SHRM SHRM-SCP Study & Exam Dumps 2025

SHRM Senior Certified Professional Questions and Answers

Question 1

Which method is most effective for detecting asset misappropriations, such as cash skimming and fraudulent disbursements, by employees in the workplace?

Options:

Implementing a lip line and proactive data monitoring by management

Conducting comprehensive pre-employment background screens and credit checks

Engaging an external auditor to review transactions on a regular basis

Installing video surveillance in customer areas including parking lots

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Question 2

A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company’s core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations. Because they work so little overtime no change is recommended for employees in the administrative areas.

Senior leaders are concerned that the new policy will provide an opportunity for employees to abuse the system in order to earn more pay. What should the HRBP do?

Options:

Set a monthly limit on overtime hours, and require any employee going over the limit to provide justification in writing to senior leadership.

Distribute overtime hours among eligible employees on a rotating basis.

Recommend senior leaders define an annual overtime budget based on past and anticipated demand.

Train staff and managers on the values of integrity personal ethics, and fiscal responsibilities.

Question 3

A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees. The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.

How should the HR manager analyze the impact of the pay increase on entry-level employees over the three-month period?

Options:

Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.

Track whether conversion rates from applicant to employee increase for entry-level positions.

Track online reviews about the company by employees and candidates.

Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.

Answer:

Explanation:

Administer a Job Satisfaction Survey:

Purpose: To gather data directly from employees about their satisfaction levels with the new pay increase.

Survey Design: Develop a survey with questions focused on job satisfaction, including specific items about pay satisfaction, motivation, and intention to stay with the company.

Comparison: Compare the responses of employees who received the pay increase with those who did not to determine the impact of the pay increase on their overall job satisfaction.

[Reference: According to SHRM guidelines, job satisfaction surveys are a reliable method to measure employee attitudes and can provide insight into the effectiveness of compensation strategies (SHRM, Managing Employee Engagement During Times of Change)., Monitor Turnover Rates:, Data Collection: Track the turnover rates of entry-level employees over the three-month period., Analysis: Compare the turnover rates before and after the pay increase to identify any changes., Reference: SHRM emphasizes the importance of tracking turnover as a metric to understand the impact of HR initiatives (SHRM, Workforce Metrics: Turnover)., Track Employee Performance:, Performance Metrics: Assess the performance of entry-level employees before and after the pay increase to see if there is any improvement in productivity or quality of work., Reference: SHRM suggests that performance metrics can indicate how compensation changes impact employee performance (SHRM, Performance Management)., Conduct Stay Interviews:, Interviews: Conduct stay interviews with a sample of entry-level employees to understand why they choose to stay with the company., Insights: Gather qualitative data on the factors that contribute to employee retention, including the impact of the recent pay increase., Reference: Stay interviews are recommended by SHRM as a tool to understand and improve employee retention (SHRM, Employee Retention)., References:, SHRM. (n.d.). Managing Employee Engagement During Times of Change. Society for Human Resource Management., SHRM. (n.d.). Workforce Metrics: Turnover. Society for Human Resource Management., SHRM. (n.d.). Performance Management. Society for Human Resource Management., SHRM. (n.d.). Employee Retention. Society for Human Resource Management., ]

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