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➱Vendor: SHRM
➱Exam Code: SHRM-CP
➱Exam Name: Society for Human Resource Management Certified Professional
New Updated Questions from Preppdf (Updated in Mar, 2023)
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NEW QUESTION # 212
Ron and Marcy apply for the same job at the Brown Company. During Ron's interview, the interviewer outlines the major responsibilities of the available position, and asks Ron a series of questions about his ability to fulfill them. Marcy's interview covers much of the same ground, but the interviewer asks different questions related to Marcy's unique educational background. Ron and Marcy have participated in
A. structured interviews.
B. stress interviews.
C. patterned interviews.
D. nondirective interviews
Answer: C
Explanation:
Explanation: Ron and Marcy have participated in patterned interviews. This type of interview covers a predetermined set of subjects, but does not adhere to a script. In other words, the interviewer will know in advance what topics are to be discussed, but will not have a list of questions to be asked verbatim.
Patterned interviews allow the interviewer to follow up on interesting and provocative comments, but the resulting interviews may be difficult to compare. A structured interview follows a predetermined list of questions. In a stress interview, the prospective employee is subjected to a very difficult or challenging situation. A nondirective interview is a freeform conversation that may range over any number of topics.
NEW QUESTION # 213
What is the recommended minimum amount of advance notice that employers should provide employees
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before a scheduled performance evaluation?
A. 2 days
B. 3 days
C. 5 days
D. 7 days
Answer: D
Explanation:
Explanation: Managers are encouraged to give employees about one week advance notice for a scheduled performance evaluation. Five days might be good, but a full week is better and avoids "springing it" on the employee. Giving the employee 2 days or 3 days is far too short.
NEW QUESTION # 214
Within the SMART model, the letters stand for Specific, Measurable, ActionOriented, ___________, and Timebased. What does the "R" stand for?
A. Representative
B. Reversible
C. Reasonable
D. Realistic
Answer: D
Explanation:
Explanation: In the SMART model, the letter "R" stands for Realistic. The other options (Reasonable, Reversible, and Representative) do not fit into the SMART model, which is designed to assist a company in defining its longterm goals for development.
NEW
QUESTION # 215
How does the Family and Medical Leave Act define a "key employee"?
A. Any employee whose skills cannot be easily replaced
B. Any employee whose salary is in the top 10% at the company
C. Any manager or executive
D. Any employee who has subordinates
Answer: B
Explanation:
Explanation: The Family and Medical Leave Act defines a "key employee" as any employee whose salary is in the top 10% at the company. Businesses are not required to promise key employees they will be able to return to their position or an equivalent position after FMLA leave. The intention of this exception in the Family Medical Leave Act is to prevent businesses from suffering significant economic injury. However, the FMLA encourages businesses to find ways to grant leave wherever possible.
NEW QUESTION # 216
The "golden" benefits for executive compensation packages include all of the following except:
A. Golden life jacket
B. Golden handcuffs
C. Golden lifeboat
D. Golden handshake
E. Golden parachute
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Answer: C
Explanation:
Explanation: The "golden" benefits for executive compensation packages include the golden parachute (answer choice B), the golden handshake (answer choice C), the golden handcuffs (answer choice D), and the golden life jacket (answer choice E). There is no golden lifeboat, however, so answer choice A is correct because it does not fall within this category of benefits for executive compensation packages.
NEW QUESTION # 217
A labor union must deal with several different employers. The union decides to negotiate with the employers one at a time, hoping to achieve successively better deals. What strategy is this union using?
A. integrative bargaining
B. parallel bargaining
C. positional bargaining D. multiunit bargaining
Answer: B
Explanation:
Explanation: This labor union is using a parallel bargaining strategy. Parallel bargaining is often used when the union believes that one particular employer will agree to an especially favorable deal. By negotiating this deal first, the union can set a standard that other employers will reluctantly meet. In the integrative bargaining approach, the union and employers lay all the facts on the table and compromise. In positional bargaining, the union and the employer are adversaries, each side using its leverage to get as much as possible. In multiunit bargaining, a single employer must deal with multiple unions representing different job groups.
NEW QUESTION # 218
In which case did the Supreme Court rule that employee selection tools that adversely impact a protected class could still be legal if the employer can prove that the tool is predictive of success?
A. Washington v. Davis (1976)
B. Harris v. Forklift Systems (1993)
C. Taxman v. Board of Education of Piscataway (1993)
D. Automobile Workers v. Johnson Controls, Inc. (1977)
Answer: A
Explanation:
Explanation: In Washington v. Davis (1976), the Supreme Court ruled that employee selection tools predictive of success on the job are lawful even if they adversely impact a protected class. This case centered on two AfricanAmerican prospective police officers who claimed an aptitude test administered during the application process discriminated against them. However, the Supreme Court ruled that the aptitude test was a good predictor of success as a police officer, and was therefore lawful.
NEW QUESTION # 219
ERISA mandates that employees who use grade vesting must be fully vested in a qualified plan
A. within seven years.
B. before being laid off.
C. immediately.
D. within four years.
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Answer: A
Explanation:
Explanation: ERISA (the Employee Retirement Income Security Act of 1974) mandates that employees who use graded vesting must be fully vested in a qualified plan within seven years. The original version of this act had looser vesting requirements. ERISA also asserts that employees who use cliff vesting must be fully vested in a qualified plan within five years.
NEW QUESTION # 220
The ERG Theory (1969) is attributed to which of the following researchers?
A. Victor Vroom
B. Abraham Maslow
C. Clayton Alderfer
D. Fredrick Herzberg
Answer: C
Explanation:
Explanation: The ERG Theory of 1969, which looks at the levels Existence, Relatedness, and Growth among employees, is attributed to Clayton Alderfer. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Victor Vroom is credited with the Expectancy Theory of 1964; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION # 221
Which of the following pieces of legislation does not play a role in regulating voluntary benefits programs?
A. VEVRA
B. ERISA
C. COBRA
D. HIPAA
Answer: A
Explanation:
Explanation: VEVRA is the Vietnam Era Veterans' Readjustment Act and does not play a role in regulating voluntary benefits programs. The other answer choices - ERISA (Employee Retirement Income Security Act), HIPAA (Health Insurance Portability and Accountability Act), and COBRA (Consolidated Omnibus Budget Reconciliation Act) - are all related to regulating voluntary benefits programs.
NEW QUESTION # 222
For how long after Department of Labor filing must ERISA records be maintained by a business?
A. 6 years
B. 5 years
C. 3 years
D. 4 years
Answer: A
Explanation:
Explanation: ERISA records must be maintained for six years beyond the filing date with the Department of Labor. All other answer choices (three/four/five years) are too low; ERISA records must be maintained for the minimum of six years.
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NEW QUESTION # 223
Which of the following is defined as a business decision to eliminate a department by laying off employees or moving them to another department?
A. Corporate restructuring
B. Offshoring
C. Reengineering
D. Divestiture
Answer: D
Explanation:
Explanation: Divestiture is defined as a business decision to eliminate a department by laying off employees or moving them to another department. Reengineering is an attempt to improve overall business operations so that customers benefit from the process. Workforce expansion, as the name indicates, is an increase in employees for a business to reach certain goals. Offshoring, or outsourcing, refers to a business's decision to move certain activities to another location (usually international) to reduce costs.
NEW QUESTION # 224
Arthur is an employee of a distribution company and is looking to request FMLAapproved leave for personal reasons. Arthur contacts Brad, a human resources professional at the company, to find out if he is eligible for this type of leave. Arthur has worked for the company for 9 months. What is the minimum period of time that an employee needs to work for an employer to request leave according to FMLA guidelines?
A. 10 months
B. 8 months
C. 15 months
D. 18 months
E. 12 months
Answer: E
Explanation:
Explanation: According to FMLA guidelines, an employee must work for an employer for a minimum of 12 months (not necessarily consecutively) in order to apply for FMLAapproved leave. Because Arthur has only worked for the company for 9 months, he will not be eligible to apply for type of leave, which is what Bradas the human resources professional - will be required to explain to Arthur. Answer choices A, B, D, and E are incorrect because each represents the wrong period of time for FMLA leave.
NEW
QUESTION # 225
OSHA 300 represents which of the following:
A. Summary of Workplace Problems
B. Injury and Illness Incident Report
C. Employee Privacy Case List
D. Log of WorkRelated Injuries and Illnesses
E. Record of Employee Complaints and Referrals
Answer: D
Explanation:
Explanation: OSHA 300 is officially the Log of WorkRelated Injuries and Illnesses. Answer choice A is
incorrect because it more closely reflects OSHA 300A, which is a separate log. Answer choice B is incorrect because the Injury and Illness Incident Report is officially OSHA 301. Answer choices D is incorrect because it reflects an element of OSHA 300 but does not encompass the correct title of the log. Answer choice E is incorrect because it refers to one of OSHA's inspection priorities but not to the Log of WorkRelated Injuries and Illnesses.
NEW QUESTION # 226
Sandra is the head of a small human resources department. She wants to implement a human resource information system, so she begins by commissioning a needs analysis. What is her next step?
A. Asking for permission to implement the system
B. Creating a timeline for implementation
C. Researching possible systems
D. Identifying possible conflicts with other organizational systems
Answer: C
Explanation:
Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.
NEW QUESTION # 227
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