SHRM-SCP CHEAP DUMPS PASS CERTIFY| EFFICIENT SHRM-SCP FREE STUDY MATERIAL: SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

SHRM-SCP Cheap Dumps Pass Certify| Efficient SHRM-SCP Free Study Material: Senior Certified Professional (SHRM-SCP)

SHRM-SCP Cheap Dumps Pass Certify| Efficient SHRM-SCP Free Study Material: Senior Certified Professional (SHRM-SCP)

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Tags: SHRM-SCP Cheap Dumps, SHRM-SCP Free Study Material, Hottest SHRM-SCP Certification, New SHRM-SCP Cram Materials, SHRM-SCP PDF

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SHRM SHRM-SCP PDF Questions Format

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q148-Q153):

NEW QUESTION # 148
What should be human resource's first task in creating the program?

  • A. Becoming familiar with the legal requirements and best practices of training programs inthe industry
  • B. Researching learning management systems-obtaining quotes, checking references, and soon
  • C. Creating an organization-wide training calendar with scheduled training assignments anddue dates
  • D. Taking inventory of each departments training needs and current processes

Answer: D

Explanation:
Understanding the current state of training and the needs for each department will help human resources (HR) determine where the gaps are and what training needs to be eliminated, added, changed, or maintained. At that point, HR can verify that legal obligations are being met and best practices are being followed, and a plan can begin to take place.


NEW QUESTION # 149
After a diversity council has been established, what is part of the next step in the Diversity and Inclusion (D&I) Strategic Process by Gardenswartz and Rowe?

  • A. Assess the results achieved by the diversity council.
  • B. Assemble an employee resource group.
  • C. Develop a diversity immersion program for managers and employees.
  • D. Build a diverse candidate pool through targeted recruiting initiatives.

Answer: B

Explanation:
Establishing a diversity council is part of the third step of creating a diversity and inclusion (D&I) infrastructure. The next step (fourth step) is taking action and implementing the planned initiatives. This includes making changes to talent acquisition, on boarding. career advancement opportunities, and remuneration.


NEW QUESTION # 150
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. Apply the forgetting curve.
  • B. Offer a diverse catalog of micro-courses.
  • C. Gamify professional development opportunities.
  • D. Use pre- and post-training surveys.

Answer: B

Explanation:
* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.


NEW QUESTION # 151
An organization manages employee benefits at its headquarters while it manages talent acquisition at regional offices. What is this organization's HR structure?

  • A. Centralized
  • B. Outsourced
  • C. Decentralized
  • D. Matrix

Answer: C

Explanation:
A decentralized HR structure involves distributing HR responsibilities across various locations or units within the organization. In this case, while employee benefits are managed centrally at the headquarters, talent acquisition is handled by regional offices, indicating a decentralized approach. This structure allows for greater flexibility and responsiveness to local needs.
References:
* SHRM Centralized vs. Decentralized HR Structures
* SHRM Learning System for SHRM-SCP


NEW QUESTION # 152
A recently formed team is beginning to develop good working relationships. Employees are starting to work together and help each other. What should the manager do to support the team?

  • A. Communicate expectations clearly.
  • B. Promote communication and assist in decision-making processes.
  • C. Motivate employees and give praise for achievements.
  • D. Establish guidelines for team interactions.

Answer: A

Explanation:
The team is in the norming stage of Tuckman's ladder of team development. The leaders role is to promote communication among the team members and guide them in decision-making processes. In the forming stage, leaders need to communicate expectations clearly. In the storming stage, it is important for leaders to establish guidelines for team interactions. Once the team moves past the norming stage to the performing stage, leaders should motivate employees and give praise for achievements.


NEW QUESTION # 153
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