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SHRM-CP Competencies Questions - Part 55
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
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
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.
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.
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