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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q43-Q48):

NEW QUESTION # 43
What is the style of negotiation that aims to meet the needs of both parties and leverage collaboration to come to an agreement called?

A. Composite bargaining
B. Principled bargaining
C. Distributive bargaining
D. Positional bargaining

Answer: B

Explanation:
The principled negotiation style is an interest-based bargaining technique that aims to identify a mutually beneficial agreement, also known as "win-win."

NEW QUESTION # 44
While at work, two employees get into a serious argument that results in a physical altercation on company property. The employees have a clear understanding that this violates company policy. The manager pulls both employees into the of the to terminate their employment. What step should the manager have taken beforehand?

A. Consult with legal counsel.
B. Interview the employees as part of an investigation.
C. Establish a baseline for the termination.
D. Review the company,s performance management system.

Answer: B

Explanation:
The company should conduct a thorough investigation before making the decision to terminate an employee. As part of the investigation, the manager should interview each of the employees to hear their side of the story. The employees should then be suspended pending investigation. This will give HR time to research and review all relevant information, including any prior similar instances, before making a final decision.

NEW QUESTION # 45
A company has grown into a midsize organization and has retained its legacy staff throughout the years.
Hiring has increased introducing a new demographic landscape and disrupting employee morale. Which is the most effective solution for the HR director to recommend?

A. Conduct a job analysis evaluating whether employees remain qualified for jobs.
B. Offer longer-tenured employees early retirement packages comparable with the market.
C. Establish an intergenerational mentoring program to increase collaboration.
D. Evaluate training and development opportunities for employees with outdated skills.

Answer: C

Explanation:
* Intergenerational Mentoring: This program facilitates knowledge transfer between newer and more experienced employees, fostering a culture of collaboration and mutual respect.
* Improving Morale: By pairing legacy staff with new hires, the organization can address morale issues, helping tenured employees feel valued while also assisting new employees in their integration.
* Skill Development: Both mentors and mentees can benefit from this program, as it provides opportunities for developing new skills and perspectives.
* Cultural Integration: Such programs help blend different demographics and work styles, contributing to a more cohesive organizational culture.
References:
* SHRM, "Mentoring Programs in the Workplace," available at SHRM.org.
* SHRM, "Managing Workforce Demographics: Strategies for a Multigenerational Workforce," available at SHRM.org.

NEW QUESTION # 46
What approach can be used to evaluate HR's performance and alignment with organizational strategy?

A. Human capital return on investment
B. Employee retention rate
C. Internal customer satisfaction rate
D. Balanced scorecard

Answer: A

Explanation:
A balanced scorecard shows if the HR strategy is in alignment with and supports the company s strategic direction. It can be used to assess the performance of the HR department and gauge the value it provides for the organization.

NEW QUESTION # 47
The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.
Which action should the VP of HR take first to identify a talent management software solution?

A. Contact colleagues at similar organizations to ask which software solution they use.
B. Determine the budget available for the purchase and implementation of the software system.
C. Ask the IT department for information related to the technological constraints of the organization.
D. Conduct a needs analysis to understand the requirements needed to address the current risks.

Answer: D

Explanation:
* Identifying Requirements: Conducting a needs analysis helps to clearly identify the specific requirements and challenges that the talent management software needs to address, ensuring the chosen solution is fit for purpose.
* Risk Mitigation: Understanding the current risks and needs allows for the selection of software that specifically addresses these issues, reducing the likelihood of future problems and ensuring a better return on investment.
* Informed Decision-Making: This approach provides a solid foundation of data and insights, enabling more informed and strategic decision-making when selecting the software solution.
* Alignment with Objectives: A thorough needs analysis ensures that the selected software aligns with the organization's broader talent management objectives and strategies, leading to more effective and efficient use of the tool.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on needs analysis and software selection

NEW QUESTION # 48
......

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SHRM-SCP Book Free, SHRM-SCP Related Certifications

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q43-Q48):

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