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SHRM SHRM-SCP Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Topic 1: HR Knowledge Domain: Organization | Approx. 28% | - Organizational Effectiveness and Development - Workforce Management - Employee and Labor Relations - Structure of the HR Function |
| Topic 2: HR Knowledge Domain: People | Approx. 34% | - HR Strategic Planning - Total Rewards - Learning and Development - Employee Engagement and Retention - Talent Acquisition and Retention |
| Topic 3: HR Knowledge Domain: Workplace | Approx. 38% | - HR Technology and Data - US Employment Law and Regulations - Risk Management - Corporate Social Responsibility |
| Topic 4: Behavioral Competencies | - Critical Evaluation - Leadership and Navigation - Relationship Management - Consultation - Global and Cultural Effectiveness - Ethical Practice - Communication |
SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:
1. What is the C-suite?
A) Employee appreciation celebration
B) Executive management
C) Cloud that stores human resources data
D) Coaching seminar
2. An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?
A) Send an email to all managers to solicit detailed feedback about the training.
B Implement a survey to collect feedback on the effectiveness of the training from the managers
B) Hire an external trainer to review the alignment of the policy with the training content.
C) Offer to meet individually with each manager who needs clarification regarding the training.
3. When an employee is injured on the job, what is the first thing supervisors and managers should be instructed to do after stabilizing the employee?
A) Collect witness statements.
B) Contact human resources.
C) Draft a statement of what happened.
D) Address the cause of the injury, and fix it if possible.
4. A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?
A) Inform the leaders that HR will follow best practices when selecting focus group participants.
B) Explain to the leaders why using only employees from the list might exclude important perspectives.
C) Remind the leaders that the operations VP asked the HRBP to lead the project.
D) Conduct one focus group with the recommended employees and one with randomly selected employees.
5. The majority of the company's sof tware developers are contractual employees from the Philippines. Based on their distinct cultures, should the change initiative be communicated differently to them than to their US counterparts?
A) Yes, because the Filipino employees tend to be more open to change than their UScounterparts.
B) No, because cultural differences do not influence how employees perceive change.
C) Yes, because US employees tend to be more open to change than their Filipino counterparts.
D) No, because they both perceive change similarly.
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: C | Question # 3 Answer: B | Question # 4 Answer: B | Question # 5 Answer: D |
