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SHRM-CP Assessment
Step
1
of
6
16%
Name
*
First
Last
Email
*
Section One
PEOPLE (17%)
Which of the following steps would an organization take during the strategy formulation phase?
*
A. Deciding on the organization's mission
B. Creating an organizational structure
C. Preparing departmental budgets
D. Conducting focus groups
Which of the plans below describes and projects how HR contributes to the organization’s strategic plan?
*
A. Human capital management plan
B. HR staffing plan
C. Resource development plan
D. Change management plan
The assessment that 50 new employees are required to achieve the organizational strategy for growth in a global market is part of which phase of workforce analysis?
*
A. Situation analysis
B. Supply and demand analysis
C. Gap analysis
D. Demand analysis
Calculate the training cost per employee using the following data: $2,000 for the training design and facilitator, $2,500 for the venue, 20 people time employees and 10 part-time employees?
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A. $300
B. $200
C. $180
D. $150
Mentoring involves what person in relation to the individual employee?
*
A. Someone who takes a personal interest in an individual's career and who guides and supports the individual
B. Someone whose goal is to develop an employee in a particular area
C. Someone who monitors an employee's performance and doing their job
D. Someone who provides training in areas of interest to an employee
Which type of learning curve begins slowly with smaller learning increments, but increases in pace and with larger increments as learning continues?
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A. Negatively accelerating
B. S shaped
C. Plateau
D. Positively accelerating
Which HR metric best provides an indicator of efficiency in the recruiting process?
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A. Turnover costs
B. Days to fill
C. Vacancy costs
D. HR expense factor
Which action should the HR manager and business leaders take first to identify a qualified candidate pool?
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A. Develop job duty profiles to show realistic job previews before advertising the open positions
B. Conduct a survey of veteran team members to find out what skills are most important for their roles
C. Complete a job analysis of the roles to present the relationship between the company’s goals and job responsibilities
D. Document working conditions, work hours, and job skills for each role you want to hire veterans for
A highly productive salesperson is required to share a bonus with coworkers if sales goals are met each month. The employee is frustrated with this compensation structure because they believe that all teammates do not contribute equally to the successful sales numbers. This is an example of what?
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A. Pay disparity
B. Procedural justice
C. Distributive justice
D. Wage inequality
Merit-based pay increases fall under what compensation model?
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A. Total compensation
B. Entitlement
C. Pay-for-performance
D. Cost of living
If an employee survey identifies work/life balance as a problem for an organization, which of the following objectives should HR include in the business plan?
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A. Survey employees to identify work/life balance issues
B. Improve morale by offering a flexible work benefit during the next open enrollment period
C. Hold focus groups to identify work/life balance issues, prepare a report, and make recommendations
D. Launch a work/life balance informational program for all employees and offer online training
If the results of an employee engagement survey show a decline over two reporting periods (i.e. quarter over quarter, year over year) which of the following describes the best approach that HR should recommend to company leaders?
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A. Share the results just with upper management
B. Analyze data again using another method
C. Create focus groups that allow HR to obtain qualitative data
D. Choose one important issue from the survey results to and respond to it
Hidden
People Raw Score
Possible score 0 - 12
Hidden
People Percentage Score
Section Two
ORGANIZATION (17%)
If a company says that it is financially unable to meet a union request to increase wages during collective bargaining, the company may:
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A. Void its contract with the union
B. Refuse to continue bargaining until the union lowers its’ wage increase demands
C. Be required to substantiate its claim by showing the union its financial records
D. Request a contract extension
Your company prefers to use mediation rather than lawsuits to reach amicable resolutions to disputes. There are several steps to the mediation process. What step identifies alternative resolutions to the problem?
*
A. Options
B. Fact-finding
C. Negotiating
D. Structure
Which of the following does not require a summary plan description?
*
A.Flexible spending accounts
B. AD&D insurance
C. Defined contribution plans
D. Defined benefit plans
During the organization of a union, if the union is recognized by management, management is required to give the NLRB a list of employees who are eligible to vote in the unionization election. What is this list called?
*
A. Employee List
B. Excelsior List
C. Prospectus List
D. Candidate List
By whom can votes be challenged during a representation election?
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A. By management or the union before the votes are cast
B. By management only
C. By the union only
D. By management or the union at any time
After completing a benchmarking analysis, what is the next logical step? A. Contact the survey participants B. Develop a “gap analysis” based on benchmarking data C. Create a review of the process D. Implement the change identified
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A. Contact the survey participants
B. Develop a “gap analysis” based on benchmarking data
C. Create a review of the process
D. Implement the change identified
Which of these is not an example of a comparative performance review?
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A. Narrative
B. Forced
C. Paired
D. Rank
Which of the following tactical accountability measures is not a valid measurement approach for HR performance?
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A. HR expertise as a percentage of operating expenses
B.Ratio of management to HR staff
C. HR expenses as a percentage of total revenue
D. Ratio of total employees to HR staff
Which of the following is not one of the four steps of the progressive discipline process?
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A. Verbal warning
B. Suspension
C. Litigation
D. Termination
Before choosing an HRIS system for your company, which of the following questions should be answered?
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A. How will the HRIS be used?
B. Who will have access to the information?
C. What information will be utilized by the HRIS?
D. All of the above
What should an organization do before enacting random drug screening and testing current employees?
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A. Verify that the program complies with applicable local, state, and federal laws
B. Have all employees sign agreements to settle disputes over failed drug tests
C. Create standard forms to use when dismissing employees following failed tests
D. Collect legal documentation from all employees shows their willingness to be drug tested
An injured worker who has been back at work on modified duty for 13 months. Which of the following return-to-work strategies would best help the employee get back to full duty?
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A. Pay to have the employee evaluated by an independent medical examiner
B. Reasonably accommodating the employee into a more permanent position
C. Terminating their employment as they are no longer qualified to do the work
D. Continuing the modified duty assignment until she is released to full duty
Hidden
Organization Raw Score
Possible score 0 - 12
Hidden
Organization Percentage Score
Section Three
WORKPLACE (16%)
How have traditional CSR concerns, such as ethics, governance, and philanthropy, been affected by the changing role of CSR?
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A. They have been replaced by more important sustainability considerations
B. They are becoming strategically aligned with sustainability and business strategies x
C. In most organizations, they are now assigned to a separate dept
D. They are unaffected by such newer concerns as sustainability
External, physical characteristics that are easily recognizable such as culture, ethnicity/race, nationality, gender, physical attributes, age, and language are referred to as:
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A. Cultural diversity traits
B. Visible diversity traits
C. Invisible diversity traits
D. Known diversity traits
A task force created to define a diversity and inclusion initiative and guide the development and implementation process is commonly referred to as:
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A. Diversity council
B. Diversity infrastructure
C. Strategic alliance
D. Employee resource group
While working for a global company, employees are required to travel to many international destinations. Due to an uncertain political climate, many employees have expressed concern about traveling to a specific region with regards to their safety. HR should address their concerns by:
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A. Only offering these travel assignments to employees who do not feel concerned for their safety.
B. Give employees who will be traveling the contact information for emergency response services in that region.
C. Closely monitor and share information about the safety concerns with employees and establish a formal system for employees to check in regularly.
D. Halt travel to the region.
Which of the following terms describes the requirement of an employee to act with reasonable care and skill in performing work for an employer?
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A. Due process
B. Due diligence Duty of obedience
C. Duty of obedience
D. Duty of care
An effective safety and health management plan does not include what? Senior management support Active Hazard Prevention Program Regular OSHA Inspections Ongoing work site analysis
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A. Senior management support
B. Active Hazard Prevention Program
C. Regular OSHA Inspections
D. Ongoing work site analysis
All the following are ways of addressing risk, except:
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A. Transfer
B. Acceptance
C. Reversal
D. Mitigation
What is developed over centuries of legal decisions made by judges in individual cases?
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A. Comparable worth
B. Compensable factors
C. Common law doctrine
D. Compulsory arbitration
Which of the following Acts applies to minors in the workforce?
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A. Occupational safety and health act (OSHA)
B. Drug-free workplace act
C. Mine safety and health act (MSAHA)
D. Fair Labor Standards Act (FLSA)
When a reduction in force occurs the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid an employee must be allowed how much time to review and consider the agreement?
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A. 21 days
B. 45 days
C. 180 days
D. 7 days
Which of the following is NOT an example of an administrative law?
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A. Agency rules and regulations
B. Executive orders
C. Agency orders
D. Corporate governance
Employers with more than 15 or more employees must keep records of all job announcements, applications, and resumes for one year under which act?
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A. Executive Order 11246
B. Americans with Disabilities Act
C. Title VII of the Civil Rights Act
D. Temporary employee records
Hidden
Workplace Raw Score
Possible score 0 - 12
Hidden
Workplace Percentage Score
Section Four
INTERPERSONAL (8.5%)
A start-up software company realizes that the technology skill sets of recent hires are more advanced than their existing programmers' skill sets. Recognizing the business need for these advanced skill sets, which is the best workforce development strategy to implement?
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A. Partner with a local community college to offer programmers the opportunity to update their skillsets
B. Offer new hires shorter-term contracts to allow for a continual hiring of programmers with the most up-to-date skills
C. Design a rigorous in-house training program to get longer-tenured programmers up to speed with the newer programmers
D. Perform a job redesign for the existing employees that will not require new, updated skills
Which test most effectively identifies potential high-performing leaders in a collaborative work environment?
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A. Personality
B. Psychomotor
C. Work sample
D. Emotional intelligence
The ability of a team to share and build upon ideas without holding anything back is called:
*
A. Mental model
B. Team learning
C. System thinking
D. Personal mastery
What would be an example of noise in the communication model?
A. A listener disagrees with what is being said
B. A speaker uses technical abbreviations that the listener does not know
C. A speaker is deeply respected in the listener's culture
D. A listener interrupts with information that the speaker does not mention
According to the sender-receiver communication model, what is an appropriate response to a message from a stakeholder who expresses disagreement in a meeting with something you have said?
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A. Nod and continue the original discussion
B. Repeat back what the stakeholder has said to you in a different way
C. Restate your position on the same issue in a new way
D. Move on to the next point without giving too much weight to the person's opinion
Which of the following describes the formula in which base salary is divided by the midpoint of salaAs an HR Business Partner at a company in the retail industry, you have a dotted line reporting to both the District Manager and the Regional HR Director. The company you work for is a large retail chain with 1,000 locations and 30,000 employees. You serve as the HR point of contact for 25 stores within a district in the midwest. Each location has an HR coordinator which reports to the Store Manager but the coordinator also dotted line reports to you. The HR coordinator at each location is responsible for onboarding, training, recruiting, and payroll for their specific store. On Monday you attended the Regional HR Director’s weekly conference call where she rolled out new guidance on employee schedules and managers must post these 10 business days in advance with minimal edits and changes. The HR coordinator at your midtown location called you because she knows this change will be a big issue. It is in direct conflict with direction by their Store and District Manager. How do you begin to resolve this situation? ary range, then multiplied by 100?
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A. Discuss these changes on your weekly Store Manager call following up with details about the scheduling change in email
B. Conduct an investigation on the number of schedule changes that occur by store contacting Store Managers who store are not in compliance with the changes before they happen
C. Make a special visit to the Midtown store to meet with both the HR Coordinator and Store Manager in person to discuss
D. Hold off on any type of communication, teaching, or training until the new policy goes into effect
Overcommunication is vital within the role of HR but so is consistent communication that reinforces changes before they happen. You would first communicate the new changes to your store managers and HR Coordinators sharing with them processes, tools, and resources for the change giving them an opportunity to ask questions and follow through with the policy change before confronting the store manager. The policy change has not yet happened. You can meet with them to address your concerns, and share the results of any investigation after the change has gone into effect. On one of your store visits, one of your Store Manager’s expresses concerns with the performance of their HR Coordinator and has requested to terminate their employment. What’s the best course of action for you after meeting with the Store Manager?
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A. Trust your manager and support their request to terminate
B. Review the HR Coordinator in question’s employee file and review performance documentation
C. As part of this request, ask your Store Manager to present the performance documentation and conversations for the HR Coordinator
D. Deny the request until you have had a chance to investigate
In what type of workforce is entitlement culture appropriate?
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A. One that has a line of sight to retirement
B. One that continues to show productivity increases
C. One that has a skillset that's in high demand
D. One that is highly competitive and completing daily assignments
What is the best way to enhance multicultural awareness of leaders and senior managers within your organization?
*
A. Create teams that are geographically focused and specialized by a single unified focus
B. Encourage employees to attend diversity and inclusion training annually that includes roleplay and encourages open discussions
C. Hire interns from different backgrounds to join your summer internship program
D. Develop a cross-cultural mentorship program focused on expanding employee’s cultural awareness
Hidden
Interpersonal Raw Score
Possible score 0 - 9
Hidden
Interpersonal Percentage Score
Section Five
BUSINESS (18.5%)
The business management tool that focuses on four areas: financial results, customer results, internal processes, and learning and growth is called:
*
A. Six Sigma
B. Total quality management
C. Management by objectives
D. Balanced scorecard
There are several types of organizations which are created to accomplish business goals. Which type has one person who is responsible for all business decisions, retains all profits, and has unlimited personal liability for all decisions?
*
A. Partnerships
B. Sole proprietorship
C. Limited liability company
D. Corporation
A company manufactures a sensor used by engineers at large electronic companies. They have a market advantage because of the variety of their offerings and the technologies they use. However, other companies can take a share of their business by offering similar sensors that integrate with a larger number of operating systems. Which of Porter’s “Five Forces” does this illustrate?
*
A. Threat of entry
B. Buyer power
C. Bargaining power
D. Threat of substitution
You are a Director of HR for a healthcare system that has three hospitals and 15 clinics in rural Oklahoma. You report directly to the CFO. Your company recently was acquired by an investment firm and there is an increased focus on the financials by the leadership team. The investment firm is looking for ways to control costs and expenses, and the HR department has naturally come up in conversation as a cost center. The CFO has been asking questions about costs and expenses, and your goal is to demonstrate to the CFO and the executive leadership team HR’s value moving from cost center to revenue center. You admit to yourself that you haven’t always been focused on business acumen, which is why you decide to begin your research looking at the quarterly earnings report and other monthly financial reports. One financial term that your CFO discusses in great detail during leadership meetings is EBITA. Which financial statement contains information about EBITA?
*
A. Balance sheet
B. Income statement
C. Statement of cash flows
D. Statement of shareholder’s equity
The earnings, tax, and interest figures including EBITA which is earnings before interest taxes and amortization are found on the income statement, while the depreciation and amortization figures are normally found in the notes to operating profit or on the cash flow statement. You begin researching which departments within your organization that are high revenue generators. You notice that several departments saw a dramatic drop in profitability from last year. Which metric can help you further in evaluation?
*
A. Earnings per share
B. Turnover by location
C. Revenue per employee
D. Owner’s equity
Revenue per employee could be incredibly helpful for you in evaluating profitability especially if you look at revenue not just by employee but also by department. Turnover by department could also be helpful if you were looking to further understand if talent was the reason for a decrease in profitability for the department. In uncovering this potential opportunity for HR to increase the profitability of a specific department, you decide it warrants further investigation. Which of the following do you decide to do?
*
A. Business case analysis
B. SWOT analysis
C. Complete a benchmarking survey
D. PESTLE
In addition to career level development, compensation and benefits, and work environment, what area does SHRM recommend exploring in employee engagement surveys?
*
A. External job market opportunities
B. Personal challenges
C. Relationship with management
D. Manager/supervisor competence
Which of the following does the 70-20-10 rule indicate is the best way to structure adult learning and development?
*
A. 70% OTJ training, 20% coursework and training, 10% self-study
B. 70% coursework and training, 20% developmental relationships, 10% self-study
C. 70% challenging assignments, 20% developmental relationships, and 10% coursework and training
D. 70% developmental relationships, 20% challenging assignments, and 10% coursework and training
Why is maintaining internal communication critical during a divestiture?
*
A. To protect intellectual property
B. To retain high-potential talent on both sides of the deal
C. To prevent damage to the organization's image with external stakeholders
D. To avoid litigation with employees sent to the new owner
What is an HR leader's most important concern in preparing to present strategic results to management?
*
A. Provide as much data as possible
B. Keep it short and at a high level
C. Communicate a logical narrative with the data
D. Plan communication tactics to create audience interest in the fact-driven presentation
As a newly hired Director of Learning and Development for a gaming company located in Los Angeles, you have been asked by the CHRO to develop a new manager training program. The company is moving to a hybrid workplace model with a mix of managers and employees working remotely and in person at the office. The company is also expanding their global footprint by hiring teams in Poland and Mexico. The employee headcount is expected to triple in size in 12-24 months. Due to the complexities of the business, the CHRO has asked you to develop a plan and strategy to create a training program for internal employees who are stepping into leadership roles. Previously, training was done by an executive coach who facilitated training and delivered training like DiSC and Strengthsfinder. You have spent hours putting together a presentation and a detailed plan to present to the CHRO on creative solutions. This presentation includes a list you have narrowed down to an acceptable list of possible solutions. What is the next step after this one in the creative problem solving process?
*
A. Identify the problem you are trying to solve
Coordinate implementation of the solution for the new manager training program
C. Re-evaluate your list of remaining solutions for new manager training
D. Create an implementation of action for your new manager training program
You are currently at the stage of the creative process which is creating and presenting a list of acceptable solutions. The next stage in the creative problem solving process is to re-evaluate your list of solutions followed by developing an implementation plan and then finally analyzing your results. The CHRO loved your ideas and suggested that you move forward with a new manager training program that is a mix of live learning and coaching. You are considering developing a weekly group coaching call for the new managers to join via Zoom. What’s the best piece of way managers should coach their employees?
*
A. Provide immediate feedback to the employee
B. Praise in private but criticize in public
C. Document every employee conversation as part of progressive performance
D. Focus on what you hear by listening and having a genuine interest in what your employee is saying
The leadership team aligned with the CHRO have approved you to move forward with your hybrid new manager training program with live coaching and on-demand training. Which are the following considerations that are not important in maximizing the training ROI?
*
A. How employees best retain knowledge
B. How to keep employees excited and energized
C. How the employee’s external environment impacts their online learning experience
D. How managers will balance their responsibilities while attending the training
Hidden
Business Raw Score
Possible score 0 - 13
Hidden
Business Percentage Score
Section Six
LEADERSHIP (13%)
As an HR professional, you must be able to establish and maintain a strong sense of ethics throughout an organization. One way to do so is:
*
A. Ignore all unethical behavior
B. Establish a code of conduct
C. Develop new hiring procedures
D. Create a corporate ethics statement
Which ethical approach asks whether an action will promote or obstruct the decision maker's character development and the character development of those affected by the decision?
*
A. Common good
B. Utilitarian
C. Virtue
D. Justice
The concept that argues that there are fundamental ethical principles that apply across cultures is known as:
*
A. Ethical universalism
B. Extraterritoriality
C. Ethical relativism
D. Due process
You are the VP of HR for a chain of convenience stores located in seven southern U.S. states. Recently, due to the economic downturn, your company has had some financial difficulties resulting in layoffs and adjustments to the number of payroll hours at each of your locations. Employee dissatisfaction has also increased as a result of these operational changes, and managers are feeling increased stress to meet financial and business goals and directives. Employee turnover has also increased although you cannot connect this increase directly to the operational changes because you are not doing employee exit interviews or surveys. You received several anonymous calls on the company ethics hotline about one manager in North Carolina who two employees have said is forcing employees to work off the clock. One anonymous employee is upset because they also were injured on the job working off the clock. The employee says the manager terminated him after the injury for working off the clock. You begin your investigation into these reports first looking at employee hours and the store payroll along with on the job injury reporting. You find no report of the injury or an abuse of hours. What do you do next?
*
A. Suspend manager pending the investigation
B. Terminate the manager for ethical code of conduct violations
C. Report back to the ethics hotline asking for more information from the anonymous employees
D. Talk with the manager’s supervisor as part of the investigation
You decide to visit the location and do a quick audit of the labor law posters, host a focus group meeting for store employees, and meet with the store manager. Which value does your visit align with?
*
A. Using knowledge to solve problems ethical and do what is right
B. Establishing fairness and justness in the workplace
C. Recognizing others for ethical behaviors
D. Making unpopular decisions based on fairness and considering the broader business picture
After the completion of this investigation, you decide that more work needs to be done to drive awareness and training around an ethical culture. You recommend to your executive team to do the which of the following first:
*
A. Ask your managers to attend mandatory ethics training
B. Re-evaluate the company code of ethics to ensure it is in alignment with organizational and business values
C. Conduct an employee survey looking for feedback and insights into their understanding of ethical behavior
D. Communicate to your store and regional managers the importance of having the ethics hotline number located near the employee time clock and on the break room bulletin board
Which of the following statements demonstrates Hersey-Blanchard’s situational leadership theory?
*
A. People require a different type of direction and leadership over time
B. Leaders don’t need relationships with mentors to learn from them
C. A team leader is equally concerned with people and production to the maximum degree
D. Leaders need to be charismatic because employees don’t like rigid controls and want to accomplish something
Which type of assessment presents prospective leaders with simulated situations and problems they might encounter in a work environment?
*
A. Emotional intelligence inventory
B. 360 degree feedback surveys
C. Leadership practice inventory
D. Situational judgment tests
Which style of leadership focuses on supervision, organization, and performance?
*
A. Democratic leadership
B. Transactional leadership
C. Coaching leadership
D. Transformational leadership
Hidden
Leadership Raw Score
Possible score 0 - 9
Hidden
Leadership Percentage Score
Hidden
SHRM-CP Raw Assessment Total Score
Possible score 0 - 67
Hidden
SHRM-CP Percentage Assessment Total Score
SHRM-CP Assessment
