お手軽に合格させる 最新SHRM SHRM-SCP問題集には402問があります
最新のSHRM-SCP学習ガイド2025年最新の- 提供するのはテストエンジンとPDF
質問 # 14
Which is a characteristic of an HRIS program that improves the value of an organization's data?
- A. Data management procedures that prevent the editing, adjusting, and adding of information
- B. Data storage procedures that encourage knowledge workers to retain data on an individual basis
- C. Data that supports decision-making through the sharing of information
- D. Data that can be shared and is widely accessible without many restrictions
正解：C
解説：
* Decision-Support Systems: An HRIS should include decision-support systems that provide managers with access to relevant and timely data for making informed decisions. This includes dashboards, analytics, and reporting tools.
質問 # 15
The company recently introduced a new state-of -the-art sof tware program that transforms the way insurance agents put together portfolios, calculate rates, and create presentations for customers. Due to the complexity of the new sof tware, the company had all insurance agents go through a one-day training to become familiar with the new tool. After a couple of weeks, the CHRO notices that some of the more tenured agents are struggling with using the new sof tware program and have decreasing sales. What should the CHRO do?
- A. Offer additional training to agents whose performance has decreased.
- B. Prepare for increased turnover by building a talent pool.
- C. Arrange for all agents to attend a second day of training on the new sof tware program.
- D. Hold agents accountable for their decreased performance, setting clear expectations.
正解：A
解説：
The CHRO displays the ethical practice competency by promoting fairness when she notices that the new technology has become a disadvantage for the more tenured and less computer-savvy employees. She shows awareness that new technology' can lead to performance gaps between the younger and older workforce. To give all employees a fair chance, the company needs to of fer more training and support to the less computer-savvy employees.
質問 # 16
After a compensation study, the HR director learns that newly hired nurses have been paid higher wages than incumbent nurses for the past three years. Which is a cause for internal pay compression?
- A. The company has not offered a cost-of-living increase recently.
- B. The company allows managers to make salary decisions independent of HR.
- C. The market is flooded with highly qualified candidates for nursing positions.
- D. The company has not adjusted pay ranges in light of changes in the market.
正解：D
解説：
Internal pay compression occurs when there is a narrow difference in pay between employees regardless of their skills or experience. This often happens when new hires are paid higher wages due to current market demands, while incumbent employees' wages are not adjusted accordingly. If the company has not adjusted its pay ranges to reflect market changes, this can lead to new hires being paid more than existing employees, resulting in pay compression.
References:
* SHRM Compensation Data and Practices
* SHRM Learning System for SHRM-SCP
質問 # 17
The HR VP of a firm is leading an effort to implement a risk management plan and establishes an internal team to assess the risks involved in the event there is a disruption in the supply chain. What should be the team's first step in confidently evaluating this risk?
- A. Identify alternative supply chain suppliers.
- B. Assign managers to address their departments' supply chain risks.
- C. Review the firm's strategic objectives.
- D. Identify recurring readiness reports from its suppliers.
正解：C
解説：
* Strategic Alignment: The first step in evaluating supply chain risks should be to review the firm's strategic objectives to ensure that the risk management plan aligns with the overall goals and priorities of the organization.
* Risk Identification: Understanding the strategic objectives helps in identifying which areas of the supply chain are most critical to achieving these objectives and where potential disruptions could have the greatest impact.
* Priority Setting: By aligning the risk assessment with strategic objectives, the team can prioritize risks that are most likely to hinder the firm's ability to meet its goals, ensuring a focused and effective risk management approach.
* Holistic View: Reviewing the strategic objectives provides a holistic view of the organization's direction and helps in creating a risk management plan that supports long-term success and sustainability.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on risk management and strategic alignment
質問 # 18
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 satisfied with his/her job
- D. An employee who is ambitious and works hard but is always looking outside theorganization for new opportunity.
正解：A
解説：
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.
質問 # 19
What would be the most effective first step for the HR team following the exit interview review?
- A. Review performance management practices to assess effectiveness of promotionprocedures.
- B. Conduct stay interviews to better understand why current employees have chosen not toleave.
- C. Launch an internal investigation into all managers to identify toxic leaders.
- D. Recommend an additional 5% salary increase for all employees.
正解：A
解説：
By reviewing the performance management processes, measurable work outcomes are set as the center of the investigation. 1%ile this review may lead to eventual investigations of certain managers for unethical practices (B), putting the work outcomes as the focus clearly communicates the ultimate goals of the review and any follow-up actions. Stay interviews (C) can be useful to recognize what the company does well and what it should continue to do with respect to retention; however, getting to the root of any possible favoritism or discrimination is of a higher priority when data from the exit interviews can serve as a starting point for key retention factors. Recommending an additional salary increase (D) may eventually be part of the solution but increasing salaries without additional data about compensation decisions like starting rates, compensable factors, bonuses, and merit increases may lead to inefficient spending.
質問 # 20
What approach would you take to address this source of discontent?
- A. Encourage engineers to identify the gaps in their skills in relation to the lead position and improve upon those skills to prepare for a potential promotion.
- B. Spearhead a significant wage increase for all engineers in the company to make up for the fact that they may never receive a promotion.
- C. Make it clear to engineers that promotions are difficult to come by in smaller organizations and instead emphasize all the perks that they enjoy by working for a small, dynamic company.
- D. Train the leads to encourage the engineers to assess and communicate their needs andact-pursue learning opportunities and set goals.
正解：D
解説：
In this situation, you don't want to imply that the engineers only need to improve upon their skills to get a promotion, but you also don't want to stifle their ambition. The leads should work with the engineers to identify exactly what they need-is it just more money? More recognition? More responsibility? More autonomy? Perhaps some of these needs can be met with a creative solution rather than a promotion.
質問 # 21
The company decided to change the current employee pay structures to a competitive sales incentives-based pay structure. What would be the best way for the HR manager to communicate the new pay structure to all employees?
- A. Conduct a conference call with store managers to prepare them to answer employeequestions and concerns. Then, send a concise, but comprehensive email to all associates.
- B. Because the individual store managers know their associates best, put them in charge ofcommunicating the changes to their employees.
- C. Conduct face-to-face meetings with associates in each store to address their questions andconcerns in person.
- D. Send a detailed letter to each associate that explains the changes, including the rationalebehind them. Make sure that the associates have ample time to review the letter.
正解：A
解説：
Impactful communication starts with understanding the audience's perspective, drafting a clear message, and delivering it effectively. A conference call gives managers the opportunity to ask questions and prepare answers to questions they might get. A concise but comprehensive email communicates the message consistently to all associates. Conducting face-to-face meetings is not realistic with a dispersed workforce. The company would want the message to be consistent across all stores and therefore would not want to leave all communication up to the individual store managers. The message should be understandable and complete but at the same time brief and to the point. Providing too much information in a letter can lead to a communication overload for many employees.
質問 # 22
What happens if an employee on leave submits a medical certification and human resources questions the validity of diagnosis and the prof essional's credentials?
- A. HR may require a second opinion from another healthcare provider.
- B. HR must make the best determination of its validity based on the information provided to maintain the employee,s privacy.
- C. Human resources (HR) should contact the medical prof essional for more information about the employee,s medical condition.
- D. HR may not contact the medical prof essional but should contact the employee for more information on the health condition.
正解：A
解説：
Although human resources (HR) may contact the medical prof essional to confirm the validity of the certification and ask clarifying questions, to protect the employee's privacy, they may not ask for more information about the condition. HR may require a second or third opinion at the employers expense.
質問 # 23
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?
- A. Utilize HRIS to track data.
- B. Ensure new processes and goals are reflected in performance reviews.
- C. Support leaders through ongoing training and development initiatives.
- D. Establish a mentorship program.
正解：C
解説：
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.
質問 # 24
One of the store managers in charge of implementing a number of changes is known to be a "country club manager." What kind of advice can the HR manager give him to be successful?
- A. Hold employees accountable.
- B. Delegate tasks to the team as much as possible.
- C. Encourage employees to accomplish goals.
- D. Create a collaborative team environment.
正解：A
解説：
According to Blake-Mouton's theory, a "country club manager" is highly concerned about his people but has a low concern for tasks. He tends to be encouraging and creates a collaborative environment. But he of ten fails to hold employees accountable and avoids giving negative feedback to his subordinates. In order for him to become a team leader, he would need to develop an equal amount of concern for tasks. "Impoverished managers," with a low concern for both tasks and people, tend to delegate their work.
質問 # 25
When calculating the rate of turnover in an organization, which is most helpful?
- A. Include both voluntary and involuntary terminations in the calculation.
- B. Separate out involuntary terminations from voluntary terminations.
- C. Consider the prior year,s headcount when dividing by the number of employee exits.
- D. Consider the prior year,s total number of employee exits when dividing by averageheadcount.
正解：B
解説：
When determining the cause of employee turnover, it is best to separate out involuntary terminations from voluntary terminations. Counting involuntary terminations in the calculation will skew the separation rate and will not help determine the cause for attrition.
質問 # 26
What is a "top-heavy" 401 (k) plan?
- A. A plan with greater than 60% of its total value in the accounts of "key" employees
- B. A plan with less than 60% participation by non-highly compensated employees
- C. A plan with an average deferral by highly compensated employees at 2% greater than non-highly compensated employees
- D. A plan with more than 60% participation by executives
正解：B
解説：
A "top-heavy?' 401(k) plan is one in which more than 60% of the entire plan's value resides in the accounts of "key" employees. A key employee is defined as an employee with major ownership of the company and/or in a decision-making role.
質問 # 27
According to Ulrich, what is the primary intent of the business partner model?
- A. Business processes integration and alignment of daily work with business outcomes
- B. Creation of shared services between business units to reduce HR administrative burden
- C. Management of all HR processes for a business unit
- D. Transformation of the business unit to better align with HR directives
正解：A
解説：
* Ulrich's Business Partner Model:
* Core Objective: The business partner model aims to align HR activities closely with the strategic goals and operational needs of the business.
* Integration: It focuses on integrating HR functions into the business processes to ensure that HR activities support and drive business outcomes.
質問 # 28
They are discussing ways to implement the changes successfully. What is the first thing that they should do?
- A. Ask the workforce for feedback on the proposed changes.
- B. Encourage employees to take action.
- C. Behave with urgency on a daily basis.
- D. Communicate a clear vision to the workforce,
正解：C
解説：
The first step in Kotter's Change Model is to create a sense of urgency. Establishing a sense of urgency will demonstrate the need for change. Providing a clear vision is the third step. Over- communicating and encouraging feedback are part of the fourth step.
質問 # 29
After the focus teams are up and running with renewed leadership buy-in and clearly defined timelines and goals, the HR director checks in with the COO to see how his vision is playing out. The COO is grateful for the director's initial observations and course correction suggestions but observes that since the teams have been working more closely together, there has been a rise in conflicts due to misunderstandings between team members from different regions and cultures. Which of the following actions that the HR director could recommend would be most effective?
- A. Let the misunderstandings play out naturally to encourage the evolution from conflict to collaboration.
- B. Assign conflicting team members to different teams or projects to ease the tension.
- C. Issue a "celebrate diversity" online training for all team members to take.
- D. Design a team-building activity that connects members to common work goals and values.
正解：A
解説：
Misunderstandings and conflict are to be expected on newly formed global teams due to clashes between the external cultures and beliefs that each member brings to the team. Team building intent on highlighting the common ground of skills and organizational goals and values can help to build an internal team culture. A strong internal team culture uses trust and mutual respect to turn conflict into collaboration and takes advantages of the individual differences of its members.
Online trainings (A) can be a useful part of the puzzle when managing a diverse team, but they are not as effective as interactive, values-based activities. Allowing conflict to play out (C) without intervention may work but may also cause resentment and mistrust. Automatically assigning conflicting team members (D) elsewhere does not get to the root of the challenges and weakens the teams as members were initially chosen for their specialty knowledge that may not translate as well on different teams.
質問 # 30
For an employer to hire an unpaid intern, the internship must meet several criteria.
Which option is NOT a criterion to qualify for an unpaid internship?
- A. The intern,s work does not take away work from another paid employee.
- B. The intern receives relevant and valuable on-the-job training.
- C. The intern receives academic credit for completion of the internship.
- D. The intern must work less than 20 hours per week.
正解：A
解説：
The Department of Labor has issued seven criteria that qualify an internship to be unpaid.
There are no restrictions for weekly hours.
質問 # 31
Given the original reason for the human resources (HR) audit, what would be the MOST appropriate type of audit?
- A. An audit to ensure compliance with applicable regulations
- B. An audit to ensure HR function is aligned with organizational goals
- C. An audit to ensure all HR functions are aligned with best practices
- D. An audit focused on employee relations
正解：C
解説：
This audit should address all human resource (HR) functions, not just employee relations.
The poor survey results could be prompted by other processes such as performance reviews, benefits enrollment, promotional opportunities, and so on. Although compliance is important, it is not the goal of this audit. Industry best practice will provide a useful benchmark to identify deficiencies in the HR function.
質問 # 32
......
SHRM-SCP問題集と試験テストエンジン：https://www.goshiken.com/SHRM/SHRM-SCP-mondaishu.html
最新版を今すぐ試そうSHRM-SCP練習テスト問題解答：https://drive.google.com/open?id=11SaeNUzcucVOs9QXWPv3Rf-UvAFOlZdH