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

1. A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
The administrative employees complain that the new policy is unfair. What should the HRBP do?

A) Meet with administrative employees to address their concerns and explain the rationale behind the business decision.
B) Tell the administrative employees that they should document their grievances in writing so that HR can formally present their complaints to the company's senior leaders
C) Conduct a salary review for administrative staff to ensure they are being paid competitively.
D) Invite administrative employees to discuss their concerns with HR.

2. In the context of Fair Labor Standards Act (FLSA), which statement is true regarding the concept of workers being "engaged to wait" versus "waiting to be engaged"?

A) An employee who is "engaged to wait" is generally on call and can use his/her time freely aslong as they re able to make it to the workplace in the event they are called.
B) An employee who is "waiting to be engaged" is usually required to remain at the workplaceor nearby in case they are needed.
C) An employee who is "engaged to wait" is effectively on duty and must be paid for that time.
D) An employee who is "engaged to wait" is relieved of duty, so he/she does not need to bepaid unless he/she is called to work.

3. A pharmaceutical company that employs 1,000 sales representatives determines during a supply analysis that its current attrition rates are at 16%. Conducting a demand analysis, they set a future goal of attrition rates being at 6% or less. What is the attrition gap that they need to close to accomplish their goal?

A) 6%
B) 16%
C) 10%
D) 37.5%

4. When conducting market research for compensation studies, which is a best practice?

A) Contact other organizations directly for pay information as the information is more accurate.
B) Utilize at least one market survey with aggregated salary information.
C) Leverage employee-reported salary figures through online tools.
D) Consider the job title and level of the position at other organizations.

5. An oil and gas company that operates globally signs an agreement to shift the operations part of the business to another organization. As a result, the company must lay off several employees. Some of the employees that must be laid off are working at headquarters while others are currently assigned to another country to support operations in the field. An HR director is tasked with developing a plan for communicating and executing the layoffs.
News about the layoffs is mistakenly revealed before an official announcement is made, leaving the employees feeling betrayed and distrustful of HR. At the upcoming all-employee meeting, what should the HR director focus on to rebuild employee trust?

A) Explaining the change in the businesses strategic direction that led to the decision to initiate layoffs.
B) Explaining the best parts of the severance package that will be offered to the employees who are laid off.
C) Assuring the employees that regular updates about the layoffs will be provided in the future.
D) Admitting that a mistake was made and that communicating layoffs was supposed to be done differently.

Solutions: