POPULAR SHRM-SCP EXAMS, RELIABLE SHRM-SCP DUMPS PPT

Popular SHRM-SCP Exams, Reliable SHRM-SCP Dumps Ppt

Popular SHRM-SCP Exams, Reliable SHRM-SCP Dumps Ppt

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Tags: Popular SHRM-SCP Exams, Reliable SHRM-SCP Dumps Ppt, SHRM-SCP New Real Test, SHRM-SCP Free Sample Questions, Pdf SHRM-SCP Torrent

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Reliable SHRM-SCP Dumps Ppt | SHRM-SCP New Real Test

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q150-Q155):

NEW QUESTION # 150
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. Defensive
  • C. Transformational
  • D. Isolated

Answer: C

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 # 151
Which of the following elements is the most critical when establishing an organizational diversity, equity, and inclusion (DE&I) strategy?

  • A. Employee survey data
  • B. Training and development
  • C. Leadership buy-in
  • D. Budgetary allocations

Answer: B

Explanation:
Each of the listed elements are important to a successful DE&I strategy, but leadership buy-in is one of the essential first steps. It will lead to the effective collection and use of employee survey data (A), appropriate financial resources to fund action steps (C), and impactful training and development (D) opportunities. Leadership buy-in serves as both a practical step to secure tangible support for financial and personnel-driven resources and as a cornerstone for the more intangible support elements such as trust-building and role modeling across an organization.


NEW QUESTION # 152
Psychologist Bruce Tuck man developed the "Forming, Storming, Norming and Performing" concept to describe the team formation process. Oftentimes, teams may move back and forth between which two stages when faced with a new task?

  • A. Forming and storming
  • B. Performing and forming
  • C. Norming and performing
  • D. Storming and norming

Answer: D

Explanation:
Teams of ten will relapse from the norming stage back into storming when faced with new challenges.


NEW QUESTION # 153
Due to a global health crisis a manufacturing company halts operations for an indefinite time period. The HR manager reviews the company's crisis response plan but does not find information about paying employees.
Which element was most likely skipped during the crisis planning stage?

  • A. The specific health issue was not listed as a potential risk to the company.
  • B. The company did not have an emergency payroll savings plan.
  • C. The impact on the company was not identified.
  • D. A response team was not already identified and trained.

Answer: B

Explanation:
* Crisis Response Plans: Effective crisis response plans typically include provisions for maintaining business continuity, which encompasses ensuring that employees continue to receive their pay during disruptions.
* Emergency Payroll Savings Plan: An emergency payroll savings plan is a financial reserve or strategy that ensures employees can be paid during unforeseen events like a global health crisis. This critical component ensures that employees' livelihoods are protected, which is vital for maintaining morale and trust.
* Impact on Employees: Addressing how employees will be compensated during a crisis is essential.
Without an emergency payroll savings plan, the company may face challenges in managing payroll, leading to potential legal issues, decreased employee morale, and retention problems.
* Best Practices: HR managers should work with financial and executive teams to develop and integrate an emergency payroll savings plan into the crisis management plan. This plan should outline the sources of emergency funds and the processes for accessing and distributing these funds during a crisis.
References:
* SHRM, "Crisis Management and Business Continuity Planning," available at SHRM.org.
* SHRM, "Financial Wellness Programs for Employees," available at SHRM.org.


NEW QUESTION # 154
What could be the biggest advantage of having a remote workforce from a human resource perspective?

  • A. Lower overhead costs-less of the space and equipment required
  • B. Better overall work-life balance for remote employees, resulting in higher morale and moresuccessful recruitment efforts
  • C. No commute for remote employees, resulting in fewer emissions for the environment
  • D. No need for child care for remote employees

Answer: C

Explanation:
The biggest advantage is of fering a better work-life balance for employees. Overhead costs may be slightly less for a remote worker; however, the employer should still pay for home of the supplies and equipment. A lack of commute does have a positive impact on the environment, but that is not necessarily the focus from a human resource perspective. Last, a remote work arrangement is not a substitute for child care as the employee's focus should be on working. not tending to other responsibilities.


NEW QUESTION # 155
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