Senior Certified Professional Practice Test

SHRM-SCP test Format | Course Contents | Course Outline | test Syllabus | test Objectives

Exam Code: SHRM-SCP
Exam Name: SHRM Senior Certified Professional
Administered By: Society for Human Resource Management (SHRM)
Exam Duration: 4 hours (160 questions)
Question Types:
- Situational Judgment Items (SJIs) (≈50%)
- Knowledge-Based Items (KBIs) (≈50%)
Passing Score: 200 (on a scaled score of 120-200)
Exam Format: Computer-based testing (CBT) at Pearson VUE centers or remote proctored
Language: English (some testing centers offer translations)

1. Leadership (27%)
- Leadership & Navigation
- Strategic HR leadership
- Change management
- Ethical practice in HR
- Organizational culture and climate
- Business Acumen
- Understanding business functions (finance, operations, marketing)
- HR’s role in business strategy
- Global and economic trends affecting HR
- Corporate governance

- Transformational Leadership
- Servant Leadership
- Change Management Models (Kotter, ADKAR)
- Corporate Social Responsibility (CSR)
- Stakeholder Management
- PESTLE Analysis (Political, Economic, Social, Technological, Legal, Environmental)

2. Interpersonal (27%)
- Relationship Management
- Conflict resolution and negotiation
- Networking and collaboration
- Employee and labor relations
- Communication
- Effective HR communication strategies
- Influencing and persuasion techniques
- Crisis communication

- Emotional Intelligence (EI)
- Active Listening
- Nonviolent Communication (NVC)
- Collective Bargaining
- Mediation & Arbitration
- Stakeholder Engagement

3. Business (20%)
- Consultation
- HR as a strategic advisor
- Problem-solving methodologies
- Data-driven decision-making
- Critical Evaluation
- HR analytics and metrics
- ROI of HR programs
- Auditing HR functions

- Balanced Scorecard
- HR Analytics (Predictive Analytics, Turnover Rates)
- Cost-Benefit Analysis
- SWOT Analysis
- Key Performance Indicators (KPIs)

4. HR Expertise (26%)
- People (Talent Acquisition & Management)
- Workforce planning
- Recruitment strategies
- Succession planning
- Employee retention strategies
- Learning & Development (L&D)

- Organization (Structure & Culture)
- Organizational design
- Change management
- Diversity, Equity & Inclusion (DEI)
- Employee engagement strategies

- Workplace (Compliance & Risk Management)
- Employment laws (FLSA, FMLA, ADA, EEOC)
- Workplace safety (OSHA)
- Global HR compliance
- Risk mitigation strategies

- HR Strategy & Development
- HR’s role in mergers & acquisitions
- HR technology (HRIS, AI in HR)
- Future of work trends (gig economy, remote work)

- Talent Pipeline
- Employer Branding
- 9-Box Grid (Succession Planning)
- Kirkpatrick Model (Training Evaluation)
- Affirmative Action
- BFOQ (Bona Fide Occupational Qualification)
- I-9 Compliance
- ERG (Employee Resource Groups)
- Psychological Safety

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SHRM-SCP PDF sample MCQs

SHRM-SCP sample MCQs

Killexams.com test Questions and Answers
Question: 499
An HR leader at an aerospace company is overseeing a safety protocol overhaul, using Kotter�s 8-Step Change Model. The leader has reached the step of anchoring changes in the culture. Exhibit W shows a new protocol: reducing workplace accidents by 25%. Which action aligns with Kotter�s model to anchor this change?
Exhibit W: New Protocol
Reduce workplace accidents by 25%
1. Training employees on new safety protocols
2. Integrating safety metrics into performance evaluations
3. Celebrating initial safety improvements
4. Revising the change vision
Answer: B
Explanation: Kotter�s eighth step involves embedding changes into the organization�s culture. Integrating safety metrics into performance evaluations ensures the new protocol becomes a sustained norm. Training supports implementation, celebration is part of short-term wins, and revising the vision is unnecessary at this stage.
Question: 500
Your organization, a 5,000-employee media company, is implementing a DEI training program to address microaggressions reported by 20% of employees. The program includes scenario-based workshops and a revised code of conduct. To ensure effectiveness, you align the program with SHRM�s BEAM framework (Belonging Enhanced by Access through Merit). Which action best supports the �Access� component?
1. Provide open forums for employees to share experiences with microaggressions
2. Revise performance evaluations to emphasize inclusive behaviors
3. Create a mentorship program for underrepresented employees to build leadership skills
4. Establish a task force to monitor compliance with the code of conduct
Answer: C
Explanation: The �Access� component of SHRM�s BEAM framework focuses on providing opportunities for advancement. A mentorship program for underrepresented employees directly supports this by building leadership skills and improving access to career opportunities. Revising evaluations and monitoring compliance address behavior and enforcement, while open forums focus on belonging, not access.
Question: 501
As the HR leader of a global logistics company, you are addressing a 15% increase in operational costs due to fuel price volatility (WTI crude oil at $90/barrel) and a 5% decline in customer retention due to delayed deliveries. The finance team proposes a $20 million cost-cutting initiative, while marketing suggests a $10 million customer loyalty program. Considering global economic trends, such as inflationary pressures (CPI at 4%), which HR strategy best supports operational efficiency and customer retention?
1. Implement a lean management training program for operations staff
2. Introduce a performance-based bonus for delivery drivers
3. Launch a recruitment campaign for customer service roles
4. Support marketing�s loyalty program with employee training
Answer: A
Explanation: A lean management training program improves operational efficiency, reducing costs and delivery delays, which addresses both fuel cost increases and customer retention. A performance-based bonus may motivate drivers but does not address systemic inefficiencies. A recruitment campaign for customer service does not tackle operational issues. Supporting marketing�s program is secondary to operational improvements.
Question: 502
A software company is launching a learning and development (L&D) program to upskill its 1,500 engineers in cloud computing. The L&D team has a $750,000 budget and a 9-month timeline. The team is evaluating three training formats: Format A (virtual instructor-led, $500,000), Format B (self-paced e- learning, $300,000), and Format C (hybrid with hands-on labs, $600,000). Which format should the L&D team choose to ensure effective skill development?
1. Choose Format A for expert-led instruction
2. Choose Format B for cost savings and flexibility
3. Combine Formats A and B for balanced delivery
4. Choose Format C for practical application
Answer: D
Explanation: The hybrid format with hands-on labs (Format
C. provides practical, applied learning critical for technical skills like cloud computing, ensuring effective skill development within the budget and timeline. Format A lacks hands-on practice, Format B may not engage learners, and combining Formats A and B exceeds the budget without labs� benefits.
Question: 503
A financial services firm is implementing a new AI-based recruitment tool to screen candidates. The HR team learns that the tool inadvertently discriminates against older applicants due to biased algorithms, raising concerns about ADEA compliance. The firm operates in multiple states, some with stricter AI regulations. What should the HR team do to address this compliance risk?
1. Implementing manual screening for all applicants over 40
2. Discontinuing the use of the AI tool until compliance is ensured
3. Conducting a bias audit of the AI tool and updating algorithms
4. Training recruiters on ADEA compliance and AI risks
Answer: C
Explanation: Conducting a bias audit and updating the AI tool�s algorithms is the most effective way to address the ADEA violation while maintaining the tool�s benefits. This aligns with emerging state laws (e.g., New York City�s bias audit requirements) and ensures compliance without discarding the technology, relying on inefficient manual screening, or depending solely on training.
Question: 504
An HR executive at a global pharmaceutical company is leading a stakeholder management initiative to address concerns raised by activist groups about the company�s pricing strategy for a life-saving drug. The drug, priced at $500 per dose, is unaffordable for many patients in low-income regions, prompting protests and negative media coverage. The company�s stakeholder analysis identifies patients, healthcare providers, shareholders, and regulators as primary stakeholders. The HR executive proposes a tiered pricing model based on regional economic conditions, which requires approval from the board. The model projects a 15% revenue decrease in high-income markets but a 25% increase in low-income markets, with an overall net revenue increase of 5%. Which stakeholder management strategy should the HR executive prioritize to gain board approval while addressing activist concerns?
1. Emphasize shareholder value by highlighting the 5% net revenue increase
2. Focus on patient access by showcasing the affordability in low-income regions
3. Highlight regulator approval by aligning the model with global health policies
4. Stress healthcare provider benefits by ensuring drug availability in all markets
Answer: B
Explanation: The primary concern raised by activist groups is the drug�s unaffordability, which directly affects patients. Prioritizing patient access by emphasizing affordability in low-income regions addresses the root cause of the protests and aligns with ethical stakeholder management principles. While the 5% net revenue increase is important, focusing on shareholder value may appear tone-deaf given the public backlash. Regulator approval and healthcare provider benefits are secondary, as they do not directly resolve the activist concerns. Highlighting patient access balances ethical considerations with business outcomes, increasing the likelihood of board approval.
Question: 505
In a strategic HR review, a consumer goods company aims to align its workforce strategy with a sustainability-driven mission. The CHRO must integrate ESG (Environmental, Social, Governance) principles into HR practices. Which SHRM Professional approach best achieves this?
1. Focus solely on diversity hiring to address social governance.
2. Outsource ESG compliance to a sustainability consultant.
3. Embed ESG metrics into talent acquisition, development, and performance management.
4. Maintain current HR practices with an ESG awareness campaign.
Answer: C
Explanation: SHRM Professional emphasizes strategic alignment. Embedding ESG metrics across HR functions ensures holistic integration of sustainability principles, driving mission alignment. Focusing only on diversity is narrow, outsourcing dilutes HR�s role, and awareness campaigns lack systemic impact.
Question: 506
Your organization, a global automotive supplier, is addressing a 15% increase in production costs due to raw material shortages. The finance team projects a 5% reduction in profit margins. Operations propose a
$30 million investment in alternative materials. Marketing suggests a $10 million sustainability campaign. Which HR strategy best supports recovery?
1. Train operations staff on cost-efficient production
2. Implement a hiring freeze to reduce costs
3. Support marketing�s campaign with employee training
4. Develop a training program on alternative material use
Answer: D
Explanation: Training on alternative material use supports the operational investment, reducing costs and aligning with financial goals. A hiring freeze does not address material shortages. Supporting marketing�s campaign is secondary to production needs. Training on cost-efficient production is less specific to the material challenge.
Question: 507
In a global consulting firm, the rise of the gig economy has prompted the CHRO to rethink workforce strategies. The firm aims to incorporate gig workers for 30% of project-based roles by 2027, balancing cost efficiency with quality delivery. Considering future of work trends and SHRM BASK, which strategy best integrates gig workers while maintaining organizational performance?
1. Outsource gig worker management to a staffing agency to simplify integration.
2. Replace full-time roles with gig workers to maximize cost savings across all projects.
3. Limit gig workers to non-critical tasks to preserve quality in core consulting services.
4. Develop a hybrid workforce model with clear protocols for gig worker integration and performance evaluation.
Answer: D
Explanation: SHRM BASK underscores strategic workforce planning for future trends like the gig economy. A hybrid model with defined protocols ensures gig workers are effectively integrated, evaluated, and aligned with performance standards, balancing cost and quality. Replacing full-time roles risks expertise loss, limiting gig workers ignores their potential, and outsourcing reduces strategic oversight.
Question: 508
An HR executive at a law firm is driving a pro bono initiative, using transformational leadership�s intellectual stimulation. Exhibit U shows the initiative: offering 20 hours of pro bono work per attorney annually. Attorneys resist, citing time constraints. Which action best reflects intellectual stimulation?
Exhibit U: Pro Bono Initiative
Offer 20 hours of pro bono work per attorney annually
1. Implementing mandatory pro bono hours
2. Encouraging attorneys to propose time-saving solutions for pro bono work
3. Providing training on pro bono case management
4. Recognizing attorneys who complete pro bono hours
Answer: B
Explanation: Intellectual stimulation encourages followers to challenge assumptions and innovate. Encouraging attorneys to propose time-saving solutions fosters creative problem-solving, addressing resistance. Mandates may increase resistance, training focuses on skills, and recognition does not encourage innovation.
Question: 509
As HR leader for a logistics company, you are auditing the safety training program after a 15% increase in workplace injuries. Analytics show that employees who complete training have 40% fewer incidents, but only 50% of employees complete it due to scheduling issues. Which auditing action should you prioritize?
1. Survey employees to gauge training effectiveness
2. Implement mandatory training for all employees
3. Redesign the training content to focus on injury prevention
4. Conduct a root cause analysis to identify scheduling barriers
Answer: D
Explanation: A root cause analysis is the priority to identify why 50% of employees miss training due to scheduling, enabling targeted solutions to increase completion and reduce injuries. Mandatory training ignores scheduling barriers. Redesigning content assumes the issue is quality, not access. Surveys provide insights but delay action on the identified scheduling issue.
Question: 510
An oil company is managing stakeholder expectations during a pipeline project. The HR director is developing a communication plan for indigenous communities (high interest, low power), regulators (high power, low interest), and shareholders (high power, high interest). The project costs $1 billion and faces community protests. Which communication strategy should the HR director prioritize?
1. Annual reports for all stakeholders
2. Quarterly shareholder briefings on costs
3. Monthly community dialogues to address concerns
4. Biannual regulator updates on compliance
Answer: C
Explanation: Indigenous communities, with high interest, are most affected by the pipeline. Monthly dialogues address their concerns, building trust and reducing protests. Shareholder briefings and regulator updates are less frequent, as their interests are financial and compliance-focused. Annual reports are too infrequent for community engagement.
Question: 511
A logistics firm with 5,000 employees is addressing a 25% turnover rate among warehouse workers, driven by physically demanding tasks and limited recognition. The HR team has a $250,000 budget for retention. The team is considering ergonomic improvements, recognition programs, or career development. Which strategy should the HR team prioritize?
1. Offer retention bonuses for workers
2. Introduce career development programs
3. Invest in ergonomic workplace improvements
4. Implement a recognition program with rewards
Answer: D
Explanation: A recognition program with rewards addresses the lack of recognition, a key turnover driver, fostering engagement within the budget. Career development and ergonomic improvements are less targeted, and bonuses don�t address the root cause effectively.
Question: 512
A law firm is enhancing its recruitment strategy to hire 20 senior attorneys specializing in intellectual property. The current process uses professional networks, with a 10% acceptance rate. Competitors leverage AI-driven sourcing and offer flexible work. The HR team has a $100,000 budget. Which strategy should the HR team implement?
1. Enhance professional network outreach
2. Adopt AI-driven sourcing for targeted recruitment
3. Offer flexible work arrangements
4. Provide signing bonuses for attorneys
Answer: B
Explanation: AI-driven sourcing improves targeting and efficiency, boosting the acceptance rate in a competitive market. Network outreach is less innovative, flexible work alone doesn�t address sourcing, and bonuses are costly without improving candidate reach.
Question: 513
A retail company is implementing a new inventory system, requiring employee adoption. The HR director, using servant leadership, aims to prioritize employee needs. Exhibit V shows concerns: 60% fear job displacement, and 50% lack system knowledge. Which servant leadership action should the HR director take?
Exhibit V: Concerns
Fear Job Displacement: 60% Lack System Knowledge: 50%
1. Implementing a reward program for system adoption
2. Hosting town halls to address job security concerns
3. Mandating system use through policy
4. Providing technical training on the system
Answer: B
Explanation: Servant leadership prioritizes addressing followers� needs and fears. Hosting town halls to address job security concerns directly tackles the 60% fear of displacement, building trust. Rewards and mandates may not address fears, and training focuses on knowledge, not emotional concerns.
Question: 514
A financial institution is adopting an AI-driven HRIS to streamline compliance training. The system personalizes training based on employee roles but raises concerns about data privacy. Which SHRM Professional action best addresses these concerns?
1. Establish a data privacy protocol with employee consent and regular audits.
2. Implement the system without changes, citing vendor compliance certifications.
3. Revert to in-person training to avoid privacy risks.
4. Allow employees to opt out of personalized training for generic modules.
Answer: A
Explanation: SHRM Professional prioritizes ethical technology use and compliance. A data privacy protocol with consent and audits ensures transparency and trust while leveraging AI benefits. Unchanged implementation risks privacy violations, in-person training negates efficiency, and opt-outs undermine
personalization.
Question: 515
A financial institution uses a balanced scorecard to Strengthen client retention, which is declining due to slow service. The scorecard emphasizes financial growth, customer satisfaction, internal processes, and learning and growth. HR identifies inadequate training as a cause. Which HR objective in the learning and growth perspective best addresses this?
1. Enhance leadership training for managers
2. Implement a client service training program
3. Introduce a wellness program
4. Upgrade performance appraisal systems
Answer: B
Explanation: A client service training program in the learning and growth perspective directly addresses inadequate training, improving service speed and client retention. Leadership training or wellness programs are less focused on service, and appraisal systems are not directly tied to training.
Question: 516
A retail chain with locations across multiple U.S. states is updating its leave policies to comply with the FMLA and state-specific paid leave laws. An employee in California requests intermittent leave for a chronic health condition, but the manager denies it, citing operational needs. The employee files a complaint with the Department of Labor, alleging FMLA violations. What should the HR team do to mitigate this risk and ensure compliance?
1. Implementing a centralized leave management system
2. Updating the employee handbook with FMLA policies
3. Training all managers on state-specific leave laws
4. Reviewing the manager�s decision against FMLA eligibility criteria
Answer: D
Explanation: Reviewing the manager�s decision against FMLA eligibility criteria is the most immediate action to address the complaint and determine if the denial was lawful. FMLA entitles eligible employees to intermittent leave for serious health conditions, and operational needs are not a valid reason for denial. A centralized system, training, or handbook updates are proactive but do not directly resolve the current complaint.
Question: 517
A consulting firm conducts a SWOT analysis to address client dissatisfaction. The analysis shows: Strengths (expert staff, strong reputation), Weaknesses (slow project delivery, limited digital tools), Opportunities (AI analytics, global expansion), and Threats (competitor innovation, client poaching). Which strategy best leverages strengths to capitalize on opportunities?
1. Adopt AI analytics for faster project delivery
2. Expand globally to attract new clients
3. Enhance digital tools for client engagement
4. Strengthen staff training for innovation
Answer: A
Explanation: Leveraging expert staff and a strong reputation (strengths), adopting AI analytics (opportunity) speeds up project delivery, addressing client dissatisfaction. Global expansion or digital tools are less directly tied to delivery speed, and training focuses on weaknesses.
Question: 518
As HR Director of a 4,000-employee nonprofit, you are tasked with fostering an inclusive culture following a merger with a smaller organization. The merger has created tension, with 30% of employees reporting feeling undervalued in a accurate pulse survey. You propose establishing Employee Resource Groups (ERGs) to support underrepresented groups. The table below outlines proposed ERG focus areas and membership. Which ERG strategy should you prioritize to maximize inclusion?
ERG Focus---------------Projected Membership--------Key Objective Gender Equity-----------800-------------------------Leadership development
Racial Diversity--------600-------------------------Mentorship programs
Disability Inclusion----400-------------------------Accessibility advocacy
Generational Diversity--700-------------------------Knowledge sharing
1. Prioritize Gender Equity ERG to address leadership representation
2. Focus on Racial Diversity ERG to enhance mentorship opportunities
3. Invest in Generational Diversity ERG to foster cross-generational collaboration
4. Emphasize Disability Inclusion ERG to Strengthen workplace accessibility
Answer: D
Explanation: The pulse survey indicates employees feel undervalued, suggesting a need for broad
inclusion efforts. The Disability Inclusion ERG addresses accessibility, a foundational aspect of inclusion that benefits all employees and aligns with legal compliance (e.g., ADA). While other ERGs are valuable, accessibility improvements create immediate, tangible impact across the workforce, addressing merger-related tensions.
Question: 519
A fashion retailer is conducting a PESTLE analysis to evaluate Environmental and Legal factors affecting its supply chain. New regulations ban non-recyclable packaging by 2027, and environmental groups demand sustainable sourcing. The current supply chain uses 60% non-recyclable materials, costing $20 million annually. Switching to recyclables costs $25 million but reduces long-term costs by 5%. Which strategy should the HR director recommend?
1. Maintain current materials and delay compliance
2. Relocate suppliers to avoid regulations
3. Use 50% recyclables and offset the rest
4. Switch to 100% recyclables and train suppliers
Answer: D
Explanation: Switching to 100% recyclables ensures compliance with 2027 regulations and addresses environmental demands. Training suppliers ensures quality, aligning with long-term cost savings (5% on
$25 million). Maintaining current materials risks non-compliance, partial recyclables fall short, and relocation ignores sustainability.

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