TEST SHRM-SCP QUESTIONS VCE & SHRM-SCP BOOK FREE

Test SHRM-SCP Questions Vce & SHRM-SCP Book Free

Test SHRM-SCP Questions Vce & SHRM-SCP Book Free

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Tags: Test SHRM-SCP Questions Vce, SHRM-SCP Book Free, Interactive SHRM-SCP Questions, Pdf SHRM-SCP Files, SHRM-SCP Test Quiz

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No doubt the Senior Certified Professional (SHRM-SCP) (SHRM-SCP) certification is one of the most challenging certification exams in the market. This SHRM-SCP certification exam gives always a tough time to Senior Certified Professional (SHRM-SCP) (SHRM-SCP) exam candidates. The ValidExam understands this hurdle and offers recommended and real SHRM-SCP Exam Practice questions in three different formats. These formats hold high demand in the market and offer a great solution for quick and complete Senior Certified Professional (SHRM-SCP) (SHRM-SCP) exam preparation.

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q378-Q383):

NEW QUESTION # 378
Which is an example of a Bona Fide Occupational Qualification (BFOQ)?

  • A. A sheriff's of the refusing to hire police deputies over the age of 50
  • B. An airline only hiring attractive female flight attendants to draw in more male passengers
  • C. A job applicant supplying documentation of his/her college degree
  • D. A fast-food restaurant with Christian values only hiring Christian employees

Answer: A

Explanation:
A Bona Fide Occupational Qualification (BFOQ) is only legitimate if it is a criterion (e.g., gender, religion, or national origin) that is required for business operations. There is a business need and safety consideration for hiring police of thers and deputies who are younger than 50.


NEW QUESTION # 379
A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The regional HR director discovers that the VP's onboarding process was shortened because the firm needed the VP to oversee multiple high-visibility initiatives. What should the regional HR director do to ensure the VP understands the business impact of the company's leadership and culture standards?

  • A. Oversee the onboarding process to ensure the VP completes the remaining activities before taking any additional assignments.
  • B. Ask the VP to provide a detailed summary of the VP's short-term and long-term goals for improving leadership and culture.
  • C. Meet with the VP to review the alignment between the company's standards and the VP's strategic goals.
  • D. Send the VP a brief narrative summary of the company's leadership and culture standards.

Answer: C

Explanation:
* Initial Meeting: The regional HR director should schedule a one-on-one meeting with the VP to discuss the company's leadership and culture standards. This provides an opportunity to understand the VP's perspective and strategic goals.
* Review of Standards: During the meeting, review the company's leadership and culture standards in detail. Discuss how these standards impact business operations, employee morale, and overall company performance.
* Alignment of Goals: Identify areas where the VP's approach may not align with the company's standards. Highlight the importance of these standards in achieving long-term success and fostering a positive work environment.
* Action Plan: Develop an action plan with the VP to ensure that their strategic goals are aligned with the company's culture and leadership standards. This may include additional training, mentorship, or adjustments to their approach.
* Ongoing Support: Offer ongoing support and follow-up meetings to monitor progress and provide guidance as needed. Ensure the VP understands the importance of adhering to company standards and the potential business impact of their leadership style.
This approach ensures that the VP is fully integrated into the company's culture and leadership framework, which is crucial for maintaining consistency and achieving strategic objectives. This method aligns with SHRM's guidelines on effective onboarding and leadership development.


NEW QUESTION # 380
According to Maslow's Hierarchy of Needs, what follows the need for feeling valued and respected as the highest step in the pyramid?

  • A. Safety and security
  • B. Physiological (i.e., hunger and thirst needs)
  • C. Self-actualization
  • D. Love and belonging

Answer: B

Explanation:
The need for self-actualization is the final stop in the pyramid. Once an individual has met his/her basic hunger and thirst needs, he/she looks to fill the need for safety, then feeling a sense of belonging. Next is the need for feeling esteem from others and, finally, the need for a sense of purpose, or self-actualization.


NEW QUESTION # 381
In a leadership team meeting, the HR director of a car manufacturing company suggests the company should collaborate with its competitors to provide financial support for research on renewable energy sources. Which business strategy for sustainability is best illustrated by this suggestion?

  • A. Embedded
  • B. Transformational
  • C. Isolated
  • D. Defensive

Answer: B

Explanation:
* Definition: Transformational sustainability strategies involve fundamental changes to the organization's operations and business model to support sustainability goals.
* Collaboration for Innovation: Suggesting collaboration with competitors for research on renewable energy sources indicates a transformational approach, as it seeks to drive significant innovation and change in the industry.
* Long-Term Impact: This strategy focuses on creating long-term sustainable value and transforming the industry towards more sustainable practices.
* Leadership Commitment: Transformational strategies require a high level of commitment from leadership to push for significant changes and collaboration that transcend traditional business boundaries.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on sustainability and business strategy


NEW QUESTION # 382
After a diversity council has been established, what is part of the next step in the Diversity and Inclusion (D&I) Strategic Process by Gardenswartz and Rowe?

  • A. Assemble an employee resource group.
  • B. Assess the results achieved by the diversity council.
  • C. Build a diverse candidate pool through targeted recruiting initiatives.
  • D. Develop a diversity immersion program for managers and employees.

Answer: A

Explanation:
Establishing a diversity council is part of the third step of creating a diversity and inclusion (D&I) infrastructure. The next step (fourth step) is taking action and implementing the planned initiatives. This includes making changes to talent acquisition, on boarding. career advancement opportunities, and remuneration.


NEW QUESTION # 383
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