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Pass4sure SHRM SHRM-SCP Dumps Pdf & SHRM-SCP Latest Exam Price

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q308-Q313):

NEW QUESTION # 308
A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?

A. Offer a diverse catalog of micro-courses.
B. Apply the forgetting curve.
C. Use pre- and post-training surveys.
D. Gamify professional development opportunities.

Answer: A

Explanation:
* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.

NEW QUESTION # 309
The HR team checks in with the different sales teams to gather feedback on implemented changes as a result of the expansion efforts. Although most teams give positive feedback, one team displays low employee morale. To find out more, the HR team conducts interviews with representatives from this team. They find out that the sales team manager of ten makes inappropriate comments and derogatory remarks about older employees. The HR business partner reports these findings to the head of sales. In their discussion, the head of sales urges the HR business partner to not upset the team manager because he has close relationships with major accounts that the company cannot afford to lose. What should the HR business partner do next?

A. Provide coaching and training to the manager to improve his communication andleadership style.
B. Keep a close eye on the manager to see if further incidences occur.
C. Report the findings to the CEO, conduct an investigation, and take the necessary steps tostop the manager,s behavior.
D. Recommend hiring additional sales staff to decrease stress and pressure on the team.

Answer: C

Explanation:
The HR business partner displays the ethical practice competency by reporting and investigating the accusations right away. Unethical behavior and inappropriate comments can damage the company s reputation, result in employees leaving the organization, and lead to costly legal ramifications. Even though the head of sales is hesitant to address the issue, the HR business partner does the right thing by stopping the inappropriate behavior.

NEW QUESTION # 310
The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
What should the HR director do in order to decrease the likelihood of candidates not selected for the job becoming upset and leaving the company?

A. Meet with each candidate periodically to ensure they understand and are satisfied with the steps in the selection process.
B. Suggest that the board of directors provide raises for all candidates regardless of whether they get the position.
C. Develop a career path and development plan for all candidates to ensure they have a reason to stay.
D. Suggest that the board of directors restructure the organization in such a way that all candidates will get a new position.

Answer: C

Explanation:
* Career Development: Developing a career path and development plan for each candidate demonstrates the organization's commitment to their professional growth, reducing the likelihood of them leaving if not selected.
* Employee Retention: This approach helps retain talent by providing clear opportunities for advancement and personal development within the company, addressing potential feelings of disappointment or resentment.
* Transparency and Fairness: Clearly communicating development opportunities and career paths ensures transparency and fairness in the selection process, which can help mitigate negative reactions.
* Future Opportunities: By focusing on the long-term career growth of all candidates, the organization shows that it values their contributions and sees potential for their future roles, fostering a positive and supportive work environment.
References:
* SHRM, "Talent Management Strategies for Employee Retention," available at SHRM.org.
* SHRM, "Creating Effective Career Development Plans," available at SHRM.org.

NEW QUESTION # 311
The HR manager is asked to develop a sales incentive plan. What should he do first?

A. Develop an incentive program with monetary as well as nonmonetary sales incentives.
B. Analyze the current sales performance of individual stores and associates, and benchmark it against market data for other retail stores.
C. Conduct a series of sales trainings to increase the product knowledge and sales abilities of the associates.
D. Communicate the new sales incentive plan to associates and address their questions and concerns.

Answer: B

Explanation:
The HR manager displays the critical evaluation competency by first gathering and analyzing the data. He needs to determine where sales numbers are currently at and then set realistic goals by comparing those numbers to market data. This enables him to develop a sales incentive plan that challenges the sales associates while still being achievable. Developing an understanding of this data and setting realistic goals is the foundation for creating and communicating the new sales incentive plan. That understanding is also critical for developing effective training programs.

NEW QUESTION # 312
What is the model of transactional leadership characterized by?

A. Rewarding high performers with tangible rewards
B. Leaders "serving" their employees
C. Giving authoritative direction and demanding excellence
D. Working to change the organization with innovation and new ideas

Answer: C

Explanation:
Transactional leadership is a style of leadership that is objective driven, in which leaders incentivize wanted behavior with tangible rewards and discourage unwanted behavior with punishment. Transactional leadership is an opposing model from transformational leadership, in which leaders look to inspire and motivate to change the status quo. Transactional leadership is best in the instance of emergency operations or when there is a high-priority objective.

NEW QUESTION # 313
......

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Bob Green Bob Green

Biography

Pass4sure SHRM SHRM-SCP Dumps Pdf & SHRM-SCP Latest Exam Price

Where Can I Find Updated SHRM-SCP Exam Questions ?

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q308-Q313):

100% Pass-Rate Pass4sure SHRM-SCP Dumps Pdf – The Best Latest Exam Price for SHRM-SCP - Perfect Cert SHRM-SCP Exam

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