[Oct-2023] SHRM Certified SHRM-CP Exam Practice Dumps
2023 SHRM-CP Premium Files Test pdf - Free Dumps Collection
The Society for Human Resource Management (SHRM) is a professional organization for HR practitioners that provides resources, education, and networking opportunities. One of SHRM’s offerings is the SHRM-CP certification, which stands for Society for Human Resource Management Certified Professional. The SHRM-CP certification is a globally recognized credential that demonstrates a professional’s mastery of HR competencies and knowledge.
SHRM-CP Exam is designed for HR professionals who have a minimum of three years of experience in the field. SHRM-CP exam is computer-based and consists of 160 multiple-choice questions. Participants have four hours to complete the exam. The questions are designed to test participants' knowledge of HR concepts, theories, and best practices. SHRM-CP exam is updated regularly to ensure that it reflects current HR practices and trends.
NEW QUESTION # 263
For their first few months, new employees at Flanders Company receive frequent praise and encouragement from their supervisors. After a while, though, supervisors pay less attention to these employees. Performance evaluations indicate that employee productivity declines at this point. The supervisors at Flanders Company are practicing
- A. positive reinforcement.
- B. negative reinforcement.
- C. punishment.
- D. extinction.
Answer: D
Explanation:
Explanation: The supervisors at Flanders Company are practicing extinction, though they are most likely unaware of doing so. Extinction occurs when the positive reinforcement that followed a behavior ceases, and the behavior gradually ceases as well. Punishment is a negative consequence to a behavior. The absence of positive reinforcement is not considered punishment. Positive reinforcement is a reward, while negative reinforcement is the removal of a punishment. Positive and negative reinforcement are both used to encourage certain behaviors.
NEW QUESTION # 264
What are Philip B.
Crosby's four absolutes of quality?
- A. conformance to requirements, prevention, performance standards, and measurement
- B. team learning, systems thinking, personal mastery, and shared vision
- C. unfreezing, moving, refreezing, and evaluating
- D. communication, recruiting, evaluation, and planning
Answer: A
Explanation:
Explanation: Philip B.
Crosby's four absolutes of quality are conformance to requirements, prevention, performance standards, and measurement. Crosby considered effective management the most important determinant of quality. In his view, the first criterion of quality was the extent to which products and processes conform to the standards set by management. Prevention refers to intentional efforts to avoid mistakes. Performance standards refers to establishing high expectations. Measurement refers to a comprehensive program for assessing employee performance.
NEW QUESTION # 265
A data management company is looking to hire several new candidates who will be responsible for researching current data and cleaning up outdated files within the database. The database cleanup will cover four separate departments within the company, so the new employees will be required to work with the heads of each of the department. Lydia, who is the human resources professional for the company, has been asked about which type of interview would be most effective for this position. Considering the job situation, what type of interview should Lydia recommend?
- A. Panel
- B. Stress
- C. Behavioral
- D. Patterned
- E. Nondirective
Answer: A
Explanation:
Explanation: Because the new employees will be working with the heads of several departments, the panel interview style is best. It enables each of the department heads to be there during the interview process. A behavioral interview might be useful in some cases, but there is nothing specific about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management). Finally, a nondirective interview has no clear value for the type of position being filled.
NEW QUESTION # 266
When employees leave work early or purposefully work at a slow pace, they are engaging in
- A. political deviance.
- B. property deviance.
- C. personal aggression.
- D. production deviance.
Answer: D
Explanation:
Explanation: When employees leave work early or purposefully work at a slow pace, they are engaging in production deviance. In other words, they are intentionally performing at a less than optimal rate. Property deviance is the destruction or damaging of company equipment. Property deviance also includes misrepresentation of hours worked, since the time during which the employee claims to be working is technically the property of the company. Political deviance is dysfunctional interpersonal behavior, as for instance spreading rumors or undermining the authority of superiors. Personal aggression includes antisocial and even criminal behaviors like stealing, sexual harassment, and physical violence.
NEW QUESTION # 267
Susannah, who is the head of the human resources department, will be responsible for a training session and must decide on the seating style in the space that she will be using. The training will include a large group and will involve a range of activities, including several lectures, film presentations, and a small amount of group work. Which of the following seating styles will be most appropriate for the training that Susannah will be conducting?
- A. Conferencestyle
- B. Ushapedstyle
- C. Chevronstyle
- D. Theaterstyle
- E. Banquetstyle
Answer: C
Explanation:
Explanation: As the question states, the training will encompass several features - lectures, film presentations, and group work. Among the available styles of seating, the chevronstyle - with the chairs angled in a Vshape toward the stage or front of the meeting space - will offer the most versatility for trainees. Answer choice A is incorrect because the theaterstyle seating would be useful for lectures and film presentations but would offer no good way for trainees to break into groups. Answer choice C is incorrect because the banquetstyle seating would be excellent for group work but would be impractical for lectures and film presentations. Similarly, answer choice D is incorrect because the conferencestyle seating would place participants around one large table, which would not necessarily be useful for any of the three activities that will occur in the training. And answer choice E is incorrect because the Ushaped seating would be useful only for lectures but would not benefit the trainees in a film presentation or in group work.
NEW QUESTION # 268
Which of the following is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification?
- A. WH383
- B. WH381
- C. WH380
- D. WH382
Answer: D
Explanation:
Explanation: Form WH382 is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification. Form WH381 is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA. The other answer choices do not reflect significant FMLA forms.
NEW QUESTION # 269
How do corporations fund business operations?
- A. Investments by partners
- B. Sale of stock
- C. Government subsidies
- D. Bank loans
Answer: B
Explanation:
Explanation: Corporations fund business operations through the sale of stock. The purchasers of the stock are known as shareholders, and they are the ultimate owners of the corporation. They appoint a board of directors, which oversees the daytoday managers of the corporation. When a corporation is successful, shareholders are paid dividends. When a corporation is unsuccessful, the value of stock shares may plummet.
NEW QUESTION # 270
Risk management activities for Civil Rights are covered under which of the following pieces of legislation?
- A. OSHA
- B. SEC
- C. SOX
- D. EEOC
- E. MSHA
Answer: D
Explanation:
Explanation: The EEOC, or the Equal Employment Opportunity Commission, is responsible for risk management activities that cover Civil Rights. The SOX (The SarbanesOxley Act) covers a company's obligation to report financial matters. OSHA (the Occupational Safety and Health Act) covers safety and health in the workplace. The SEC (Securities and Exchange Commission) covers workplace security - and primarily financial security. And the MSHA (Mine Safety and Health Administration) covers mine safety for workers in different types of mines.
NEW QUESTION # 271
A labor union must deal with several different employers. The union decides to negotiate with the employers one at a time, hoping to achieve successively better deals. What strategy is this union using?
- A. positional bargaining D.
multiunit bargaining - B. parallel bargaining
- C. integrative bargaining
Answer: B
Explanation:
Explanation: This labor union is using a parallel bargaining strategy. Parallel bargaining is often used when the union believes that one particular employer will agree to an especially favorable deal. By negotiating this deal first, the union can set a standard that other employers will reluctantly meet. In the integrative bargaining approach, the union and employers lay all the facts on the table and compromise. In positional bargaining, the union and the employer are adversaries, each side using its leverage to get as much as possible. In multiunit bargaining, a single employer must deal with multiple unions representing different job groups.
NEW QUESTION # 272
Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?
- A. Abbey is required to report the information to her superiors, but they will not be allowed to alter the employee's work situation
- B. Abbey must inform the Department of Labor about her inadvertent acquisition of the knowledge
- C. Abbey must place the information in the employee's company file, but it cannot be accessed unless absolutely necessary
- D. Abbey must let the employee know what she has discovered and counsel the employee to consider requesting a change in the employee's job situation
- E. Because the information was gained accidentally, Abbey is not legally responsible for it, but she is not allowed to divulge any of the information or change the employee's working situation
Answer: E
Explanation:
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.
NEW QUESTION # 273
Which of the following of collective bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement?
- A. Integrative bargaining
- B. Positional bargaining
- C. Interestbased bargaining
- D. Distributive bargaining
Answer: C
Explanation:
Explanation: Interestbased bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement. Positional bargaining results when each side establishes a clear position and aims to achieve the goal or goals of that position. Integrative bargaining results when the different sides agree to compromise on certain issues by taking the big picture into account. Distributive bargaining is another name for positional bargaining.
NEW QUESTION # 274
If OSHA fails to issue the final order, what is the next step that the employee may take?
- A. File a law suit in a U.S. district court
- B. Request a restraining order against the employer
- C. Contact his congressional representative to discuss the matter
- D. Submit an official request that the company improve its whistleblower policy
Answer: A
Explanation:
Explanation: If OSHA fails to issue the final order, the employee then has the right to file a law suit in a U.S. district court. The employee may choose to contact his congressional representative, but it is more than likely the representative will simply review the employee's legal rights and encourage filing suit. Requesting a restraining order is not necessarily an appropriate step in this case; filing the full law suit, however, is. Submitting an official request about an improvement to the whistleblower policy is unlikely to accomplish much; the employer's actions would call for a larger response from OSHA and the legal system.
NEW QUESTION # 275
Before a newly forming labor union may submit a demand for recognition to the employer, what step must occur?
- A. Acquire signed authorization cards from employees
- B. Petition the NLRB for voluntary recognition
- C. Establish a bargaining position for the union
- D. Meet with the employer to discuss alternatives
Answer: A
Explanation:
Explanation: Before submitting to the employer a demand for recognition, the labor union must acquire signed authorization cards from employees. This essentially provides an official statement from employees about their intent to unionize and lets the NLRB know that unionizing activity has support from employees. Petitioning the NLRB for voluntary recognition occurs next. Establishing a bargaining position and meeting with the employer to discuss alternatives are activities of the union itself, but they are not part of the actual unionization process.
NEW QUESTION # 276
During the opening conference of an OSHA inspection, the Compliance Health and Safety Officer requests an employee to accompany her around the facilities. What happens if no one volunteers?
- A. The inspection cannot continue.
- B. The CSHO will interview employees about their working conditions.
- C. The company will be fined a maximum of $10,000.
- D. The company will receive a written reprimand.
Answer: B
Explanation:
Explanation: If no employees volunteer to accompany the CSHO on her tour of the building, she will interview employees about their working conditions. It is standard procedure for the CSHO to be escorted by an employee, but if this is impossible for some reason, the CSHO continues the inspection in the most effective way possible. The company will not be penalized for failing to provide an escort.
NEW QUESTION # 277
Yolanda is a human resources officer at an accounting firm. During tax season, Yolanda contracts with an agency that supplies temporary workers. These workers are paid by the temp agency rather than the accounting firm. What type of contract will Yolanda sign with the temp agency?
- A. resolvable contract
- B. thirdparty contract
- C. indirect contract
- D. temporary contract
Answer: B
Explanation:
Explanation: Yolanda will sign a thirdparty contract with the temp agency. A thirdparty contract requires actions to be taken by a party other than the two signing the deal. In this case, the temporary workers are addressed in the contract even though they do not sign it.
NEW QUESTION # 278
The Greendale Company is thinking about adjusting its executive compensation package. There is some concern, however, that the new program will adversely affect the company's tax burden. The Greendale Company should ask the IRS for a(n)
- A. audit.
- B. expansion clause.
- C. trade exception.
- D. private letter ruling.
Answer: D
Explanation:
Explanation: The Greendale Company should ask the IRS for a private letter ruling. Private letter rulings are a courtesy provided by the Internal Revenue Service. When a company is uncertain about the tax implications of a proposed change, it may submit the details to the IRS and receive an estimate. In the long run, the effort expended by the IRS on private letter rulings obviates the need for more work cleaning up unanticipated messes.
NEW QUESTION # 279
Which piece of legislation declared that back pay awards cannot be a part of compensatory damages?
- A. Civil Rights Act of 1964
- B. Equal Employment Opportunity Act of 1974
- C. Civil Rights Act of 1991
- D. Americans with Disabilities Act of 1990
Answer: C
Explanation:
Explanation: The Civil Rights Act of 1991 declared that back pay awards cannot be a part of compensatory damages. This act also made it illegal for businesses to claim that discriminatory practices were somehow necessary to their operations. This act also directly prohibited all racial harassment, whereas earlier legislation had limited its scope to hiring practices.
NEW QUESTION # 280
The Green Company is putting together a group incentive. To begin with, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?
- A. Scanlon Plan
- B. improshare
- C. gainsharing
- D. profit sharing
Answer: B
Explanation:
Explanation: The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a preestablished baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A profitsharing plan gives employees a percentage of the organization's profits.
NEW QUESTION # 281
The EEO1 filing applies to all types of employers except which of the following?
- A. Banking
- B. Administrative
- C. Construction
- D. Education
Answer: D
Explanation:
Explanation: Private employers within all forms of major educational institutions (primary, secondary, and postsecondary) are excluded from having to complete EEO1 filings. Private employers who fall within the areas of administration, banking, or construction, and have 100 employees or more, must complete the report.
NEW QUESTION # 282
Which of the following would reduce information overload during orientation?
- A. Focus on the positive aspects of the organization
- B. Handing out documents supplementary to lecture material
- C. Preventing openended discussion after presentations
- D. Conducting the program in one installment rather than in a series of meetings
Answer: B
Explanation:
Explanation: Handing out documents supplementary to lecture materials would help reduce information overload during orientation. Though it may seem that giving new employees more material to look over would contribute to information overload, research has suggested that employees are better able to understand complex subjects when they receive instruction in multiple modes. A focus on the positive aspects of the organization would not necessarily decrease information overload. Conducting a program in one installment would be more likely to overwhelm new employees. Finally, failing to allow employees to raise questions and concerns after a presentation will contribute to information overload.
NEW QUESTION # 283
How are vacation pay policies established for organizations?
- A. Vacation pay policies are established by each company
- B. Vacation pay policies fall under the rules of ERISA
- C. Vacation pay policies are created under the guidelines of the FMLA
- D. Vacation pay policies are created by union policies within companies
- E. Vacation pay policies fall under the jurisdiction of stateestablished guidelines
Answer: A
Explanation:
Explanation: Each company is responsible for establishing the vacation pay policies that will apply to the employees of that company. The FMLA does not specify vacation pay policies, so answer choice A is incorrect. ERISA is the Employee Retirement Income Security Act of 1974, so it does not relate to vacation pay policies; therefore, answer choice C is incorrect. States do not establish vacation pay guidelines (apart from basic compensation requirements established at the federal level), so answer choice D is incorrect. And unions might vote for changes within vacation pay policies, but they are not responsible for creating these policies, so answer choice E is incorrect.
NEW QUESTION # 284
Caspar is responsible for interviewing the candidates who have passed the first round of the application process for a new position at a large technology firm in Nevada. The first candidate that Caspar speaks to is a young woman with a strong resume and an accessible personality. Caspar is highly impressed and continues to remember the first candidate when he is interviewing the others. As a result, he rates the other candidates lower than the first, even though two of the other candidates have more experience than the first candidate and have even received several awards that she has not received. In conducting the interviews, Caspar has displayed which of the following types of interview bias?
- A. Contrast
- B. Halo effect
- C. Negative emphasis
- D. Cultural noise
- E. Leniency
Answer: A
Explanation:
Explanation: Caspar's interview bias is one of contrast; he finds himself, however unconsciously, contrasting the other candidates with the first candidate that he interviews. A cultural noise bias (answer choice A) occurs when the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. A halo bias (answer choice B) occurs when the interviewer considers only one quality of the candidate over his other qualities, such as shyness that might detract from the candidate's true record of achievement. A leniency bias (answer choice D) means the interviewer is lenient in regard to a candidate's potential weaknesses. A negative emphasis bias (answer choice E) means the interviewer places too much weight on the candidate's weaknesses.
NEW QUESTION # 285
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