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SHRM-CP Certification Exam Questions 2023 - Part 43
1. Many countries across the globe have laws prohibiting employment discrimination that follow two very different principles; the first is called equal opportunity where all groups have equal exposure to opportunities without discrimination. The second legal principle is called reservation, which is recognized as providing:
A) Legally mandated percentage quotas or other special considerations for specified groups or ethnic communities
B) Affirmative outreach directed toward underutilized groups or classes
C) Equal opportunity for all groups and minorities without discrimination
D) Set-asides established for certain nonminority groups
2. Which of the following engagement practices during hiring and onboarding most significantly helps prevent low engagement scores later in the employment relationship?
A) Give employees a structured onboarding experience
B) Make the first day count
C) Create accurate first impressions
D) Show employees a path to sucess
3. What onboarding engagement technique best increases the possibility of long-term employee engagement?
A) Provide a PowerPoint presentation of the organization's personnel policies during new hire orientation
B) Encourage social connections by introducing the new employee to employers with whom they have something in common
C) Check in to see whether everything is okay when the new employee reaches his/her first monthly aniversary
D) Host the new employee at lunch on his/her first day of employment
4. Which of the following best describes the purpose of a risk register?
A) It is an annual documentation of medical incidents in the workplace
B) it documents reportable risk events
C) it is used as a historical record of risk exposures
D) It can be used to incrementally identify risk exposure and assign ownership
5. Which diversity benefit has the objective of developing an inclusive diverse workforce that enhances the employer's brand and ability to attract high-potential talent?
A) Recruitment and retention
B) Improved creativity and innovation
C) Global integration and local differentiation
D) Market strengths
A) Legally mandated percentage quotas or other special considerations for specified groups or ethnic communities
B) Affirmative outreach directed toward underutilized groups or classes
C) Equal opportunity for all groups and minorities without discrimination
D) Set-asides established for certain nonminority groups
2. Which of the following engagement practices during hiring and onboarding most significantly helps prevent low engagement scores later in the employment relationship?
A) Give employees a structured onboarding experience
B) Make the first day count
C) Create accurate first impressions
D) Show employees a path to sucess
3. What onboarding engagement technique best increases the possibility of long-term employee engagement?
A) Provide a PowerPoint presentation of the organization's personnel policies during new hire orientation
B) Encourage social connections by introducing the new employee to employers with whom they have something in common
C) Check in to see whether everything is okay when the new employee reaches his/her first monthly aniversary
D) Host the new employee at lunch on his/her first day of employment
4. Which of the following best describes the purpose of a risk register?
A) It is an annual documentation of medical incidents in the workplace
B) it documents reportable risk events
C) it is used as a historical record of risk exposures
D) It can be used to incrementally identify risk exposure and assign ownership
5. Which diversity benefit has the objective of developing an inclusive diverse workforce that enhances the employer's brand and ability to attract high-potential talent?
A) Recruitment and retention
B) Improved creativity and innovation
C) Global integration and local differentiation
D) Market strengths
1. Right Answer: A
Explanation: On a global scale, reservation is a term applied to the legal principle that establishes legally mandated percentage quotas or other special considerations for specified groups or ethnic communities.
2. Right Answer: A
Explanation: Statistics show that engagement dips dramatically over the first 3 months of employment. Most employees report they did not have any structured onboarding approach during their first 90 days of employment. Significantly, studies show that most of these employees also report lower engagement scores.
3. Right Answer: B
Explanation: Introducing a new employee to employees with whom he/she has something in common is an effective onboarding engagement technique.
4. Right Answer: D
Explanation: The risk register chronologically documents the information about and responsibility for managing specific risk. This information increases the transparency and watching in an organization's risk management process.
5. Right Answer: A
Explanation: Developing an inclusive diverse workforce is a diversity benefit that improves the employer's brand and ability to attract high-potential talent in minority groups.
Explanation: On a global scale, reservation is a term applied to the legal principle that establishes legally mandated percentage quotas or other special considerations for specified groups or ethnic communities.
2. Right Answer: A
Explanation: Statistics show that engagement dips dramatically over the first 3 months of employment. Most employees report they did not have any structured onboarding approach during their first 90 days of employment. Significantly, studies show that most of these employees also report lower engagement scores.
3. Right Answer: B
Explanation: Introducing a new employee to employees with whom he/she has something in common is an effective onboarding engagement technique.
4. Right Answer: D
Explanation: The risk register chronologically documents the information about and responsibility for managing specific risk. This information increases the transparency and watching in an organization's risk management process.
5. Right Answer: A
Explanation: Developing an inclusive diverse workforce is a diversity benefit that improves the employer's brand and ability to attract high-potential talent in minority groups.
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shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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