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SHRM SHRM-SCP Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Topic 1: HR Knowledge Domain: People | Approx. 34% | - Total Rewards - Employee Engagement and Retention - HR Strategic Planning - Talent Acquisition and Retention - Learning and Development |
| Topic 2: HR Knowledge Domain: Organization | Approx. 28% | - Employee and Labor Relations - Workforce Management - Organizational Effectiveness and Development - Structure of the HR Function |
| Topic 3: Behavioral Competencies | - Global and Cultural Effectiveness - Communication - Critical Evaluation - Consultation - Leadership and Navigation - Relationship Management - Ethical Practice | |
| Topic 4: HR Knowledge Domain: Workplace | Approx. 38% | - HR Technology and Data - Risk Management - Corporate Social Responsibility - US Employment Law and Regulations |
SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:
What is an example of cultural relativism?
- A. Not utilizing a vendor because they engage in child labor
- B. A company built on values of respect and honesty
- C. An organization,s goal to contribute to social justice
- D. Expressing that ant soup of fered in the employee cafeteria sounds unappetizing
Correct Answer: D 🗳️
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Which of the following tools would be most useful in correcting the historically pervasive discrimination in compensation?
- A. Compensation survey
- B. Job analysis
- C. Performance evaluations
- D. Pay audit
Correct Answer: D 🗳️
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A company introduces a new product and needs its call center employees to go through extensive product training so that they can answer customer questions. The training is conducted through an online learning portal, set up as a labyrinth, that employees have to navigate through. Along the way, they learn about different aspects of the product, take quizzes, collect points, and move up levels to access more information. What type of learning is this?
- A. Gamification
- B. Scenario-based learning
- C. Play-based learning
- D. Maze product training
Correct Answer: A 🗳️
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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. Scoring highly on a competency-based managerial assessment of business 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. Consistently high ratings by colleagues on interpersonal skills
Correct Answer: C 🗳️
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A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.
The CFO proposes a plan to improve process efficiency within the organization and asks the HR director to implement it. Some employees dislike the plan and refuse to follow it. What should the HR director do?
- A. Hold a meeting with employees and listen to their concerns about the plan.
- B. Focus on telling the employees about the benefits of implementing the plan.
- C. Invite the CFO to reinforce the need for employees to follow the plan.
- D. Conduct interviews with the employees who are refusing to follow the plan.
Correct Answer: A 🗳️
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