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SHRM-CP Competencies Questions - Part 45
1. Which action should the HR director take to best ensure that the company's compensation structures are competitive?
A) A. Engage a third-party consulting firm to do a full analysis of job types and associated compensation structures.
B) B. Use salary information available on the Internet to benchmark current job types to market data.
C) C. Implement changes to the current compensation structures by working with the recruiting team to gather candidate compensation expectations.
D) D. Encourage managers to send HR specific examples of compensation concerns, using these as input to update compensation structures.
2. As the business continues to expand in support of the company's strategic direction, how should the HR director address longer-term hiring needs?
A) A. Participate in strategic planning sessions to help align HR talent practices with the future business direction.
B) B. Implement a workforce planning group that focuses on long-term talent management.
C) C. Conduct information-gathering sessions with company leaders to understand future workforce needs.
D) D. Implement an internal process to review talent needs annually during the strategic planning process.
3. Which should be the first step in solving an organization's problems with a sharp increase in back orders of shipments?
A) Developing a soft-skills training program
B) Recruiting additional skilled employees
C) Instituting a job rotation program
D) Performing a process analysis
4. Change Management An organization has struggled to launch a new HR management system with higher integration and more functionality. The new user requirements are very different, and the beta test was problematic. The vendor fixed the problems, but the staff's nervousness about having to learn a new system has combined with the poor beta test experience to create resistance to bringing the final product online. Which actions should the HR manager take now to help to implement this initiative?
A) Meet with the staff and the vendor to discuss issues.
B) Request that the vendor simplify the system and user requirements.
C) Revise the project schedule to delay implementation until the issues are resolved.
D) Arrange a pre-launch celebration and invite all employees.
5. Which action best illustrates HR's strategic role in an organizational change initiative?
A) Monitoring and ensuring compliance with change
B) Influencing and affecting management's view of organizational change
C) Instituting radical changes in the organization
D) Dealing with resistance to organizational change
A) A. Engage a third-party consulting firm to do a full analysis of job types and associated compensation structures.
B) B. Use salary information available on the Internet to benchmark current job types to market data.
C) C. Implement changes to the current compensation structures by working with the recruiting team to gather candidate compensation expectations.
D) D. Encourage managers to send HR specific examples of compensation concerns, using these as input to update compensation structures.
2. As the business continues to expand in support of the company's strategic direction, how should the HR director address longer-term hiring needs?
A) A. Participate in strategic planning sessions to help align HR talent practices with the future business direction.
B) B. Implement a workforce planning group that focuses on long-term talent management.
C) C. Conduct information-gathering sessions with company leaders to understand future workforce needs.
D) D. Implement an internal process to review talent needs annually during the strategic planning process.
3. Which should be the first step in solving an organization's problems with a sharp increase in back orders of shipments?
A) Developing a soft-skills training program
B) Recruiting additional skilled employees
C) Instituting a job rotation program
D) Performing a process analysis
4. Change Management An organization has struggled to launch a new HR management system with higher integration and more functionality. The new user requirements are very different, and the beta test was problematic. The vendor fixed the problems, but the staff's nervousness about having to learn a new system has combined with the poor beta test experience to create resistance to bringing the final product online. Which actions should the HR manager take now to help to implement this initiative?
A) Meet with the staff and the vendor to discuss issues.
B) Request that the vendor simplify the system and user requirements.
C) Revise the project schedule to delay implementation until the issues are resolved.
D) Arrange a pre-launch celebration and invite all employees.
5. Which action best illustrates HR's strategic role in an organizational change initiative?
A) Monitoring and ensuring compliance with change
B) Influencing and affecting management's view of organizational change
C) Instituting radical changes in the organization
D) Dealing with resistance to organizational change
1. Right Answer: A
Explanation: A is the best answer, as the HR director will engage a credible, reliable expert to provide valid, objective data that can be used to educate the managers on the climate of the labor market. Using the Consultation competency, the HR director can use the credible data in influencing the managers. B, C, and D are not the best answers, because these data types are not credible or valid.
2. Right Answer: A
Explanation: A is the correct answer, as the HR director is participating in the strategic planning meetings of the organization and aligning HR initiatives with the organization's strategies by demonstrating an understanding of the business (the Business Acumen competency). B, C, and D are not the best answers to demonstrate competencies. These responses are more consistent with HR initiatives that may be implemented.
3. Right Answer: D
Explanation: A process analysis defines a base line and can identify sources of problems. At the same time, firsthand information can be collected from employees and workplaces can be observed. Such problem solving provides a thorough understanding of why the problem occurs and what must be corrected. The other answers attempt to implement solutions before a cause is fully understood.
4. Right Answer: A
Explanation: Communication is essential throughout the change process, especially when employees have become skeptical that a change offers real benefits. A meeting with the vendor and all staff members gives staff a chance to discuss misgivings and ask questions. A celebration is not always the best way to motivate a group; the negative feelings must be cleared away first. Changing the system will be costly and may lessen its functionality. The schedule does not appear to be an issue, and changing it does not address the core issue.
5. Right Answer: B
Explanation: In its strategic role, HR influences management's view of the organizational change, helping management identify and deal with organizational change issues before any action is taken. Once senior management institutes the changes, however, HR plays a secondary role in dealing with possible resistance and monitoring compliance.
Explanation: A is the best answer, as the HR director will engage a credible, reliable expert to provide valid, objective data that can be used to educate the managers on the climate of the labor market. Using the Consultation competency, the HR director can use the credible data in influencing the managers. B, C, and D are not the best answers, because these data types are not credible or valid.
2. Right Answer: A
Explanation: A is the correct answer, as the HR director is participating in the strategic planning meetings of the organization and aligning HR initiatives with the organization's strategies by demonstrating an understanding of the business (the Business Acumen competency). B, C, and D are not the best answers to demonstrate competencies. These responses are more consistent with HR initiatives that may be implemented.
3. Right Answer: D
Explanation: A process analysis defines a base line and can identify sources of problems. At the same time, firsthand information can be collected from employees and workplaces can be observed. Such problem solving provides a thorough understanding of why the problem occurs and what must be corrected. The other answers attempt to implement solutions before a cause is fully understood.
4. Right Answer: A
Explanation: Communication is essential throughout the change process, especially when employees have become skeptical that a change offers real benefits. A meeting with the vendor and all staff members gives staff a chance to discuss misgivings and ask questions. A celebration is not always the best way to motivate a group; the negative feelings must be cleared away first. Changing the system will be costly and may lessen its functionality. The schedule does not appear to be an issue, and changing it does not address the core issue.
5. Right Answer: B
Explanation: In its strategic role, HR influences management's view of the organizational change, helping management identify and deal with organizational change issues before any action is taken. Once senior management institutes the changes, however, HR plays a secondary role in dealing with possible resistance and monitoring compliance.
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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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