SHRM-CP | Questions with 100 % Correct Answers | Verified

A small start-up software company realizes that the technology skillsets of newly hired programmers are more advanced than the existing programmers' skillsets. Recognizing the constant business need for these evolving, state-of-the-art skillsets, which is the best workforce development strategy to implement? A. Partner with a local community college to offer programmers the opportunity to update their skillsets. B. Offer new hires shorter-term contracts to allow for a continual hiring of programmers with the most up-to-date skills. C. Design a rigorous in-house training program to get longer-tenured programmers up to speed with the newer programmers. D. Perform a job redesign for the existing employees that will not require new, updated skills. - B. Offer new hires short-term contracts to allow for a continual hiring of programers with the most up-todate skills. Rationale: If the skillsets of employees who have been with the company for several years become inferior to those of new hires, planning for churn by offering smaller contracts is a better strategy. Repeatedly training an entire staff with new skills that they may or may not grasp will not be costeffective to the organization, and there may not be enough work at the company to support a job redesign. Which hands-on training method best allows an onboarding manufacturing employee to practice his job in a risk-free setting?* A. Apprenticeship B. Simulation C. Team Training D. Role Play - B. Simulation Rationale: Simulations can be used to teach production and process skills in a risk-free environment. A role play is best used to assess and train interpersonal skills. Apprenticeship is a type of on-the-job training where the trainee will still be exposed to risk. Team training is used to improve the effectiveness of group interactions.An HR manager has been asked to design a training program for the company. Which HR metric should be considered first in designing the program?* A. Average tenure of employees B. Percentage of employees with a career plan C. Total costs for training D. Performance quality of one-year employees - C. Total costs for training