1 | P a g e SHRM EXAMS, PRATICE EXAMS AND STUDY GUIDE EXAMS WITH ACTUAL CORRECT QUESTIONS AND VERIFIED RATIONALES ANSWERS 2024 (NEWEST) ALEADY GRADED A+ SHRM EXAMS At which stage of the employee life cycle does the employer brand support engagement? A. Acquire B. Integrate C. Develop D. Transition The correct answer is (A). The acquisition stage of the employee life cycle involves recruiting and selection activities. This stage is an opportunity for the employer to communicate the tangible and intangible benefits of coming to work for the employer, thus attracting qualified talent. This often happens through social media, so engaging the passive and active job seekers using the brand online is important. One of your company's strategic initiatives this year is to move to a self -insured "captive" health insurance plan. You have been asked to identify the key milestones that will need to be achieved in order to implement the new program effectively. Which step of setting SMARTER goals are you most likely in? A. Specific B. Attainable C. Time -based D. Evaluated You Answered Incorrectly. The correct answer is (D). When setting a SMARTER goal, it is important to define the desired outcome, (A), ensure that the goal is achievable, (B), that it has an established project timeline, (C), and that key milestones are identified in order to evaluate success, (D). 2 | P a g e A client services leader is resisting the need to restructure their d epartment to include offshoring a portion of the call center to India. They say it is because they are not confident that they will have access to the financial or people resources they need to make the new department structure effective. In which of Peter Senge's disciplines does this leader most likely need support? A. Personal mastery B. Systems thinking C. Team learning D. Mental modeling D. Mental Modeling According to Senge, mental modeling is a form of information processing that is built on a team member's beliefs or attitudes about an organization, making (D) the correct answer. Personal mastery, (A), is focused on achieving an individual vision, whereas systems thinking, (B), is taking a whole view as opposed to an individual view. Team learning, (C), exists when each team member is actively involved in problem - solving, not just leadership. Which of the following is the best example of tacit knowledge? A. Manager preferences when hiring B. General ledger codes for recruiting expenses C. How to pl ace an ad online D. All of the above Of the two types of knowledge, tacit is the one that is more subjective, making option A, manager preferences, the best answer. Explicit knowledge can be quantified through the use of tools such as reference guides for general ledger codes (option B), or the use of standard operating procedures on how to place an ad online (option C). The company you work for publishes the following on their About Us section of their website: "We exist to help improve lives through busi ness —it is embedded in everything we do." This is the best example of which of the following? A. Mission statement B. Values statement C. Corporate governance compliance D. Social justice commitment The correct answer is (A). A corporate mission statement is one that defines the reason for a company's existence, the purpose of their efforts. (B), values, is a statement of the non -negotiable behaviors that guide a company's decision -making. Corporate governance, (C), is a regulatory effort, and (D) is an eff ort by individuals to ensure economic, political, and social rights for all . What is the primary difference between job enlargement and job enrichment? A. Job enlargement adds responsibilities, whereas job enrichment adds different tasks. 3 | P a g e B. Job enlargeme nt adds tasks, whereas job enrichment adds responsibilities. C. Job enlargement adds supervisor duties, whereas job enrichment adds development opportunities. D. Nothing. They mean the same thing. The correct answer is (B). Both job enlargement and job enr ichment are techniques used to develop employees while on their career path. Job enlargement broadens the scope of a job by adding tasks, whereas job enrichment focuses on increasing a job's depth through added responsibilities. The company you work for ha s decided to implement customer relationship management (CRM) software as a strategic objective for the new fiscal year. The purpose is to organize the data associated with the company's sales and marketing efforts. The company most likely used what strate gic analysis tool to arrive at this decision? A. SWOT audit B. PESTLE analysis C. Input -Process -Output (IPO) D. Growth -share matrix The correct answer is (C), the Input -Process -Output (IPO) model. The IPO model includes reviewing a company's processes to identify needs. A SWOT audit (A) scans the internal environment for strengths and weaknesses and the external environment for opportunities and threats. (B), PESTLE, examines the political, economic, social, technological, legal, and environmental forces t hat shape strategic decision -making. The growth -share matrix, (D), is a tool designed to help prioritize strategy . According to the U.S. Department of Labor, which of the following is the definition of "basic skills"? A. Developed capacities that facilita te learning B. Developed capacities that facilitate performance C. Developed capacities that influence decision -making D. Developed capacities that allow for performance in multiple jobs The Department of Labor's (DOL) O*Net database defines basic skills a s the "developed capacities that facilitate learning or the more rapid acquisition of knowledge," making option A the correct answer. Capacities that facilitate performance in their current role or across jobs are cross -functional skills, so options B and D are incorrect. Option C is not part of the DOL's definition of knowledge, skills, or abilities. Apple, Google, Intel, and Adobe were at the heart of a charge of an illegal practice where these tech companies agreed to not "poach" one another's talent —that is, they agreed to not seek to recruit current employees by offering higher salaries or benefits. This resulted in which of the following charges against the companies? A. Wage fixing B. Antitrust violations C. Market suppression D. All of the above 4 | P a g e The court case against the tech companies charged them with suppressing the natural market mechanism of supply and demand by "fixing" wages at a set amount. This is in violation of antitrust laws, specifically the Sherman Antitrust Act, and so option D is cor rect. Base pay, statutory payments, and PTO are all components of which of the following instruments? A. Remuneration surveys B. Mandatory benefits C. Benchmarks D. Evidence Remuneration surveys are an instrument designed to collect data related to compen sation such as base pay, pay ranges, statutory and other cash payments, paid time off (PTO), and variable compensation, making option A the correct answer. None of the examples in the question are a type of mandatory benefits, so option B is incorrect. All examples could be researched as benchmarks or evidence to use in decision -making, but these examples are outcomes, not research instruments, so options C and D are incorrect. You have an HR manager who is currently earning $85,000 a year. The market data indicates the minimum pay is $49.01, median is $66.13 and maximum $84.25 Which of the following is the compa -
ratio for the HR manager? A. 62 percent B. 65 percent C. 72 percent D. Not enough information to calculate The compa -ratio for the HR manager is 6 2 percent. The compa -ratio is identified by taking the employee salary and dividing it by the market midpoint. You first must convert the midpoint to its annual form by multiplying $66.13 times 2,080 working hours in a year ($137,550). Then you divide $85 ,000/$137,550 and multiply that number by 100 to convert the number to a percentage. Of the following, where are you likely to find the minimum and maximum pay rates for a particular job title? A. Pay structure B. Wage band C. Market research D. All the a bove The correct answer is option D. A pay structure (option A) serves as the framework from which decisions about pay are made. This includes identifying the minimum and maximum for a job title and creating wage bands (option B) using relevant external ma rket research (option C).
