SHRM SHRM-SCP Study & Exam Dumps 2025

SHRM Senior Certified Professional Questions and Answers

Question 1

The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.

A talent management software package has been selected. Which action should the VP of HR take to create an effective implementation project team?

Options:

Select employees who have the most knowledge about talent management software solutions.

Choose stakeholders who represent different functions and locations across the company.

Ask leaders to assign the highest performing employees from their departments to the project.

Assign leaders who have had the most challenges related to talent management to the project.

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Question 2

Which item should the HR director review when tasked with quickly identifying if the organization is meeting its mission?

Options:

Balanced scorecard

HR scorecard

HR audit

Mission statement

Question 3

An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.

The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO’s poor communication?

Options:

Send each client an email accepting full responsibility for the problems and promising to improve.

Meet with each client individually to discuss what each client would like the HRBP to do to improve.

Ask the CHRO to meet with each client to explain the reason for the frequent miscommunication.

Conduct a survey of internal clients to measure the level of trust in the HR function.

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SHRM Senior Certified Professional Questions and Answers

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