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

1. 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?

A) The HR manager should point out the difficulty of hiring new developers, and challengemanagement to look at the underlying reasons for the low performance.
B) The HR manager should address the lack of communication between the developers andtheir managers as a potential reason for the performance issues.
C) The HR manager should implement the system as asked by the executive leadership team.
D) The HR manager should discuss employee engagement initiatives that can improveemployee performance.

2. What is a common reason behind an employee's resistance to change?

A) Worry that change will result in unexpected costs
B) Fear that he or she will not be able to meet new performance expectations
C) Because it is outside of the employee,s comfort zone
D) Belief that change is not possible

3. Bus driver A, whose personality is to operate very much by the book, always sticks to the exact bus schedule. Bus driver B, who is known to be more of a free spirit, keeps his bus going with the flow, of ten ends up well ahead of schedule, and occasionally overtakes the other shuttles. This leads to regular conflict between the two drivers. Bus driver A decides to report the situation to the HR generalist. What should she do?

A) Arrange a meeting with both bus drivers to facilitate communication.
B) Collect data on customer satisfaction regarding their shuttle service.
C) Observe both bus drivers by spending time riding on each of the buses.
D) Prepare a written warning for the bus driver not following the exact bus schedule.

4. How would you deliver the feedback to this employee?
You are a supervisor who manages a small team of three prof essionals. One in particular is a high performer with a great attitude. Unfortunately, he/she made a huge error on his/her most recent client report, which ended up costing the organization a significant amount of money. It is an error that you need to address with, but you don't want to dampen his/her spirits as he/she tends to be sensitive to negative feedback

A) Send an email with the details of the mistake to be less confrontational.
B) Remain neutral and state the facts of the mistake in the report. Ask for feedback on how to avoid these mistakes in the future.
C) Document the event in the details of his/her next performance review.
D) Explain the mistake and the impact it had on the company. Warn him/her that if it happens again, he/she might be disciplined.

5. 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.

Solutions: