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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q223-Q228):

NEW QUESTION # 223
There are many critics of using personality assessments as part of the hiring process. Which of the following is the MOST valid concern that critics have expressed?

A. Assessments can pigeonhole applicants based solely on personality traits.
B. Applicants can usually manipulate the results-they choose the option that the organizationwants to hear rather than how they feel.
C. Assessments may ask questions that would identify and exclude disabled individuals.
D. Disparate impact-protected groups of people may be excluded from consideration based on their responses.

Answer: A

Explanation:
The other concerns listed can usually be assuaged with a legitimate assessment provider. But no matter how buttoned up the assessment tool is, great applicants might be eliminated from the process based solely on their personality type.

NEW QUESTION # 224
What is an advantage of using a business partner model in an organization rather than the generalist model?

A. A human resources (HR) business partner is able to become more familiar with specificlines of business, thus acting as a strategic partner to the designated group.
B. An HR business partner has a wide range of skills and abilities, so he/she is able to provideguidance in almost any scenario.
C. The business partner model allows for better consistency in policy application acrossdepartments in the organization.
D. An HR business partner can focus on a designated area of expertise and become anadvanced subject matter expert.

Answer: C

Explanation:
Answer B describes a specialist role, answer C describes a generalist role, and answer D is actually a common disadvantage of utilizing the business partner model. Different business partners across the organization who support different divisions tend to reflect inconsistency in practice as compared to their counterparts.

NEW QUESTION # 225
How would you describe employee engagement?

A. Engagement that is generally higher within the first 30 days after hire but that usually fades
B. An employee with commitment to the organization and motivation to perform well
C. An employee who is ambitious and works hard but is always looking outside theorganization for new opportunity.
D. An employee who is satisfied with his/her job

Answer: A

Explanation:
An engaged employee is one who is loyal to the organization, speaks highly of the organization to friends and family, knows what work needs to be done to make a positive impact and does it. Job satisfaction and employee engagement are not the same thing: job satisfaction is usually driven by extrinsic factors such as pay, benefits and time of f, whereas intrinsic motivators and strong leadership drive engagement.

NEW QUESTION # 226
A company was recently certified as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?

A. Integration
B. Adaptation
C. Transformation
D. Assimilation

Answer: C

Explanation:
There are three stages on the corporate social responsibility (CSR) curve: compliance, integration, and transformation. The company is at the transformation stage. They have successfully integrated sustainability into their core strategy by receiving the B Corp certification. A company can obtain this certification if they meet a number of environmental and social performance standards.

NEW QUESTION # 227
Which documentation strengthens a claim of harassment against an employer?

A. Location where the harassment occurred
B. Details of the harassment type
C. Names of witnesses to the harassment
D. Instances of retaliatory behavior

Answer: C

Explanation:
The names of witnesses to harassment strengthen a claim of harassment against an employer by providing corroborative testimony that can substantiate the victim's allegations. Witnesses can confirm the occurrence of the harassment, the context in which it happened, and the behavior of the harasser.
* Corroboration: Witnesses can provide independent accounts that support the victim's version of events, adding credibility to the claim.
* Details and Context: Witnesses can offer additional details and context about the harassment, helping to build a more comprehensive and compelling case.
* Consistency: Multiple witnesses can provide consistent testimonies that strengthen the overall evidence of harassment.
* Legal Proceedings: In legal proceedings, witness statements are critical as they can sway the outcome by providing reliable and objective evidence.
References:
* SHRM guidelines on handling harassment claims
* Legal resources on evidence requirements in harassment cases

NEW QUESTION # 228
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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q223-Q228):

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