SHRM-SCP試験無料問題集「SHRM Senior Certified Professional (SHRM-SCP) 認定」
The new HR manager spends time observing different employees to learn about the business. He notices that the maintenance supervisor, who is the CEO's cousin, appears unqualified when working on a defective fridge. When talking to the maintenance supervisor, the HR manager finds out that he has no training in performing the work required by his position. He further hears other employees saying that the maintenance supervisor of ten calls in favors from friends when he cannot complete the job himself. The HR manager is concerned about the maintenance supervisor's performance but also knows that he is close to the CEO. The CEO does not like to hear his family members being criticized. What should the HR manager do?
正解：C
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After meeting with each of the on-site team members, the manager and HR representative discover that some of the miscommunications likely stem from the differences in life experiences and expectations that come with team members being from different generations. How should the manager most effectively coach a multigenerational workforce?
正解：B
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According to the Thomas-Kilmann Conflict Mode Instrument chart, as the importance of a goal/ assertiveness and the importance of a relationship/cooperation both increase, an ideal conflict resolution style is "collaborating." Under the same model, as the importance of a goal/ assertiveness increases and the importance of a relationship/cooperation is minimal, what is the likely response?
正解：D
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The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?
正解：B
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One bus driver, who has been working for the company full-time for 25 years, is clearly unhappy about the introduced changes to the routes. A week later, he meets with the HR generalist, and informs her that he needs to take a leave of absence due to a serious health condition. He turns in an FMLA medical certification form that his doctor completed. The HR generalist reviews the information, determines that he qualifies for the leave of absence, and informs his manager that he will be out for a certain amount of time. The manager responds that the bus driver only requested the time of f because he is unhappy with the changes and HR should not approve his leave. What should the HR generalist do?
正解：B
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The supervisor of the pregnant employee comes to the HR generalist with a request for a written warning. Despite multiple verbal warnings, the employee keeps using her cell phone during work time for personal text messaging and playing games. The HR generalist has also had several conversations with the employee about this. However, the HR generalist is sympathetic because the employee reminds her of herself when she was pregnant. She does not think that the employee should receive a written warning and consults with her supervisor, the VP of HR. What should the VP of HR do?
正解：A
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As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?
正解：B
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How would you deliver the feedback to this employee?
You are a supervisor who manages a small team of three prof essionals. One in particular is a high performer with a great attitude. Unfortunately, he/she made a huge error on his/her most recent client report, which ended up costing the organization a significant amount of money. It is an error that you need to address with, but you don't want to dampen his/her spirits as he/she tends to be sensitive to negative feedback
You are a supervisor who manages a small team of three prof essionals. One in particular is a high performer with a great attitude. Unfortunately, he/she made a huge error on his/her most recent client report, which ended up costing the organization a significant amount of money. It is an error that you need to address with, but you don't want to dampen his/her spirits as he/she tends to be sensitive to negative feedback
正解：C
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Sarah is a carpenter on a construction crew tasked with framing a series of residential houses. As the only female on the team, Sarah feels pressured to avoid wearing makeup at work or talking about her young children in an attempt to secure respect from her team and supervisors. This scenario is a demonstration of which of the following barriers to success for diverse workers?
正解：B
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Many of the exit interviews mentioned employees seeking leadership positions outside of the company because they did not possess the education standards required to advance and their hands-on experience was not recognized as an equivalency. VVhat barrier to diversity is most likely at play in these instances?
正解：A
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A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.
The CFO proposes a plan to improve process efficiency within the organization and asks the HR director to implement it. Some employees dislike the plan and refuse to follow it. What should the HR director do?
The CFO proposes a plan to improve process efficiency within the organization and asks the HR director to implement it. Some employees dislike the plan and refuse to follow it. What should the HR director do?
正解：C
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