[2025年12月] 最新のSHRM SHRM-SCP認定練習テスト問題
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質問 # 103
The vice president of human resources meets with the talent manager to discuss the retention challenges. What's the best course of action?
- A. Position the company as an employer of choice by of fering perquisites such as companycars, a wellness program, and memberships.
- B. Research competitor pay rates, obtain other market compensation data, and establish new,more competitive pay plans.
- C. Ensure that a realistic job and pay preview is provided to candidates during the hiring andon boarding process.
- D. Give all employees a cost-of -living pay increase and add nonmonetary incentives to payplans.
正解：B
解説：
The VP of HR and the talent manager demonstrate the critical evaluation competency by seeking out market pay rate data that allows them to evaluate how their company's pay system compares to other companies. This data has to be collected before determining if employees should be given pay increases, incentives, or perquisites. The lack of a realistic job preview does not seem to be the cause for the retention problem.
質問 # 104
Why is it essential that a company works hard to build a comprehensive diversity and inclusion program?
- A. Because it helps employees and managers approach situations from different perspectives
- B. Because it has a direct impact on the company s prof itability
- C. Because it is difficult to change deeply held beliefs, assumptions, and habits
- D. Because it is necessary for building a positive company reputation
正解：C
解説：
It is important for a company to invest in a comprehensive diversity and inclusion program because the goal is to change deeply held beliefs, assumptions, habits, and processes, which is a difficult undertaking. If the company does not truly care about making these difficult changes and putting in the necessary effort, the initiative will not be successful. Further, the company will not be able to prof it from the advantages of a diverse workforce.
質問 # 105
What is the biggest disadvantage of having a remote workforce?
- A. The possibility for employees to misrepresent their work time
- B. Home-based employees being likely to encounter too many distractions and not being asefficient
- C. Lack of communication between coworkers and employees and managers
- D. Possible safety and risk concerns for employees to hurt themselves away from the of the
正解：B
解説：
Although the other options could be potential downsides of having a remote workforce, the biggest disadvantage is the impact on communication and work relationships. Employees and managers must be more proactive in communication efforts with remote workers-a simple face- to-face chat is not an option.
質問 # 106
An employee comes to your of the one day and nervously tells you he/she has knowledge of another employee who stole an item from a customer's home. He/she doesn't want to tell you who it is until you guarantee him/her anonymity. How would you handle this?
- A. Explain that you can never guarantee anonymity and that he/she is obligated to give the name of the accused now that you have knowledge of these events.
- B. Promise that his/her name will remain anonymous and the employee in question will never know who complained.
- C. Explain the importance of finding the person who stole the item and that you need his/herhelp.
- D. Tell him/her that you will do your best to ensure his/her name is kept confidential, but you can,t make any guarantees.
正解：A
解説：
Generally, in the case of a harassment complaint, you cannot promise anonymity. However, this is a complaint regarding criminal activity of the accused, and there is no need for the complainant' s name to be disclosed.
質問 # 107
Which compensation program is offered to encourage recipients to create long-term shareholder value?
- A. Incentive plan
- B. Deferred compensation
- C. Profit sharing
- D. Stock options
正解：D
解説：
* Long-term Incentives: Stock options are designed to align the interests of employees with those of shareholders by providing a financial incentive for employees to increase the company's stock value over time.
* Retention and Motivation: Offering stock options can help retain key talent by giving employees a sense of ownership in the company and motivating them to contribute to its long-term success.
* Strategic Alignment: Stock options encourage employees to focus on long-term goals and performance, which can lead to sustainable growth and increased shareholder value.
References:
* SHRM, "Designing and Managing Incentive Compensation Programs," available at SHRM.org.
* SHRM, "Understanding Stock Options and Other Equity Compensation," available at SHRM.org.
質問 # 108
Which is an example of a Bona Fide Occupational Qualification (BFOQ)?
- A. A job applicant supplying documentation of his/her college degree
- B. A fast-food restaurant with Christian values only hiring Christian employees
- C. A sheriff's of the refusing to hire police deputies over the age of 50
- D. An airline only hiring attractive female flight attendants to draw in more male passengers
正解：C
解説：
A Bona Fide Occupational Qualification (BFOQ) is only legitimate if it is a criterion (e.g., gender, religion, or national origin) that is required for business operations. There is a business need and safety consideration for hiring police of thers and deputies who are younger than 50.
質問 # 109
The new CHRO is aware that hiring top talent in the insurance sector is a challenge because it is of ten not the industry of choice for many recent graduates. She also knows that unemployment is low and the labor market is highly competitive. What can the CHRO do to improve hiring efforts?
- A. Build rapport with local college career services personnel.
- B. Review job postings and rewrite ads to attract more candidates.
- C. Research and study recruiting metrics for the insurance sector.
- D. Sign up for several local job fairs to meet candidates in person.
正解：C
解説：
The CHRO displays the relationship management competency by building rapport with external contacts that can help create a talent pipeline for the company. Working directly with colleges and their career services centers will improve hiring efforts in the long term.
質問 # 110
To meet eligibility for Family and Medical Leave Act (FMLA)-protected leave, an employee and employer must meet specified criteri a. Which criterion is NOT an FMLA qualifier?
- A. The employee must have worked at least 1250 hours in the past 12 months.
- B. The employer must employ at least 50 employees within a 75-mile radius.
- C. The employee must have worked for the employer for at least 12 months.
- D. The employee must give the employer at least 30 days, notice of an upcoming leave.
正解：D
解説：
Although 30 days' advance notice of an upcoming leave is ideal, in many instances it will not be feasible for an employee to give any advance notice. If no advance notice is given, it is not an adequate reason to deny Family and Medical Leave Act (FMLA) leave.
質問 # 111
After implementing a new performance management system and other changes, the company sees an increase in productivity.
The performance of most of the developers has improved significantly. However, four developers were terminated for continuously failing to meet performance standards. The HR department is now tasked with filling the four open positions. What is an important step the HR team should take?
- A. Build a strong employment brand to position the company as an employer of choice.
- B. Meet with the project directors to determine the knowledge, skills, and abilities a candidateneeds to be successful.
- C. Update current job descriptions to reflect the implementation of the new performancemanagement system.
- D. Utilize internet recruiting to build a large pool of both active and passive candidates.
正解：B
解説：
The HR team displays the business acumen competency by seeking information about the position that they are asked to fill. Knowing exactly what knowledge, skills, and abilities are needed helps HR recruit the right candidates. After the HR team has gained an understanding of what the ideal candidate looks like, they can utilize recruitment strategies including internet recruiting. The question does not indicate that job descriptions are outdated or whether the company already has an employment brand in place.
質問 # 112
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. Focus on telling the employees about the benefits of implementing the plan.
- B. Invite the CFO to reinforce the need for employees to follow the plan.
- C. Conduct interviews with the employees who are refusing to follow the plan.
- D. Hold a meeting with employees and listen to their concerns about the plan.
正解：D
解説：
* Employee Engagement: Holding a meeting allows the HR director to engage with employees directly, showing that their opinions and concerns are valued. This aligns with SHRM best practices for employee engagement and fostering an inclusive workplace culture.
* Understanding Concerns: By listening to employees' concerns, the HR director can better understand the reasons behind the resistance and identify any legitimate issues with the proposed plan.
* Building Trust: This approach helps build trust between employees and management, as it demonstrates a willingness to consider their feedback and work collaboratively towards a solution.
* Effective Communication: Effective two-way communication is crucial in implementing organizational changes successfully. It ensures that employees feel heard and involved in the process, increasing their buy-in and commitment to the new plan.
References:
* SHRM, "Employee Relations: Strategies for Improving Employee Engagement," available at SHRM.org.
* SHRM, "Managing Organizational Change," available at SHRM.org.
質問 # 113
How would you describe employee engagement?
- A. An employee who is ambitious and works hard but is always looking outside theorganization for new opportunity.
- B. Engagement that is generally higher within the first 30 days after hire but that usually fades
- C. An employee with commitment to the organization and motivation to perform well
- D. An employee who is satisfied with his/her job
正解：B
解説：
An engaged employee is one who is loyal to the organization, speaks highly of the organization to friends and family, knows what work needs to be done to make a positive impact and does it. Job satisfaction and employee engagement are not the same thing: job satisfaction is usually driven by extrinsic factors such as pay, benefits and time of f, whereas intrinsic motivators and strong leadership drive engagement.
質問 # 114
What is an ineffective approach for a supervisor to deliver feedback to a struggling employee?
- A. The supervisor should provide specific examples of instances in which the employee had a misstep.
- B. The supervisor should provide some praise around the things the employee is performing well.
- C. The supervisor should make performance expectations clear.
- D. The supervisor should list each area of deficiency and how it impacts the team and/or organization.
正解：D
解説：
When providing feedback a supervisor should limit the focus to one or two areas of deficiency. Otherwise, it tends to make the employee feel defensive.
質問 # 115
As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?
- A. Inform employees and their respective managers that no one is allowed to work any overtime going forward.
- B. Modify the job duties of the employees in question so that they meet the exemption requirements.
- C. Because the current pay structure emerged from the company's culture, it is not subject to the exemption rule, and no further steps are needed.
- D. Setup a meeting with the leadership team, inform them of the findings, and present a solution to change the compensation structures.
正解：D
解説：
The HR business partner displays the consultation competency by recognizing an area of improvement the company has and advising the leadership team of solutions to remedy the problem. Falsely classifying employees as exempt can have serious legal consequences for a company. Therefore, the HR business partner has to research and present lawful alternative compensation options that will align with the company culture to the leadership team.
質問 # 116
If an employee requests a day of f, citing a religious holiday that he/she wishes to observe, is the employer obligated to grant the request?
- A. The employer should grant the request if it does not present undue hardship.
- B. If it is not a company-observed holiday the employer is not required to allow the day of f.
- C. To avoid claims of discrimination, an employer should allow the request no matter thecircumstances.
- D. The employer should if the employee has enough vacation time or paid time of f.
正解：A
解説：
It is a good idea to grant the employee's request but only if it does not present undue hardship to the employer. Some examples of undue hardship could be cost, staffing shortages, or a decrease in workplace efficiency.
質問 # 117
The senior management team agrees that one of the steps to address the performance issues is to update their current performance management system, which is based on annual reviews. The CEO tasks the HR manager with developing a new performance management system based on continuous feedback and regular check-ins with the employees. What is the first step that the HR manager should take?
- A. Meet with the project directors to develop an understanding of what improvements they want to see as a result of the new performance management system.
- B. Develop a thorough communication plan to inform all employees of the upcoming changes to the performance management system.
- C. Conduct a company-wide employee opinion survey to determine the reason(s) behind the junior developers, low performance.
- D. Gather data, including the projected return on investment, to demonstrate the value of rolling out a new performance management system.
正解：A
解説：
By meeting with and listening to the project directors, the HR manager displays the relationship management competency. The first step is to understand the needs of the project directors to make sure that the new performance management system achieves their desired results. Conducting an employee survey is not a necessary step in developing a new performance management system. Communicating the change to the performance management system should take place after it has been developed. Because the decision to update the performance management system has already been made, there is no need to make a case for doing so.
質問 # 118
When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?
- A. Long-term versus short-term orientation
- B. Masculinity versus femininity
- C. Individualism versus collectivism
- D. Low power versus high power distance
正解：C
質問 # 119
In what stage of a workforce analysis would a flow analysis be conducted?
- A. Solution analysis
- B. Gap analysis
- C. Demand analysis
- D. Supply analysis
正解：D
解説：
A flow analysis looks at how employees move around in the company. It follows each team member throughout the employee life cycle, including any promotions, demotions, or transfers. It is a critical part of evaluating the skill and talent that exists within the organization (supply analysis).
The demand analysis forecasts future talent needs of the company. The gap analysis contrasts the demand against the supply to identify possible talent shortfalls. During the solution analysis, a company identifies ways to fill any talent gaps.
質問 # 120
When presented with a harassment complaint from an employee, which statement should human resources avoid saying to the victim?
- A. "Thank you for bringing this to our attention: however, this does not sound like harassingbehavior."
- B. "Please keep any investigation details confidential."
- C. "The information you,re giving me today is completely confidential"
- D. ,We do not tolerate retaliation."
正解：C
解説：
Human resources should never guarantee confidentiality to complainants. In the case of an investigation, details of the complaint will likely need to be shared with the accused and/or witnesses.
質問 # 121
The HR department is in the process of filling an open front of the lead position. Two candidates made it to the final interview stage and are scheduled to meet with a panel of managers next week. The front of the manager approaches the talent acquisition manager and hands him a resume. He says that he found a highly qualified candidate that he thinks would be a much better fit for the open position than the other two candidates. The talent acquisition manager reviews the resume and agrees that the candidate appears to be highly qualified. When he asks the front of the manager where he received the resume, he says that the candidate is his cousin. How should the talent acquisition manager handle this situation?
- A. The manager should interview the candidate.
- B. The manager should inform the front of the manager that he is unable to consider thecandidate.
- C. The manager should inform the front of the manager that all candidates need to complete anonline application in order to be considered for a position.
- D. The manager should schedule a phone screen with the candidate to determine if he truly isas qualified as his resume seems to indicate.
正解：B
解説：
The talent acquisition manager displays the ethical practice competency by explaining to the front once manager that he is unable to consider the candidate. It would be unethical towards the candidates that made it to the final interview to add in another candidate who did not have to go through the same initial selection process. It would also be unethical to give preferential treatment to a family member of the front of the manager.
質問 # 122
How would you handle this situation?
A new father, who has not exhausted his Family and Medical Leave Act (FMLA) leave for the year, has requested the next 12 Fridays of f to care for his new baby. He cites
"baby bonding time" under the FMLA law and feels that this intermittent leave qualifies. His supervisor has expressed the challenge this will present his department as they usually have a time-sensitive report to submit each Friday.
- A. Require that the employee uses vacation time or paid time of f as this would not qualify for FMLA
- B. Decline the employee,s request as this would clearly present a hardship on his department.
- C. Speak with the supervisor to see if other employees in the department would be able to work overtime on Fridays to cover the absence of this employee. If so, allow the request.
- D. Approve the employee,s request as he still has Family and Medical Leave Act (FMLA) leave available.
正解：B
解説：
Intermittent Family and Medical Leave Act (FMLA) leave is not mandated for baby bonding time; however, an employer may allow it. In this particular instance, it would present a hardship on the department, and asking others to work extra hours to fill in for this employee would likely be perceived as unfair.
質問 # 123
What is a common reason behind an employee's resistance to change?
- A. Fear that he or she will not be able to meet new performance expectations
- B. Worry that change will result in unexpected costs
- C. Because it is outside of the employee,s comfort zone
- D. Belief that change is not possible
正解：A
解説：
One common reason an employee might express resistance to change is that he fears new and unfamiliar processes that are outside of his comfort zone. This is called the fear of the unknown.
質問 # 124
Under the Myers-Briggs Type Indicator (MBTI) personality assessment, people are categorized as introverted versus extroverted, sensing versus intuitive, and so on. In total, there are how many different combinations of personality types?
- A. 0
- B. 1
- C. 2
- D. 3
正解：C
解説：
There are 16 different personality type combinations using the four pairs of Myers-Briggs Type Indicator (MBTI) preferences: introverted versus extraverted, sensing versus intuitive, thinking verses feeling and judging versus perceiving.
質問 # 125
What does the SMART goal acronym stand for?
- A. Specific, measurable, accurate, relative, and time bound
- B. Specific, measurable, achievable, relevant and time bound
- C. Smart, metric-driven, actionable, relevant, and time bound
- D. Specific, masterful, achievable, relevant and time bound
正解：B
解説：
A SMART goal is specific, measurable, achievable, relevant, and time bound.
質問 # 126
Psychologist Bruce Tuck man developed the "Forming, Storming, Norming and Performing" concept to describe the team formation process. Oftentimes, teams may move back and forth between which two stages when faced with a new task?
- A. Storming and norming
- B. Norming and performing
- C. Performing and forming
- D. Forming and storming
正解：A
解説：
Teams of ten will relapse from the norming stage back into storming when faced with new challenges.
質問 # 127
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