve the issue.
4. Right Answer: A
Explanation: A is correct. Building trust is critical to the success of the HR function. Given the recent changes spearheaded by the HR manager, it is even more important to focus on the relationship with the employee population, as it has most likely been impacted by the policy change. The most effective way to determine the level of impact and work toward changing perceptions is to have face-to-face interactions with the employee population. B is incorrect, as providing an alternative to the lottery attempts to win a popularity contest versus developing the relationship. C is incorrect, as HR is then seen as a party planner, and this action is not a step to developing the relationship with employees. D is incorrect. Given this recent policy change spearheaded by the HR manager, this would not be the best point in time to obtain objective feedback and would most likely result in more emotionally charged feedback, further eroding a positive relationship.
5. Right Answer: C
Explanation: C is correct. The article could be part of a structured communication approach that includes a series of communications (e.g., face-to-face, newsletter) to help to reinforce the message of the updated policy and the importance of having an anti-gambling policy in the workplace. A is incorrect, because it will probably have a negative impact on employee morale and engagement. It may also raise local compliance issues. B is incorrect, because it does not provide a reasonable explanation for the policy. D is incorrect, because relying on negative reinforcement (punishment) is generally less effective with employees than presenting a reasoned explanation.
6. Right Answer: B
Explanation: Civil law is based on legislation: written codes (laws, rules, or regulations) approved by legislative bodies. It obligates employers to know the specific requirements of employment laws (not just goals) and document compliance. Common law systems are based on previous court decisions. Liability can be created with civil or common law.
7. Right Answer: C
Explanation: Religious law is based on religious beliefs and conventions: a mixture of written codes and interpretations by religious scholars. Sharia law, the body of Islamic religious law, for example, draws from the Qur'an, traditions derived from the actions or sayings of the prophet Mohammed, and scholarly interpretations of these sources.
8. Right Answer: C
Explanation: Jurisdiction or forum shopping is the practice of litigants taking their legal cases to the most likely location that will provide a favorable judgment. Some jurisdictions have become known as 'plaintiff-friendly' and so have attracted litigation even when there is little or no connection between the legal issues and the jurisdiction in which they are to be litigated. Refer to the following scenario for the next 4 questions. An HR manager receives an e-mail from a department director with a request for termination of a groundskeeping employee. The company's recreational vehicle resort is over 200 miles away from the company headquarters where the HR manager works. The terminated employee works at the resort and lives onsite. The memo states that the director terminated the employee yesterday for gross misconduct. The employee had a good performance record during his career of 10 years. The groundskeeper was working in the heat all morning and then informed the director he was going home for lunch and a cold beer. Later the groundskeeper radioed the director that he was running late in returning from lunch. Subsequent communications led to the director sending a student worker to the employee's trailer to pick him up and return to the office. Upon their return, the groundskeeper smelled of alcohol, and the student worker reported to the director that the intoxicated groundskeeper offered the under-aged student worker a beer, which was refused. The student worker stressed that she did not want to get the groundskeeper in any trouble; however, the groundskeeper insisted that he be allowed to drive the golf cart back to the office after drinking beer, which made the student feel uncomfortable.
9. Right Answer: B
Explanation: B is the best answer. This is the quickest and most direct action, which is appropriate in the case of an employee termination and a suggestion of illegal activity (providing alcohol to a minor). A is incorrect. Booking a flight assumes the director's availability and could be considered overreacting. C is incorrect. E-mail is a great communication tool, but in critical employee situations, a phone or face-to-face conversation is best. D is incorrect. It is the HR manager's responsibility to follow up with anything pertaining to an employee's termination.
10. Right Answer: D
Explanation: D is the best answer. A drug test would provide undeniable evidence that the groundskeeper was intoxicated, so a decision could be based on fact and would keep the company free from legal mitigation. This needs to happen first while the alcohol is still in his system. A is incorrect. Although the groundskeeper may be terminated, it is best to conduct a thorough investigation, complete with a drug/alcohol test, first. B is incorrect. This is an insufficient response given that there is a potential risk that a repeat episode could occur, resulting in injury to self, coworkers, or resort guests. C is incorrect. Given the location of the resort vis-a-vis the corporate office, and because of the severity of the issue, the HR manager would need to assist the director with making a decision now, via phone.
80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
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