SHRM-CP FINAL EXAM PRE-TEST.
Conflict of interest - CORRECT ANSWER Situation in which a person or organization may benefit from undue influence due to involvement in outside activities, relationships, or investments that conflict with or have an impact on the employment relationship or its out...
Conflict of interest - CORRECT ANSWER Situation in which a person or organization may benefit from
undue influence due to involvement in outside activities, relationships, or investments that conflict with
or have an impact on the employment relationship or its outcomes.
Bribery - CORRECT ANSWER Exchange of anything of value to gain greater influence or preference.
Integrity - CORRECT ANSWER Maintaining consistency between one's values and one's actions.
Code of conduct - CORRECT ANSWER Principles that guide decision making and behavior in an
organization.
Authenticity - CORRECT ANSWER Ability to stay true to values and maintain integrity in both personal
and professional lives and, from an organizational perspective, approach to forming and maintaining
relationships with colleagues and others in the organization.
Transparency - CORRECT ANSWER Extent to which an organization's agreements, dealings, information,
practices, and transactions are open to disclosure and review by relevant persons
Confidentiality - CORRECT ANSWER Treatment of personal information that has been disclosed to
another person or organization.
Privacy - CORRECT ANSWER An individual's right to freedom from intrusion (by viewing, monitoring,
reading, etc.) into matters, actions, or information that is personal.
Due diligence - CORRECT ANSWER Process of investigating a decision thoroughly before finalizing it to
identify all potential factors that could affect the positive and negative impacts of the decision.
, Workforce analysis - CORRECT ANSWER Systematic approach to anticipate human capital needs and
data HR professionals can use to ensure that appropriate knowledge, skills, or abilities will be available
when needed to accomplish organizational goals and objectives.
Joint employment - CORRECT ANSWER Situation in which an organization shares responsibility and
liability for its alternative workers with an alternative staffing supplier; also known as co-employment.
Turnover rate - CORRECT ANSWER Annualized formula that tracks number of separations and total
number of workforce employees per month.
Downsizing - CORRECT ANSWER Termination of employment of individual employees or groups of
employees for reasons other than performance, for example, economic necessity or restructuring; also
known as reduction in force (RIF).
Replacement planning - CORRECT ANSWER "Snapshot" assessment of the availability of qualified backup
for key positions.
Workforce profile - CORRECT ANSWER Part of workforce analysis that identifies the current make-up of
employees in terms of their demographics, skills, competencies, performance levels, expected
retirement dates, pay grades, and other factors that help explain the workforce's composition.
Turnover - CORRECT ANSWER Act of replacing employees leaving an organization; attrition or loss of
employees.
Succession planning - CORRECT ANSWER Process of implementing a talent management strategy for
identifying and fostering the development of high-potential employees or other job candidates who,
over time, may move into leadership positions of increased responsibility.
Knowledge management (KM) - CORRECT ANSWER Process of creating, acquiring, sharing, and managing
knowledge to augment individual and organizational performance.
Talent management - CORRECT ANSWER Development and integration of HR processes that retain the
knowledge, skills, and abilities of employees that will meet current and future organizational needs.
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