SHRM-SCP Free Sample Questions

A multinational technology firm is implementing a new global HRIS. The project lead, a senior HR director, discovers that the data privacy regulations in the European Union (GDPR) conflict with the company's standard data processing protocols, which were developed based on U.S. law. The go-live date is six weeks away, and the U.S.-based executive team is pushing to maintain the schedule, suggesting they can 'deal with the compliance issues later.' Which action best demonstrates the HR director's strategic leadership and ethical practice?

A healthcare organization is experiencing high turnover among nursing staff, citing burnout and inflexible scheduling. The CHRO has been tasked by the board to develop a retention strategy with a measurable impact on turnover within 12 months. Which of the following initiatives should the CHRO prioritize to create a sustainable, long-term solution? (Select TWO)

During a strategic workforce planning session, the VP of HR presents data indicating that 40% of the company's critical engineering knowledge is held by employees eligible for retirement within five years. The CEO is concerned about the potential knowledge gap. Which approach represents the most effective and proactive strategy to mitigate this risk?

**Case Study:** A mid-sized financial services firm, FinSecure, has traditionally operated with a hierarchical structure and a risk-averse culture. To compete with more agile fintech startups, the new CEO has mandated a company-wide digital transformation. This involves adopting agile methodologies, implementing new cloud-based platforms, and fostering a culture of innovation and rapid experimentation. The HR department is expected to lead the people-related aspects of this transformation. The initial employee survey, conducted by HR, reveals significant resistance. Employees express anxiety about job security due to automation, managers feel they are losing authority in the new agile 'squad' structures, and there is widespread skepticism about the company's ability to change. The Chief Human Resources Officer (CHRO) needs to present a comprehensive change management strategy to the executive leadership team. **Question:** Which strategy should the CHRO propose as the cornerstone of the change management plan to address the identified resistance and ensure successful adoption of the new operating model?

True or False: Under the SHRM Body of Applied Skills and Knowledge (BASK), the 'Business Acumen' competency is primarily concerned with an HR professional's ability to manage departmental budgets and financial reporting.

A fast-growing e-commerce company has a 'work hard, play hard' culture that has led to complaints of burnout and a lack of work-life balance. The senior HR business partner is tasked with designing a total rewards strategy that addresses these issues without compromising the company's high-performance standards. Which of the following should be the central pillar of this new strategy?

A company is restructuring its HR function from a decentralized, generalist model to a shared services model with Centers of Excellence (CoEs). The HR director needs to communicate this change to the existing HR team, many of whom are concerned about their roles being eliminated or diminished. What is the most effective communication approach?

An HR leader is developing a business case for a significant investment in a leadership development program. To gain executive approval, the proposal must demonstrate a clear return on investment (ROI). Which metrics are most crucial to include in the business case to illustrate the program's potential financial impact? (Select THREE)

A manufacturing company is cited by a regulatory agency for safety violations. The investigation reveals that while safety policies exist, they are inconsistently enforced and employees often take shortcuts to meet production quotas. The senior HR leader is part of the executive team tasked with creating a sustainable safety culture. What should be the HR leader's primary contribution to this effort?

A non-profit organization wants to improve its diversity in leadership roles. The HR Director analyzes data and finds that while the entry-level workforce is diverse, the promotion pipeline significantly narrows for underrepresented groups at the manager level. Which talent acquisition strategy should be implemented to address this specific issue?