Ultimate Guide to the SHRM-CP - Latest Apr 27, 2023 Edition Available Now
2023 Updated Verified Pass SHRM-CP Exam - Real Questions and Answers
NEW QUESTION 229
Fernando shows up for work on Monday morning, but the office has been overstaffed, so his boss sends him home almost immediately. The compensation owed to Fernando is called
- A. callback pay.
- B. shift pay.
- C. reporting pay.
- D. oncall pay.
Answer: C
Explanation:
Explanation: Fernando is owed reporting pay. He has been asked to come in at a certain time, so he should not be penalized or uncompensated simply because the boss has made an error. Typically, reporting pay is less than a full day's wage. Oncall pay is given to employees who may be called in to deal with an emergency at any time. Not all employees who are on call are paid for it. Employees who are forced to return to work either before or after their allotted time may be eligible for callback pay. Shift pay, finally, is the compensation associated with the employee's normal work schedule.
NEW QUESTION 230
Derek is delivering a presentation to a group of trainees. During the presentation, the trainees will need to take comprehensive notes. How should Derek arrange the seats in the training room?
- A. conference style
- B. Ushaped style
- C. classroom style
- D. Chevron style
Answer: C
Explanation:
Explanation: Derek should arrange the seats in the classroom style. In this style, participants are placed behind desks facing towards the front of the room. This seating arrangement is most appropriate for presentations delivered by a single person, especially when the participants will need to be making notes. In conferencestyle seating, participants are placed around a large square table. In the Ushaped seating style, participants are placed around three sides of a large table, and the presenter stands on the fourth side. In the Chevron style of seating, participants are placed in rows that face the front of the room at an angle, so that they are facing both the presenter and, to a lesser extent, one another.
NEW QUESTION 231
Harold, the head of the human resources department for a large industrial machine manufacturing company, has discovered an issue that requires ERM, or Enterprise Risk Management. Upon review of important employee documentation, he has found out that that required forms are not being completed, placing the human resources department at the risk for noncompliance with federal guidelines. Using the guidelines of ERM, what should Harold consider doing to prevent further noncompliance?
- A. Contact the federal agency responsible for documentation and request a reprieve
- B. Terminate the employee responsible for failing to ensure correct documentation
- C. Create a new department within the human resources department that keeps an eye on completing the documentation
- D. Establish quarterly reviews of the documentation to ensure that it is completed as required
- E. Create a series of checklists that will make certain all company documentation is complete and up to date
Answer: D
Explanation:
Explanation: According to the expectations of ERM, a human resources professional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paper work that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources professional can request a reprieve from a federal agency; the rules are in place already and need to be observed. And while creating a series of checklists sounds good, it also sounds vague and has the potential to be as ineffective as the current system.
NEW QUESTION 232
How much COBRA coverage is allowed for a dependent child who no longer falls under standard health coverage?
- A. 18 months
- B. 36 months
- C. 29 months
- D. 0 months
Answer: B
Explanation:
Explanation: When a dependent child no longer falls under standard health coverage, he can fall under the COBRA provision for an extra 36 months. The other answer choices-0 months, 18 months, and 29 months-are too brief.
NEW QUESTION 233
How many months of COBRA coverage do employees terminated for gross misconduct receive?
- A. Twelve
- B. Eighteen
- C. None
- D. Six
Answer: C
Explanation:
Explanation: Employees who are terminated for gross misconduct receive no COBRA coverage. This is really the only circumstance in which employees may be denied COBRA coverage. Even when an employee becomes eligible for Social Security benefits, he still receives COBRA coverage for 18 months. An employee who is terminated for reasons other than gross misconduct also continues to receive coverage for 18 months.
NEW QUESTION 234
Which of the following refers to the measurement of the relationship between the characteristics of each employee and his actual performance in the position?
- A. Concurrent validity
- B. Criterion validity
- C. Content validity
- D. Construct validity
Answer: D
Explanation:
Explanation: Construct validity is the measurement of the relationship between the characteristics of each employee and his actual performance in the position. Criterion validity results when a certain criterion (or work trait) is predicted and then results. Concurrent validity is a type of criterion validity (along with predictive validity). Content validity is simply a test that measures whether or not a candidate is qualified to complete an important part of the job. A simple example might be an audition for a dance company; the job description requires the dancers to perform in the company, so the construct validity starts by measuring whether or not those at the audition have acceptable dance training.
NEW QUESTION 235
The ERG Theory (1969) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Clayton Alderfer
- C. Fredrick Herzberg
- D. Victor Vroom
Answer: B
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 236
How many complaints about an employer's potential violation of FLSA rules can cause the government to step in and perform an audit of the business?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
Explanation:
Explanation: It takes only one complaint about a potential FLSA violation for a government audit to occur. As a result, businesses are expected to take FLSA rules seriously, and the human resources professional must be very familiar with the rules to avoid even an unintentional violation. The other answer choices (2, 3, and 5) are all too high. By the time that many complaints arise, the audit will already be in progress or have been completed.
NEW QUESTION 237
The DavisBacon Act is notable for being the first federal legislation to address
- A. child labor.
- B. overtime compensation.
- C. government subcontractors.
- D. minimum wages.
Answer: D
Explanation:
Explanation: The DavisBacon Act was the first federal legislation to address minimum wages. This act asserted that all workers on federal public works projects must be paid the standard local wage. Before this law was passed, contractors would make extremely low bids for projects because they paid laborers almost nothing.
NEW QUESTION 238
Which component of an affirmative action plan provides demographic information for the labor market related to each job group?
- A. organizational profile
- B. comparison of incumbency to availability
- C. job group analysis
- D. determination of availability
Answer: D
Explanation:
Explanation: In an affirmative action plan, the determination of availability provides demographic information for the labor market related to each job group. Specifically, this part of the affirmative action plan indicates how many women and minorities are available to fill positions in each job group. A determination of availability should include internal and external candidates. A job group analysis indicates how the business categorizes various positions. The comparison of incumbency to availability calculates the company's success at employing minorities compared with the job market as a whole. Finally, the organizational profile is a simple list of the positions within the business.
NEW QUESTION 239
Which method of reporting does the Department of Labor prefer with regard to time worked by employees who are nonexempt under the Fair Labor Standards Act?
- A. selected reporting
- B. positive time reporting
- C. negative time reporting
- D. exception reporting
Answer: B
Explanation:
Explanation: The Department of Labor prefers that businesses use positive time reporting with regard to the time worked by employees who are nonexempt under the Fair Labor Standards Act. This method is considered better because it gives a clear indication of the hours worked, without the need for any calculation. For instance, in the other acceptable method, exception reporting, the business establishes a baseline for time worked and only notes deviations from the baseline. This requires the DOL to consider both the baseline and the exceptions. Positive time reporting is simpler.
NEW QUESTION 240
Which of the following OSHA forms is intended to be a Log of WorkRelated Injuries and Illnesses?
- A. OSHA Form 300
- B. OSHA Form 301A
- C. OSHA Form 300A
- D. OSHA Form 301
Answer: A
Explanation:
Explanation: OSHA Form 300 is intended to be a Log of WorkRelated Injuries and Illnesses. OSHA Form 300A is intended to be a Summary of WorkRelated Injuries and Illnesses. OSHA Form 301 is intended to be an Injury and Illness Incident Report. OSHA Form 301A does not exist.
NEW QUESTION 241
Which of the following pieces of legislation covers the employer's ability to monitor the electronic communications of employees?
- A. MSHA
- B. ECPA
- C. FLSA
- D. OSHA
Answer: B
Explanation:
Explanation: The ECPA, or Electronic Communications Privacy Act of 1986, governs an employer's ability to monitor the electronic communication of employees. FLSA is the Fair Labor Standards Act of 1938 that covers a number of employer requirements but does not refer specifically to employers monitoring employee electronic communications. (This is hardly surprising, as electronic communications would have been limited when the legislation was enacted.) OSHA, the Occupational Safety and Health Administration, is a department instead of a piece of legislation. (There is an OSHA Act, but it goes by this name, while OSHA is recognized specifically as the department.) MSHA refers to the Mine Safety and Health Act of 1977 that applies to mine workers.
NEW QUESTION 242
Defined contribution plans for organizations include all of the following options except:
- A. Target benefit plans
- B. 401(k)
- C. Profitsharing plans
- D. Cashbalance plans
- E. Money purchase plans
Answer: D
Explanation:
Explanation: Cashbalance plans fall under the category of deferred contribution but not under the category of defined contribution. Answer choices A, B, C, and E - 401(k), money purchase plans, profitsharing plans, and target benefit plans - do, however, fall under defined contribution from employers toward employee retirement accounts.
NEW QUESTION 243
What is the human resource professional's strategic role in organizations within a company or corporation?
- A. Manage all employee problems
- B. Produce definitive change
- C. Manage relationships between employees and the company
- D. Encourage employees in their personal strengths
- E. Handle any issues arising from compliance problems
Answer: D
Explanation:
Explanation: In many cases, the human resources professional is responsible for acting as a kind of median between the company and its employees. In organizations, the role of the human resources professional is somewhat more specific; the HR professional is expected to encourage employees in their strengths and when necessary, help employees in building their strengths. Answer choice A is incorrect. While the HR professional's responsibility is related to change in organizations, it cannot produce definitive change if the need is too great. Answer choice C can be correct in the greater sense of the HR professional's job, but is not specific enough for the HR professional's responsibility within organizations. Similarly, answer choices D and E relate to the HR professional's job description but not within organizations.
NEW QUESTION 244
According to Feldman's model of organizational socialization, in which stage do new employees confirm or dismiss the expectations held before hiring?
- A. encounter
- B. anticipatory socialization
- C. acquisition
- D. change
Answer: A
Explanation:
Explanation: According to Feldman's model of organizational socialization, new employees confirm or dismiss their prehiring expectations during the encounter stage. Feldman outlined three major stages in organizational socialization: anticipatory socialization, encounter, and change and acquisition. During anticipatory socialization, the potential new employee first learns about the organization. During the encounter stage, the recruit formally commits to joining the organization and becomes a part of it. During the change and acquisition stage, the new employee assimilates to the organizational culture.
NEW QUESTION 245
The EEO1 report must be completed on or before which date each year?
- A. September 30
- B. January 31
- C. June 15
- D. April 1
Answer: A
Explanation:
Explanation: The EEO1 report must be completed on or before September 30 of each year (as this reflects the federal fiscal calendar). The other dates - January 31, April 1, and June 15 - all reflect possible times for submitting the report, if viewed as falling "before" September 30, but they do not reflect the required date. Also, it is unlikely that any human resources professional would submit the report on these dates. It is far more likely that the report will be completed and submitted closer to the required date.
NEW QUESTION 246
Which type of testing is not part of the medical examination conditions of ADA and may be required of any candidate?
- A. Driving test
- B. Drug screening test
- C. Polygraph test
- D. Aptitude test
Answer: B
Explanation:
Explanation: A drug screening test can be required of any candidate for a job, and the medical examination conditions of ADA do not prevent a candidate from being tested for drug use, regardless of disability. Polygraph tests, driving tests, and aptitude tests are not part of potential medical examinations, and all of these tests must be administered with certain stipulations from ADA.
NEW QUESTION 247
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