SHRM-CP Practice Questions
1. Which selection tool should be used to fill a vacancy that requires
managing multiple priorities and working under pressure?:
A. Cognitive ability test
B. Background check
C. Behavioral assessment
D. Academic transcript
The correct answer is "C: Behavioral assessment."
Behavioral assessments provide a systematic evaluation of candidate personality
profiles used to gauge the viability of a candidate based on things like work style
and potential, which are useful when trying to gauge whether a candidate can
manage multiple priorities and work under pressure. This is based on the
assumption that past behavior is the best predictor of future behavior.
Cognitive ability tests measure intelligence, verbal ability, math skills, spatial
perception, or inductive and deductive reasoning. Background checks are used to
verify prior employment, education, criminal background information, and/or other
pertinent data to ensure candidates are being honest about their experience and
credentials. Academic transcripts outline academic performance, which does not
necessarily align with workplace performance.
2. Which action best fosters high ethical standards in an organization?:
A. Establishing an anonymous reporting hotline
B. Adopting a corporate social responsibility policy
C. Providing manager training on codes of conduct
D. Distributing the employee handbook annually
The correct answer is "C: Providing manager training on codes of conduct."
Training managers on codes of conduct helps managers understand and promote
ethical behavior and therefore foster high ethical standards.Establishing an
anonymous reporting hotline does not help employees understand the company's
ethical standards, so they are not necessarily able to effectively use the hotline.
Corporate social responsibility policies generally focus on a company's external
commitment to operate ethically and contribute to economic development.
Distributing the employee handbook annually does not guarantee that employees
read or understand the contents of it.
3. When developing an emergency disaster plan, which activity occurs during
a vulnerability analysis?:
, SHRM-CP Practice Questions
A. Determining the likelihood of potential hazards and their effects on the business
B. Identifying key products, services, and operations and evaluating their
reinforce-ments
C. Assessing available internal and external resources and establishing
emergency contacts
D. Working with an insurance carrier to analyze exclusions and areas of
exposureThe correct answer is "A: Determining the likelihood of potential hazards
and their effects on the business."
To conduct a vulnerability analysis, a company must examine the hazards within
the company and the community in which the business is located and consider
crises that have occurred in the past or which may result from the geographic
location of the business or from technological or human error. Business should then
determine the likelihood of facing those hazards and the severity of the
consequences they would have on the business. The other response options are
appropriate risk management activities to execute but do not specifically support a
vulnerability analysis.
4. A VP of talent development requests a two-day communication skills
training for the team. The VP and the trainer meet for a planning session.
The VP explains the department is working on several key projects and it
needs to improve its effective communication to be successful. During the
training session, the trainer observes an apparent lack of trust and
openness among team members, which causes some team members to
withdraw from the training activities. The VP receives feedback from
managers that indicates the session did not go well, so the VP requests a
meeting with the trainer.
After the training session is complete, which step should the trainer take?:
A. Review the training evaluations for the session.
B. Debrief the VP on observations during training.
C. Meet with the team's supervisor to disclose findings.
D. Calculate the return on investment for the session.
The correct answer is "A: Review the training evaluations."
1. Which selection tool should be used to fill a vacancy that requires
managing multiple priorities and working under pressure?:
A. Cognitive ability test
B. Background check
C. Behavioral assessment
D. Academic transcript
The correct answer is "C: Behavioral assessment."
Behavioral assessments provide a systematic evaluation of candidate personality
profiles used to gauge the viability of a candidate based on things like work style
and potential, which are useful when trying to gauge whether a candidate can
manage multiple priorities and work under pressure. This is based on the
assumption that past behavior is the best predictor of future behavior.
Cognitive ability tests measure intelligence, verbal ability, math skills, spatial
perception, or inductive and deductive reasoning. Background checks are used to
verify prior employment, education, criminal background information, and/or other
pertinent data to ensure candidates are being honest about their experience and
credentials. Academic transcripts outline academic performance, which does not
necessarily align with workplace performance.
2. Which action best fosters high ethical standards in an organization?:
A. Establishing an anonymous reporting hotline
B. Adopting a corporate social responsibility policy
C. Providing manager training on codes of conduct
D. Distributing the employee handbook annually
The correct answer is "C: Providing manager training on codes of conduct."
Training managers on codes of conduct helps managers understand and promote
ethical behavior and therefore foster high ethical standards.Establishing an
anonymous reporting hotline does not help employees understand the company's
ethical standards, so they are not necessarily able to effectively use the hotline.
Corporate social responsibility policies generally focus on a company's external
commitment to operate ethically and contribute to economic development.
Distributing the employee handbook annually does not guarantee that employees
read or understand the contents of it.
3. When developing an emergency disaster plan, which activity occurs during
a vulnerability analysis?:
, SHRM-CP Practice Questions
A. Determining the likelihood of potential hazards and their effects on the business
B. Identifying key products, services, and operations and evaluating their
reinforce-ments
C. Assessing available internal and external resources and establishing
emergency contacts
D. Working with an insurance carrier to analyze exclusions and areas of
exposureThe correct answer is "A: Determining the likelihood of potential hazards
and their effects on the business."
To conduct a vulnerability analysis, a company must examine the hazards within
the company and the community in which the business is located and consider
crises that have occurred in the past or which may result from the geographic
location of the business or from technological or human error. Business should then
determine the likelihood of facing those hazards and the severity of the
consequences they would have on the business. The other response options are
appropriate risk management activities to execute but do not specifically support a
vulnerability analysis.
4. A VP of talent development requests a two-day communication skills
training for the team. The VP and the trainer meet for a planning session.
The VP explains the department is working on several key projects and it
needs to improve its effective communication to be successful. During the
training session, the trainer observes an apparent lack of trust and
openness among team members, which causes some team members to
withdraw from the training activities. The VP receives feedback from
managers that indicates the session did not go well, so the VP requests a
meeting with the trainer.
After the training session is complete, which step should the trainer take?:
A. Review the training evaluations for the session.
B. Debrief the VP on observations during training.
C. Meet with the team's supervisor to disclose findings.
D. Calculate the return on investment for the session.
The correct answer is "A: Review the training evaluations."
