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Introduction to SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
SHRM SHRM-CP Certification Spots are examined by an all comprehensive grasp of a wide range of SHRM tools and methodologies. In complementing the certification examinations, the online value added course focuses on developing a broad basis of understanding and expertise that allows aspirants and professionals to operate successfully as a SHRM SHRM-CP in diverse projects. Six qualified professionals of Sigma SHRM-CPs use most of their time to measure, structure and analyse performance concerns. The duties of black belt are significantly diverse from the other six sigma categories. The main aim of a SHRM-CP expert is to provide project leadership. SHRM-CPs square measurement is highly skilled in the art of outcomes lean misuse concepts and sophisticated methods of mathematical analysis.
Black belts can comprehend the dynamics of the team and give team members the roles and tasks. SHRM-CPs grasp the notion of change; many leaders don't comprehend a notion or just disregard it Together with other key knowledge & understanding to improvise the production process, both quantitative and non-quantitative analysis are covered by the tools and methods which minimize inefficiencies and increase the focus on practical practice and application of the tools and techniques in the organisation. SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam is a SHRM certification examination that verifies candidate knowledge and provides professional insight into how the environment of the company is protected and protected. Following this test, applicants will get a SHRM certificate that allows them to show their customers and employers their understanding in human resource management.
NEW QUESTION 176
The components of an effective substance abuse program include all of the following except:
- A. Educational awareness for incoming employees regarding the company's substance abuse policy
- B. Management training programs for implementing substance abuse policy
- C. A written statement regarding the company's notolerance policy about substance abuse
- D. Targeted drug testing for employees who have substance abuse problems
- E. Upperlevel management support for all substance abuse programs and policies
Answer: D
Explanation:
Explanation: Effective substance abuse programs require that drug testing be completely fair, and targeted drug testing for employees who betray substance abuse problems would not necessarily fall under the description of "fair." Answer choices A, B, C, and D are incorrect because all represent components of an effective substance abuse program within an organization.
NEW QUESTION 177
The ERG Theory (1969) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Clayton Alderfer
- C. Fredrick Herzberg
- D. Victor Vroom
Answer: B
Explanation:
Explanation: The ERG Theory of 1969, which looks at the levels Existence, Relatedness, and Growth among employees, is attributed to Clayton Alderfer. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Victor Vroom is credited with the Expectancy Theory of 1964; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 178
A private company works as a contractor for federal defense agency. As a result of this agreement, many of the contractor employees will be engaging in positions of extreme sensitivity, and the contractor would like to give polygraph tests to employees. What is the federal policy regarding polygraph tests in this situation?
- A. The polygraph test may be administered only to those who will be working in defenserelated jobs
- B. The employer may utilize anyone in the company to administer the polygraph
- C. All contractor employees may be given polygraph tests
- D. Because the contractor does other work outside of his or her work with the defense agency, polygraphs are not allowed
- E. Federal law makes polygraphs illegal for anyone or any institution but the government to administer
Answer: A
Explanation:
Explanation: Polygraph tests are allowed among federal defense contractors but may only be administered to those who will be working in the defenserelated jobs. Most large contractors will not limit their contract work to the government, so it is entirely possible that the company will have employees doing work that is unrelated to the defense jobs. What is more, the employees who do work in connection with the defense agency but do not necessarily do sensitive work will not require polygraph testing. As a result, answer choice A is incorrect because there is no justification for testing all employees of the contractor. Answer choice B is incorrect because federal law does allow for polygraph testing in certain situations. Answer choice C is incorrect because it does not really address the question and because the information is not accuratepolygraph tests must be administered by certified professionals. Answer choice D is also incorrect because the nature of the contractor's work for the defense agency will likely justify polygraph testing for many of the employees.
NEW QUESTION 179
Which of the following is not considered a type of FMLA leave?
- A. Continuous
- B. Intermittent
- C. Reduced
- D. Permanent
Answer: D
Explanation:
Explanation: FMLA leave falls into one of the following three categories: continuous, reduced, or intermittent. FMLA does not provide for permanent leave, in the sense that the employer is not expected to provide coverage if the employee ceases to be part of the company. Permanent leave is ultimately termination and falls under different laws altogether.
NEW QUESTION 180
What is one common problem with costperhire metrics?
- A. They overemphasize advertising.
- B. They are overly dependent on external economic factors.
- C. They make no distinctions between job groups.
- D. They omit costs that are not related to specific candidates.
Answer: D
Explanation:
Explanation: One common problem with costperhire metrics is that they omit costs that are not related to specific candidates. The costperhire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a costperhire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.
NEW QUESTION 181
Which of the following employees would be most likely to receive oncall pay?
- A. Receptionist
- B. High school janitor with the keys to the school's generator
- C. Police officer
- D. Dermatologist
Answer: B
Explanation:
Explanation: A high school janitor with the keys to the school generator would be most likely to receive oncall pay, compensation given to employees who must be available in case of emergency. Many doctors are on call, but they rarely receive special pay for this time, and dermatologists field few emergency requests. A receptionist would not need to be on call very often. A police officer is always on call, and does not receive special pay.
NEW QUESTION 182
A labor union has recently been created at a company that manufactures heavy industrial equipment. Before negotiations can begin, the company chooses freely to acknowledge the union as the primary bargaining union for employees. In the meantime, the labor union has upcoming union elections to consider. Due to the company's decision, which of the following types of union election bars would result?
- A. Voluntaryrecognition
- B. Blockingcharge
- C. Priorpetition
- D. Certificationyear
Answer: A
Explanation:
Explanation: The employer's decision is voluntary, and thus a voluntaryrecognition election bar will result, preventing the labor union from conducting elections in the immediate future. A priorpetition bar results when the union withdraws an election request petition and then resubmits it. A certificationyear bar results when the NLRB has recently recognized and certified a representative for bargaining on behalf of the union. A blockingcharge bar occurs when an unfair labor practice charge remains pending.
NEW QUESTION 183
The orientation program at Company X is considered very intense. New employees are given a crash course in organizational philosophy, and are discouraged from voicing their opinions or concerns. Which type of people processing strategy is Company X using?
- A. collective
- B. divestiture
- C. investiture
- D. contest
Answer: B
Explanation:
Explanation: Company X is using a divestiture people processing strategy. This type of strategy aims to reduce the influence of personal characteristics on the organization. Military institutions typically employ a divestiture people processing strategy, with the aim of making individual soldiers subservient to the imperatives of the group. Investiture people processing strategies, on the other hand, give new employees a chance to express themselves and apply their personal idiosyncrasies to the organization. Contest people processing strategies do not sort new employees by interest or ability; instead, they put every new employee through the same program, and make decisions about placement once orientation is complete. Finally, collective people processing strategies emphasize cooperation between new employees.
NEW QUESTION 184
The second of these important amendments to FLSA determined that employers cannot be required to compensate employees who commute long distances to work. Which of the following reflects this amendment?
- A. Portal to Portal Act
- B. Equal Pay Act
- C. National Labor Relations Act
- D. Davis Beacon Act
Answer: A
Explanation:
Explanation: The Portal to Portal Act, created in 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Equal Pay Act of 1963 forbids any type of discrimination based on the employee's gender. The Davis Beacon Act was created in 1931, and the National Labor Relations Act was created in 1935; both fall before the legislation of the Fair Labor Standards Act of 1938, so both are irrelevant.
NEW QUESTION 185
Which of the following best defines featherbedding?
- A. When an obsolete job is retained to ensure an employee is not terminated
- B. When a union coerces an employee to participate in union activities
- C. When a union overcharges employees the union fees
- D. When an employer ceases to do business with another employer
- E. When an employer treats an employee badly for acting as a whistleblower
Answer: A
Explanation:
Explanation: Featherbedding occurs when a union requires that an otherwise obsolete job remains intact at an organization in order to avoid terminating an employee. Answer choice A is incorrect because it describes a hot cargo agreement. Answer choice C is incorrect because it simply describes a type of union coercion. Answer choice D is incorrect because it describes another type of union coercion or restraint of employees. And answer choice E is incorrect because it describes a type of employer coercion or restraint, but it does not describe featherbedding.
NEW QUESTION 186
Which of the following is the acronym used to describe an exception to any of the antidiscrimination laws for employment?
- A. EADE
- B. EEOE
- C. BFOQ
- D. SCIS
Answer: C
Explanation:
Explanation: The acronym BFOQ stands for bona fide occupational qualification and describes an exception to any of the antidiscrimination laws for employment. (For instance, in some religious organizations, only men may be ordained as ministers/priests. This would be considered a bona fide occupational qualification.) The other acronyms do not reflect any recognized terms and certainly have no connection to exceptions within the antidiscrimination laws.
NEW QUESTION 187
Administrative laws, such as agency rules and regulations, take effect how many days after being published in the Federal Register?
- A. 45 days
- B. 30 days
- C. 60 days
- D. 15 days
Answer: B
Explanation:
Explanation: Administrative laws take effect 30 days after being published in the Federal Register. The option for 15 days is far too short, and the options for 45 days and 60 days reflect a time frame in which the law would already have taken effect.
NEW QUESTION 188
How are immigrant visas allocated by the United States government?
- A. according to work experience
- B. first come, first served
- C. according to the number of family members who are US citizens
- D. according to nationality
Answer: B
Explanation:
Explanation: Immigrant visas are allocated by the federal government on a first come, first served basis. This principle was established by the 1965 amendments to the Immigration and Nationality Act of 1952. There is some preferential treatment for immigrants with special skills. However, work experience is not a factor in visa decisions.
NEW QUESTION 189
The Fair Labor Standards Act (FLSA) retains a certification of age for all employees for how long?
- A. 3 years
- B. 5 years
- C. 2 years
- D. Until employee termination
- E. 1 year
Answer: D
Explanation:
Explanation: The Fair Labor Standards Act requires that companies maintain a certification of age on file for all employees until their employment is terminated. The certification of age simply shows that the employee can legally work for the company in the capacity in which he or she was hired. Once the employment has been terminated, it is no longer necessary to maintain a certification of age. Answer choices A, B, C, and D all represents time periods that could be true depending on the time that an employee is with a company, but they are not technically correct based on the wording of the law.
NEW QUESTION 190
Which of the following pieces of legislation does not, at this time, apply to private employers?
- A. Civil Rights Act of 1991
- B. Fair Credit Reporting Act of 1970
- C. Privacy Act of 1974
- D. Immigration and Nationality Act of 1952
Answer: C
Explanation:
Explanation: The Privacy Act of 1974 reflects data collection activities within federal agencies. It does not apply to private employers. The Fair Credit Reporting Act of 1970, the Immigration and Nationality Act of 1952, and the Civil Rights Act of 1991 all currently have elements that apply to private employers.
NEW QUESTION 191
Which of the following is not considered a bottomup method of communication delivery?
- A. Opendoor policy
- B. Individual letters
- C. Webcasts
- D. Staff meetings
Answer: B
Explanation:
Explanation: Bottomup methods of communication include an opendoor policy, webcasts, and staff meetings; in each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a topdown method of communication, because topdown communication focuses more on the management informing employees of decisions.
NEW QUESTION 192
Dennis owns a small business. He is contacted by state law enforcement officials because one of his employees is delinquent in his child support payments. Which piece of legislation governs Dennis' conduct in this situation?
- A. Personal Responsibility and Work Opportunity Reconciliation Act of 1996
- B. Small Business Regulatory Enforcement Fairness Act of 1996
- C. Small Business Job Protection Act of 1996 C.
Privacy Act of 1974
Answer: A
Explanation:
Explanation: The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 governs Dennis' conduct in this situation. This act also ended the designation of welfare as an entitlement program and mandated that welfare recipients begin working after receiving benefits for two years.
NEW QUESTION 193
In which of the following situations would the use of copyrighted material not fall under the definition of fair use?
- A. Educational purposes within the organization
- B. Addition of quoted information into the company motto
- C. Use of a single paragraph from a book
- D. Limited copies of the material
Answer: B
Explanation:
Explanation: Fair use includes the following scenarios: use of material for educational purposes, limited copying of material (i.e., 10 or fewer copies for a limited number of individuals), and use of a single paragraph from a book (i.e., small percentage of total). Using quoted information-that is, information from another source-within a company motto is definitely not considered fair use; as the company motto represents the company and, in this sense, applies to its larger goal of making a profit, the use of the quoted material would be considered a copyright violation.
NEW QUESTION 194
Which of the following is defined as a business decision to eliminate a department by laying off employees or moving them to another department?
- A. Divestiture
- B. Reengineering
- C. Offshoring
- D. Corporate restructuring
Answer: A
Explanation:
Explanation: Divestiture is defined as a business decision to eliminate a department by laying off employees or moving them to another department. Reengineering is an attempt to improve overall business operations so that customers benefit from the process. Workforce expansion, as the name indicates, is an increase in employees for a business to reach certain goals. Offshoring, or outsourcing, refers to a business's decision to move certain activities to another location (usually international) to reduce costs.
NEW QUESTION 195
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