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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. 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 for the employer for at least 12 months.
B) The employee must have worked at least 1250 hours in the past 12 months.
C) The employer must employ at least 50 employees within a 75-mile radius.
D) The employee must give the employer at least 30 days, notice of an upcoming leave.

2. What can the new VP do to be successful in running the company's motor vehicle assembly plant in India?

A) He should attend social events outside of work to build relationships.
B) He should create a competitive work environment.
C) He should expect that employees will be productive in their roles, despite any personaldifferences.
D) He should only expect employees to participate in company events during the regularworkday.

3. What types of human resource metrics would you calculate to quantify the severity of the issue?

A) Performance and potential
B) Time since last promotion
C) Retention rate
D) Turnover rate

4. 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) Utilize internet recruiting to build a large pool of both active and passive candidates.
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) Build a strong employment brand to position the company as an employer of choice.

5. Which is NOT a best practice for Form 1-9 retention?

A) Retain the form three years after hire date or one year after termination date, whichever islater.
B) File terminated employees, forms separately from active employees, forms.
C) Restrict Form 1-9 access to supervisors and managers.
D) Shred the forms once an employee reaches the three-year employment anniversary.

Solutions: