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SHRM EXAM, PRACTICE EXAM AND STUDY GUIDE NEWEST 2024
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SHRM EXAM, PRACTICE EXAM AND STUDY GUIDE NEWEST 2024
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SHRM EXAM, PRACTICE EXAM AND STUDY GUIDENEWEST 2024 ACTUAL EXAM 500 QUESTIONS AND
CORRECT DETAILED ANSWERS WITH EXPLANATIONS
(VERIFIED ANSWERS) |ALREADY GRADED A+
Which test most effectively identifies potential high-performing leaders in a
collaborative work environment?* - ANSWER: Emotional intelligence. Rationale:
Leaders with a high level of emotional intelligence perform better and achieve
superior outcomes than leaders with less of this competence. Psychomotor, work
sample, and personality test do not measure emotions. Psychomotor tests measure
dexterity, coordination, and steadiness. Personality tests are designed to measure
whether an applicant's attributes match certain job criteria. Work sample test
require an applicant to perform a simulated task associated with the job.
Recently, HR has received complaints about the fairness of the CEO's compensation.
Which should the HR manager do first to ensure that the executive compensation
practices of the company are fair?*
a. Identify the rewards being offered to incentivize long-term goals.
b. Analyze the company culture and compensation structure history.
c. Confirm the plan is balanced with long-term and short-term incentives.
d. Determine which objectives are being used to evaluate executives. - ANSWER:
Analyze the company culture and compensation structure history. Rationale:
Analyzing the company culture and compensation structure history sets the
groundwork for determining if the CEO's compensation plan is fair and consistent
with the existing values of the company. After the compensation structure is
examined and understood, the HR manager can determine what, if any, objectives,
rewards, and incentives are used.
A CEO thinks the best way to make his organization a leading competitor is to merge
with a healthcare organization that recently acquired the rights to new technology.
Which best describes the degree and timing of the change the CEO is implementing?
*
a. Incremental-reactive
b. Radical-anticipatory
c. Radical-reactive
d. Incremental-anticipatory - ANSWER: Radical-reactive. Rationale: The degree of
change would be radical because the merger is a major change to how the
organization currently does business. The time of change would be reactive because
they are forced to change by some event in the external environment. Thus, the
correct answer is B.
Which incentive plan is most likely to cause frustration to higher-performing
employees?*
,a. Profit sharing
b. Gain sharing
c. Piecework
d. Behavioral encouragement - ANSWER: Gain sharing. Rationale: With group
incentive plans, such as gain sharing, some employees may make fewer
contributions to the group goals because they have lower ability, skills, experience,
or desire. This may make the high-performing employees frustrated because they
feel these employees are not contributing equally to the attainment of group goals.
Piecework, profit sharing, and behavioral encouragement are individual incentive
plans.
Which is the best way to address the lack of diversity within organizational units?*
a. Confirm that recruiters incorporate diversity policy into the recruitment process.
b. Implement incentives to employees for candidate referrals.
c. Develop a diversity initiative with targeted hiring objectives.
d. Consult legal to mitigate discrimination claims in hiring. - ANSWER: Develop a
diversity initiative with targeted hiring objectives. Rationale: The best way to address
lack of diversity is to create a diversity initiative because it places importance on
diversity by aligning it with the business priorities. The initiative will also outline
what changes are needed in the workforce and what strategies will be put in place to
achieve these changes. Simply confirming that recruiters are incorporating the
diversity policy is not specific enough to address the issue. Legal will advise to
mitigate discrimination claims, hire more diverse applicants. Candidate referrals are
more likely to be similar to existing employees, thus perpetuating the diversity issue.
Which measure shows how much more valuable an organization has become
because of its investment in human capital?*
a. Return on investment
b. Human capital return on investment
c. Human economic value added
d. Human capital value added - ANSWER: Human economic value added.
Rationale: Human economic value added shows the wealth created per employee. It
shows how much more valuable the organization has become because of its
investment in human capital. Return on investment shows the value of investments
in human capital. Human capital return on investment shows the amount of profit
derived from investments in labor. Human capital value added shows the operating
profit per full-time employee.
Scenario Background: A manufacturer has secured a contract from a large hospital to
build and supply operating room equipment. The hospital specifies the steps in the
manufacturing and quality control processes that it expects, and the manufacturing
company has contractually committed to meet these specifications. The production
line employees discover that they can skip one of the steps in the quality control
process when building respirators without any noticeable change in the final
, product. The client unknowingly accepts the finished respirators as meeting
specifications. During an exit interview, a departing employee reveals to the senior
HR director that his entire unit is skipping a critical step in the quality control process
for building the respirators. No one in the production's supervisory line or
management is aware this is happening.
What is the first thing the HR director should do?*
a. Confer with co - ANSWER: Initiate an investigation to swiftly determine the
accuracy of employee's claim. Rationale: Situational judgment test (SJTs) require
you, as an examinee, to think about what is occurring in the scenario and decide
which response option identifies the most effective course of action. Other response
options may be something you could do to respond in the situation, but SJTs require
thinking and acting based on the best of the available options. Do not base your
answer on your organization's approach to handling the situation, but rather, answer
based on what you know should be done according to best practice. Panels of SHRM-
certified subject matter experts rate the effectiveness of each response option, and
the "best" answer is derived by statistical analysis of those expert opinions.
Scenario Background: A manufacturer has secured a contract from a large hospital to
build and supply operating room equipment. The hospital specifies the steps in the
manufacturing and quality control processes that it expects, and the manufacturing
company has contractually committed to meet these specifications. The production
line employees discover that they can skip one of the steps in the quality control
process when building respirators without any noticeable change in the final
product. The client unknowingly accepts the finished respirators as meeting
specifications. During an exit interview, a departing employee reveals to the senior
HR director that his entire unit is skipping a critical step in the quality control process
for building the respirators. No one in the production's supervisory line or
management is aware this is happening.
The HR director reviews performance expectations for employees on the - ANSWER:
Work with supervisors to determine improvements that will help employees meet
production goals.
Scenario Background: A year after a premium hotel opened in a medium-sized town,
the discount hotel across town is forced to close. Many of their housekeepers and
desk attendants get picked up by the premium hotel. A few weeks later, the
managers of the hotel notice that the former discount hotel employees are clashing
with the other employees. The hotel manager discovers that one of the
housekeepers from the affordable motel is allowing family members to stay
overnight at the hotel without paying. At the same time, an employee anonymously
alleges that the facilities manager does not like the hospitality director and
purposely delays and neglects completing room repairs, so they are not available for
reservations. Ultimately, this reflects poorly on the hospitality director.
After determining the allegations about the facility manager to be true, the HR
generalist presents these findings to the HR director. Which is - ANSWER: Meet with
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