[Mar-2022] Latest SHRM SHRM-CP Certification Practice Test Questions
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NEW QUESTION 259
Richard, who heads up a team within a large corporation's human resources department, is known for his laidback style of management. For the most part, the team works well together and there are few problems with member interaction on the team. When a problem does arise, Richard's first impulse is to encourage the team members to work out the issue amongst themselves before he intervenes. As a result, Richard's leadership style could be described as which of the following?
- A. Transformation
- B. Laissezfaire
- C. Democratic
- D. Coaching
- E. Transactional
Answer: B
Explanation:
Explanation: Richard's laidback mentality demonstrates a laissezfaire, or "let it be" attitude toward managing his team in the human resources department. A democratic leadership style (answer choice A) provides plenty of freedom among team members but still maintains a sense of order and control. A leader who demonstrates the coaching style (answer choice B) has a more handson approach to working individually with team members to help them with targeting their skills and giving them the means to function on their own. A transactional leader (answer choice C) sets goals and provides rewards to team members as they reach these goals, while a transformational leader (answer choice D) works on team dynamics for a united approach to reaching goals.
NEW QUESTION 260
Which of the following organizations must complete an annual EEO survey?
- A. A federal subcontractor with more than a hundred employees
- B. A university
- C. A local government with fewer than a hundred employees
- D. A bank that issues United States savings bonds
Answer: D
Explanation:
Explanation: A bank that issues United States savings bonds must complete an annual EEO (equal employment opportunity) survey. This form must be completed before September 30, and must use employment data from a pay period of the most recent July, August, or September. The point of this survey is to ensure that employers are not discriminating in their hiring or promotion practices. Institutions of higher education, state and local governments with more than 100 employees, and federal subcontractors with more than 100 employees are not required to file an EEO survey.
NEW QUESTION 261
What are the human resources professional's primary role in assisting a department with conducting an effective interview?
- A. To work with the interview board to select the right candidate for the position
- B. To offer any requested advice on preparing for and setting up interviews
- C. To conduct all interviews for prospective employees of the company
- D. To create the official list of questions that will be asked during the interview
- E. To choose the members of the prospective interview board
Answer: B
Explanation:
Explanation: When a department within a company is planning interviews to hire new employees, the human resources professional's role is primarily one of assisting. The human resources professional is not responsible for choosing the members of the prospective interview board (answer choice B), since this role will fall to the department and those who will be working with the new employee or employees. Additionally, the job of creating official list of questions for the interview (answer choice C), conducting the actual interviews for prospective employees (answer choice D), and working with the interview board to select the right candidate (answer choice E) belongs not to the human resources professional but to the manager or supervisor of department in which the employees will work.
NEW QUESTION 262
The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of how many employees?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
Explanation:
Explanation: The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of 4 employees. The other answer choices - 7, 10, and 12 - are too high. IRCA regulations apply to very small businesses.
NEW QUESTION 263
A large bank has been experiencing a high rate of unacceptable employee absenteeism. In most cases, employees are claiming sick days when evidence indicates that they are not ill and are, in fact, engaging in a variety of activities. For a number of these employees, the days absent are no longer covered by FMLA, and the bank needs to apply disciplinary actions for excess absenteeism. Unfortunately, a clear inappropriateabsence policy is not within the employee manual, so the bank asks the human resources professional to assist in developing one. Such a policy should contain all of the following except:
- A. Requirement for a doctor's note for each sick day absence
- B. Indication of how sick days are counted within the calendar
- C. Statement about how many sick days each employee receives
- D. Information about how each absence is counted in days
Answer: A
Explanation:
Explanation: An employeeabsenteeism policy might include information about when a doctor's note is required, but it does not necessarily need to require a doctor's note in all situations. This might prove to be onerous to employees who are genuinely ill at home for a day but are not ill enough to visit a doctor. Additionally, a requirement for a note for each sick day absence would be an inappropriate policy, as the employee might be out for 45 days but is not likely to see the doctor each of those days. A good policy should, however, include the following: a statement about how many sick days each employee receives, an indication of how sick days are counted within the calendar, and information about how each absence is counted in days.
NEW QUESTION 264
The law HR 4306, passed in 2005, allowed for I9 forms to be stored by which of the following forms of media?
- A. PDF
- B. Paper
- C. Microfiche
- D. Microfilm
Answer: A
Explanation:
Explanation: The updated law HR 4306, which was passed in 2005, now allows for I9 forms to be stored electronically, such as in PDF. Prior to this, the forms were only allowed to be stored in the media paper, microfilm, or microfiche.
NEW QUESTION 265
Within the HerseyBlanchard (1977), there are four leadership styles: Selling, Telling, Delegating, and which of the following?
- A. Guiding
- B. Directing
- C. Participating
- D. Motivating
Answer: C
Explanation:
Explanation: The fourth leadership style as presented in the HerseyBlanchard theory is Participating. Directing and Guiding fall under the leadership style Telling; Motivating falls under the leadership style Selling.
NEW QUESTION 266
Which of the following best explains the primary role of fiduciary responsibility for the human resources professional?
- A. Assuring a sense of trust in the organization's total rewards program
- B. Avoiding any indication of favoritism
- C. Handling the total rewards program at the organization
- D. Creating unimpeachable trust
- E. Recognizing the need to handle sensitive material carefully
Answer: C
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 267
Which of these employees would not be classified as disabled under the Americans with Disabilities Act?
- A. HIVinfected employee
- B. Heroin addict
- C. Paraplegic
- D. Recovering alcoholic
Answer: B
Explanation:
Explanation: As long as a person is receiving treatment for alcohol or substance abuse, he is considered disabled. A person who relapses into alcohol or substance abuse is no longer protected by the ADA. A recovering alcoholic would therefore be classified as disabled under the Americans with disabilities act. People with contagious diseases including HIV are classified as disabled under the ADA, and paraplegics are impaired from "major life activities", thus making them disabled, as well.
NEW QUESTION 268
All of the following represent collective bargaining strategies except:
- A. Multiemployer bargaining
- B. Singleunit bargaining
- C. Multiunit bargaining
- D. Parallel bargaining
- E. Principled bargaining
Answer: E
Explanation:
Explanation: Principled bargaining is considered a collective bargaining position, but it is not considered a collective bargaining strategy. Answer choices, A, C, D, and E are all incorrect because they represent four types of collective bargaining strategies.
NEW QUESTION 269
What is the name for the tendency to assign more responsibility for negative behavior to personality or effort rather than to environment?
- A. fundamental attribution error
- B. halo effect
- C. nonverbal bias
- D. recency bias
Answer: A
Explanation:
Explanation: The tendency to overemphasize the impact of personality on behavior is known as the fundamental attribution error. The fundamental attribution error creates problems for organizations when managers punish poor performers rather than try to resolve the issues that are responsible for the poor performance.
NEW QUESTION 270
What is the purpose of the Training Adjustment Assistance (TAA) program?
- A. To help employees who lose their jobs due to a rise in the number of imports
- B. To create funding for employees who have been terminated for any reason
- C. To work in coordination with the welfare system to support employees
- D. To establish health benefits for employees after they have been laid off
- E. To improve the quality of employee working conditions
Answer: A
Explanation:
Explanation: The Training Adjustment Assistance (TAA) program was designed specifically to provide assistance to employees who have lost their jobs due to a rise in the number of imports. In other words, when import levels shift and companies in the US begin importing items that were previously manufactured here, the manufacturing companies might close as a result leaving employees without jobs. Answer choice A is incorrect because the TAA was designed for a far more particular reason than just employees losing their jobs for any reason. Answer choice C is incorrect because the TAA is related to providing training for laidoff workers to receive new jobs instead of providing them with health benefits. Answer choice D is incorrect because the TAA program is designed for workers who have already lost their jobs rather than for those who currently have jobs. Answer choice E is incorrect because the TAA does not specifically work with welfare, while the Workforce Investment Act (WIA) does.
NEW QUESTION 271
The LaborManagement Reporting and Disclosure Act (LMRDA) of 1959 required that national unions conduct leadership elections how often?
- A. Every 4 years
- B. Every 5 years
- C. Every 3 years
- D. Every 2 years
Answer: B
Explanation:
Explanation: LMRDA required that national unions conduct leadership elections every five years. As noted in the answer for question 150, the option for three years reflects the requirement for local unions. The other answer choices do not reflect union leadership election requirements.
NEW QUESTION 272
The risk areas that the human resources professional is responsible for considering include all of the following except:
- A. Safety and health
- B. Business continuity
- C. Workplace privacy
- D. Labor relations
- E. Legal compliance
Answer: D
Explanation:
Explanation: The category of labor relations is not considered to be one of the larger risks that a human resources professional must consider. Compliance with labor relations laws would fall under the category of legal compliance as a whole, but it is not a separate area of risk management. Answer choices A, B, C, and E are all incorrect because they represent distinct areas of risk that a human resources professional must consider.
NEW QUESTION 273
The FrogTech Company is growing rapidly, and needs to hire several new engineers. However, the candidates for these jobs are in high demand, so FrogTech has to increase the normal entrylevel salary. The human resources department notes that new engineers at FrogTech will now be making almost the same salary as those who have been around for years. This scenario is known as
- A. wage garnishment.
- B. pay differential.
- C. wage compression.
- D. salary acceleration.
Answer: C
Explanation:
Explanation: The FrogTech Company is experiencing wage compression. Wage compression exists when new employees make either more money than existing employees or more money than existing employees did when they were hired. For obvious reasons, wage compression can create resentment and conflict in the workforce. Some businesses prevent wage compression by periodically adjusting salary increase rates for existing employees.
NEW QUESTION 274
Which of the following types of analytical tools is used primarily for reviewing a series of random events to locate a potential pattern within them?
- A. Histogram
- B. Check sheet
- C. Scatter chart
- D. Pareto chart
Answer: A
Explanation:
Explanation: A histogram is useful for reviewing a series of random events to locate a potential pattern within them. A check sheet is equivalent to a checklist of expected results; the human resources professional would then compare results to the check sheet and check off what has occurred. A pareto chart measures two types of data; the information can yield results about the most important factor among many factors. A scatter chart also measures two types of data on an xy graph.
NEW QUESTION 275
Which of the following of collective bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement?
- A. Interestbased bargaining
- B. Integrative bargaining
- C. Distributive bargaining
- D. Positional bargaining
Answer: A
Explanation:
Explanation: Interestbased bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement. Positional bargaining results when each side establishes a clear position and aims to achieve the goal or goals of that position. Integrative bargaining results when the different sides agree to compromise on certain issues by taking the big picture into account. Distributive bargaining is another name for positional bargaining.
NEW QUESTION 276
As he arrives at work, Sven bumps into a tree in the company parking lot. He experiences some neck pain later in the day. Is this a workrelated injury?
- A. Yes, because the accident took place on company property.
- B. Yes, because the symptoms emerged at work.
- C. No, because Sven had not yet clocked in.
- D. No, injuries sustained in vehicle accidents on company property before or after work are not considered workrelated.
Answer: D
Explanation:
Explanation: This is not considered a workrelated injury because vehicle accidents that occur on company property are not considered workrelated under the Occupational Health and Safety Act. If Sven had sustained this injury while driving somewhere in a company vehicle or in the pursuit of company business, the accident would be considered workrelated.
NEW QUESTION 277
According to the Walsh Healy Public Contracts Act of 1936, what is the contract threshold for government contractors to be required to pay the local minimum wage to employees?
- A. $15,000
- B. $5,000
- C. $10,000
- D. $20,000
Answer: C
Explanation:
Explanation: The Walsh Healy Public Contracts Act of 1936 determines that for any government contract over $10,000 the local minimum wage requirement applies to workers. The other answer choice options ($5,000; $15,000; and $20,000) are either too low or already fall within the minimum requirement of $10,000.
NEW QUESTION 278
Which of the following agencies is responsible for enforcing privacy laws?
- A. DOL
- B. EEOC
- C. DOJ
- D. FTC
Answer: C
Explanation:
Explanation: The Department of Justice is responsible for enforcing privacy laws. The other agencies listed-the EEOC, the FTC, and the DOL-are all responsible for enforcing other laws that apply to the employeremployee relationship.
NEW QUESTION 279
Which motivational theory resulted in the idea that job enrichment can improve the overall quality of work and the workplace for employees?
- A. Herzberg Motivation/Hygiene Theory
- B. Adams Equity Theory
- C. Skinner Operant Conditioning Theory
- D. Vroom Expectancy Theory
- E. Alderfer ERG Theory
Answer: A
Explanation:
Explanation: The Herzberg Motivation/Hygiene Theory, developed by Frederick Herzberg in 1959, was the result of Herzberg's study on what motivated employees and the way that positive motivation could bring quantifiable results to a company. Herzberg concluded that giving employees the opportunity to excel in something will bring overall success to the entire company.
NEW QUESTION 280
Which of the following is NOT a chart commonly used in total quality management?
- A. pie chart
- B. Pareto chart
- C. histogram
- D. scattergram
Answer: A
Explanation:
Explanation: Pie charts are not commonly used in total quality management. Total quality management is a comprehensive approach to reducing errors and streamlining every aspect of an organization's operations. The other answer choices are charts frequently used to identify waste and make TQM plans. A Pareto chart combines line and bar graphs to identify the problems that are causing the most waste. A scatter plot represents the relationship between two variables. A histogram looks like a bar graph; it is used to identify variations in a set of experimental data.
NEW QUESTION 281
In B.F. Skinner's theory of Operant Conditioning (1957), he provided a list of four strategies for behavioral intervention: Positive Reinforcement, Negative Reinforcement, Punishment, and which of the following?
- A. Actualization
- B. Extinction
- C. Encouragement
- D. Termination
Answer: B
Explanation:
Explanation: The fourth of B.F. Skinner's strategies is Extinction. The other answer choices - Termination, Encouragement, and Actualization - are not specific strategies laid out by Skinner but rather might fall under the four he did describe.
NEW QUESTION 282
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