Published - Fri, 03 Mar 2023
SHRM-CP Certification Exam Questions 2023 - Day 28
1. What steps should the HR leader take to change the behaviors of the HR team?
A) A. Coaching and mentoring the HR team on the required behavior changes
B) B. Demanding that HR employees automatically adjust their behavior
C) C. Waiting for HR employees to ask for help with the behavior changes
D) D. Motivating the HR employees by outlining the negative consequences of not changing
2. What is the best course of action for the HR leader to take to sustain the critical behavior changes?
A) A. Allowing employees to change behaviors at their own pace so they can become more comfortable with the change
B) B. Communicating the new expectations and then creating measurable objectives to monitor performance
C) C. Training employees on the new behavioral expectations of the organization
D) D. Informing the employees of the need for the new behaviors and collectively having them come up with the standards
3. What should the HR leader's first step be when redesigning the HR function?
A) A. Determining the needs of the organization and then assessing the gap between those needs and the current output of the HR function
B) B. Creating a structure and processes that focus on compliance as a priority in order to avoid legal issues for the organization
C) C. Conducting an HR audit to determine the current level of legal compliance and then building the structure to address any issues or deficiencies
D) D. Maintaining the current HR service delivery approach, making changes as business needs dictate
4. Data Analysis Tools Which tool would be best for analyzing and presenting data about the relationship between years of education and amount of income?
A) Histogram
B) Scatter diagram
C) Cause-and-effect diagram
D) Control chart
5. What data analysis tool should be used to show the relationship between employees' formal education and job performance ratings?
A) Pie chart
B) Scatter diagram
C) Trend analysis
D) Pareto chart
6. An HR strategic planning team wants to see what the effects on payroll will be if management realigns production capacity in different ways. Which analytical tool should HR use?
A) Scenario analysis
B) Variance analysis
C) Root cause analysis
D) Trend analysis
7. Refer to the following scenario for the next 3 questions. The CEO of a fast-growing start-up company is worried that the company will not have the skilled workforce needed in the future to keep up with the dynamic needs of the business, and he asks the HR manager to anticipate and plan for the workforce gaps. The HR manager has been partnering with educational institutions, other businesses, and the local workforce development office to get more information about anticipated skill gaps and to develop an action plan. These resources have been supportive but are unsure of what skills might be needed and when these gaps will exist. The HR manager must navigate this uncertainty and provide a plan to the CEO. What action should the HR manager take to define the scope of the workforce needs?
A) A. Request a report from the local workforce development office on in-demand occupations.
B) B. Ask current employees what training they feel is most needed for their jobs.
C) C. Ask educational institutions to identify the skills they feel are most critical for the future.
D) D. Meet with the CEO to discuss the company's goals for the future.
8. The HR manager has identified the most critical skills that will be needed. Which is the most effective approach to developing the workforce?
A) A. Implement a bonus program that rewards employees for developing critical skills.
B) B. Provide managers with the list of skills and ask them to mentor employees on them.
C) C. Assess current employees on these critical skills to identify gaps that exist.
D) D. Tell employees which skills are needed and ask them to refer people who have these skills.
9. The HR manager learns that other businesses in the same industry are sourcing candidates who have a rare, highly technical skill set because it was recently promoted in the press. What step should the HR manager take first after learning this?
A) A. Interview managers at the company to obtain their perceptions about the need for this skill set.
B) B. Ask local schools if their curriculum is focused on developing this skill set among students.
C) C. Suggest to the CEO that obtaining this skill set could make the company more competitive.
D) D. Ask the local workforce development office if they agree with the assessment of this skill set as critical.
10. How should an HR professional use trend analysis?
A) To plan possible responses to changes in labor supply
B) To assess the effectiveness of organizational development efforts
C) To understand how the organization's policies can be adapted globally
D) To align organizational and HR strategies
A) A. Coaching and mentoring the HR team on the required behavior changes
B) B. Demanding that HR employees automatically adjust their behavior
C) C. Waiting for HR employees to ask for help with the behavior changes
D) D. Motivating the HR employees by outlining the negative consequences of not changing
2. What is the best course of action for the HR leader to take to sustain the critical behavior changes?
A) A. Allowing employees to change behaviors at their own pace so they can become more comfortable with the change
B) B. Communicating the new expectations and then creating measurable objectives to monitor performance
C) C. Training employees on the new behavioral expectations of the organization
D) D. Informing the employees of the need for the new behaviors and collectively having them come up with the standards
3. What should the HR leader's first step be when redesigning the HR function?
A) A. Determining the needs of the organization and then assessing the gap between those needs and the current output of the HR function
B) B. Creating a structure and processes that focus on compliance as a priority in order to avoid legal issues for the organization
C) C. Conducting an HR audit to determine the current level of legal compliance and then building the structure to address any issues or deficiencies
D) D. Maintaining the current HR service delivery approach, making changes as business needs dictate
4. Data Analysis Tools Which tool would be best for analyzing and presenting data about the relationship between years of education and amount of income?
A) Histogram
B) Scatter diagram
C) Cause-and-effect diagram
D) Control chart
5. What data analysis tool should be used to show the relationship between employees' formal education and job performance ratings?
A) Pie chart
B) Scatter diagram
C) Trend analysis
D) Pareto chart
6. An HR strategic planning team wants to see what the effects on payroll will be if management realigns production capacity in different ways. Which analytical tool should HR use?
A) Scenario analysis
B) Variance analysis
C) Root cause analysis
D) Trend analysis
7. Refer to the following scenario for the next 3 questions. The CEO of a fast-growing start-up company is worried that the company will not have the skilled workforce needed in the future to keep up with the dynamic needs of the business, and he asks the HR manager to anticipate and plan for the workforce gaps. The HR manager has been partnering with educational institutions, other businesses, and the local workforce development office to get more information about anticipated skill gaps and to develop an action plan. These resources have been supportive but are unsure of what skills might be needed and when these gaps will exist. The HR manager must navigate this uncertainty and provide a plan to the CEO. What action should the HR manager take to define the scope of the workforce needs?
A) A. Request a report from the local workforce development office on in-demand occupations.
B) B. Ask current employees what training they feel is most needed for their jobs.
C) C. Ask educational institutions to identify the skills they feel are most critical for the future.
D) D. Meet with the CEO to discuss the company's goals for the future.
8. The HR manager has identified the most critical skills that will be needed. Which is the most effective approach to developing the workforce?
A) A. Implement a bonus program that rewards employees for developing critical skills.
B) B. Provide managers with the list of skills and ask them to mentor employees on them.
C) C. Assess current employees on these critical skills to identify gaps that exist.
D) D. Tell employees which skills are needed and ask them to refer people who have these skills.
9. The HR manager learns that other businesses in the same industry are sourcing candidates who have a rare, highly technical skill set because it was recently promoted in the press. What step should the HR manager take first after learning this?
A) A. Interview managers at the company to obtain their perceptions about the need for this skill set.
B) B. Ask local schools if their curriculum is focused on developing this skill set among students.
C) C. Suggest to the CEO that obtaining this skill set could make the company more competitive.
D) D. Ask the local workforce development office if they agree with the assessment of this skill set as critical.
10. How should an HR professional use trend analysis?
A) To plan possible responses to changes in labor supply
B) To assess the effectiveness of organizational development efforts
C) To understand how the organization's policies can be adapted globally
D) To align organizational and HR strategies
1. Right Answer: A
Explanation: A is the best response, as both the employees and the organization benefit when leaders use coaching as a connective behavior. The ideal outcome is that employees' behaviors will be on target to assist the HR team and the organization deliver the required business results. B is incorrect. One should never assume that a behavior will automatically change. As such, communication, coaching, and mentoring are all needed. C is incorrect. The HR leader and the entire HR team typically set the tone for change within the organization. By waiting, the HR leader cannot ensure that all of the HR team is on board with the necessary behavioral changes. D is incorrect. Motivation through negative consequences, such as criticizing or talking more than listening, most likely will result in employees who are less responsible for and are uncommitted to the success of the organization.
2. Right Answer: B
Explanation: B is the best response. Providing information to the employees about the need for the behavior change is necessary. Providing the context can also enhance individual motivation to change. A is incorrect. The HR leader, on behalf of the organization, needs to set the pace and expectations for the expected behavioral change. By allowing employees to set their own pace and acceptance, there will be inconsistencies between what is expected and the reality. It may also cause animosity among employees if they are not held accountable to the same behaviors. C is incorrect, as training will not create behavioral change. It will only share what the expected behaviors are. D is incorrect. Informing the employees of the new expectations is only a part of the process. It does not put specific mechanisms in place to ensure that the new behavior will remain constant.
3. Right Answer: A
Explanation: A is the best response. In order for HR to serve the needs of the organization, those needs must be determined and then measured against the current output of the department. B is incorrect, as a focus on compliance as a priority does not align with the stated business priorities for the organization. By doing so, the HR function will most likely fall into the trap of policing instead of adding value to the organization's new needs or behavior expectations. C is incorrect. Although auditing for legal compliance is important, it does not align the department with the organization's business needs. D is incorrect. Taking a wait-and-see approach and responding reactively to business needs or changes versus responding with a proactive plan does not add value to the organization and may cause non-HR business leaders to question the need for the HR function overall.
4. Right Answer: B
Explanation: A scatter diagram shows possible relationships between two variables. For example, if an HR professional wants to find out if there is a relationship between years of education and amount of income, he or she could create a scatter diagram with the years of education placed on one axis and the amount of income on the other.
5. Right Answer: B
Explanation: Scatter diagrams are used to show relationships between two variables—in this case, education level and performance rating.
6. Right Answer: A
Explanation: Scenario analysis is the appropriate tool here because it projects outcomes under different conditions (in this case, the production options).
7. Right Answer: D
Explanation: D is correct. To begin the demand analysis of strategic workforce planning, a clear understanding of the strategic direction of the organization is critical. This allows the HR manager to understand what future work activities will be performed and to better determine what knowledge, skills, abilities, and competencies will be needed in future talent. This information will then support the completion of the strategic workforce plan and allow for the creation of a tactical staffing plan. A is incorrect, as this would not be a first step to create a strategic workforce plan and the information may not be relevant to the company. B is incorrect, as a training plan is an outcome of a strategic plan. C is incorrect, as this information would be more general in nature and may not apply to the organizational needs
8. Right Answer: C
Explanation: C is correct. Once the future knowledge, skill, ability, and competency areas are identified, a talent review of current employees is an important step. This helps in determining which strategy (buy, build, or borrow or some combination of the three) is the best option for the organization to obtain the needed talent of the future. A and B are incorrect. These would potentially be outcomes of a workforce plan versus design elements of the plan. D is incorrect, as the identification of future skills would also be an outcome of the plan and feed into the talent acquisition strategy.
9. Right Answer: A
Explanation: A is correct. Validation of anecdotal data demonstrates a solid understanding of how to use data to make accurate evidence-based decisions. Using the existing relationships that the HR manager has with the rest of the management team also allows the HR manager to increase his or her understanding of how this area contributes value to the organization. B and C are incorrect, as there is no evidence that this skill is relevant. D is incorrect, as it does not allow for an understanding of whether the skill is critical for the organization
10. Right Answer: A
Explanation: Trend analysis describes patterns in the past and projects future conditions based on those patterns. For example, HR can see when declines in certain types of degrees will become problematic for the organization and require a strategic response. Analyzing the fit of HR-related policies to a specific country's cultural environment, creating strategic alignment, and assessing HR performance do not produce information about what will happen in the future.
Explanation: A is the best response, as both the employees and the organization benefit when leaders use coaching as a connective behavior. The ideal outcome is that employees' behaviors will be on target to assist the HR team and the organization deliver the required business results. B is incorrect. One should never assume that a behavior will automatically change. As such, communication, coaching, and mentoring are all needed. C is incorrect. The HR leader and the entire HR team typically set the tone for change within the organization. By waiting, the HR leader cannot ensure that all of the HR team is on board with the necessary behavioral changes. D is incorrect. Motivation through negative consequences, such as criticizing or talking more than listening, most likely will result in employees who are less responsible for and are uncommitted to the success of the organization.
2. Right Answer: B
Explanation: B is the best response. Providing information to the employees about the need for the behavior change is necessary. Providing the context can also enhance individual motivation to change. A is incorrect. The HR leader, on behalf of the organization, needs to set the pace and expectations for the expected behavioral change. By allowing employees to set their own pace and acceptance, there will be inconsistencies between what is expected and the reality. It may also cause animosity among employees if they are not held accountable to the same behaviors. C is incorrect, as training will not create behavioral change. It will only share what the expected behaviors are. D is incorrect. Informing the employees of the new expectations is only a part of the process. It does not put specific mechanisms in place to ensure that the new behavior will remain constant.
3. Right Answer: A
Explanation: A is the best response. In order for HR to serve the needs of the organization, those needs must be determined and then measured against the current output of the department. B is incorrect, as a focus on compliance as a priority does not align with the stated business priorities for the organization. By doing so, the HR function will most likely fall into the trap of policing instead of adding value to the organization's new needs or behavior expectations. C is incorrect. Although auditing for legal compliance is important, it does not align the department with the organization's business needs. D is incorrect. Taking a wait-and-see approach and responding reactively to business needs or changes versus responding with a proactive plan does not add value to the organization and may cause non-HR business leaders to question the need for the HR function overall.
4. Right Answer: B
Explanation: A scatter diagram shows possible relationships between two variables. For example, if an HR professional wants to find out if there is a relationship between years of education and amount of income, he or she could create a scatter diagram with the years of education placed on one axis and the amount of income on the other.
5. Right Answer: B
Explanation: Scatter diagrams are used to show relationships between two variables—in this case, education level and performance rating.
6. Right Answer: A
Explanation: Scenario analysis is the appropriate tool here because it projects outcomes under different conditions (in this case, the production options).
7. Right Answer: D
Explanation: D is correct. To begin the demand analysis of strategic workforce planning, a clear understanding of the strategic direction of the organization is critical. This allows the HR manager to understand what future work activities will be performed and to better determine what knowledge, skills, abilities, and competencies will be needed in future talent. This information will then support the completion of the strategic workforce plan and allow for the creation of a tactical staffing plan. A is incorrect, as this would not be a first step to create a strategic workforce plan and the information may not be relevant to the company. B is incorrect, as a training plan is an outcome of a strategic plan. C is incorrect, as this information would be more general in nature and may not apply to the organizational needs
8. Right Answer: C
Explanation: C is correct. Once the future knowledge, skill, ability, and competency areas are identified, a talent review of current employees is an important step. This helps in determining which strategy (buy, build, or borrow or some combination of the three) is the best option for the organization to obtain the needed talent of the future. A and B are incorrect. These would potentially be outcomes of a workforce plan versus design elements of the plan. D is incorrect, as the identification of future skills would also be an outcome of the plan and feed into the talent acquisition strategy.
9. Right Answer: A
Explanation: A is correct. Validation of anecdotal data demonstrates a solid understanding of how to use data to make accurate evidence-based decisions. Using the existing relationships that the HR manager has with the rest of the management team also allows the HR manager to increase his or her understanding of how this area contributes value to the organization. B and C are incorrect, as there is no evidence that this skill is relevant. D is incorrect, as it does not allow for an understanding of whether the skill is critical for the organization
10. Right Answer: A
Explanation: Trend analysis describes patterns in the past and projects future conditions based on those patterns. For example, HR can see when declines in certain types of degrees will become problematic for the organization and require a strategic response. Analyzing the fit of HR-related policies to a specific country's cultural environment, creating strategic alignment, and assessing HR performance do not produce information about what will happen in the future.
80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
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