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SHRM-CP Certification Exam Questions 2023 - Day 27
1. What would be the best criteria to use in deciding whether to implement either or both assessment alternatives?
A) A. Validity in predicting success and accessibility to all qualified employees
B) B. Opinions from a few of the HR manager's friends who have used the system in their company
C) C. Cost-effectiveness and number of employees who can be assessed in each period
D) D. Acceptance by users and time required for assessment
2. In this situation, what ethical consideration should be mostly highly considered in crafting a talent assessment tool?
A) A. Attention to fair access only
B) B. Opportunities for minority groups
C) C. Alignment with the talent development strategy
D) D. Definition of criteria for success in management positions
3. Refer to the following scenario for the next 4 questions. A restaurant chain located in multiple regions with thousands of employees makes a policy change in its payment procedures. The new policy requires servers at sit-down restaurants to take table orders from patrons and collect payment before the meal is brought to the table instead of after the food is served and consumed. A few months after implementation, several customers file complaints of unfair treatment, alleging that servers are being selective and not all guests are asked to pay for their meal immediately after the order is placed. An investigation by the VP of HR reveals that indeed not all employees are following the new protocol, resulting in different service experiences. The VP of HR identifies a critical, immediate need for training to mitigate risk related to any future allegations of unfair treatment of guests. The company's president is in agreement with the idea. However, she will support only a limited financial contribution for the training. The VP of HR shares the purpose of the training, the time line, and key deliverables during an HR team meeting. The team expresses concerns about the nonnegotiable, short time frame, the total number of employees to be trained, and the impact on other initiatives in progress. What is the best course of action for the VP of HR to take to ensure high employee engagement during the retraining?
A) A. Certify the HR managers to deliver the training.
B) B. Ask regional locations to establish a prioritization list based on size and revenue.
C) C. Allow employees to sign up voluntarily to attend
D) D. Purchase an existing e-training program to ensure consistency.
4. What step should the VP of HR take to communicate the reason for the training?
A) A. Instruct the marketing department to send a company-wide e-mail discussing the training.
B) B. Direct the learning and development team to introduce the new workshop in a monthly blog.
C) C. Send a video to employees from the president explaining the revised policy and the training.
D) D. Allow supervisors to communicate the pending change and training in their respective staff meetings.
5. How should the VP of HR ensure the effectiveness of the training?
A) A. Implement the program across the company once the design phase is complete.
B) B. Invite HR managers and randomly selected employees to a pilot class and make adjustments based on their feedback.
C) C. Collect employee feedback forms after the training and share results with all employees.
D) D. Identify select HR managers to participate in a pilot class and make adjustments based on their feedback.
6. Which metrics should the VP of HR share to demonstrate the impact of the training on company goals?
A) A. Number of complaints received
B) B. Completed checklists and questionnaires
C) C. Pre- and post-test scores
D) D. Performance tests
7. Data Measurement Tools An HR professional is analyzing retention rates across all the functions and divisions in a large organization. There is a high standard deviation (SD) for the dataset. What does this indicate?
A) A high number of errors were made in the data entry process.
B) Retention rates are unusually uniform across the organization.
C) The dataset was probably not structured appropriately for analysis.
D) There is a considerable spread in the data from high to low rates.
8. An analyst predicts a total number of voluntary and involuntary separations over the next year and gives the report a statistical rating of P50. What does this mean?
A) Half of the forecasts will be above the reported number and half will be below.
B) The simulation was repeated 50 times to test its accuracy.
C) The analyst is not very confident in the number’s accuracy.
D) The sample size was half of the total workforce size at the time of analysis.
9. Which best describes the mode in a set of data?
A) Middle point of values
B) Range of values
C) Average of numbers
D) Value appearing most often
10. Refer to the following scenario for the next 4 questions. A successful contract drug manufacturing company is facing new competitive challenges and cost pressures. The senior leaders work together to develop an outline for a new organizational structure, but they agree that, to produce more effective outcomes, they have to instill a culture of collaboration at each site. As part of the approach, the leadership team wants to identify positive and negative behaviors that have a high impact on outcomes and then either reinforce or change the workplace or cultural factors that contribute to these behaviors. The approach is implemented in the following four phases: Identifying the key behavioral issues Understanding the causes and consequences of the behaviors Designing solutions and action plans to address the behaviors Implementing the behavioral changes The initiative also includes tightly defining roles for each person on the senior leadership team and accountabilities and decision-making authority of the site design teams. Metrics and measures of success are identified prior to implementation, with ongoing tracking and review of progress on the key metrics identified. The HR leader, who has been an active participant in the design of the intervention, is excited to begin the process with the HR function. Each functional leader is tasked with implementing this intervention in his or her function. What comprehensive approach should the HR leader implement to improve coordination of the HR function with the rest of the organization?
A) A. Focusing on achieving the end result of integration regardless of the obstacles that may be faced
B) B. Conducting a systems review of the current practices and procedures related to talent acquisition
C) C. Conducting an external environmental scan and evaluating its impact on the HR function
D) D. Conducting a SWOT analysis of HR and realigning the HR function to meet customer needs
A) A. Validity in predicting success and accessibility to all qualified employees
B) B. Opinions from a few of the HR manager's friends who have used the system in their company
C) C. Cost-effectiveness and number of employees who can be assessed in each period
D) D. Acceptance by users and time required for assessment
2. In this situation, what ethical consideration should be mostly highly considered in crafting a talent assessment tool?
A) A. Attention to fair access only
B) B. Opportunities for minority groups
C) C. Alignment with the talent development strategy
D) D. Definition of criteria for success in management positions
3. Refer to the following scenario for the next 4 questions. A restaurant chain located in multiple regions with thousands of employees makes a policy change in its payment procedures. The new policy requires servers at sit-down restaurants to take table orders from patrons and collect payment before the meal is brought to the table instead of after the food is served and consumed. A few months after implementation, several customers file complaints of unfair treatment, alleging that servers are being selective and not all guests are asked to pay for their meal immediately after the order is placed. An investigation by the VP of HR reveals that indeed not all employees are following the new protocol, resulting in different service experiences. The VP of HR identifies a critical, immediate need for training to mitigate risk related to any future allegations of unfair treatment of guests. The company's president is in agreement with the idea. However, she will support only a limited financial contribution for the training. The VP of HR shares the purpose of the training, the time line, and key deliverables during an HR team meeting. The team expresses concerns about the nonnegotiable, short time frame, the total number of employees to be trained, and the impact on other initiatives in progress. What is the best course of action for the VP of HR to take to ensure high employee engagement during the retraining?
A) A. Certify the HR managers to deliver the training.
B) B. Ask regional locations to establish a prioritization list based on size and revenue.
C) C. Allow employees to sign up voluntarily to attend
D) D. Purchase an existing e-training program to ensure consistency.
4. What step should the VP of HR take to communicate the reason for the training?
A) A. Instruct the marketing department to send a company-wide e-mail discussing the training.
B) B. Direct the learning and development team to introduce the new workshop in a monthly blog.
C) C. Send a video to employees from the president explaining the revised policy and the training.
D) D. Allow supervisors to communicate the pending change and training in their respective staff meetings.
5. How should the VP of HR ensure the effectiveness of the training?
A) A. Implement the program across the company once the design phase is complete.
B) B. Invite HR managers and randomly selected employees to a pilot class and make adjustments based on their feedback.
C) C. Collect employee feedback forms after the training and share results with all employees.
D) D. Identify select HR managers to participate in a pilot class and make adjustments based on their feedback.
6. Which metrics should the VP of HR share to demonstrate the impact of the training on company goals?
A) A. Number of complaints received
B) B. Completed checklists and questionnaires
C) C. Pre- and post-test scores
D) D. Performance tests
7. Data Measurement Tools An HR professional is analyzing retention rates across all the functions and divisions in a large organization. There is a high standard deviation (SD) for the dataset. What does this indicate?
A) A high number of errors were made in the data entry process.
B) Retention rates are unusually uniform across the organization.
C) The dataset was probably not structured appropriately for analysis.
D) There is a considerable spread in the data from high to low rates.
8. An analyst predicts a total number of voluntary and involuntary separations over the next year and gives the report a statistical rating of P50. What does this mean?
A) Half of the forecasts will be above the reported number and half will be below.
B) The simulation was repeated 50 times to test its accuracy.
C) The analyst is not very confident in the number’s accuracy.
D) The sample size was half of the total workforce size at the time of analysis.
9. Which best describes the mode in a set of data?
A) Middle point of values
B) Range of values
C) Average of numbers
D) Value appearing most often
10. Refer to the following scenario for the next 4 questions. A successful contract drug manufacturing company is facing new competitive challenges and cost pressures. The senior leaders work together to develop an outline for a new organizational structure, but they agree that, to produce more effective outcomes, they have to instill a culture of collaboration at each site. As part of the approach, the leadership team wants to identify positive and negative behaviors that have a high impact on outcomes and then either reinforce or change the workplace or cultural factors that contribute to these behaviors. The approach is implemented in the following four phases: Identifying the key behavioral issues Understanding the causes and consequences of the behaviors Designing solutions and action plans to address the behaviors Implementing the behavioral changes The initiative also includes tightly defining roles for each person on the senior leadership team and accountabilities and decision-making authority of the site design teams. Metrics and measures of success are identified prior to implementation, with ongoing tracking and review of progress on the key metrics identified. The HR leader, who has been an active participant in the design of the intervention, is excited to begin the process with the HR function. Each functional leader is tasked with implementing this intervention in his or her function. What comprehensive approach should the HR leader implement to improve coordination of the HR function with the rest of the organization?
A) A. Focusing on achieving the end result of integration regardless of the obstacles that may be faced
B) B. Conducting a systems review of the current practices and procedures related to talent acquisition
C) C. Conducting an external environmental scan and evaluating its impact on the HR function
D) D. Conducting a SWOT analysis of HR and realigning the HR function to meet customer needs
1. Right Answer: A
Explanation: A is the best answer. Validity is crucial to identifying employees with true potential, and accessibility is critical in a global organization. B is incorrect. Anecdotal evidence is not reliable enough to use in making a business decision. C is incorrect. These criteria do not appear to be as highly valued in this organization as validity and access. D is incorrect. Neither of these criteria will speak to the ability of the tool to identify good candidates for management positions.
2. Right Answer: D
Explanation: D is the best answer. The definition of criteria for success is important, since overt or hidden bias can shape the criteria in such a way that candidates are unfairly excluded from opportunities. A is incorrect. The more critical issue is lack of bias in the tool itself, not the accessibility of the tool (i.e., whether employees can use the assessment center no matter where they are located). B is incorrect. There is no indication that the organization needs special action to promote diversity. C is incorrect. Strategic alignment is a business issue, not an ethical issue.
3. Right Answer: A
Explanation: A is the best response. Equipping the instructors with evidence of technical expertise will increase their confidence, improve the effectiveness of the training, and build trust with employees who take the training. B is incorrect. The training is a priority for all employees, regardless of size and revenue. C is incorrect, as this approach would make the training seem optional. D is incorrect. Simply purchasing an e-training program does not ensure engagement or compliance. Moreover, there is no assurance that an existing e-training program will meet the needs of the restaurant chain.
4. Right Answer: C
Explanation: C is the best response. Since the training is organization-wide, communication from the president gives the workshop the necessary sponsorship from senior leadership in addition to credibility. A is incorrect. An e-mail should never be the primary means of communicating important messages in a company. B is incorrect. Informing staff via a monthly blog minimizes the importance of the training and doesn't allow for employee engagement. D is incorrect. Due to the importance and magnitude of this training, it is critical for senior leadership to deliver the message. Supervisors could help reinforce the message to employees.
5. Right Answer: B
Explanation: B is the best response. This would be the best way to gauge the effectiveness of the training and receive feedback, since the HR managers and the employees will be directly involved in the training. A is incorrect. Implementing a training program prior to a pilot would not increase the effectiveness of the training. C is incorrect. While this could help future training, it does not increase the effectiveness of the initial training. D is incorrect. A sample from the entire employee population who will be receiving the training should be used, not just HR managers.
6. Right Answer: A
Explanation: A is the best response. The results level of Kirkpatrick's evaluation model measures the impact to the business. B is incorrect. This data-gathering method would be used to measure reaction in Kirkpatrick's evaluation model. C is incorrect. This data-gathering method would be used to measure learning in Kirkpatrick's evaluation model. D is incorrect. This data-gathering method would be used to measure behavior in Kirkpatrick's evaluation model.
7. Right Answer: D
Explanation: The standard deviation indicates the distance from the mean. When the SD is high, this indicates a greater number of outliers, rates that are either much higher or lower than the average.
8. Right Answer: A
Explanation: P50 indicates that an estimate lies in the middle of a range: half are higher and half lower.
9. Right Answer: D
Explanation: The mode is the most frequently occurring value, the median is the middle number in the range, and the mean (weighted or unweighted) is the average score.
10. Right Answer: D
Explanation: D is the best response, since it begins with a gap analysis, identifying how the function's strengths and weaknesses align with the needs of HR's customers, including senior management. A is incorrect. Many times, change initiatives fail due to employees being so focused on the end result that they are unwilling to change course even in the face of obvious obstacles. B is incorrect. The first step is to ensure that the HR leader looks at each area within the HR function versus focusing on only one functional area—in this case, talent acquisition. C is incorrect. Although an external scan is an important part of creating an HR strategy, it is not a comprehensive plan because it does not evaluate the internal factors.
Explanation: A is the best answer. Validity is crucial to identifying employees with true potential, and accessibility is critical in a global organization. B is incorrect. Anecdotal evidence is not reliable enough to use in making a business decision. C is incorrect. These criteria do not appear to be as highly valued in this organization as validity and access. D is incorrect. Neither of these criteria will speak to the ability of the tool to identify good candidates for management positions.
2. Right Answer: D
Explanation: D is the best answer. The definition of criteria for success is important, since overt or hidden bias can shape the criteria in such a way that candidates are unfairly excluded from opportunities. A is incorrect. The more critical issue is lack of bias in the tool itself, not the accessibility of the tool (i.e., whether employees can use the assessment center no matter where they are located). B is incorrect. There is no indication that the organization needs special action to promote diversity. C is incorrect. Strategic alignment is a business issue, not an ethical issue.
3. Right Answer: A
Explanation: A is the best response. Equipping the instructors with evidence of technical expertise will increase their confidence, improve the effectiveness of the training, and build trust with employees who take the training. B is incorrect. The training is a priority for all employees, regardless of size and revenue. C is incorrect, as this approach would make the training seem optional. D is incorrect. Simply purchasing an e-training program does not ensure engagement or compliance. Moreover, there is no assurance that an existing e-training program will meet the needs of the restaurant chain.
4. Right Answer: C
Explanation: C is the best response. Since the training is organization-wide, communication from the president gives the workshop the necessary sponsorship from senior leadership in addition to credibility. A is incorrect. An e-mail should never be the primary means of communicating important messages in a company. B is incorrect. Informing staff via a monthly blog minimizes the importance of the training and doesn't allow for employee engagement. D is incorrect. Due to the importance and magnitude of this training, it is critical for senior leadership to deliver the message. Supervisors could help reinforce the message to employees.
5. Right Answer: B
Explanation: B is the best response. This would be the best way to gauge the effectiveness of the training and receive feedback, since the HR managers and the employees will be directly involved in the training. A is incorrect. Implementing a training program prior to a pilot would not increase the effectiveness of the training. C is incorrect. While this could help future training, it does not increase the effectiveness of the initial training. D is incorrect. A sample from the entire employee population who will be receiving the training should be used, not just HR managers.
6. Right Answer: A
Explanation: A is the best response. The results level of Kirkpatrick's evaluation model measures the impact to the business. B is incorrect. This data-gathering method would be used to measure reaction in Kirkpatrick's evaluation model. C is incorrect. This data-gathering method would be used to measure learning in Kirkpatrick's evaluation model. D is incorrect. This data-gathering method would be used to measure behavior in Kirkpatrick's evaluation model.
7. Right Answer: D
Explanation: The standard deviation indicates the distance from the mean. When the SD is high, this indicates a greater number of outliers, rates that are either much higher or lower than the average.
8. Right Answer: A
Explanation: P50 indicates that an estimate lies in the middle of a range: half are higher and half lower.
9. Right Answer: D
Explanation: The mode is the most frequently occurring value, the median is the middle number in the range, and the mean (weighted or unweighted) is the average score.
10. Right Answer: D
Explanation: D is the best response, since it begins with a gap analysis, identifying how the function's strengths and weaknesses align with the needs of HR's customers, including senior management. A is incorrect. Many times, change initiatives fail due to employees being so focused on the end result that they are unwilling to change course even in the face of obvious obstacles. B is incorrect. The first step is to ensure that the HR leader looks at each area within the HR function versus focusing on only one functional area—in this case, talent acquisition. C is incorrect. Although an external scan is an important part of creating an HR strategy, it is not a comprehensive plan because it does not evaluate the internal factors.
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