Latest [Nov 21, 2022] SHRM-CP Exam Dumps - Valid and Updated Dumps
Free Sales Ending Soon - 100% Valid SHRM-CP Exam Dumps with 450 Questions
Who should take the SHRM SHRM-CP: Society for Human Resource Management Certified Professional exam
The SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam is excellent for those professional technical experts who are seeking to speed up their six-fold career and expertise in six-fold solutions. Those who take the course will get a SHRM and technique comprehension. Six professionals who wish to have thorough understanding of SHRM and SHRM processes and desire to work as a SHRM SHRM-CP in the management of project quality control. For these applicants, it is excellent.
- Participants must have finished projects or complete projects with signed affidavits, or
- senior managers, team leaders, experts in software, project managers, quality assurance engineers, and specialists in management.
- At least three years of work experience, in one or more areas of the SHRM Body of knowledge should be required for the participants;
- Participants should have strong statistical knowledge, or
NEW QUESTION 11
The DrugFree Workplace Act of 1988 applies to which of the following types of organizations?
- A. Local businesses governed under municipal laws
- B. Government agencies
- C. Large corporations
- D. Academic organizations
- E. Federal contractors
Answer: E
Explanation:
Explanation: The DrugFree Workplace Act of 1988 applies specifically to federal contractors (specifically, the contractors that make at least $100,000). Answer choices A, C, D, and E are incorrect because they inaccurately reflect the types of organizations to which the DrugFree Workplace Act of 1988 refers. Specifically, answer choice A is incorrect because it is far too vague. A federal contractor might be a large corporation, but not all large corporations are going to be federal contractors. Answer choice C is incorrect because federal contractors might be funded through government agencies but are entirely different organizations. Answer choice D is incorrect because it simply makes no sense: all local businesses will, in some way, be governed under municipal laws. Answer choice E is also incorrect because academic organizations - like most business that are not federal contractors - are responsible for developing their own substance abuse policies for the workplace.
NEW QUESTION 12
OSHA operates under three primary expectations for employers. Which of the following is not one of these expectations?
- A. Ensure that federal safety standards are met
- B. Educate employees about safety in the workplace
- C. Ensure that occupational safety standards are met
- D. Provide employees a safe place to work
Answer: B
Explanation:
Explanation: While education about workplace safety is implied, it is not one of the three primary expectations of OSHA. These expectations are as follows: provide employees a safe place to work; ensure that federal safety standards are met; ensure that occupational safety standards are met.
NEW QUESTION 13
Which of the following types of analytical tools is used primarily for reviewing a series of random events to locate a potential pattern within them?
- A. Check sheet
- B. Histogram
- C. Scatter chart
- D. Pareto chart
Answer: B
Explanation:
Explanation: A histogram is useful for reviewing a series of random events to locate a potential pattern within them. A check sheet is equivalent to a checklist of expected results; the human resources professional would then compare results to the check sheet and check off what has occurred. A pareto chart measures two types of data; the information can yield results about the most important factor among many factors. A scatter chart also measures two types of data on an xy graph.
NEW QUESTION 14
Which of the following is NOT an essential component of an intellectual property agreement?
- A. Prohibition against the hiring of current employees by employees who leave the business
- B. Limitations on use of confidential information
- C. Identification of confidential information
- D. Duration of confidentiality restrictions
Answer: A
Explanation:
Explanation: An intellectual property agreement does not need to include a prohibition against the hiring of current employees by employees who leave the business. Many intellectual property agreements do contain such language, however, commonly known as a nonsolicitation clause. The other answer choices represent the essential components of an intellectual property agreement.
NEW QUESTION 15
Which of the following is a strategic function of the human resources department?
- A. Keeping employee data confidential
- B. Ensuring compliance with federal regulations
- C. Recruiting new employees
- D. Creating retention plans
Answer: D
Explanation:
Explanation: Creating retention plans is a strategic function of the human resources department. This activity is considered strategic because it is concerned with maintaining an optimal workforce over the long term. Recruiting new employees is more of an operational function, in that it is a practical application of the organization's strategic planning. Insuring compliance with federal regulations and maintaining the confidentiality of employee data are considered administrative functions, because they are part of the normal course of business for a human resources department.
NEW QUESTION 16
Which of the following types of health care plans is generally the most costly for patients but allows them to make their own selection of facilities and physicians?
- A. PPO
- B. FFS
- C. HMO
- D. POS
Answer: B
Explanation:
Explanation: An FFS, or Feeforservice, plan is generally the most costly for patients but allows them to make their own selection of facilities and physicians. A PPO, or Preferred Provider Organization, plan does not require that patients first contact a "gatekeeper" for medical treatment but allows patients to choose from a broad network. A POS, or Point of Service, plan offers a network (like a PPO) but allows patients to meet with a physician outside this network and request reimbursement later on. An HMO, or Health Maintenance Organization, plan does require a "gatekeeper" but also focuses on lower health care costs for patients and care that aims to prevent higher costs later on.
NEW QUESTION 17
A company with 45 employees has been cited as violating one of the regulations within the Civil Rights Act of 1991. What is the maximum damage that may be awarded to an employee of a company this size?
- A. $50,000
- B. $100,000
- C. $200,000
- D. $300,000
Answer: A
Explanation:
Explanation: The maximum damage that may be awarded is based on company size, and a company with up to 100 employees may be required to pay a damage of $50,000. The company with 45 employees falls into this category. A damage award of $100,000 reflects a company with 101200 employees. A damage award of $200,000 reflects a company with 201500 employees. A damage award of $300,000 reflects a company with 501 or more employees.
NEW QUESTION 18
What is the purpose of a total rewards strategy?
- A. To plan for establishing salaries among employees
- B. To represent the employee brand as effectively as possible
- C. To recognize organizational changes as they occur
- D. To use budget for rewards in order to retain employees
- E. To assist in creating teamwork among employees
Answer: D
Explanation:
Explanation: The purpose of a total rewards strategy is one of reviewing the budget and finding out how much of the budget is available for establishing rewards that will retain employees. (Additionally, the total rewards strategy contributes to drawing potential employees and motivating them in their employment activities.) Answer choice A is incorrect. While a total rewards program might cover salaries, the total rewards strategy is larger than basic salary. Answer choice B is incorrect because the total rewards strategy is unrelated to employer brand. Answer choice C is incorrect because the total rewards strategy is unconnected to creating teamwork among employees. And answer choice E is incorrect because the total rewards strategy is unrelated to the recognition of organizational changes.
NEW QUESTION 19
Which component of an affirmative action plan provides demographic information for the labor market related to each job group?
- A. organizational profile
- B. comparison of incumbency to availability
- C. job group analysis
- D. determination of availability
Answer: D
Explanation:
Explanation: In an affirmative action plan, the determination of availability provides demographic information for the labor market related to each job group. Specifically, this part of the affirmative action plan indicates how many women and minorities are available to fill positions in each job group. A determination of availability should include internal and external candidates. A job group analysis indicates how the business categorizes various positions. The comparison of incumbency to availability calculates the company's success at employing minorities compared with the job market as a whole. Finally, the organizational profile is a simple list of the positions within the business.
NEW QUESTION 20
Which of the following is not a part of the due diligence process that a human resources professional must review during a merger?
- A. Union activity
- B. Whistleblower prevention
- C. Affirmative Action plans
- D. OSHA compliance
- E. Employment contracts
Answer: B
Explanation:
Explanation: A due diligence process during a merger should focus primarily on recording the following basics of company employee details: documentation regarding employee names, employment contracts, I9 forms, benefit contracts, compensation information, company policy and procedures (such as handbooks for employees), compliance documentation for equal opportunity, information about company labor relations (including labor activity), all information about potential legal situations (such as legal violations, sexual harassment claims, and disputes about employee terminations), and legal compliance documentation for COBRA, FMLA, WARN, and OSHA. This means that answer choices A, B, D, and E all fall within the boundaries of due diligence for a merger, leaving only answer choice
C. What is more, whistleblower prevention is not necessarily legal - as there are a number of laws designed to protect whistleblowers - so a company could not legally retain or utilize whistleblower techniques.
NEW QUESTION 21
Which of the following best defines the purpose of a human resources audit?
- A. Considering overall improvements that human resources can make within the company
- B. Taking stock of current compliance with labor relations laws and updating company policies accordingly
- C. Analyzing the organization's recruiting methods and policies
- D. Reviewing the organization of the human resources department and making any necessary changes
- E. Reviewing current training programs to consider internal improvement
Answer: A
Explanation:
Explanation: The purpose of a human resources audit can be fairly extensive in scopeto consider overall improvements that can be made within the company. Answer choice A is incorrect because a human resources audit is certainly not limited to the human resources department, nor would a review of the organization within the human resources department represent an audit. Answer choice B is incorrect because it is too limited in focus. A human resources audit might include a review of compliance with labor relations laws, but it is not the only focus of a human resources audit. Answer choices D and E are also incorrect because they are do not include the larger purpose of the human resources audit and focus only on elements of the audit.
NEW QUESTION 22
Which of the following is NOT an eligibility requirement for Trade Adjustment Assistance?
- A. The employer's production must have increased.
- B. Workers must have been laid off or had their hours and pay cut by at least 1/5.
- C. The employer's sales must have declined.
- D. Increased imports must have caused job loss.
Answer: A
Explanation:
Explanation: Increased production by the employer is not an eligibility requirement for Trade Adjustment Assistance. This program was established in 2002 to help those adversely affected by the rise in imported goods. If three or more workers from the same business meet the eligibility requirements, they may receive retraining and employment advice at federal centers.
NEW QUESTION 23
Which of the following types of employee rating systems usually results in rating employees along a bell curve?
- A. Paired comparison
- B. Forced distribution
- C. Nominal scale
- D. Ranking
Answer: B
Explanation:
Explanation: A forced distribution usually results in rating employees along a bell curve. In a paired comparison, each employee's performance viewed in the context of another employee's performance. A ranking system is usually better for a smaller group of employees but can be difficult to organize with a larger group. A nominal scale is not recognized as a type of employee rating system.
NEW QUESTION 24
Which of the following is closest to the national LWDI average for privatesector organizations?
- A. 0
- B. 2.5
- C. 0.25
- D. 1
Answer: B
Explanation:
Explanation: The national lost work day index (LWDI) average for privatesector organizations is approximately 2.5. This means that there are about 2.5 lost work days per day for every hundred employees. This figure is calculated by the Occupational Health and Safety Administration. LWDI is calculated by dividing the number of workdays missed because of personal injury for each hundred employees, dividing by the total number of employees, and then multiplying by a hundred.
NEW QUESTION 25
Which of the following is not an acceptable reason for FMLA leave?
- A. Resting during a difficult pregnancy
- B. Adopting or fostering a child
- C. Caring for a partner who is ill
- D. Caring for a newborn infant
Answer: C
Explanation:
Explanation: FMLA rules allow an employee to take off time to care for a family member within one of the following categories: spouse, child, or parent. In some cases, an extended family member may apply, if the individual can prove a close relationship with that family member. ("Distant uncle rarely seen" does not apply.) Additionally, a romantic partner does not apply; FMLA rules make it clear that the person must be recognized as a spouse within his or her state. FMLA rules do apply, however, to an individual who needs to rest during a difficult pregnancy, care for a newborn infant, or adopt or foster a child.
NEW QUESTION 26
What was the primary directive of the Worker Adjustment and Retraining Notification Act?
- A. Displaced workers must be given assistance in relocating.
- B. Employers must submit planned expansions to an employee vote.
- C. The unemployed must have access to training programs.
- D. Employees and unions must be notified in advance about planned plant closings.
Answer: D
Explanation:
Explanation: The Worker Adjustment and Retraining Notification Act stipulates that employers with more than a hundred employees must provide at least sixty days notice to workers and unions before closing a factory or plant. This legislation is generally referred to as the WARN Act. Its intention was not only to alert employees, but to enable the federal government to assist in the retraining of the soontobedisplaced workers.
NEW QUESTION 27
How are vacation pay policies established for organizations?
- A. Vacation pay policies are created under the guidelines of the FMLA
- B. Vacation pay policies are created by union policies within companies
- C. Vacation pay policies fall under the jurisdiction of stateestablished guidelines
- D. Vacation pay policies fall under the rules of ERISA
- E. Vacation pay policies are established by each company
Answer: E
Explanation:
Explanation: Each company is responsible for establishing the vacation pay policies that will apply to the employees of that company. The FMLA does not specify vacation pay policies, so answer choice A is incorrect. ERISA is the Employee Retirement Income Security Act of 1974, so it does not relate to vacation pay policies; therefore, answer choice C is incorrect. States do not establish vacation pay guidelines (apart from basic compensation requirements established at the federal level), so answer choice D is incorrect. And unions might vote for changes within vacation pay policies, but they are not responsible for creating these policies, so answer choice E is incorrect.
NEW QUESTION 28
During succession planning, a human resources professional may categorize employees as all of the following except:
- A. Employees who show indications that he or she is ready for a promotion
- B. Employees who are expected to or will be required to leave the position soon
- C. Employees who fulfill all of the requirements of the position
- D. No employee is necessary because the position is now obsolete
- E. Employees who are ready for a new position on the company
Answer: D
Explanation:
Explanation: The process of succession planning requires that a human resources professional consider employees within their current positions. As a result, answer choice B falls outside the focus on employees within the positions and instead focuses on the position itself. This is not a part of succession planning. Answer choices A, C, D, and E all belong to the process of categorizing employees who are currently in positions within an organization.
NEW QUESTION 29
A new employee enters the training room and notices that the seats have been arranged in a banquet style. What can the new employee expect to do during the training session?
- A. Fill out a questionnaire
- B. Work in a small group
- C. Take notes
- D. Watch a video
Answer: B
Explanation:
Explanation: The new employee can expect to work in a small group during the training session. In banquetstyle seating, participants are placed in small groups around several tables. They will be able to turn and face a single presenter if necessary, but they will probably be spending most of their time interacting with their tablemates.
NEW QUESTION 30
......
SHRM-CP Exam Dumps - 100% Marks In SHRM-CP Exam: https://www.topexamcollection.com/SHRM-CP-vce-collection.html
Verified SHRM-CP Exam Questions Certain Success: https://drive.google.com/open?id=1etQpIzxrgpvZOquKc1V27OGg7EVPZfDw
