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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q154-Q159):

NEW QUESTION # 154
What happens if an employee on leave submits a medical certification and human resources questions the validity of diagnosis and the prof essional's credentials?

A. HR may require a second opinion from another healthcare provider.
B. Human resources (HR) should contact the medical prof essional for more information about the employee,s medical condition.
C. HR may not contact the medical prof essional but should contact the employee for more information on the health condition.
D. HR must make the best determination of its validity based on the information provided to maintain the employee,s privacy.

Answer: A

Explanation:
Although human resources (HR) may contact the medical prof essional to confirm the validity of the certification and ask clarifying questions, to protect the employee's privacy, they may not ask for more information about the condition. HR may require a second or third opinion at the employers expense.

NEW QUESTION # 155
The company recently hired a new HR manager. The CEO briefs the HR manager that the company is looking to cut costs where possible. Therefore, he would like him to find a more affordable benefits vendor as premiums have been steadily increasing. The HR manager, who has many years of experience in managing employee benefits, reviews the current benefits package. He concludes that premiums are already on the low-end and there would be no significant cost savings by switching vendors. What alternative can he to the CEO?

A. Inform the workforce of rising benefits costs and ask them to use their benefits wisely.
B. Organize a reoccurring health fair for employees where vendors of fer free BMImeasurements, blood pressure checks, and tips for a healthy lifestyle.
C. Continue research until a more affordable benefits vendor has been located.
D. Consider reducing the employees, hours so that they are no longer eligible for benefits.

Answer: B

Explanation:
The HR manager displays the critical evaluation competency by recognizing that switching to a cheaper vendor, if available, would not have the desired results. That's because the new vendor's premiums are likely to increase year after year as well. He knows that there is a direct link between the health of the employees and how much the company is paying in healthcare premiums.
Therefore, his strategy' of focusing on preventative health is a good long-term solution to reduce premium increases.

NEW QUESTION # 156
A company is experiencing low productivity and therefore plans to restructure its workflows. A team of organizational and employee development (OED) specialists develops a plan for the restructure and implements it. After the change initiative has been completed, the company notices employees resisting the changes. What is likely to be the reason for their resistance?

A. No feedback was provided after the implementation.
B. Employees were not included in the development.
C. The restructure was developed with insufficient data.
D. The changes were implemented too quickly.

Answer: C

Explanation:
The employees affected by the change were not included in the development of the restructure, which can lead to resistance.

NEW QUESTION # 157
How should diversity and inclusion (D&I) strategies be put into effect?

A. Strategies should be put into effect consecutively,
B. Strategies should be put into effect justly.
C. Strategies should be put into effect identically.
D. Strategies should be put into effect simultaneously.

Answer: B

Explanation:
Diversity and inclusion (D&I) strategies need to account for differences in cultural backgrounds, organizational departments, and geographical locations. Therefore, they should not be put into effect identically across the entire organization. It is important that the implementation is adaptable, just, and fair, taking into account the uniqueness of individuals and teams.

NEW QUESTION # 158
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?

A. Increase the company's social media presence by promoting employee participation.
B. Ask the division directors to align the workplace policies across their divisions.
C. Develop a quarterly newsletter to share information about major company updates.
D. Share information across multiple technology platforms to increase the likelihood that employees read the updates

Answer: D

Explanation:
* Assessment of Current Channels: Start by assessing the current communication channels being used within the company and their effectiveness in reaching all employees.
* Multiple Platforms: Implement a multi-platform communication strategy that includes email, intranet, mobile apps, and social media platforms. This ensures that information is accessible to employees through their preferred medium.
* Consistent Messaging: Ensure that the messaging is consistent across all platforms. Important updates should be communicated in the same manner across email, intranet posts, and mobile notifications to reinforce the message.
* Engagement Metrics: Use engagement metrics to track how employees are interacting with the communication platforms. Adjust the strategy based on which platforms show higher engagement rates.
* Feedback Loop: Establish a feedback mechanism for employees to provide input on the effectiveness of the communication channels. Use this feedback to continuously improve the flow of information.
This approach increases the likelihood that important information is disseminated effectively, enhancing transparency and engagement across the company, in line with SHRM's best practices for internal communications.

NEW QUESTION # 159
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