New 2022 Realistic Free SHRM SHRM-CP Exam Dump Questions & Answer
SHRM-CP Practice Test Engine: Try These 450 Exam Questions
SHRM SHRM-CP: Society for Human Resource Management Certified Professional Certified Professional salary
The average income of a SHRM SHRM-CP Certified Expert in
- Europe - 70,347 â¬
- England - 70,632 POUND
- United State - $ 99,247
- India - 20,42,327 INR
NEW QUESTION 76
A new employee is told by her coworkers that one of her duties is to handle customer queries as they arrive. However, her superior informs her that customer queries are to be handled by her department as a whole, and in fact she should defer to her coworkers until she becomes more acclimated. This employee's situation can be defined as
- A. role overload.
- B. role ambiguity.
- C. role orientation.
- D. role conflict.
Answer: D
Explanation:
Explanation: The situation outlined above can be defined as role conflict. Role conflict exists when an employee does not understand exactly what is expected of him. This problem is common when an employee must report to more than one superior. Role orientation is the process of becoming familiar with an employee role. Role overload is a sense of anxiety or panic produced by a perception that one is being asked to do too much. Role ambiguity is a general lack of clarity regarding the parameters of the employee role. Goal ambiguity is particularly common when a new position has been created within the organization, and the requirements of the position have yet to be finalized.
NEW QUESTION 77
The Green Company is putting together a group incentive. To begin with, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?
- A. Scanlon Plan
- B. improshare
- C. gainsharing
- D. profit sharing
Answer: B
Explanation:
Explanation: The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a preestablished baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A profitsharing plan gives employees a percentage of the organization's profits.
NEW QUESTION 78
Sandra is the head of a small human resources department. She wants to implement a human resource information system, so she begins by commissioning a needs analysis. What is her next step?
- A. Asking for permission to implement the system
- B. Researching possible systems
- C. Identifying possible conflicts with other organizational systems
- D. Creating a timeline for implementation
Answer: B
Explanation:
Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.
NEW QUESTION 79
Which of the following best explains the primary role of fiduciary responsibility for the human resources professional?
- A. Avoiding any indication of favoritism
- B. Recognizing the need to handle sensitive material carefully
- C. Creating unimpeachable trust
- D. Handling the total rewards program at the organization
- E. Assuring a sense of trust in the organization's total rewards program
Answer: D
Explanation:
Explanation: The primary role of fiduciary responsibility for the human resources professional is to handle the total rewards program for an organization. Answer choices A, B, D, and E are incorrect, not because they are unrelated to fiduciary responsibility, but because they do not represent the primary role of fiduciary responsibility for a human resources professional. While handling a total rewards program, the human resources professional is expected to create unimpeachable trust, avoid any indication of favoritism, recognize the need for handle sensitive material carefully, and assure a sense of trust in the organization's total rewards program.
NEW QUESTION 80
In terms of required document retention, which of the following is not covered by Title VII of the Civil Rights Act of 1964?
- A. Tax deductions
- B. Affirmative action plan
- C. Employee resumes
- D. Apprentice selection records
Answer: B
Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 covers the following types of document retention: apprentice selection records, employee resumes, and tax deductions. It does not, however, apply to a business's affirmative action plan, which falls under Executive Order 11246.
NEW QUESTION 81
Which of the following represents an occasion when picketing would be illegal?
- A. When employees try to provide potential customers with information about business practices
- B. When employees make efforts to inform the public about the employer's position regarding unions
- C. When a union tries to encourage nonunion employees to join the union
- D. When a union attempts to encourage the employer to recognize union representation
- E. When an election for union representation has occurred within a 12month period
Answer: E
Explanation:
Explanation: Though picketing is legal under certain circumstances, one instance when picketing is illegal occurs when an election for union representation has occurred within a 12month period. Answer choices B, C, D, and E are all incorrect because they represent occasions when picketing would be considered legal.
NEW QUESTION 82
What are the typical hours of the swing shift?
- A. 4 p.m. to 12 a.m.
- B. 5 p.m. to 1 a.m.
- C. 12 a.m. to 8 a.m.
- D. 10 p.m. to 6 a.m.
Answer: A
Explanation:
Explanation: The typical hours of the swing shift are 4 p.m. to 12 a.m. The day shift typically runs from 8 a.m. to 4 p.m., and the graveyard shift typically extends from 12 a.m. to 8 a.m. Some employees receive extra compensation for working the swing or graveyard shift.
NEW QUESTION 83
Identify the components of the fourdimensional model of management.
- A. functions, roles, targets, styles
- B. audience, employees, responsibilities, actions
- C. leadership, subordination, administration, facilitation
- D. recruitment, performance, transition, responsibility
Answer: A
Explanation:
Explanation: The components of the fourdimensional model of management are functions, roles, targets, and styles. In this model, managers have six functions: training and development; persuasive communication; influence and control; forecasting and planning; personal area of expertise; and administration. Managers also have four roles: innovator, evaluator, motivator, and director. Managers have five targets: peers, subordinates, external, superiors, and self. Finally, managers have an indeterminate number of styles, related to the particular personality and approach of the manager.
NEW QUESTION 84
Following the filing of an employee complaint, as noted in question 169, how many days does OSHA have to issue a final order?
- A. 60 days
- B. 120 days
- C. 180 days
- D. 90 days
Answer: C
Explanation:
Explanation: In response to the employee's filing, OSHA then has 180 days to issue a final order against the employer. The other answer choices (60 days, 90 days, and 120 days) are too low.
NEW QUESTION 85
Which of the following is not included as a job category under the EEO1 report?
- A. Craft workers
- B. Sales workers
- C. Medical workers
- D. Service workers
Answer: C
Explanation:
Explanation: Medical workers are not identified as a separate category under the EEO1 report. Sales workers, service workers, and craft workers, however, all represent separate EEO1 categories.
NEW QUESTION 86
All of the following would be legally considered unfair labor practices for an employer except
- A. Entering into positional bargaining with the employee union
- B. Entering into a hot cargo agreement with the employee union
- C. Taking disciplinary action against those who participate in unions
- D. Declining to enter into a bargain with the employee union
Answer: A
Explanation:
Explanation: Positional bargaining is one among many bargaining options for employers, and entering into positional bargaining is not considered to be an unfair labor practice. However, entering into a hot cargo agreement with the union, taking disciplinary actions against those who participate in unions, and declining to enter into a bargain with the employee union may be considered unfair labor practices for employers.
NEW QUESTION 87
What are the four Ps of marketing?
- A. product, price, payment, persistence
- B. preview, position, price, persuasion
- C. promotion, place, position, (market) penetration
- D. product, price, place, promotion
Answer: D
Explanation:
Explanation: The four Ps of marketing are product, price, place, and promotion. Product refers to the characteristics, appearance, and specifications of the item or service being sold. Price refers to the art of maximizing profits by establishing the right cost for the product. Placement refers to the venues in which the product or service will be sold. Finally, promotion refers to the set of advertising and public relations activities designed to stimulate sale of the product.
NEW QUESTION 88
In the United States, there is an expectation that employees will meet a minimum standard of effort and competence in their work. This is known as
- A. the duty of diligence.
- B. a mandatory minimum.
- C. the duty of loyalty.
- D. due process
Answer: A
Explanation:
Explanation: The expectation that employees will meet a minimum standard of effort and competence in their work is known as the duty of diligence. This duty is a part of common law. In other words, within a legal setting, employees are considered to be at fault when they fail to work towards this minimum standard. This presumption is valid in situations that are not otherwise covered in case law.
NEW QUESTION 89
What is the established radius for which FMLA applies to employees working for private employers?
- A. 50 miles
- B. 85 miles
- C. 75 miles
- D. 30 miles
Answer: C
Explanation:
Explanation: Accordingly to FMLA rules, the established radius for employees in private businesses (as opposed to state or federal agencies) is 75 miles. The radius of 30 or 50 miles is too small. The radius of 85 miles exceeds the FMLA standard.
NEW QUESTION 90
Name one consequence of the Clayton Act of 1914.
- A. Federal contractors must pay the going rate for workers.
- B. Employers could not always use injunctions to break strikes.
- C. The Sherman Act was applied to unions.
- D. Workers retained the right to organize.
Answer: B
Explanation:
Explanation: One consequence of the Clayton Act of 1914 was that employers could not use injunctions to break strikes. This act was intended to protect the free market from monopolies and exclusive business arrangements. This act was unique at the time because it made executives responsible for violations.
NEW QUESTION 91
Which component of an affirmative action plan provides demographic information for the labor market related to each job group?
- A. organizational profile
- B. determination of availability
- C. comparison of incumbency to availability
- D. job group analysis
Answer: B
Explanation:
Explanation: In an affirmative action plan, the determination of availability provides demographic information for the labor market related to each job group. Specifically, this part of the affirmative action plan indicates how many women and minorities are available to fill positions in each job group. A determination of availability should include internal and external candidates. A job group analysis indicates how the business categorizes various positions. The comparison of incumbency to availability calculates the company's success at employing minorities compared with the job market as a whole. Finally, the organizational profile is a simple list of the positions within the business.
NEW QUESTION 92
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How much SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam cost
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