SHRM-SCP BRAINDUMP FREE - NEW EXAM SHRM-SCP BRAINDUMPS

SHRM-SCP Braindump Free - New Exam SHRM-SCP Braindumps

SHRM-SCP Braindump Free - New Exam SHRM-SCP Braindumps

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q291-Q296):

NEW QUESTION # 291
A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The regional HR director discovers that the VP's onboarding process was shortened because the firm needed the VP to oversee multiple high-visibility initiatives. What should the regional HR director do to ensure the VP understands the business impact of the company's leadership and culture standards?

  • A. Send the VP a brief narrative summary of the company's leadership and culture standards.
  • B. Meet with the VP to review the alignment between the company's standards and the VP's strategic goals.
  • C. Ask the VP to provide a detailed summary of the VP's short-term and long-term goals for improving leadership and culture.
  • D. Oversee the onboarding process to ensure the VP completes the remaining activities before taking any additional assignments.

Answer: B

Explanation:
* Initial Meeting: The regional HR director should schedule a one-on-one meeting with the VP to discuss the company's leadership and culture standards. This provides an opportunity to understand the VP's perspective and strategic goals.
* Review of Standards: During the meeting, review the company's leadership and culture standards in detail. Discuss how these standards impact business operations, employee morale, and overall company performance.
* Alignment of Goals: Identify areas where the VP's approach may not align with the company's standards. Highlight the importance of these standards in achieving long-term success and fostering a positive work environment.
* Action Plan: Develop an action plan with the VP to ensure that their strategic goals are aligned with the company's culture and leadership standards. This may include additional training, mentorship, or adjustments to their approach.
* Ongoing Support: Offer ongoing support and follow-up meetings to monitor progress and provide guidance as needed. Ensure the VP understands the importance of adhering to company standards and the potential business impact of their leadership style.
This approach ensures that the VP is fully integrated into the company's culture and leadership framework, which is crucial for maintaining consistency and achieving strategic objectives. This method aligns with SHRM's guidelines on effective onboarding and leadership development.


NEW QUESTION # 292
What is the first step in recruitment content marketing on social media?

  • A. Identity audience locations.
  • B. Develop a content strategy.
  • C. Define a target audience.
  • D. Agree on the objectives.

Answer: C

Explanation:
* Foundation of Strategy: Defining a target audience is the first step in recruitment content marketing as it identifies the specific group of potential candidates the organization aims to attract.
* Tailored Content: Understanding the target audience allows for the creation of tailored content that resonates with their interests, values, and needs, increasing the effectiveness of recruitment efforts.
* Efficient Resource Allocation: It ensures that resources are used efficiently by focusing marketing efforts on the most relevant audience segments, thereby improving the return on investment.
* Strategic Alignment: This step aligns the recruitment marketing strategy with the organization's overall talent acquisition goals, ensuring that the right candidates are targeted and attracted.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on recruitment marketing and social media strategies


NEW QUESTION # 293
How would you advise the supervisor to handle this problem employee?

  • A. The supervisor should focus on supporting the other team members. Thank them for picking up the slack, and let them know they can stop by any time to discuss concerns.
  • B. The supervisor should focus on the medical condition and refer the employee to human resources to discuss an accommodation or possible Family and Medical Leave Act (FMLA) leave.
  • C. The supervisor should have a direct conversation with the employee focused on his/her performance and attendance. Going forward, the supervisor should begin documenting each instance of bad behavior.
  • D. The supervisor should send an email to him/her summarizing the disrespectful behavior and specific attendance issues. This would serve as valuable documentation later if needed.

Answer: B

Explanation:
The supervisor should focus solely on the employee's performance and attendance. A blend of direct face-to-face feedback and documentation is best to illustrate that the supervisor is following protocol and no unfair treatment based on his/her medical condition is taking place.


NEW QUESTION # 294
With the growth of the company, the executive team is discussing changing the organizational structure to group departments under its main product divisions. How can the HR manager best support this effort?

  • A. Research types of organizational structures, and present the advantages and disadvantagesof each to the executive team.
  • B. Communicate the restructure to all affected employees, addressing any questions andconcerns.
  • C. Meet with department heads to hear their opinions and concerns regarding the company srestructure.
  • D. Develop employee engagement initiatives for each step of the change process.

Answer: A

Explanation:
The HR manager demonstrates the relationship management competency by meeting with each department head and listening to their concerns. The meetings give the HR manager a broad understanding of how the restructure will impact the different departments, including what they will need in terms of support during the process. Involving leaders on different levels of the organization in the decision-making process will contribute to a successful restructure and ensure that their concerns are addressed early on. One possible need could be developing employee engagement initiatives, but it is too early to determine this yet. Communicating the restructure to employees should take place once the plans are concrete. Because the executive team has already decided on the organizational structure, there is no need to research alternatives.


NEW QUESTION # 295
Which demand forecasting methodology best supports a workforce management strategy regardless of industry?

  • A. Managerial judgment
  • B. Technological forecast
  • C. Ratio-trend
  • D. Work study

Answer: A

Explanation:
* Experience-Based Forecasting: Managerial judgment relies on the experience and insights of managers to predict future workforce needs. This method is versatile and can be applied across various industries.
* Holistic View: Managers can provide a comprehensive view of workforce requirements based on their understanding of the organization's strategic goals, market conditions, and internal capabilities.
* Adaptability: This method is flexible and can be adjusted based on real-time changes in the business environment, making it suitable for dynamic and rapidly changing industries.
* Practical Application: Managerial judgment is practical and straightforward to implement, especially in organizations where historical data may not be readily available or where unique industry factors must be considered.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on workforce planning and demand forecasting methodologies


NEW QUESTION # 296
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