100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Previously searched by you
Previously searched by you
logo
SHRM-CP Practice Test all Questions & answers solved accurately with Complete Solution Graded A+ latest version CA$18.63   Add to cart
Quickly navigate to
Preview
  2.  
  3. SHRM-CP
  4.  
  5. SHRM-CP
  6.  
  7. SHRM-CP

Exam (elaborations)

SHRM-CP Practice Test all Questions & answers solved accurately with Complete Solution Graded A+ latest version
 3 views  0 purchase

SHRM-CP Practice Test all Questions & answers solved accurately with Complete Solution Graded A+ latest version

Preview 2 out of 8  pages

Document information

  • July 6, 2024
  • 8
  • 2023/2024
  • Exam (elaborations)
  • Questions & answers

Subjects

  • shrm cp practice test all questions answers sol

Written for

All documents for this subject (474)

Seller

avatar-seller
TUTORSON

Content preview

SHRM-CP Practice Test Questions
A small start-up software company realizes that the technology skill sets of newly
hired programmers are more advanced than the existing programmers' skill sets.
Recognizing the constant business need for these evolving, state-of-the-art skill
sets, 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. - CORRECT ANSWER-B. Offer new hires short-term contracts to
allow for a continual hiring of programers with the most up-to-date 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 cost-effective 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 - CORRECT ANSWER-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 - CORRECT ANSWER-C. Total
costs for training

Rationale: Total cost for training is the only metric that is specific to all training
programs, so it must be considered in the initial stages of all program
development. Response options A, B, and C are factors that may or may not be
considered for some training programs.

A valued employee arrives 15 minutes late for work without explanation. Using
the company's positive approach to discipline, which action should be taken to
course-correct the employee's tardiness?*

A. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling - CORRECT ANSWER-D. Counseling

Rationale: Positive approach to discipline builds on the theory that violations are
actions that usually can be corrected constructively without penalty. Counseling is
the first step that does not implement a penalty. The other options are all
examples of penalties.

An HR director believes it is important that managers take more responsibility for
performance appraisals. Which responsibility should the HR director assign
specifically to the managers?*

A. Track timely receipt of appraisals
B. Identify development areas

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller TUTORSON. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for CA$18.63. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

78998 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling

Recently viewed by you

Exam (elaborations) ·

(1)

examenvragen respiratie
CA$18.63
  • (0)
  Add to cart