NEWEST SHRM SHRM-SCP LATEST PRACTICE MATERIALS ARE LEADING MATERIALS & COMPLETE SHRM-SCP EXAM QUESTIONS PDF

Newest SHRM SHRM-SCP Latest Practice Materials Are Leading Materials & Complete SHRM-SCP Exam Questions Pdf

Newest SHRM SHRM-SCP Latest Practice Materials Are Leading Materials & Complete SHRM-SCP Exam Questions Pdf

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Tags: SHRM-SCP Latest Practice Materials, SHRM-SCP Exam Questions Pdf, Exam SHRM-SCP Material, SHRM-SCP Reliable Torrent, SHRM-SCP Test Cram Pdf

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q249-Q254):

NEW QUESTION # 249
What is a Performance Improvement Plan (PIP) best suited for?

  • A. Unionized workplaces
  • B. Insubordinate behavior
  • C. Quantifiable performance deficiencies with potential for improvement
  • D. Documentation prior to a termination action

Answer: C

Explanation:
PIPS are best for specific and measurable problems with an employee's performance that may be turned around with guidance and training. Insubordinate behavior is not generally resolved with a PIP. And last, although PIPS are sometimes the final step before a termination, it is best for managers and supervisors to issue a PIP with the intent that the behavior can be improved.


NEW QUESTION # 250
During the busy holiday season, many high-performing employees resign. This time of year is especially stressful for front desk employees who have to serve a large number of customers quickly. The HR manager overhears some of the best-performing front desk receptionists say that they are thinking about resigning. What should he do after informing the front of the manager about what he just heard?

  • A. Identify the exact reasons for the high turnover, and develop strategies to eliminate them.
  • B. Train the front of the manager on strategies to increase employee engagement during thebusy season.
  • C. Hire employees with high stress tolerance, and build a candidate pool in case of furtherresignations.
  • D. Help the front of the manager create employee schedules to ensure that there is enoughcoverage for adequate rest breaks.

Answer: C

Explanation:
HR displays the consultation competency by identifying the reasons for the high turnover and working with the team to address the issue. This can involve developing strategies to help the employees reduce stress and deal with the large workload during the season. It has not been determined if a lack of breaks or low employee engagement are the reasons for the high turnover.
Before building a candidate pool, the HR manager should find out what kind of skills and abilities a qualified candidate needs rather than assume that high stress tolerance is the most important characteristic.


NEW QUESTION # 251
During a workforce audit, an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program. Which is the first step the HR leader should take in response to this discovery?

  • A. Push for the adoption of online platforms to better integrate data of the mobile workforce.
  • B. Adopt a process to track worker movement across geographies in line with immigration and tax rules.
  • C. Determine if the organization is liable for possible immigration violations of these workers.
  • D. Alert leadership that the organization may be in violation of statutory compliance.

Answer: C

Explanation:
When an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program, the first step is to determine if the organization is liable for possible immigration violations of these workers. Addressing potential legal and compliance issues is critical to avoid penalties and ensure the organization's operations remain lawful.
* Legal Review: Conduct a thorough review of immigration laws and regulations in the countries where the expatriates are located to identify any potential violations.
* Compliance Check: Verify the immigration status of the expatriates, including work permits, visas, and any other legal requirements necessary for them to work in the host countries.
* Risk Assessment: Assess the risks associated with any identified violations, including legal, financial, and reputational risks for the organization.
* Documentation: Gather and document all relevant information about the expatriates, including their roles, locations, and the terms of their assignments.
* Consult Legal Counsel: Seek advice from legal experts specializing in immigration and employment law to determine the best course of action to address any compliance issues.
* Action Plan: Develop and implement an action plan to rectify any violations, which may include regularizing the immigration status of the expatriates, implementing better tracking systems, and ensuring future compliance.
References:
* SHRM guidelines on global mobility and immigration compliance
* Legal resources on managing expatriate assignments and compliance


NEW QUESTION # 252
The HR manager attends a legal seminar that covers recent lawsuits involving third- party staffing arrangements. Because the company has been increasingly using third-party employees, he is concerned that some of the arrangements could potentially pose a legal risk for the firm. What steps should he take?

  • A. Ensure that no third-party employee works more than twenty hours per week.
  • B. Recommend that the company not sign any further agreements with third-partycontractors.
  • C. Extend company benefits to all third-party employees.
  • D. Research the company's use of third-party employees, and seek clarification from legalcounsel.

Answer: A

Explanation:
The HR manager displays the business acumen competency by applying information he learned in the legal seminar to improve the company's operations. Conducting further research on the company's use of third-party employees and seeking the assistance of a legal counsel shows that he takes the necessary steps to limit the company's legal exposure.


NEW QUESTION # 253
A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager analyze the impact of the pay increase on entry-level employees over the three-month period?

  • A. Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.
  • B. Track whether conversion rates from applicant to employee increase for entry-level positions.
  • C. Track online reviews about the company by employees and candidates.
  • D. Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.

Answer: A

Explanation:
* Administer a Job Satisfaction Survey:
* Purpose: To gather data directly from employees about their satisfaction levels with the new pay increase.
* Survey Design: Develop a survey with questions focused on job satisfaction, including specific items about pay satisfaction, motivation, and intention to stay with the company.
* Comparison: Compare the responses of employees who received the pay increase with those who did not to determine the impact of the pay increase on their overall job satisfaction.


NEW QUESTION # 254
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