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SHRM-CP Certification Exam Questions 2023 - Part 17
1. Which organizations are likely to have a decentralized structure?
A) Family-run organizations
B) Large organizations that operate in several locations
C) New small businesses that have not yet centralized their HR function
D) Innovative organizations that reply on technology
2. The manager of the IT department currently conducts bi-annual employee evaluations. The evaluation is filled out on a single sheet of paper. On the front of the paper, employees are scored as 'meets/does not meet expectations' on fifteen core skills and competencies. On the back of the paper, the manager writes more detailed feedback about areas in need of improvement. The paper is returned to employees within two weeks of the evaluation period. The IT manager would like HR's feedback on how to improve this evaluation. What would be the most helpful recommendation?
A) There should be additional evaluation standards beyond 'meets expectations' to recognize and encourage employe achievement
B) The front page of the evaluation is too formulaic and should be eliminated; the manager can just rely on the back page for feedback
C) Bi-annual evaluations are not frequent enough; employees should get official managerial feedback every 1-2 months
D) IT employees are used to working with cutting-edge technology, so the paper form should be replaced by an electronic one
3. What can be gained from an employee value proposition (EVP) approach to employee engagement?
A) An organization can be proactive about attracting and retaining talent by analyzing what benefits it offers as an employer
B) Employees can propose changes to corporate culture
C) Employees can negotiate their own salary adjustments
D) An organization can save money by retaining only the most valuable and productive employees
4. What is one of the primary benefits of an individual development plan (IDP)?
A) It gives all the development responsibility to employees, freeing up HR professionals for other strategic work
B) It helps workers become more invested in their professional development
C) It closely evaluates employees and documents mistakes to avoid wrongful termination complaints when employees are fired
D) It provides managers with greater control over workers daily tasks
5. What is an example of the qualitative impact of a well-managed corporate social responsibility (CSR) program?
A) It improves feelings of employee satisfaction
B) It generates revenue by developing new customers and contacts
C) It involves many activities that are tax-deductable
D) It reduces an organizations leagal liabilities
A) Family-run organizations
B) Large organizations that operate in several locations
C) New small businesses that have not yet centralized their HR function
D) Innovative organizations that reply on technology
2. The manager of the IT department currently conducts bi-annual employee evaluations. The evaluation is filled out on a single sheet of paper. On the front of the paper, employees are scored as 'meets/does not meet expectations' on fifteen core skills and competencies. On the back of the paper, the manager writes more detailed feedback about areas in need of improvement. The paper is returned to employees within two weeks of the evaluation period. The IT manager would like HR's feedback on how to improve this evaluation. What would be the most helpful recommendation?
A) There should be additional evaluation standards beyond 'meets expectations' to recognize and encourage employe achievement
B) The front page of the evaluation is too formulaic and should be eliminated; the manager can just rely on the back page for feedback
C) Bi-annual evaluations are not frequent enough; employees should get official managerial feedback every 1-2 months
D) IT employees are used to working with cutting-edge technology, so the paper form should be replaced by an electronic one
3. What can be gained from an employee value proposition (EVP) approach to employee engagement?
A) An organization can be proactive about attracting and retaining talent by analyzing what benefits it offers as an employer
B) Employees can propose changes to corporate culture
C) Employees can negotiate their own salary adjustments
D) An organization can save money by retaining only the most valuable and productive employees
4. What is one of the primary benefits of an individual development plan (IDP)?
A) It gives all the development responsibility to employees, freeing up HR professionals for other strategic work
B) It helps workers become more invested in their professional development
C) It closely evaluates employees and documents mistakes to avoid wrongful termination complaints when employees are fired
D) It provides managers with greater control over workers daily tasks
5. What is an example of the qualitative impact of a well-managed corporate social responsibility (CSR) program?
A) It improves feelings of employee satisfaction
B) It generates revenue by developing new customers and contacts
C) It involves many activities that are tax-deductable
D) It reduces an organizations leagal liabilities
1. Right Answer: B
Explanation: Large organizations that work in different locations. In a decentralized HR structure, separate HR offices operate largely autonomously, based on separate business units such as different departments of locations. This is useful for organizations with regional or international operations, where HR professionals benefit from having local knowledge of business operations and employee needs.
2. Right Answer: A
Explanation: The purpose of an employee evaluation is to give meaningful feedback that leads employees to set and achieve new goals. If employees are merely scored on whether they meet expectations, they may not be given the impetus they need to set and achieve high-performance objectives.
3. Right Answer: A
Explanation: An organization can be proactive about attracting and retaining talent by analyzing the benefits it offers as an employer. An EVP approach allows an organization to understand how employees perceive the benefit of working for their employer, in turn enabling HR to develop a strategy for recruiting and retaining talent.
4. Right Answer: B
Explanation: Although many development programs may be extended throughout an organization or limited to specific business areas and departments, an IDP is tailored to an employee's specific needs and created with their input and objectives in mind. This makes workers more invested and involved in their own future successes.
5. Right Answer: A
Explanation: Employee satisfaction is closely linked to feelings of contributing to meaningful work. Particularly for the younger generation of workers, employees want to feel that they are making an impact on society. CSR is one way that an organization can allow employees to feel that they are helping others, the environment, and/or their community. The other choices refer to things with a monetary benefit, which would be quantitative rather than qualitative.
Explanation: Large organizations that work in different locations. In a decentralized HR structure, separate HR offices operate largely autonomously, based on separate business units such as different departments of locations. This is useful for organizations with regional or international operations, where HR professionals benefit from having local knowledge of business operations and employee needs.
2. Right Answer: A
Explanation: The purpose of an employee evaluation is to give meaningful feedback that leads employees to set and achieve new goals. If employees are merely scored on whether they meet expectations, they may not be given the impetus they need to set and achieve high-performance objectives.
3. Right Answer: A
Explanation: An organization can be proactive about attracting and retaining talent by analyzing the benefits it offers as an employer. An EVP approach allows an organization to understand how employees perceive the benefit of working for their employer, in turn enabling HR to develop a strategy for recruiting and retaining talent.
4. Right Answer: B
Explanation: Although many development programs may be extended throughout an organization or limited to specific business areas and departments, an IDP is tailored to an employee's specific needs and created with their input and objectives in mind. This makes workers more invested and involved in their own future successes.
5. Right Answer: A
Explanation: Employee satisfaction is closely linked to feelings of contributing to meaningful work. Particularly for the younger generation of workers, employees want to feel that they are making an impact on society. CSR is one way that an organization can allow employees to feel that they are helping others, the environment, and/or their community. The other choices refer to things with a monetary benefit, which would be quantitative rather than qualitative.
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