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SHRM-CP Competencies Questions - Part 56
1. 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
2. Refer to the following scenario for the next 3 questions. The CEO of a fast-growingΒ 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.
3. 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.
4. 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.
5. 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) Scenario analysis
B) Variance analysis
C) Root cause analysis
D) Trend analysis
2. Refer to the following scenario for the next 3 questions. The CEO of a fast-growingΒ 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.
3. 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.
4. 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.
5. 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: Scenario analysis is the appropriate tool here because it projects outcomes under different conditions (in this case, the production options).
2. 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
3. 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.
4. 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
5. 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.Β 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: Scenario analysis is the appropriate tool here because it projects outcomes under different conditions (in this case, the production options).
2. 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
3. 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.
4. 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
5. 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.Β 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.
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