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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q79-Q84):
NEW QUESTION # 79
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.
Although the leadership team initiated the project, a few members express concerns that the project is not a good use of the facility's funds. They are skeptical that the project will lead to any tangible benefits for the facility. Which action should the HRBP take to address the leadership team's opposition to the project?
Answer: B
Explanation:
To address the concerns of skeptical leaders, it is important to present a clear business case for the project.
Here's how:
* Financial Impact: Highlighting the return on investment (ROI) by comparing the costs of the project with the potential savings from reduced turnover can make a compelling case. High turnover rates are costly due to expenses related to recruitment, training, and lost productivity.
* Evidence-Based Approach: Providing data and research on how improving company culture can lead to better employee retention, higher productivity, and overall organizational success can help in gaining support.
* Long-Term Benefits: Emphasizing the long-term benefits of a positive company culture, such as enhanced employee engagement, better performance, and stronger employer brand, can convince leaders of the project's value.
* Strategic Alignment: Demonstrating how the project aligns with the organization's strategic goals and contributes to its mission can further justify the investment.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on strategic HR management and ROI in HR projects
NEW QUESTION # 80
Why is it essential that a company works hard to build a comprehensive diversity and inclusion program?
Answer: A
Explanation:
It is important for a company to invest in a comprehensive diversity and inclusion program because the goal is to change deeply held beliefs, assumptions, habits, and processes, which is a difficult undertaking. If the company does not truly care about making these difficult changes and putting in the necessary effort, the initiative will not be successful. Further, the company will not be able to prof it from the advantages of a diverse workforce.
NEW QUESTION # 81
As a step to reduce workplace accidents, a company assesses how many workers are wearing personal protective equipment. What kind of indicator are they studying?
Answer: D
Explanation:
Wearing personal protective equipment is considered a leading indicator because it affects the rate of future workplace accidents. The opposite is a lagging indicator, which had an impact on the number of workplace accidents that occurred in the past.
NEW QUESTION # 82
In a meeting with the executive leadership team, a strict performance management system with the goal of terminating underperforming employees is being discussed. How should the HR manager, who is attending the meeting, react when asked to implement the new system?
Answer: A
Explanation:
The HR manager displays the leadership and navigation competency by guiding the senior management team to look at the problem from a different angle, considering factors they might have previously overlooked. Even though the HR manager should aim to align the HR strategy' with the company's strategic goals, he has to evaluate the decisions of the executive leadership team to be sure that they are in the best interest of the company. The HR manager does not know if low employee engagement or a lack of communication are reasons for the low performance, so addressing these would not be helpful.
NEW QUESTION # 83
The CEO announces plans to expand the company and gathers data to draft a business plan for the expansion strategy. What should the HR business partner do because he is aware that the company is already short-staffed?
Answer: A
Explanation:
The HR business partner displays the business acumen competency by collecting data, analyzing the current workforce, identifying solutions that will support the company s strategy, providing a recommendation, and supplying the CEO with the necessary data for the expansion business plan.
NEW QUESTION # 84
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