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SHRM-CP Practice Test All Verified Questions with Complete Solution
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SHRM-CP Practice Test All Verified Questions with Complete Solution
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SHRM-CPPractice
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
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