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SHRM-CP Certification Exam Questions 2023 - Day 24
1. What action should the HR manager take to influence the CEO about the difficulty in meeting the timeline?
A) A. Wait until closer to the end of the time line to see if there are any issues with meeting it.
B) B. Complete as much as possible to show a good effort, and then renegotiate the time line.
C) C. Implement a rewards and incentive approach to motivate the team to get the project done on time.
D) D. Meet with the CEO to review essential portions of the project and the time line challenges.
2. What action should the HR manager take to encourage employees to embrace this cultural change?
A) A. Have a company-wide meeting explaining why the changes are necessary.
B) B. Meet with managers and instruct them to meet with their reports.
C) C. Provide values-based change management workshops that actively involve employees.
D) D. Change the terminology being used to reflect the cultural shift.
3. What action should the HR manager recommend to measure the acceptance of the new culture after it's announced and implemented?
A) A. Have spontaneous conversations with employees to see how they feel about the recent changes.
B) B. Use both process and outcomes evaluations to determine the effectiveness of the program.
C) C. Measure employee attrition rates and see if there is an increase in employee departures after the changes.
D) D. Solely rely on feedback from the heads of each department to determine the effectiveness of the change.
4. Which obstacles to accomplishing a successful change to a new enterprise management system are unique to a global firm?
A) Unexpressed management support for the decision
B) Complexity of these information systems
C) User resistance to the new system
D) Communication difficulties across borders and time zones
5. In an effort to enrich jobs, management wants employees working at one of three assembly stations to complete the entire assembly job and put their names on the finished product. About half of the employees are resisting the change. Which is the best course of action that HR should recommend to address the resistance?
A) Talking with those opposed to the change to understand their concerns
B) Training everyone and making the change as soon as possible
C) Instituting positive reinforcement policies for those who welcome the change
D) Piloting the program for those who are supportive of the change
6. What do the final stages of Kurt Lewin's and John Kotter's models of change management primarily focus on?
A) Emotional effects on stakeholders
B) Sustaining the change in the organization
C) Providing a clear sense of the future
D) Tools to implement the change
7. An HR consultant wants to recommend implementing a quality-oriented strategy that will increase revenue for the organization. Which would be the best first step to implementing the strategy?
A) Gain management commitment to necessary investments and changes.
B) Implement quality assurance practices in all parts of the company.
C) Develop a rewards system that is aligned with quality results.
D) Train work units in new quality assurance procedures.
8. An HR team has mined the ERP database for data related to implementation of the performance management system. What step must they complete before proceeding to analysis of the data?
A) Assessment
B) Application
C) Acquisition
D) Aggregation
9. What is a practical way to develop the credibility of HR staff as data advocates?
A) Subscribe to major HR and organizational psychology journals.
B) Send HR representatives to meetings of other functions to discuss HR's role.
C) Hire HR staff with more advanced degrees.
D) Ensure that the results of all HR activities are measured.
10. Which action best illustrates the use of evidence-based decision making in HR?
A) Staff participates in monthly lunches to discuss recent studies in journals on organizational performance.
B) HR documents and educates all staff about standard operating procedures.
C) Staff performs a regression analysis to identify likely factors for success in candidate profiles.
D) A director bases promotion decisions on the recommendations of trusted staff.
A) A. Wait until closer to the end of the time line to see if there are any issues with meeting it.
B) B. Complete as much as possible to show a good effort, and then renegotiate the time line.
C) C. Implement a rewards and incentive approach to motivate the team to get the project done on time.
D) D. Meet with the CEO to review essential portions of the project and the time line challenges.
2. What action should the HR manager take to encourage employees to embrace this cultural change?
A) A. Have a company-wide meeting explaining why the changes are necessary.
B) B. Meet with managers and instruct them to meet with their reports.
C) C. Provide values-based change management workshops that actively involve employees.
D) D. Change the terminology being used to reflect the cultural shift.
3. What action should the HR manager recommend to measure the acceptance of the new culture after it's announced and implemented?
A) A. Have spontaneous conversations with employees to see how they feel about the recent changes.
B) B. Use both process and outcomes evaluations to determine the effectiveness of the program.
C) C. Measure employee attrition rates and see if there is an increase in employee departures after the changes.
D) D. Solely rely on feedback from the heads of each department to determine the effectiveness of the change.
4. Which obstacles to accomplishing a successful change to a new enterprise management system are unique to a global firm?
A) Unexpressed management support for the decision
B) Complexity of these information systems
C) User resistance to the new system
D) Communication difficulties across borders and time zones
5. In an effort to enrich jobs, management wants employees working at one of three assembly stations to complete the entire assembly job and put their names on the finished product. About half of the employees are resisting the change. Which is the best course of action that HR should recommend to address the resistance?
A) Talking with those opposed to the change to understand their concerns
B) Training everyone and making the change as soon as possible
C) Instituting positive reinforcement policies for those who welcome the change
D) Piloting the program for those who are supportive of the change
6. What do the final stages of Kurt Lewin's and John Kotter's models of change management primarily focus on?
A) Emotional effects on stakeholders
B) Sustaining the change in the organization
C) Providing a clear sense of the future
D) Tools to implement the change
7. An HR consultant wants to recommend implementing a quality-oriented strategy that will increase revenue for the organization. Which would be the best first step to implementing the strategy?
A) Gain management commitment to necessary investments and changes.
B) Implement quality assurance practices in all parts of the company.
C) Develop a rewards system that is aligned with quality results.
D) Train work units in new quality assurance procedures.
8. An HR team has mined the ERP database for data related to implementation of the performance management system. What step must they complete before proceeding to analysis of the data?
A) Assessment
B) Application
C) Acquisition
D) Aggregation
9. What is a practical way to develop the credibility of HR staff as data advocates?
A) Subscribe to major HR and organizational psychology journals.
B) Send HR representatives to meetings of other functions to discuss HR's role.
C) Hire HR staff with more advanced degrees.
D) Ensure that the results of all HR activities are measured.
10. Which action best illustrates the use of evidence-based decision making in HR?
A) Staff participates in monthly lunches to discuss recent studies in journals on organizational performance.
B) HR documents and educates all staff about standard operating procedures.
C) Staff performs a regression analysis to identify likely factors for success in candidate profiles.
D) A director bases promotion decisions on the recommendations of trusted staff.
1. Right Answer: D
Explanation: D is the best response. Meeting with the CEO, reviewing essentials, and prioritizing is the best way to communicate effectively and build support. This answer shows effective use of the Leadership and Navigation, Relationship Management, and Communication competencies. It also allows the HR manager to be proactive in detailing the challenges to the project. A is incorrect. Not communicating the concern could lead to low morale, missed deadlines, or, worse, a failure in the overall initiative. B is incorrect. Waiting until the project is essentially done and then explaining why it is incomplete demonstrates no use of effective communication. C is incorrect. While motivating the team with incentives may appear to be a good answer, if the challenges with the time line completion are legitimate, no incentive options can create a quality work product.
2. Right Answer: C
Explanation: C is the best response. Providing training to employees that focuses on the company values allows employees to personalize the new culture. The group setting allows for a more controlled level of communication regarding the change. This helps to deal with issues that may be brought up in smaller settings while also uncovering potential challenges to the change. A is incorrect. This is a one-sided approach that will not allow for a collaborative discussion, thus limiting the opportunity for buy-in. B is incorrect. It has no control over how the message is communicated once the managers bring the information back to their teams. In a dynamic cultural shift such as this, managing how the message is communicated is vital to its successful adoption. D is incorrect, because simply changing terms does make for a company that has a CSR culture.
3. Right Answer: B
Explanation: B is the best response. Using the process evaluation monitors the activities and components that are actually being used and performed. The outcomes evaluation determines the actual results achieved, asking questions like 'Does the culture of the organization promote ethical conduct and discourage misconduct?' A is incorrect. It will yield no useful, actionable data on employee engagement regarding the change. At best, it will yield anecdotal information. C is incorrect. Not enough time has elapsed after the change to use these methods of measurement. D is incorrect. Although the feedback of the department heads would be valuable, it alone is not a comprehensive enough approach to ascertain the acceptance of the new culture.
4. Right Answer: D
Explanation: Change management requires effective and frequent communication. This will be more difficult in a global organization, where much of the communication cannot occur face to face and may be additionally challenged by significant differences in time zones.
5. Right Answer: A
Explanation: If all employees were eager for the change, the change could be implemented with as much speed as practical. However, significant changes usually require management planning and communication. Taking the time to talk with the employees resisting the change may help identify new issues or misunderstandings and can turn resistance into acceptance.
6. Right Answer: B
Explanation: The final stage in these models of change management is to institutionalize the change, or 'refreeze' the organization. This sustainability phase is where the actions and activities of the change initiative become the new norm for, as an example, how the organization will operate or what work flow will be used.
7. Right Answer: A
Explanation: Quality initiatives must begin with management commitment, since they involve significant change, investment in equipment and training, and possibly temporary loss of productivity.
8. Right Answer: D
Explanation: Once the data has been acquired or collected, it must be aggregated (combined) and organized in a way that supports the goals of the analysis.
9. Right Answer: D
Explanation: The best way to establish HR as a data advocate is to be prepared to discuss the effectiveness of HR programs based on program results. This helps create a culture in which evidence is expected and used to make decisions.
10. Right Answer: C
Explanation: The best example of evidence-based decision making is the gathering and analysis of candidate data against job performance to identify critical success factors. It is not simply gathering expertise; it is applying information to make better decisions.
Explanation: D is the best response. Meeting with the CEO, reviewing essentials, and prioritizing is the best way to communicate effectively and build support. This answer shows effective use of the Leadership and Navigation, Relationship Management, and Communication competencies. It also allows the HR manager to be proactive in detailing the challenges to the project. A is incorrect. Not communicating the concern could lead to low morale, missed deadlines, or, worse, a failure in the overall initiative. B is incorrect. Waiting until the project is essentially done and then explaining why it is incomplete demonstrates no use of effective communication. C is incorrect. While motivating the team with incentives may appear to be a good answer, if the challenges with the time line completion are legitimate, no incentive options can create a quality work product.
2. Right Answer: C
Explanation: C is the best response. Providing training to employees that focuses on the company values allows employees to personalize the new culture. The group setting allows for a more controlled level of communication regarding the change. This helps to deal with issues that may be brought up in smaller settings while also uncovering potential challenges to the change. A is incorrect. This is a one-sided approach that will not allow for a collaborative discussion, thus limiting the opportunity for buy-in. B is incorrect. It has no control over how the message is communicated once the managers bring the information back to their teams. In a dynamic cultural shift such as this, managing how the message is communicated is vital to its successful adoption. D is incorrect, because simply changing terms does make for a company that has a CSR culture.
3. Right Answer: B
Explanation: B is the best response. Using the process evaluation monitors the activities and components that are actually being used and performed. The outcomes evaluation determines the actual results achieved, asking questions like 'Does the culture of the organization promote ethical conduct and discourage misconduct?' A is incorrect. It will yield no useful, actionable data on employee engagement regarding the change. At best, it will yield anecdotal information. C is incorrect. Not enough time has elapsed after the change to use these methods of measurement. D is incorrect. Although the feedback of the department heads would be valuable, it alone is not a comprehensive enough approach to ascertain the acceptance of the new culture.
4. Right Answer: D
Explanation: Change management requires effective and frequent communication. This will be more difficult in a global organization, where much of the communication cannot occur face to face and may be additionally challenged by significant differences in time zones.
5. Right Answer: A
Explanation: If all employees were eager for the change, the change could be implemented with as much speed as practical. However, significant changes usually require management planning and communication. Taking the time to talk with the employees resisting the change may help identify new issues or misunderstandings and can turn resistance into acceptance.
6. Right Answer: B
Explanation: The final stage in these models of change management is to institutionalize the change, or 'refreeze' the organization. This sustainability phase is where the actions and activities of the change initiative become the new norm for, as an example, how the organization will operate or what work flow will be used.
7. Right Answer: A
Explanation: Quality initiatives must begin with management commitment, since they involve significant change, investment in equipment and training, and possibly temporary loss of productivity.
8. Right Answer: D
Explanation: Once the data has been acquired or collected, it must be aggregated (combined) and organized in a way that supports the goals of the analysis.
9. Right Answer: D
Explanation: The best way to establish HR as a data advocate is to be prepared to discuss the effectiveness of HR programs based on program results. This helps create a culture in which evidence is expected and used to make decisions.
10. Right Answer: C
Explanation: The best example of evidence-based decision making is the gathering and analysis of candidate data against job performance to identify critical success factors. It is not simply gathering expertise; it is applying information to make better decisions.
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