A small start-up software company realizes that the technology skillsets of newly hired programmers are more advanced than the existing programmers' skillsets. Recognizing the constant business need for these evolving, state-of-the-art skillsets, which is the best workforce development strategy to ...
SHRM-CP Practice Exam Questions &
Answers
A small start-up software company realizes that the technology skillsets of newly hired
programmers are more advanced than the existing programmers' skillsets. Recognizing
the constant business need for these evolving, state-of-the-art skillsets, which is the
best workforce development strategy to implement?
A. Perform a job redesign for the existing employees that will not require new, updated
skills.
B. Design a rigorous in-house training program to get longer-tenured programmers up
to speed with the newer programmers.
C. Partner with a local community college to offer programmers the opportunity to
update their skillsets.
D. Offer new hires shorter-term contracts to allow for a continual hiring of programmers
with the most up-to-date skills. - ANSWERD. Offer new hires shorter-term contracts to
allow for a continual hiring of programmers with the most up-to-date skills.
Rationale: If the skillsets of employees who have been with the company for several
years become inferior to those of new hires, planning for churn by offering smaller
contracts is a better strategy. Repeatedly training an entire staff with new skills that they
may or may not grasp will not be cost-effective to the organization, and there may not
be enough work at the company to support a job redesign.
Which hands-on training method best allows an onboarding manufacturing employee to
practice his job in a risk-free setting?
A. Role play
B. Team training
C. Apprenticeship
D. Simulation - ANSWERD. Simulation
Rationale: Simulations can be used to teach production and process skills in a risk-free
environment. A role play is best used to assess and train interpersonal skills.
Apprenticeship is a type of on-the-job training where the trainee will still be exposed to
risk. Team training is used to improve the effectiveness of group interactions.
An HR manager has been asked to design a training program for the company. Which
HR metric should be considered first in designing the program?
A. Average tenure of employees
B. Total costs for training
C. Percentage of employees with a career plan
D. Performance quality of one-year employees - ANSWERB. Total costs for training
, Rationale: Total cost for training is the only metric that is specific to all training
programs, so it must be considered in the initial stages of all program development.
Response options A, B, and C are factors that may or may not be considered for some
training programs.
A valued employee arrives 15 minutes late for work without explanation. Using the
company's positive approach to discipline, which action should be taken to course-
correct the employee's tardiness?
A. Verbal caution
B. Final warning
C. Counseling
D. Written reprimand - ANSWERC. Counseling
Rationale: Positive approach to discipline builds on the theory that violations are actions
that usually can be corrected constructively without penalty. Counseling is the first step
that does not implement a penalty. The other options are all examples of penalties.
An HR director believes it is important that managers take more responsibility for
performance appraisals. Which responsibility should the HR director assign specifically
to the managers?
A. Track timely receipt of appraisals
B. Identify development areas
C. Design appraisal system
D. Train staff to use performance system - ANSWERB. Identify development areas
Rationale: "Identify development areas" is best determined by managers because they
know more of the job specifics. The other options are responsibilities that HR would
typically handle.
Which is a significant benefit of recruiting from internal sources?
A. Minimizes inflated expectations about the job
B. Employees will all be of the existing mindset
C. Provides a continuous pool of applicants
D. Innovation increases with each infusion of new talent - ANSWERA. Minimizes
inflated expectations about the job
Rationale: Internal applicants who apply for positions will have a better understanding of
what the job entails because they are more knowledgeable about the company and how
it operates. Innovation is not guaranteed from new talent. Employees with the same
mindset can be hesitant to suggest change. Internal recruiting may not always provide a
continuous pool of applicants if current employees are not interested in applying.
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