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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q305-Q310):

NEW QUESTION # 305
An HR manager is tasked with creating a new training program that incorporates adult learning theory. Which component should be included?

A. Outcome-based evaluation of results
B. Internal processes to ensure learning is retained
C. Affiliation for being accepted by others
D. Problem-centered approach to learning

Answer: D

Explanation:
* Adult Learning Theory: Adult learning theory, or andragogy, suggests that adults learn best when they see the relevance of the information to real-world problems and can apply their knowledge immediately.
* Problem-Centered Learning: Incorporating a problem-centered approach ensures that the training program is practical and applicable. This involves using real-life scenarios and case studies that allow learners to engage in problem-solving activities.
* Engagement and Motivation: Adults are motivated to learn when the content is relevant to their job and helps solve problems they encounter in their roles. This method increases engagement and retention of the material.
* Best Practices: The training program should include interactive activities, simulations, and case studies that reflect actual challenges employees face, fostering a deeper understanding and practical application of the content.
References:
* SHRM, "Adult Learning Principles in Employee Training Programs," available at SHRM.org.
* SHRM, "Designing Effective Training Programs," available at SHRM.org.

NEW QUESTION # 306
What task is performed by a leader compared to a manager?

A. Schedule and plan the open enrollment benefits meetings.
B. Organize speakers on health topics for the open enrollment benefits meetings.
C. Design informational handouts to be distributed at the open enrollment benefits meetings.
D. Motivate the team to exceed benefits enrollment goals.

Answer: D

Explanation:
A leader has a strategic vision. They motivate and encourage a team to reach and exceed goals. A manager focuses on transactional activities. They schedule, organize, plan, and compile resources.

NEW QUESTION # 307
The VP of HR asks the new HR generalist to prepare a 30-day action plan and then meets with her for an initial development meeting. What should the HR generalist include in her action plan?

A. Implement best practices learned from her previous positions.
B. Schedule a one-on-one meeting with each manager she will be supporting.
C. Observe current processes instead of asking too many questions.
D. Make suggestions to improve work processes and procedures.

Answer: B

Explanation:
The HR generalist displays the relationship competency by focusing on getting to know the managers and department heads she will be supporting in her new position. To successfully support the locations, she needs to build strong relationships with the leaders and get to know them to build mutual trust. The meetings will also help her learn about the business and build her business acumen competency.

NEW QUESTION # 308
When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?

A. Individualism versus collectivism
B. Low power versus high power distance
C. Long-term versus short-term orientation
D. Masculinity versus femininity

Answer: A

NEW QUESTION # 309
The hiring practices of a company include fully screening prospective employees prior to a job offer, which is then unconditional. A new HR manager wants to instead begin extending conditional offers. Which reason best illustrates an advantage of extending conditional offers from the company's perspective?

A. Extending a conditional offer shows interest in the candidate more quickly.
B. A conditional job offer shows greater interest by the company.
C. There is immunity from a discrimination standpoint when a conditional offer is withdrawn.
D. A candidate can be onboarded more quickly when a conditional offer is extended.

Answer: C

Explanation:
Extending a conditional job offer allows the company to set specific conditions that must be met before the offer becomes final, such as background checks, drug tests, or reference checks. If these conditions are not met, the offer can be withdrawn without the company facing discrimination claims. This provides the company with a level of legal protection and ensures that all necessary checks are completed before the employee begins work.
References:
* SHRM Talent Acquisition Strategies
* SHRM Learning System for SHRM-SCP

NEW QUESTION # 310
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