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

1. The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
The candidates for the position are all engineers with limited experience in business management. What is the best indicator that the candidates will be able to succeed in the position despite a lack of business background?

A) Consistently high ratings by colleagues on interpersonal skills
B) Commitment to pursue an executive master's of business administration soon after assuming the position
C) Demonstrated success in making sound business decisions in recent positions
D) Scoring highly on a competency-based managerial assessment of business skills

2. In which domain is workforce planning and employment a focus?

A) Organizational strategy
B) Human resource operations
C) Managing performance
D) The employee life cycle

3. What is the MOST significant reason why a company would want to invest in leadership development and succession planning?

A) Employees are more likely to meet and exceed performance expectations.
B) A competitive labor market makes it difficult to hire leaders externally.
C) It results in higher employee engagement and lower turnover.
D) Sharing leadership responsibilities allows companies to succeed in a rapidly changingenvironment.

4. A company has grown into a midsize organization and has retained its legacy staff throughout the years.
Hiring has increased introducing a new demographic landscape and disrupting employee morale. Which is the most effective solution for the HR director to recommend?

A) Evaluate training and development opportunities for employees with outdated skills.
B) Establish an intergenerational mentoring program to increase collaboration.
C) Offer longer-tenured employees early retirement packages comparable with the market.
D) Conduct a job analysis evaluating whether employees remain qualified for jobs.

5. A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?

A) Use pre- and post-training surveys.
B) Offer a diverse catalog of micro-courses.
C) Gamify professional development opportunities.
D) Apply the forgetting curve.

Solutions: