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

1. In the context of Fair Labor Standards Act (FLSA), which statement is true regarding the concept of workers being "engaged to wait" versus "waiting to be engaged"?

A) An employee who is "engaged to wait" is generally on call and can use his/her time freely aslong as they re able to make it to the workplace in the event they are called.
B) An employee who is "engaged to wait" is relieved of duty, so he/she does not need to bepaid unless he/she is called to work.
C) An employee who is "engaged to wait" is effectively on duty and must be paid for that time.
D) An employee who is "waiting to be engaged" is usually required to remain at the workplaceor nearby in case they are needed.

2. A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
While developing the performance appraisal system, several employees explain to the HR director that they largely work independently, making it difficult to provide ratings for others. What approach should the HR director propose to meet the needs of the company?

A) Introduce more concrete performance criteria including the number of projects completed and client satisfaction ratings.
B) Design a new performance management system focused on the achievement of individual goals tied to organizational goals.
C) Ask managers to make ratings based on documentation and material provided by the individual employees.
D) Restructure employees' work so that they work more collaboratively.

3. 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) Principled bargaining
B) Positional bargaining
C) Distributive bargaining
D) Composite bargaining

4. A company creates a foundation to award grants to eligible nonprofit organizations to fund projects aimed at uplifting the living conditions of the local communities. Aside from the grants, the company will also assign key employees to help manage the projects. This is an example of which type of community engagement?

A) Employee volunteerism
B) Joint community project
C) Financial grant
D) Community board representation

5. What is the best idea that the CHRO should look into further?

A) Ask several employees to each make a short video showing what diversity in the workplacemeans to them.
B) Conduct a series of stay interviews to gather managers, views on diversity within the organization.
C) Launch a quick diversity and inclusion project that can be used as the basis for the newemployment brand.
D) Highlight the bank,s affirmative action plan in the new employment brand.

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