Valid SHRM-SCP Study Materials 100% Pass | Pass-Sure SHRM-SCP: Senior Certified Professional (SHRM-SCP) 100% Pass

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q99-Q104):

NEW QUESTION # 99
A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.
The CEO learns that the change in reporting structure has resulted in disappointment for the employees who are no longer direct reports and asks the HR director for advice. What action should the HR director advise the CEO to take?

A. Send an organizationwide email that highlights the CEO's vision.
B. Ask the CFO to explain how the new reporting structure benefits the organization in a companywide meeting.
C. Ask the CFO to explain the benefits of the new reporting structure to the new team.
D. Meet individually with employees affected by the new reporting structure.

Answer: D

Explanation:
* Personal Communication:
* Direct Engagement: Meeting individually with affected employees shows that the CEO values their contributions and is personally engaged in the change process.
* Address Concerns: This approach provides an opportunity for employees to express their concerns and for the CEO to address them directly.

NEW QUESTION # 100
A company in a competitive industry starts a two-year integration strategy aimed at being an innovator in a particular area. The chief human resource officer is asked to lead the project team and deliver within a required timeline. What advantage does Agile have over Lean Six Sigma in this situation?

A. Agile focuses on customer satisfaction Lean is focused on customer value by eliminating waste.
B. Agile demonstrates progress and getting it done. Lean focuses on validated learning.
C. Agile is flexible and adaptable. Lean is structured and measured in pace.
D. Agile has many small projects: Lean has one project at a time.

Answer: C

Explanation:
* Flexibility and Adaptability: Agile methodologies allow for rapid adjustments and continuous improvements, which is beneficial for a project aimed at innovation where requirements may evolve over time.
* Structured and Measured Approach: Lean Six Sigma focuses on eliminating waste and improving processes through a structured and measured approach, which may not be as suitable for a project that requires flexibility and adaptability.
* Project Scope and Timeline: Agile's iterative approach allows the team to demonstrate progress quickly and make adjustments based on feedback, ensuring the project stays on track and meets its timeline.
References:
* SHRM, "Agile Project Management: A Key to Innovation," available at SHRM.org.
* SHRM, "Comparing Agile and Lean Six Sigma in HR Projects," available at SHRM.org.

NEW QUESTION # 101
An organization is experiencing an influx of administrative tasks and needs additional support on a short-term basis for four hours a day. Which is the best type of contingent worker for the role?

A. Intern
B. Contractor
C. Part-time employee
D. Temporary employee

Answer: D

Explanation:
* Temporary Employees:
* Flexibility: Temporary employees provide the flexibility needed for short-term tasks and can be hired for specific periods or projects.
* Availability: They are readily available through staffing agencies and can quickly fill short-term needs.

NEW QUESTION # 102
The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

A. Ensure scalability to support growth.
B. Evaluate any existing recruitment processes.
C. Determine the automation needs of the organization.
D. Research integration capabilities.

Answer: C

Explanation:
* Needs Assessment: Understanding the specific needs and pain points in the current recruitment process is essential for selecting an appropriate applicant tracking system (ATS).
* Customized Solutions: By identifying automation needs, the organization can choose an ATS that best fits its requirements, enhancing efficiency and effectiveness in recruitment.
* Stakeholder Input: Engaging stakeholders in determining these needs ensures that the system meets the practical demands of HR and aligns with the broader organizational goals.
* Future Growth: Considering automation needs helps ensure the chosen system can scale with the organization, supporting long-term growth and evolving recruitment strategies.
References:
* SHRM, "Choosing an Applicant Tracking System," available at SHRM.org.
* SHRM, "Automation in Recruitment: Best Practices," available at SHRM.org.

NEW QUESTION # 103
A start-up technology company is growing rapidly, and senior leadership would like the company to be publicly traded in the near future. The company regularly exceeds its financial goals, but outside analysts express concerns about the inconsistent practices and procedures within the company. The company values innovation, and very little attention is paid to documenting or standardizing work processes. This provides employees with a great deal of freedom to experiment in their roles, but it also leads to confusion about individual assignments and areas of responsibility. In preparation for a public offering, the company's leadership asks the HR director to gather information on best work practices in every functional area and create the required documentation.
The HR director does not have the technology knowledge necessary to understand many of the best work practices recommendations provided by employees. What should the HR director do to ensure all information included in the best work practices documentation is accurate?

A. Contact administrative assistants in each department to answer technical questions.
B. Ask the employees' managers to proofread all best work practices documentation to ensure they reflect accurate information.
C. Conduct online research to verity that the company's best work practices meet industry standards.
D. Create teams of employees in each department that can create, edit, and approve all best work practices documentation relevant to the department.

Answer: D

Explanation:
Creating teams of employees in each department to handle the documentation process ensures that the best work practices are accurately captured by those who are most familiar with the technical and operational aspects of their respective areas. This collaborative approach leverages the expertise and firsthand experience of departmental staff, leading to more accurate and comprehensive documentation.
Step-by-Step Explanation:
* Form Teams: Assemble teams within each department consisting of employees who are knowledgeable about the specific work processes. This ensures that the documentation is created by those who are directly involved in the work and understand the nuances of their tasks.
* Collaborative Creation: The teams collaborate to document best practices, ensuring that all relevant details are captured accurately. This collaborative effort helps in identifying and documenting processes that are effective and efficient.
* Review and Approval: Once the documentation is drafted, it is reviewed and edited by the same team members to ensure accuracy. The final version is then approved by the team, providing an additional layer of validation.
* Departmental Expertise: This approach ensures that the HR director does not need to have in-depth technical knowledge of each department. Instead, the responsibility for accurate documentation rests with those who have the necessary expertise.
References:
* SHRM guidelines on effective documentation practices
* Best practices for collaborative work in organizational development

NEW QUESTION # 104
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Valid SHRM-SCP Study Materials 100% Pass | Pass-Sure SHRM-SCP: Senior Certified Professional (SHRM-SCP) 100% Pass

Test SHRM-SCP Questions Vce, SHRM-SCP Intereactive Testing Engine

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q99-Q104):

Updated SHRM-SCP Exam Questions: Senior Certified Professional (SHRM-SCP) are the most veracious Preparation Dumps - Exam-Killer

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