SHRM-SCP試験問題集を提供していますSHRM問題
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質問 # 172
What is an employee's right to have union representation during a disciplinary interview at the workplace called?
- A. Weingarten rights
- B. Garrity rule
- C. Loudermill rights
- D. Right to counsel
正解：C
解説：
A union member has the right to union representation in an investigatory interview that may result in discipline, and this right is known as "Weingarten."
質問 # 173
A multinational company is installing a new HRIS. Working with the VP of IT, which is the first thing the VP of HR should consider when developing a data retention policy?
- A. Restricting the collection of information to only items that are job-related
- B. Regulations regarding privacy and data retention in the company's home country
- C. Developing an information security training program for all system users
- D. Data protection requirements for all jurisdictions where the company transacts business
正解：D
解説：
* Jurisdictional Compliance:
* Global Regulations: Multinational companies must comply with data protection laws and regulations in all countries where they operate, which can vary significantly.
* Legal Requirements: Understanding and adhering to these regulations is essential to avoid legal penalties and ensure the protection of employee data.
質問 # 174
What would be a creative and effective way to improve communication across the organization ?
- A. Offer cultural sensitivity training for the entire organization.
- B. Organize on-site social activities to take place during work hours.
- C. Pair up individuals from different cultures on specific work assignments.
- D. Require language classes for each of the dialects spoken in the organization.
正解：A
解説：
Encouraging social connections will help work interactions as well. If the social activities occur on site during work hours, employees are more likely to attend than if they are of fsite or on employees' own time.
質問 # 175
What are the four common phases of the employee life cycle according to the Society for Human Resource Management (SHRM)?
- A. Attraction, on boarding, retention, separation
- B. Talent acquisition, performance, payroll, of f Boarding
- C. Application, selection, training. compensation
- D. Recruitment, integration, development, transition
正解：C
解説：
The recruitment phase is the beginning of the employee life cycle (ELC). Then comes integration, which includes on boarding and the employee's introduction to their new role. The third phase, development, includes training and performance management. The last phase, transition, is when the employee leaves their position due to a promotion, termination, or transfer.
質問 # 176
What is a characteristic of a polycentric talent acquisition orientation?
- A. The company has a global talent acquisition plan.
- B. Each country has its own unique talent acquisition approach.
- C. Headquarter staffing policies are mimicked in other countries.
- D. Each region establishes its own staffing policies.
正解：A
解説：
In a polycentric organization, each country has its own unique talent acquisition approach. In an ethnocentric organization, headquarter staff policies are mimicked when expanding into other countries. A geocentric organization has a global talent acquisition plan. Each region establishes its own staffing policies in an egocentric organization.
質問 # 177
A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
The philanthropy department director confides in the HRBP that behavioral issues with specific employees have not been addressed because the director prefers to avoid interpersonal confrontation. Which action should the HRBP take?
- A. Counsel the director on strategies for establishing effective interpersonal interactions with employees.
- B. Ask the operations VP to approve a leadership development program for the leadership team.
- C. Gather peer feedback anonymously to help the director identity the causes of poor working relationships among employees.
- D. Suggest that the director deliver the feedback in a written format.
正解：A
解説：
Addressing interpersonal conflicts directly is crucial for improving workplace relationships and overall department performance. Here's the rationale:
* Skill Development: Counseling the director on effective interpersonal strategies can equip them with the necessary skills to address and manage conflicts, leading to a healthier work environment.
* Leadership Growth: This approach supports the director's growth as a leader by improving their ability to handle interpersonal issues proactively and constructively.
* Long-Term Solutions: By addressing the root causes of poor working relationships, this strategy can lead to long-term improvements in department culture and performance.
* Support and Guidance: Providing this support shows that the organization is invested in the director's development, which can enhance their engagement and effectiveness as a leader.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on leadership development and conflict resolution
質問 # 178
A firm is experiencing an increase in behaviors that violate its code of ethics. Which recommendation should the VP of HR take first to reduce these incidents?
- A. Reprimand publicly those individuals who violate the code of ethics.
- B. Ask management to openly discuss and support the code of ethics.
- C. Revise the code of ethics to ensure it is clearly written.
- D. Implement a system for employees to reaffirm the code of ethics annually.
正解：B
解説：
* Management Buy-In: Engage senior management in openly discussing and supporting the code of ethics. This sets a tone of ethical behavior from the top and emphasizes its importance.
* Regular Discussions: Integrate discussions about the code of ethics into regular management meetings and communication with employees. Highlight examples of ethical behavior and address any breaches transparently.
* Role Modeling: Encourage managers to role model ethical behavior in their daily interactions.
Employees are more likely to follow the code of ethics if they see their leaders adhering to it.
* Training and Awareness: Implement ongoing training programs to reinforce the code of ethics. Ensure that all employees understand the expectations and consequences of ethical breaches.
* Ethics Committees: Establish ethics committees to review and address ethical issues as they arise. This provides a formal mechanism for monitoring and upholding ethical standards.
This approach emphasizes the importance of leadership in fostering an ethical culture and aligns with SHRM's guidelines on promoting ethical behavior within organizations.
質問 # 179
What is an advantage of hiring externally rather than from inside the organization?
- A. External candidates are likely to be more competent.
- B. It brings a fresh p
- C. It causes less conflict among coworkers.
- D. It can be less expensive for recruitment efforts.
正解：B
解説：
External candidates can bring new ideas and approaches to an organization, whereas an internal candidate is influenced by the current organizational mind-set.
質問 # 180
Dependent enrollment with COBRA continuation coverage
- A. is only permitted if the primary beneficiary is enrolled.
- B. is allowed even if the primary beneficiary is not enrolled.
- C. is generally not permitted in any instance.
- D. is required if the primary beneficiary is enrolled.
正解：B
解説：
Dependents may enroll with COBRA continuation coverage even if the primary beneficiary (employee or former employee) is not enrolled.
質問 # 181
What is a feature of an asynchronous learning environment?
- A. Employees can study anywhere and anytime.
- B. Employees can access learning modules using different types of technology,.
- C. Employees interact with each other in real time.
- D. Employees receive real-time feedback.
正解：A
解説：
E-learning, which is learning conducted via electronic media, can be either synchronous or asynchronous. Asynchronous learning means that employees can access the material anytime and anywhere. With synchronous learning. employees go through the training material at the same time and communicate with each other in real time.
質問 # 182
A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The firm's employee handbook includes a section on cultural values that denounces public criticism of others and endorses acceptance of diversity at all levels of the organization. What should the regional HR director do to uphold the firm's cultural values?
- A. Advise the COO to meet with the VP to discuss the firm's cultural values.
- B. Send an email to the managers acknowledging the inappropriateness of the VP's behavior.
- C. Advise the VP to review the cultural values outlined in the handbook.
- D. Advise the VP to attend an online cultural awareness training course.
正解：A
解説：
* Direct Intervention: Advising the COO to meet with the VP ensures that the VP receives direct feedback and guidance on the importance of adhering to the company's cultural values. This approach addresses the issue at the leadership level where the behavior originated.
* Reinforcing Cultural Values: A meeting between the COO and VP can reinforce the company's commitment to its cultural values and make it clear that these values are non-negotiable, even during times of crisis.
* Behavioral Correction: This intervention provides an opportunity for the VP to understand the impact of their behavior and receive guidance on more appropriate ways to communicate and lead, aligning with the company's expectations.
* Leadership Accountability: Ensuring that the VP is held accountable by the COO sets a strong example for the entire organization, demonstrating that all employees, regardless of their position, must uphold the company's cultural values.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on leadership development and cultural values enforcement
質問 # 183
While working on this project together, what could be a potential conflict between Peter and Jason?
- A. Conflicting styles
- B. Conflicting roles
- C. Competing priorities
- D. Conflicting perceptions
正解：A
解説：
Peter and Jason have different working styles. Peter may resent Jason's attention-seeking and flashy style, and Jason may feel that Peter needs to speak up if he has questions, concerns, or generally any information to share.
質問 # 184
The company decided to change the current employee pay structures to a competitive sales incentives-based pay structure. What would be the best way for the HR manager to communicate the new pay structure to all employees?
- A. Conduct a conference call with store managers to prepare them to answer employeequestions and concerns. Then, send a concise, but comprehensive email to all associates.
- B. Send a detailed letter to each associate that explains the changes, including the rationalebehind them. Make sure that the associates have ample time to review the letter.
- C. Because the individual store managers know their associates best, put them in charge ofcommunicating the changes to their employees.
- D. Conduct face-to-face meetings with associates in each store to address their questions andconcerns in person.
正解：A
解説：
Impactful communication starts with understanding the audience's perspective, drafting a clear message, and delivering it effectively. A conference call gives managers the opportunity to ask questions and prepare answers to questions they might get. A concise but comprehensive email communicates the message consistently to all associates. Conducting face-to-face meetings is not realistic with a dispersed workforce. The company would want the message to be consistent across all stores and therefore would not want to leave all communication up to the individual store managers. The message should be understandable and complete but at the same time brief and to the point. Providing too much information in a letter can lead to a communication overload for many employees.
質問 # 185
Which of the following would be the most effective first step for the HR representative to present for the manager?
- A. The manager should design and implement a performance improvement plan for the maleteam members to improve overall morale.
- B. During the next team meeting, the manager should join virtually to remind staff members ofthe organizational values.
- C. The manager and the HR representative should schedule one-on-one meetings with each ofthe team members individually to better understand the workplace dynamics.
- D. The manager should relocate his or her of the to be able to work on-site and betterunderstand the working dynamic.
正解：B
解説：
In a working environment where management and team members are geographically dispersed, it is important that dialogue with each employee is conducted to better understand the team dynamics and motivations and to separate facts from emotions. Conducting conversations with both the manager and HR representative demonstrates to employees that their complaints are being addressed, and it also allows each team member to communicate his or her point of view without any interruptions. Relocating the manager on-site (A) would be an extreme reaction that could take away from other sites he or she manages and other organizational responsibilities he or she oversees. While performance improvement plans (PIP) may be required after further conversation (B), immediately placing just the employees of one gender on PIPS without additional investigation may cause backlash and additional discrimination claims. The manager joining the team meetings to discuss organizational values (C) can be a positive action, but it fails to address the specific behaviors that are causing the tension among the team.
質問 # 186
The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.
A talent management software package has been selected. Which action should the VP of HR take to create an effective implementation project team?
- A. Select employees who have the most knowledge about talent management software solutions.
- B. Choose stakeholders who represent different functions and locations across the company.
- C. Ask leaders to assign the highest performing employees from their departments to the project.
- D. Assign leaders who have had the most challenges related to talent management to the project.
正解：B
解説：
* Comprehensive Representation: Selecting stakeholders from different functions and locations ensures that the implementation project team represents a wide range of perspectives and needs, making the solution more effective across the entire organization.
* Inclusive Decision-Making: This approach promotes inclusive decision-making, ensuring that the software meets the diverse requirements of various departments and regions, which is crucial for a global organization.
* Improved Buy-In: Including stakeholders from different areas of the company helps in gaining broader buy-in and support for the new software, facilitating smoother implementation and adoption.
* Enhanced Communication: This diversity within the project team enhances communication and collaboration across different parts of the organization, leading to a more cohesive implementation process.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on project management and stakeholder engagement
質問 # 187
The marketing department consists of eight employees who have been working together for many years. They are very tight- knit. A new content marketing lead is hired and joins the department. The marketing manager notices that there is tension between the old employees and the new hire. The tension disrupts their work and resulted in a missed deadline. How should she handle the conflicts within her team?
- A. Schedule a team meeting, and facilitate a team discussion to solve the problems,
- B. Wait to intervene until the team moves from the storming to the norming phase.
- C. If the new employee does not fit into the departments culture, it is best to reassign her to adifferent team.
- D. Talk to employees one-on-one to understand what causes the tension.
正解：D
解説：
The marketing manager displays the communication competency by having one-on-one conversations with all team members to find out why the new employee does not fit in with the rest of the team. If the current employees are a close group that has worked together for a long time, they might need support to adjust to the new team member. It is important to get to know the new employee to see if they have any conflicts with the company culture.
質問 # 188
As a step to reduce workplace accidents, a company assesses how many workers are wearing personal protective equipment. What kind of indicator are they studying?
- A. A leading indicator
- B. A lagging indicator
- C. A dominant indicator
- D. A preceding indicator
正解：A
解説：
Wearing personal protective equipment is considered a leading indicator because it affects the rate of future workplace accidents. The opposite is a lagging indicator, which had an impact on the number of workplace accidents that occurred in the past.
質問 # 189
What protection law requires an organization to notify an applicant prior to taking any adverse action based on the results of a background screening?
- A. Fair Credit Reporting Act
D Employee Polygraph Protection Act - B. Consumer Credit Protection Act
- C. Fair and Accurate Credit Transactions Act
正解：A
解説：
The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information is collected, disseminated, and used. It was enacted to ensure the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. When it comes to employment, the FCRA requires employers to take specific actions before they can take any adverse action (such as not hiring, firing, or demoting) based on information in a consumer report.
Step-by-Step Explanation:
* Disclosure and Authorization: Before obtaining a consumer report for employment purposes, an employer must disclose to the applicant or employee that they intend to use the information for employment decisions. This disclosure must be in writing and in a standalone document. The employer must also obtain written authorization from the applicant or employee.
* Pre-Adverse Action: If an employer decides to take adverse action based on the consumer report, they must first provide the applicant or employee with a copy of the report and a summary of their rights under the FCRA. This gives the individual the opportunity to review the report and dispute any inaccuracies.
* Adverse Action Notice: After taking adverse action, the employer must provide the individual with an adverse action notice. This notice must include the name, address, and phone number of the consumer reporting agency that provided the report, a statement that the agency did not make the adverse decision and is not able to explain why the decision was made, and a notice of the individual's right to dispute the accuracy or completeness of the report and to obtain an additional free report from the agency within 60 days.
References:
* U.S. Federal Trade Commission (FTC) guidelines on the Fair Credit Reporting Act
* SHRM's comprehensive resources on background screening and employment law compliance
質問 # 190
A job hazard analysis is a tool that Occupational Safety and Health Administration (OSHA) recommends to prevent workplace injury, illnesses, or accidents. When performing a job hazard analysis, who is it most important to consult with?
- A. The organization,s safety of ther
- B. The employees who are performing the work
- C. The supervisor of the employees who perform the work
- D. OSHA
正解：D
解説：
Although a supervisor may also be a good resource in assessing the dangers of the job, employees have the best familiarity with the potential hazards of their everyday responsibilities.
質問 # 191
What tasks needs to be performed continuously throughout the entire risk management process?
- A. Monitor and review
- B. Invest and set direction
- C. Reevaluate and direct
- D. Engage and motivate
正解：A
解説：
Throughout the entire risk management process, it is important that strategies are monitored and reviewed to ensure alignment with the process' goals and the organization's overall strategy'.
質問 # 192
When conducting a strengths, weaknesses, opportunities and threats (SWOT) analysis, what portion may be accomplished by a political, economic, social and technological (PEST) analysis?
- A. Weaknesses and threats
- B. Strengths and opportunities
- C. Strengths and weaknesses
- D. Opportunities and threats
正解：A
解説：
A political, economic, social and technological (PEST) analysis is a method of obtaining and reviewing data from external influences to the organization.
質問 # 193
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：D
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 # 194
After collecting data from the focus teams, the HR director discovers one of the major obstacles to consistent meetings is the time zone differences. Which of the following solutions would be most effective to suggest?
- A. The teams should only use collaborative technologies that allow them to discuss and contribute in a running thread.
- B. Team members who are unable to participate in the meetings should be removed from the project.
- C. Team meetings should be scheduled several months out in advance to enable team members to plan accordingly.
- D. Teams should be redistributed to keep all group members within no more than time zones of each other.
正解：A
解説：
Scheduling meetings in advance enables the groups to rotate the days and times of the meetings so that group members can share the burden of inconvenient time zones. In addition, scheduling meetings in advance can give group members an adequate amount of time to schedule their prof essional and personal responsibilities accordingly so they will be able to participate.
Collaborative technologies that allow for passive discussion and group work (B) are great as a supplemental component to global teams but can negatively impact group progress when decisions must be made or discussions require real-time feedback or consensus. Redistributing teams according to the members' respective time zones (C) would take away from the project's initial vision to take advantage of the combination of specific skills and global perspectives to solve challenges. Eliminating a team member solely due to lack of meeting participation CD) is an extreme reaction if the rest of his or her contributions are of high quality, and he or she is otherwise communicative and responsive. Before eliminating a team member, the team and its leaders should first seek feedback from that member to learn what his or her desire to take part in the team is and what individual barriers he or she may experience in attending the meetings.
質問 # 195
401(k) plan auto-enrollment for new hires
- A. is a requirement of most retirement plans.
- B. is not advisable from an employee relations standpoint; employees tend to feel deceived.
- C. is not legal.
- D. is a great boost participation and encourage financial responsibility among employees.
正解：C
解説：
Automatic enrollment in a 401(k) for new hires, although not a requirement, is a recommended strategy to boost participation in the plan. There is not usually backlash from employees against this provision; however, communication to new hires and current employees is essential to avoid mistrust.
質問 # 196
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