SHRM CP COMPLETE EXAM QUESTIONS WITH COMPLETE SOLUTIONS.
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Course
SHRM CP
Institution
SHRM CP
SHRM CP COMPLETE EXAM QUESTIONS WITH COMPLETE SOLUTIONS.
Freedom of Association - CORRECT ANSWER Right for workers to unite to promote desired employment conditions as a group
Steps in EBDM (Evidence based decision making) - CORRECT ANSWER 1.Ask - questions
2. Aquire - data and information...
SHRM CP COMPLETE EXAM
QUESTIONS WITH COMPLETE
SOLUTIONS.
Freedom of Association - CORRECT ANSWER Right for workers to unite to promote desired employment
conditions as a group
Steps in EBDM (Evidence based decision making) - CORRECT ANSWER 1.Ask - questions
2. Aquire - data and information
3. Appraise - make sure data is reliable/unbiased/valid
4. Aggregate - combine/organize data to prepare for analysis
5. Apply - connect data and issue
6. Asses - monitor/measure solution
J-curve - CORRECT ANSWER When change is introduced, there is typically a decline in performance and
then a slow return to previous levels and—if the change is effective and if it is managed effectively—a
more rapid growth to a new level of performance
Change planning - Cascade - CORRECT ANSWER This approach relies on a top-down sequence with
complete change at each level. Change at one level or unit high up in the organization eventually
transforms the units and levels beneath it.
Change planning - Progressive - CORRECT ANSWER In this model, the change originates at the top and is
broadcast to the entire organization. Individuals slowly change with added information, and the change
becomes uniform across business units.
Change planning - Organic - CORRECT ANSWER This method relies on independent centers and multiple
origins of the change within the organization. Points of origin can be at any level. Organic change
radiates out unevenly but accelerates when top leadership supports local change and local leaders.
This is a framework that combines fact finding with an organization's goals and desires, presenting an
analysis of the organization's actual state and how it will measure achievement.
When an organization needs to get a group to come to consensus on goals and organizational desires
while also gathering facts about the organization's current status and determining how it will know
when these goals have been achieved.
Cost-benefit analysis (CBA) - CORRECT ANSWER Group discussion is critical to identifying all relevant
costs and benefits.
Force-field analysis - CORRECT ANSWER This tool was designed to analyze the forces favoring and
opposing a particular change. The group identifies and weights factors that could influence an outcome
in either a negative or positive manner according to their possible impact. The group then uses these
factors to score different opportunities. They agree to pursue those showing favorability for change and
avoid initiatives that face very strong resistance.
Multi-criteria decision analysis (MCDA) - CORRECT ANSWER The team determines critical characteristics
of a successful decision (for example, ability to meet project requirements, likelihood of success, least
chance of causing secondary risks). A matrix is used to score each alternative and compare results.
4 Layers of Diversity - CORRECT ANSWER 1. Personality
2. Internal Dimensions
3. External Dimensions
4. Organizational Dimensions
Summary Offense - CORRECT ANSWER Gross misconduct in which no prior warnings are required for
termination so long as a proper investigation and hearing was preformed
3 reasons to approach diversity as a strategic initative - CORRECT ANSWER 1. To make it a priority
,2. To allow for its complexity
3. To address organizational resistance to change
Structural Org - CORRECT ANSWER look at how the org is helped or hindered by its structure
Interventions include movement of decision making authority, mergers/acquisitions/divestitures
Interpersonal Org - CORRECT ANSWER focus on work relationships between employees
Process/Technological Org - CORRECT ANSWER focus on activities such as work flow and departmental
coordination
Most critical piece of effective performance management - CORRECT ANSWER Clarity of performance
standards
For effective information management, a balance must be struck between: - CORRECT ANSWER
Openness and security
2 functions of an HR audit - CORRECT ANSWER 1. Help management understand what is happening in
HR
2. Allow HR to determine which programs should be eliminated or enhanced
Zero based Budgeting - CORRECT ANSWER Everyone's budget starts at zero and departments must
present a case on how their budget will help the org's goals. Each department is then given a priority
rating
, Incremental budgeting - CORRECT ANSWER aka line item budgeting, is based on the prior year's budget
being increased by a set percentage
Business Case - CORRECT ANSWER Executive Summary -> Recomended Solution -> Risks and
opportunities -> Estimated time frame and cost
According to Goleman, what leadership attribute separates good leaders from great leaders? - CORRECT
ANSWER Emotional intelligence
4 T's that help an org increase global mindsets - CORRECT ANSWER Travel, Teams, Training, & Transfers
Trait Engagement - CORRECT ANSWER The inherent personality-based elements that predispose an
individual to being engaged
Primary goal of supply analysis - CORRECT ANSWER Obtain a snap shot of the current talent pool
Primary focus of organizational development - CORRECT ANSWER Managing change and disrupting the
status quo
Pull Learning - CORRECT ANSWER a continuous process where training is pulled seamlessly through
computers anywhere, at anytime
Behavioral Engagement - CORRECT ANSWER The effort employees put into their jobs - occurs when both
Trait & State engagement are in place
Exempt status salary minimum - CORRECT ANSWER Exempt individuals must make a minimum of
$455/week
ADA applies to companies with X number of employees - CORRECT ANSWER 15
Upside risk - CORRECT ANSWER Provides an opportunity that arises out of uncertainty of outcomes (i.e.
an early completion date)
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