SHRM SHRM-SCP Study & Exam Dumps 2025

SHRM Senior Certified Professional Questions and Answers

Question 1

A company prepares to implement a system that requires employees to use their mobile phones to submit hours worked. Before implementing the system, which should the HR team consider first?

Options:

Effects of automation on the payroll processing team

Security and encryption of the transmitted information

Technology skills of the employees who will use the system

Training needed for managers to approve time recorded in the system

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Answer:

Explanation:

Data Security:

Confidentiality: Ensuring the security of employee data is paramount to protect against unauthorized access and breaches.

Encryption: Implementing strong encryption protocols ensures that data transmitted via mobile phones is secure and protected.

[Reference: SHRM highlights the importance of data security and encryption in HR systems to protect sensitive information (SHRM, Data Security in HR)., Compliance:, Regulatory Requirements: Ensure compliance with data protection laws and regulations, such as GDPR or CCPA, which mandate secure handling of personal data., Audits: Regularly audit the system to ensure it meets security standards and regulatory requirements., Reference: SHRM advises that compliance with data protection regulations is critical when implementing new HR technologies (SHRM, Compliance in HR Technology)., Risk Management:, Risk Assessment: Conduct a thorough risk assessment to identify potential vulnerabilities and implement measures to mitigate them., Incident Response: Develop an incident response plan to address any potential data breaches or security incidents., Reference: SHRM emphasizes the importance of risk management in safeguarding HR data (SHRM, Risk Management in HR Systems)., Employee Trust:, Communication: Clearly communicate to employees the measures taken to secure their data and the importance of data security., Training: Provide training on data security best practices to ensure employees understand how to protect their information., Reference: SHRM notes that building employee trust through transparency and training is crucial for successful technology implementation (SHRM, Building Trust in HR Technology)., References:, SHRM. (n.d.). Data Security in HR. Society for Human Resource Management., SHRM. (n.d.). Compliance in HR Technology. Society for Human Resource Management., SHRM. (n.d.). Risk Management in HR Systems. Society for Human Resource Management., SHRM. (n.d.). Building Trust in HR Technology. Society for Human Resource Management., Top of Form, Bottom of Form, ]

Question 2

The HR VP of a firm is leading an effort to implement a risk management plan and establishes an internal team to assess the risks involved in the event there is a disruption in the supply chain. What should be the team’s first step in confidently evaluating this risk?

Options:

Identify alternative supply chain suppliers.

Assign managers to address their departments' supply chain risks.

Review the firm's strategic objectives.

Identify recurring readiness reports from its suppliers.

Question 3

The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.

What should the HR director do in order to decrease the likelihood of candidates not selected for the job becoming upset and leaving the company?

Options:

Develop a career path and development plan for all candidates to ensure they have a reason to stay.

Suggest that the board of directors provide raises for all candidates regardless of whether they get the position.

Meet with each candidate periodically to ensure they understand and are satisfied with the steps in the selection process.

Suggest that the board of directors restructure the organization in such a way that all candidates will get a new position.

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