NEW SHRM-SCP TEST ONLINE, SHRM-SCP LATEST EXAM FEE

New SHRM-SCP Test Online, SHRM-SCP Latest Exam Fee

New SHRM-SCP Test Online, SHRM-SCP Latest Exam Fee

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Tags: New SHRM-SCP Test Online, SHRM-SCP Latest Exam Fee, Reliable SHRM-SCP Test Review, Exam SHRM-SCP Material, SHRM-SCP Certification Dumps

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Senior Certified Professional (SHRM-SCP) study material & SHRM-SCP torrent pdf & Senior Certified Professional (SHRM-SCP) training dumps

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q367-Q372):

NEW QUESTION # 367
How would you appeal to senior finance leadership and convince them of the importance of this program?

  • A. Give a presentation to the senior finance leadership, and give several case studies of otherorganizations that had success with mentoring programs. Explain the employee morale-boosting benefits, and answer any questions they have.
  • B. Start a six-month pilot program, which costs much less than the full program, and hope thatits success will justify the money spent thus far.
  • C. Put together a succinct, finance-centered document with the total budget needed, how thebudget will be spent, the expected impacts on employee retention, and in turn, cost savings.
  • D. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.

Answer: C

Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.


NEW QUESTION # 368
What is an advantage of a functional human resources (HR) structure?

  • A. Accessibility of the HR department for employees
  • B. Alignment with organizational strategy
  • C. Ensuring compliance and confidentiality
  • D. Consistency across the entire organization

Answer: D

Explanation:
An advantage of a functional HR structure is that HR practices are uniformly applied throughout the entire organization. Accessibility of the HR department for employees is an advantage of a decentralized HR structure. No matter what the structure of the HR department is, it should be in alignment with the organization's strategy while maintaining compliance and confidentiality.


NEW QUESTION # 369
A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The regional HR director discovers that the VP's onboarding process was shortened because the firm needed the VP to oversee multiple high-visibility initiatives. What should the regional HR director do to ensure the VP understands the business impact of the company's leadership and culture standards?

  • A. Oversee the onboarding process to ensure the VP completes the remaining activities before taking any additional assignments.
  • B. Send the VP a brief narrative summary of the company's leadership and culture standards.
  • C. Meet with the VP to review the alignment between the company's standards and the VP's strategic goals.
  • D. Ask the VP to provide a detailed summary of the VP's short-term and long-term goals for improving leadership and culture.

Answer: C

Explanation:
* Initial Meeting: The regional HR director should schedule a one-on-one meeting with the VP to discuss the company's leadership and culture standards. This provides an opportunity to understand the VP's perspective and strategic goals.
* Review of Standards: During the meeting, review the company's leadership and culture standards in detail. Discuss how these standards impact business operations, employee morale, and overall company performance.
* Alignment of Goals: Identify areas where the VP's approach may not align with the company's standards. Highlight the importance of these standards in achieving long-term success and fostering a positive work environment.
* Action Plan: Develop an action plan with the VP to ensure that their strategic goals are aligned with the company's culture and leadership standards. This may include additional training, mentorship, or adjustments to their approach.
* Ongoing Support: Offer ongoing support and follow-up meetings to monitor progress and provide guidance as needed. Ensure the VP understands the importance of adhering to company standards and the potential business impact of their leadership style.
This approach ensures that the VP is fully integrated into the company's culture and leadership framework, which is crucial for maintaining consistency and achieving strategic objectives. This method aligns with SHRM's guidelines on effective onboarding and leadership development.


NEW QUESTION # 370
What was the court ruling in Lechmere, Inc. v. NLBR?

  • A. A company does not have to allow union representatives to campaign on company property if they are not employed by the company.
  • B. Employees have the right to bring a third person into the room if they are being questionedas part of an investigation.
  • C. If an employee misses time worked due to union-related activities, the company cannothold it against him in his attendance record.
  • D. A company is allowed to continue business operations during a strike by hiring newemployees or temporary workers.

Answer: A

Explanation:
In Lechmere, Inc. v. NLBR, the court ruled in favor of the company. Lechmere, Inc. did not allow union representatives on company property to solicit and distribute materials because they were not employees of the company and had no other business reason to be on the property.


NEW QUESTION # 371
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.
The philanthropy department director confides in the HRBP that behavioral issues with specific employees have not been addressed because the director prefers to avoid interpersonal confrontation. Which action should the HRBP take?

  • A. Gather peer feedback anonymously to help the director identity the causes of poor working relationships among employees.
  • B. Suggest that the director deliver the feedback in a written format.
  • C. Counsel the director on strategies for establishing effective interpersonal interactions with employees.
  • D. Ask the operations VP to approve a leadership development program for the leadership team.

Answer: C

Explanation:
Addressing interpersonal conflicts directly is crucial for improving workplace relationships and overall department performance. Here's the rationale:
* Skill Development: Counseling the director on effective interpersonal strategies can equip them with the necessary skills to address and manage conflicts, leading to a healthier work environment.
* Leadership Growth: This approach supports the director's growth as a leader by improving their ability to handle interpersonal issues proactively and constructively.
* Long-Term Solutions: By addressing the root causes of poor working relationships, this strategy can lead to long-term improvements in department culture and performance.
* Support and Guidance: Providing this support shows that the organization is invested in the director's development, which can enhance their engagement and effectiveness as a leader.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on leadership development and conflict resolution


NEW QUESTION # 372
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