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What is the duration, language, and format of SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
- RE Certificate: every three years
- Size: multiple options, multiple responses
- Duration of the exam: 270 minutes - Question number: 165 (150 questions are scored and 15 are unscored)
- Language: six Sigma SHRM-CP in English (Computer delivered) offered at a certain location in English, Spanish and Mandarin (Paper and Pencil Based)
- Score passing: > 60 percent
SHRM SHRM-CP: Society for Human Resource Management Certified Professional Certification Path
The SHRM SHRM-CP: Society for Human Resource Management Certified Professional Certification is a SHRM expert certification that focuses mostly on quality control. Before you enter the SHRM SHRM-CP Certification you need to have two full projects in one or more areas of the SHRM Knowledge Body with a firm affidavit or a full project with a signed affidavit and three years of working experience. For more information related to SHRM certification track SHRM-certification-path
NEW QUESTION 20
Ron and Marcy apply for the same job at the Brown Company. During Ron's interview, the interviewer outlines the major responsibilities of the available position, and asks Ron a series of questions about his ability to fulfill them. Marcy's interview covers much of the same ground, but the interviewer asks different questions related to Marcy's unique educational background. Ron and Marcy have participated in
- A. patterned interviews.
- B. nondirective interviews
- C. structured interviews.
- D. stress interviews.
Answer: A
Explanation:
Explanation: Ron and Marcy have participated in patterned interviews. This type of interview covers a predetermined set of subjects, but does not adhere to a script. In other words, the interviewer will know in advance what topics are to be discussed, but will not have a list of questions to be asked verbatim. Patterned interviews allow the interviewer to follow up on interesting and provocative comments, but the resulting interviews may be difficult to compare. A structured interview follows a predetermined list of questions. In a stress interview, the prospective employee is subjected to a very difficult or challenging situation. A nondirective interview is a freeform conversation that may range over any number of topics.
NEW QUESTION 21
Which of the following best represents what an employer can do when employees begin to unionize?
- A. Employers may block employees who begin the process of unionization
- B. Employers may explain problems with unionization to employees
- C. Employers may threaten to replace workers who choose to unionize
- D. Employers may contact union leaders and forbid unionization.
- E. Employers are not allowed to discuss unionization with employees
Answer: B
Explanation:
Explanation: When an employer discovers that employees are beginning to unionize, the employer is not allowed to prevent unionization. The employer can, however, provide information to employees about the problems involved with unionization. Answer choice A is incorrect because the employer may not contact union leaders and forbid unionization. Answer choice B is incorrect because employers are not allowed to block employees who begin to unionize. Answer choice C is incorrect because employers may not threaten to replace workers who choose to unionize (although employers may replace workers during a lawful economic strike). Answer choice E is incorrect because employers are allowed to discuss unionization with employees; however, the substance of that discussion can be restricted by law.
NEW QUESTION 22
Which of the following is not included as a job category under the EEO1 report?
- A. Craft workers
- B. Sales workers
- C. Medical workers
- D. Service workers
Answer: C
Explanation:
Explanation: Medical workers are not identified as a separate category under the EEO1 report. Sales workers, service workers, and craft workers, however, all represent separate EEO1 categories.
NEW QUESTION 23
Which of the following is not an acceptable reason for FMLA leave?
- A. Caring for a partner who is ill
- B. Caring for a newborn infant
- C. Resting during a difficult pregnancy
- D. Adopting or fostering a child
Answer: A
Explanation:
Explanation: FMLA rules allow an employee to take off time to care for a family member within one of the following categories: spouse, child, or parent. In some cases, an extended family member may apply, if the individual can prove a close relationship with that family member. ("Distant uncle rarely seen" does not apply.) Additionally, a romantic partner does not apply; FMLA rules make it clear that the person must be recognized as a spouse within his or her state. FMLA rules do apply, however, to an individual who needs to rest during a difficult pregnancy, care for a newborn infant, or adopt or foster a child.
NEW QUESTION 24
What are the human resources professional's primary role in assisting a department with conducting an effective interview?
- A. To offer any requested advice on preparing for and setting up interviews
- B. To choose the members of the prospective interview board
- C. To create the official list of questions that will be asked during the interview
- D. To conduct all interviews for prospective employees of the company
- E. To work with the interview board to select the right candidate for the position
Answer: A
Explanation:
Explanation: When a department within a company is planning interviews to hire new employees, the human resources professional's role is primarily one of assisting. The human resources professional is not responsible for choosing the members of the prospective interview board (answer choice B), since this role will fall to the department and those who will be working with the new employee or employees. Additionally, the job of creating official list of questions for the interview (answer choice C), conducting the actual interviews for prospective employees (answer choice D), and working with the interview board to select the right candidate (answer choice E) belongs not to the human resources professional but to the manager or supervisor of department in which the employees will work.
NEW QUESTION 25
The Health Insurance Portability and Accountability Act (HIPAA) was added to ERISA to do which of the following?
- A. Establish new guidelines for employee health insurance programs within organizations
- B. Forbid any discrimination based on preexisting health problems or conditions
- C. Ensure that all employers are responsible for covering minimum health conditions among employees
- D. Link ERISA to COBRA to protect any employees that are covered under COBRA guidelines
- E. Ensure that retired employees maintain healthcare coverage
Answer: B
Explanation:
Explanation: The Health Insurance Portability and Accountability Act was added to ERISA for the express purpose of forbidding any type of health benefit discrimination toward employees based on preexisting health problems or health conditions. Answer choice A is incorrect for several reasons. On the one hand, it is simply too vague to explain the purpose of HIPAA. What is more, answer choice A does not simply establish new guidelines for employee health insurance programs, so it is incorrect. Answer choices B and C are incorrect because both refer to COBRA (answer choice B references COBRA inferentially), and HIPAA is not immediately connected to COBRA or to providing minimum health benefits for employees. Answer choice E is incorrect because it fails to specify the exact purpose of HIPAA and because HIPAA was not added to ERISA simply for the purpose of retired employees maintaining healthcare coverage.
NEW QUESTION 26
Which of the following is an example of a chemical health hazard?
- A. fungus
- B. bacterium
- C. virus
- D. pesticide
Answer: D
Explanation:
Explanation: A pesticide is an example of a chemical health hazard. The other three answer choices are biological health hazards. OSHA requires businesses to maintain safety data sheets related to every chemical found in the workplace. A safety data sheet outlines the components of the substance, as well as its behavior under various conditions. Most importantly, the safety data sheet indicates whether a chemical is harmful when absorbed, inhaled, or ingested, and how these dangers may be mitigated or avoided.
NEW QUESTION 27
The Green Company is putting together a group incentive. To begin with, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?
- A. Scanlon Plan
- B. improshare
- C. gainsharing
- D. profit sharing
Answer: B
Explanation:
Explanation: The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a preestablished baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A profitsharing plan gives employees a percentage of the organization's profits.
NEW QUESTION 28
How are immigrant visas allocated by the United States government?
- A. according to nationality
- B. according to the number of family members who are US citizens
- C. according to work experience
- D. first come, first served
Answer: D
Explanation:
Explanation: Immigrant visas are allocated by the federal government on a first come, first served basis. This principle was established by the 1965 amendments to the Immigration and Nationality Act of 1952. There is some preferential treatment for immigrants with special skills. However, work experience is not a factor in visa decisions.
NEW QUESTION 29
Which of the following is a rating method of performance appraisal?
- A. essay
- B. critical incident review
- C. field appraisal
- D. checklist
Answer: D
Explanation:
Explanation: A checklist is a rating method of performance appraisal. In a checklist system, the various elements of the job description are listed, and the employee receives a check mark for each element he performs with competence. This is considered a rating system because the number of checks can be converted into a score, which makes it possible to compare employees. In a field appraisal, someone besides the employee's supervisor observes and reports on the employee's performance. In an essay appraisal, the evaluator writes a short prose passage about the employee's performance. In a critical incident review, the supervisor discusses the especially positive and negative aspects of the employee's performance.
NEW QUESTION 30
Which of the following is a provision of the Fair Labor Standards Act of 1938?
- A. The maximum work week is 45 hours.
- B. All previous compensation laws are obsolete.
- C. Children may work unlimited hours, provided working conditions are safe.
- D. Overtime pay must be 1.5 times the normal hourly wage.
Answer: D
Explanation:
Explanation: One provision of the Fair Labor Standards Act of 1938 is that overtime pay must be 1.5 times the normal hourly wage. Employers may give compensatory time off in lieu of overtime pay. An employee should receive 1.5 times as much compensatory time off as he has worked in overtime. The FLSA established that children may only work limited hours, that the maximum work week is 40 hours, and that some previous compensation laws remain valid.
NEW QUESTION 31
How is gross profit calculated?
- A. The cost of goods sold is subtracted from total sales revenue.
- B. Operating expenses are subtracted from total profit.
- C. Distributions to owners are subtracted from net profits.
- D. Liabilities are subtracted from the total value of the business.
Answer: A
Explanation:
Explanation: Gross profit is calculated by subtracting the cost of goods sold from total sales revenue. The cost of goods sold is the funds that have been expended on materials and labor to create products.
NEW QUESTION 32
When employees leave work early or purposefully work at a slow pace, they are engaging in
- A. property deviance.
- B. production deviance.
- C. political deviance.
- D. personal aggression.
Answer: B
Explanation:
Explanation: When employees leave work early or purposefully work at a slow pace, they are engaging in production deviance. In other words, they are intentionally performing at a less than optimal rate. Property deviance is the destruction or damaging of company equipment. Property deviance also includes misrepresentation of hours worked, since the time during which the employee claims to be working is technically the property of the company. Political deviance is dysfunctional interpersonal behavior, as for instance spreading rumors or undermining the authority of superiors. Personal aggression includes antisocial and even criminal behaviors like stealing, sexual harassment, and physical violence.
NEW QUESTION 33
Which of the following is NOT one of the stages of stress identified by Dr. Hans Selye?
- A. withdrawal
- B. arousal
- C. resistance
- D. exhaustion
Answer: A
Explanation:
Explanation: Withdrawal is not one of the stages of stress identified by Dr. Hans Selye. According to his model, the human response to stress passes through three distinct stages. At first, the body responds to stress by arousing the nervous system. During this stage, a person may be anxious or forgetful. During the resistance stage, the person will feel tired and indifferent, and may be unwilling to socialize. In the final phase, exhaustion, the body is worn out from fighting stress, and behavior becomes erratic.
NEW QUESTION 34
A private company works as a contractor for federal defense agency. As a result of this agreement, many of the contractor employees will be engaging in positions of extreme sensitivity, and the contractor would like to give polygraph tests to employees. What is the federal policy regarding polygraph tests in this situation?
- A. Because the contractor does other work outside of his or her work with the defense agency, polygraphs are not allowed
- B. The polygraph test may be administered only to those who will be working in defenserelated jobs
- C. All contractor employees may be given polygraph tests
- D. Federal law makes polygraphs illegal for anyone or any institution but the government to administer
- E. The employer may utilize anyone in the company to administer the polygraph
Answer: B
Explanation:
Explanation: Polygraph tests are allowed among federal defense contractors but may only be administered to those who will be working in the defenserelated jobs. Most large contractors will not limit their contract work to the government, so it is entirely possible that the company will have employees doing work that is unrelated to the defense jobs. What is more, the employees who do work in connection with the defense agency but do not necessarily do sensitive work will not require polygraph testing. As a result, answer choice A is incorrect because there is no justification for testing all employees of the contractor. Answer choice B is incorrect because federal law does allow for polygraph testing in certain situations. Answer choice C is incorrect because it does not really address the question and because the information is not accuratepolygraph tests must be administered by certified professionals. Answer choice D is also incorrect because the nature of the contractor's work for the defense agency will likely justify polygraph testing for many of the employees.
NEW QUESTION 35
Which of the following is not considered a voluntary benefit that employers may provide for employees?
- A. Medicare
- B. Vision insurance
- C. Life insurance
- D. Shortterm disability insurance
Answer: A
Explanation:
Explanation: Medicare is not a voluntary benefit; in other words, employers must provide it. Shortterm disability insurance, vision insurance, and life insurance are all considered voluntary benefits that the employer may choose, or not choose, to offer.
NEW QUESTION 36
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