SHRM-SCP EXAMCOLLECTION DUMPS TORRENT - SHRM-SCP VALID TEST ANSWERS

SHRM-SCP Examcollection Dumps Torrent - SHRM-SCP Valid Test Answers

SHRM-SCP Examcollection Dumps Torrent - SHRM-SCP Valid Test Answers

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q143-Q148):

NEW QUESTION # 143
A company in a competitive industry starts a two-year integration strategy aimed at being an innovator in a particular area. The chief human resource officer is asked to lead the project team and deliver within a required timeline. What advantage does Agile have over Lean Six Sigma in this situation?

  • A. Agile demonstrates progress and getting it done. Lean focuses on validated learning.
  • B. Agile is flexible and adaptable. Lean is structured and measured in pace.
  • C. Agile focuses on customer satisfaction Lean is focused on customer value by eliminating waste.
  • D. Agile has many small projects: Lean has one project at a time.

Answer: B

Explanation:
* Flexibility and Adaptability: Agile methodologies allow for rapid adjustments and continuous improvements, which is beneficial for a project aimed at innovation where requirements may evolve over time.
* Structured and Measured Approach: Lean Six Sigma focuses on eliminating waste and improving processes through a structured and measured approach, which may not be as suitable for a project that requires flexibility and adaptability.
* Project Scope and Timeline: Agile's iterative approach allows the team to demonstrate progress quickly and make adjustments based on feedback, ensuring the project stays on track and meets its timeline.
References:
* SHRM, "Agile Project Management: A Key to Innovation," available at SHRM.org.
* SHRM, "Comparing Agile and Lean Six Sigma in HR Projects," available at SHRM.org.


NEW QUESTION # 144
How would you appeal to senior finance leadership and convince them of the importance of this program?

  • A. Give a presentation to the senior finance leadership, and give several case studies of otherorganizations that had success with mentoring programs. Explain the employee morale-boosting benefits, and answer any questions they have.
  • B. Put together a succinct, finance-centered document with the total budget needed, how thebudget will be spent, the expected impacts on employee retention, and in turn, cost savings.
  • C. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.
  • D. Start a six-month pilot program, which costs much less than the full program, and hope thatits success will justify the money spent thus far.

Answer: B

Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.


NEW QUESTION # 145
Which payment system disrupts the standard payroll cycle?

  • A. Adaptable work arrangements
  • B. Pay advance programs
  • C. Retirement account loan programs
  • D. Flexible earned wage access

Answer: D

Explanation:
Flexible earned wage access disrupts the standard payroll cycle by allowing employees to access a portion of their earned wages before the traditional payday. This system provides employees with greater financial flexibility and can improve job satisfaction and retention.
* Definition: Flexible earned wage access allows employees to withdraw a portion of their earned wages at any point during the pay cycle, rather than waiting for the scheduled payday.
* Impact on Payroll Cycle: This disrupts the standard payroll cycle because it requires payroll systems to be able to track and process these early withdrawals, potentially on a daily basis, instead of the traditional bi-weekly or monthly cycle.
* Benefits to Employees: Employees benefit from having immediate access to their earned wages, which can help them manage unexpected expenses and reduce financial stress.
* Implementation Considerations: Employers need to consider the administrative and technological implications of implementing such a system, ensuring that it integrates smoothly with existing payroll processes and maintains compliance with labor laws.
References:
* SHRM articles on payroll management and financial wellness programs
* Studies on the impact of flexible wage access on employee satisfaction


NEW QUESTION # 146
The company decides to focus on utilizing the creativity, skills, and knowledge of its employees to achieve their long-term goal of becoming a leader in corporate sustainability.
To accomplish these goals, the company needs to retain their top talent. The CEO asks the CHRO to develop a retention strategy and wonders if of fering substantial pay increases will be necessary. What suggestion should the CHRO make?

  • A. Give employees a pay increases each time the company reaches one of their strategic goals.
  • B. Develop an aggressive lead market compensation strategy.
  • C. Improve company benefits in addition to a moderate pay increase for all employees.
  • D. Conduct an employee survey and focus group to determine what motivates the team.

Answer: D

Explanation:
The CHRO displays the communication competency by not assuming that the rate of pay is the only thing that motivates employees. Instead, the CHRO seeks to develop an understanding about what employees truly want. Focusing company resources on what truly motivates employees will be more successful in retaining them than just increasing their pay. An employee survey and interviews will be a good foundation to develop a successful retention strategy.


NEW QUESTION # 147
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?

  • A. Increase the company's social media presence by promoting employee participation.
  • B. Ask the division directors to align the workplace policies across their divisions.
  • C. Share information across multiple technology platforms to increase the likelihood that employees read the updates
  • D. Develop a quarterly newsletter to share information about major company updates.

Answer: C

Explanation:
* Assessment of Current Channels: Start by assessing the current communication channels being used within the company and their effectiveness in reaching all employees.
* Multiple Platforms: Implement a multi-platform communication strategy that includes email, intranet, mobile apps, and social media platforms. This ensures that information is accessible to employees through their preferred medium.
* Consistent Messaging: Ensure that the messaging is consistent across all platforms. Important updates should be communicated in the same manner across email, intranet posts, and mobile notifications to reinforce the message.
* Engagement Metrics: Use engagement metrics to track how employees are interacting with the communication platforms. Adjust the strategy based on which platforms show higher engagement rates.
* Feedback Loop: Establish a feedback mechanism for employees to provide input on the effectiveness of the communication channels. Use this feedback to continuously improve the flow of information.
This approach increases the likelihood that important information is disseminated effectively, enhancing transparency and engagement across the company, in line with SHRM's best practices for internal communications.


NEW QUESTION # 148
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