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

1. Which step should an HR professional take first when an employee submits a verbal or written allegation that a supervisor is creating a hostile work environment?

A) Meet with the employee and supervisor to discuss the allegation.
B) Reduce the employee's work schedule temporarily until the investigation is complete.
C) Assure the employee that all information gathered from witnesses will remain confidential.
D) Transfer the employee to another work group while the investigation proceeds.

2. What does the Worker Adjustment and Retraining Notification (WARN) Act require?

A) An employer must publicly release the names of each person affected by a layof f.
B) An employer must provide affected employees with 60-days, notice of an impending layof f of more than 50 employees.
C) An employer must provide employees who are over the age of 40 with a revocation period after signing a severance agreement.
D) An employer must provide affected employees with 60-days, notice of an impending layof f of any size.

3. What is a "top-heavy" 401 (k) plan?

A) A plan with greater than 60% of its total value in the accounts of "key" employees
B) A plan with more than 60% participation by executives
C) A plan with an average deferral by highly compensated employees at 2% greater than non-highly compensated employees
D) A plan with less than 60% participation by non-highly compensated employees

4. 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 discuss employee engagement initiatives that can improveemployee performance.
C) The HR manager should implement the system as asked by the executive leadership team.
D) The HR manager should address the lack of communication between the developers andtheir managers as a potential reason for the performance issues.

5. Assume the employee admitted that he/she began using cocaine about six months ago.
He/she says that he/she started using casually, but recently it's gotten out of control, and he/she needs help. What would be your next course of action?

A) Explain that despite the substance abuse problem, he/she will be held to the sameperformance standards as any other employee.
B) Offer the employee Family and Medical Leave Act (FMLA)-protected leave to enroll andattend a rehab program.
C) Your company has a zero-tolerance policy, so his/her employment should be terminatedimmediately.
D) As an active drug addict, he/she is protected under the Americans with Disabilities Act, sowork with him/her to find a reasonable accommodation to help him/her get clean.

Solutions: