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SHRM-SCP Organization Questions - Part 4
1. Which qualitative metric should HR consider when evaluating a succession plan?
A) Frequency of open positions to be filled by successors
B) Employee satisfaction with developmental activities
C) Percentage of individuals identified in the plan
D) Readiness and time to full function of candidates
2. Which concern would be closely examined during a merger and acquisition (M&A) if the organization wanted to avoid redundancy in staff resources?
A) Technology
B) Structure
C) Indebtedness
D) Legal compliance
3. Which outcome is most likely if a German company with robust policies and work rules acquires a U.K. company that has few rules and corporate policies and whose?ÿstrength is a quick response to market opportunities?
A) The merged organization will adopt the U.K. company approach, ensuring quick response to market opportunities.
B) The acquired U.K. workforce will easily adopt and adapt to the rules and procedures of the German company.
C) The merged company will experience operational problems and employee dissatisfaction post-merger.
D) The differing organizational approaches of the companies will be a source of workforce challenge and discord.
4. How could an organization?ÿthat is experiencing management turnover reduce its recruitment budget and position itself to attain its goals and objectives?
A) Institute a hiring freeze and cross-train and expand current manager duties.
B) Identify internal candidates with potential to meet the long-range needs.
C) Source only local applicants and require an individual development plan upon hire.
D) Require managers to identify subordinates who can replace them if they leave.
5. Which is the best method to demonstrate to women a commitment to their career development and mitigate their organizational exit?
A) Establish diversity and inclusion initiatives supported by leadership to ensure that?ÿeveryone feels assimilated.
B) Implement a succession plan that provides leadership development and training opportunities.
C) Institute a paid family medical leave program that provides time off for women to care for young children.
D) Provide opportunities for women to meet with the leadership to discuss ideas and concerns.
A) Frequency of open positions to be filled by successors
B) Employee satisfaction with developmental activities
C) Percentage of individuals identified in the plan
D) Readiness and time to full function of candidates
2. Which concern would be closely examined during a merger and acquisition (M&A) if the organization wanted to avoid redundancy in staff resources?
A) Technology
B) Structure
C) Indebtedness
D) Legal compliance
3. Which outcome is most likely if a German company with robust policies and work rules acquires a U.K. company that has few rules and corporate policies and whose?ÿstrength is a quick response to market opportunities?
A) The merged organization will adopt the U.K. company approach, ensuring quick response to market opportunities.
B) The acquired U.K. workforce will easily adopt and adapt to the rules and procedures of the German company.
C) The merged company will experience operational problems and employee dissatisfaction post-merger.
D) The differing organizational approaches of the companies will be a source of workforce challenge and discord.
4. How could an organization?ÿthat is experiencing management turnover reduce its recruitment budget and position itself to attain its goals and objectives?
A) Institute a hiring freeze and cross-train and expand current manager duties.
B) Identify internal candidates with potential to meet the long-range needs.
C) Source only local applicants and require an individual development plan upon hire.
D) Require managers to identify subordinates who can replace them if they leave.
5. Which is the best method to demonstrate to women a commitment to their career development and mitigate their organizational exit?
A) Establish diversity and inclusion initiatives supported by leadership to ensure that?ÿeveryone feels assimilated.
B) Implement a succession plan that provides leadership development and training opportunities.
C) Institute a paid family medical leave program that provides time off for women to care for young children.
D) Provide opportunities for women to meet with the leadership to discuss ideas and concerns.
1. Right Answer: D
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2. Right Answer: B
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: B
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Explanation: You can write comment
2. Right Answer: B
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: B
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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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