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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q155-Q160):
NEW QUESTION # 155
Which step should an HR professional take first when an employee submits a verbal or written allegation that a supervisor is creating a hostile work environment?
Answer: B
Explanation:
* Immediate Response: The first step is to meet with the employee who submitted the allegation to understand their concerns and gather detailed information about the alleged hostile work environment.
* Initial Assessment: This meeting allows the HR professional to assess the severity and nature of the allegation. It provides an opportunity to ask clarifying questions and determine the next steps in the investigation process.
* Objective Gathering: After meeting with the employee, the HR professional should then meet with the supervisor to hear their side of the story. This ensures that both perspectives are considered before taking any further action.
* Confidentiality Assurance: During these meetings, the HR professional should assure both parties that the investigation will be conducted confidentially and that retaliation will not be tolerated.
* Action Plan Development: Based on the information gathered, the HR professional can develop an appropriate action plan, which may include a formal investigation, mediation, or other conflict resolution strategies.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on handling workplace investigations and addressing hostile work environment allegations
NEW QUESTION # 156
A company introduces a new product and needs its call center employees to go through extensive product training so that they can answer customer questions. The training is conducted through an online learning portal, set up as a labyrinth, that employees have to navigate through. Along the way, they learn about different aspects of the product, take quizzes, collect points, and move up levels to access more information. What type of learning is this?
Answer: D
Explanation:
This is an example of gamification, a form of mobile learning (m-learning), where educational material is delivered in the form of a game. It is intended to make learning more fun and the material more engaging.
NEW QUESTION # 157
Which HR strategy should have the greatest impact on promoting a culture that embraces corporate social responsibility (CSR) and corporate philanthropy?
Answer: B
Explanation:
* Integrated Strategy: Using CSR initiatives as part of recruitment, development, engagement, and retention strategies creates a comprehensive approach that aligns with the organization's values and culture.
* Attracting Talent: CSR initiatives can attract job seekers who value corporate responsibility and ethical practices, enhancing the company's employer brand and appeal.
* Employee Development: Incorporating CSR into development programs helps employees build skills and knowledge related to sustainability and social responsibility, fostering a culture of continuous learning and ethical behavior.
* Engagement and Retention: Engaging employees in CSR activities can increase job satisfaction, loyalty, and retention as they feel proud to work for a socially responsible company. It also provides opportunities for employees to contribute to meaningful causes, enhancing their overall engagement.
* Positive Culture: Promoting CSR and corporate philanthropy through HR strategies helps create a positive organizational culture that prioritizes social and environmental responsibility, further embedding these values into the company's operations.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on CSR and employee engagement
NEW QUESTION # 158
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?
Answer: C
Explanation:
* Assessment of Current Channels: Start by assessing the current communication channels being used within the company and their effectiveness in reaching all employees.
* Multiple Platforms: Implement a multi-platform communication strategy that includes email, intranet, mobile apps, and social media platforms. This ensures that information is accessible to employees through their preferred medium.
* Consistent Messaging: Ensure that the messaging is consistent across all platforms. Important updates should be communicated in the same manner across email, intranet posts, and mobile notifications to reinforce the message.
* Engagement Metrics: Use engagement metrics to track how employees are interacting with the communication platforms. Adjust the strategy based on which platforms show higher engagement rates.
* Feedback Loop: Establish a feedback mechanism for employees to provide input on the effectiveness of the communication channels. Use this feedback to continuously improve the flow of information.
This approach increases the likelihood that important information is disseminated effectively, enhancing transparency and engagement across the company, in line with SHRM's best practices for internal communications.
NEW QUESTION # 159
What advice would you give to this supervisor?
Answer: B
Explanation:
Feedback is best delivered in a specific format Describe the exact behavior that needs to stop and what needs to start happening. In this case, the employee needs to stop talking over people in meetings. Providing more complex work assignments to the employee may further alienate others on the team as they d see the poor behavior rewarded with more advanced assignments.
NEW QUESTION # 160
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