[2024年更新]合格できるSHRM-SCP試験にはリアルな問題解答
SHRM-SCP試験問題ゲット最新[2024]と正解回答
質問 # 12
A company prepares to implement a system that requires employees to use their mobile phones to submit hours worked. Before implementing the system, which should the HR team consider first?
- A. Security and encryption of the transmitted information
- B. Technology skills of the employees who will use the system
- C. Effects of automation on the payroll processing team
- D. Training needed for managers to approve time recorded in the system
正解：A
解説：
* Data Security:
* Confidentiality: Ensuring the security of employee data is paramount to protect against unauthorized access and breaches.
* Encryption: Implementing strong encryption protocols ensures that data transmitted via mobile phones is secure and protected.
質問 # 13
What protection law requires an organization to notify an applicant prior to taking any adverse action based on the results of a background screening?
- A. Consumer Credit Protection Act
- B. Fair Credit Reporting Act
D Employee Polygraph Protection Act - C. Fair and Accurate Credit Transactions Act
正解：B
解説：
The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information is collected, disseminated, and used. It was enacted to ensure the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. When it comes to employment, the FCRA requires employers to take specific actions before they can take any adverse action (such as not hiring, firing, or demoting) based on information in a consumer report.
Step-by-Step Explanation:
* Disclosure and Authorization: Before obtaining a consumer report for employment purposes, an employer must disclose to the applicant or employee that they intend to use the information for employment decisions. This disclosure must be in writing and in a standalone document. The employer must also obtain written authorization from the applicant or employee.
* Pre-Adverse Action: If an employer decides to take adverse action based on the consumer report, they must first provide the applicant or employee with a copy of the report and a summary of their rights under the FCRA. This gives the individual the opportunity to review the report and dispute any inaccuracies.
* Adverse Action Notice: After taking adverse action, the employer must provide the individual with an adverse action notice. This notice must include the name, address, and phone number of the consumer reporting agency that provided the report, a statement that the agency did not make the adverse decision and is not able to explain why the decision was made, and a notice of the individual's right to dispute the accuracy or completeness of the report and to obtain an additional free report from the agency within 60 days.
References:
* U.S. Federal Trade Commission (FTC) guidelines on the Fair Credit Reporting Act
* SHRM's comprehensive resources on background screening and employment law compliance
質問 # 14
When an employee presents evidence of corporate wrongdoing, which is considered the HR leader's primary responsibility under the Sarbanes-Oxley Act of 2002?
- A. To personally certify the organization's financial reports
- B. To discipline the employee according to the code of ethics
- C. To launch an investigation
- D. To prevent retaliation against the employee who reported wrongdoing
正解：D
解説：
* Legal Requirement under SOX: The Sarbanes-Oxley Act (SOX) of 2002 includes provisions to protect whistleblowers who report corporate wrongdoing. Specifically, Section 806 provides protection against retaliation for employees who disclose information regarding corporate fraud.
* HR's Role: The HR leader's primary responsibility in this context is to ensure that the employee who reported the wrongdoing is not subject to retaliation. This involves implementing policies and procedures that protect whistleblowers and ensure their concerns are addressed fairly and confidentially.
* Preventive Measures: HR should take proactive steps to create a safe environment for employees to report concerns, including training managers and employees on anti-retaliation policies and regularly reviewing compliance with these policies.
* Compliance and Ethics: Preventing retaliation aligns with maintaining ethical standards and compliance with federal regulations, which are critical components of the HR leader's responsibilities.
References:
* SHRM, "Managing Whistleblowing in the Workplace," available at SHRM.org.
* U.S. Department of Labor, "Whistleblower Protection under the Sarbanes-Oxley Act," available at dol.gov.
質問 # 15
An oil and gas company that operates globally signs an agreement to shift the operations part of the business to another organization. As a result, the company must lay off several employees. Some of the employees that must be laid off are working at headquarters while others are currently assigned to another country to support operations in the field. An HR director is tasked with developing a plan for communicating and executing the layoffs.
Several employees are working on a critical assignment in another country, and senior leadership orders that they be notified immediately that they will be laid off. However, the site manager feels this will prevent the work from being completed and refuses to tell them. What should the HR director do?
- A. Schedule a video conference meeting with the employees to communicate the layoffs personally.
- B. Explain to the site manager that employees should be told now before they hear about the layoffs from others.
- C. Warn the site manager of the consequences of not complying with a direct order from senior leadership.
- D. Insist that the site manager develop a solution for completing the work despite the layoffs.
正解：B
解説：
Importance of Timely Communication: Explain to the site manager that timely and direct communication is crucial to maintaining trust and preventing misinformation. Employees should hear about the layoffs from the company, not through rumors.
* Respect for Employees: Emphasize that informing employees promptly respects their dignity and gives them time to prepare and seek other opportunities.
* Mitigating Impact on Work: Discuss strategies to minimize the impact on the critical assignment, such as transitional support or temporary replacements, ensuring that the project can still be completed despite the layoffs.
* Collaborative Solution: Work with the site manager to develop a plan for communicating the layoffs that considers both the need for transparency and the operational requirements. This might involve staggered notifications or support measures to help manage the transition.
* Follow-up Support: Provide ongoing support to both the site manager and the affected employees, ensuring they have the resources and assistance needed during this difficult period.
This approach aligns with SHRM's guidelines on respectful and transparent communication, supporting employees during layoffs, and maintaining operational continuity.
質問 # 16
Which is a component of a total rewards system?
- A. Career development
- B. Organization reputation
- C. Agile IT systems
- D. Company profitability
正解：A
解説：
* Definition of Total Rewards: A total rewards system encompasses all the tools available to an employer that may be used to attract, motivate, and retain employees. This includes compensation, benefits, work-life balance, performance recognition, and career development.
質問 # 17
Which best describes the components of a dual career path?
- A. The vertical sequences and the horizontal sequences
- B. The management paths and the non-management tracks
- C. The potential ratings and the promotability ratings
- D. The realistic routines and the plausible length of time
正解：B
解説：
* Dual Career Paths: This system allows employees to advance their careers either through management roles or specialized technical/professional roles, providing flexibility in career development.
* Career Growth Opportunities: Offering dual career paths ensures that employees who excel in technical or professional roles have opportunities for advancement without being forced into management positions.
* Employee Retention: This approach can improve retention by providing multiple avenues for career progression, catering to diverse career aspirations and strengths.
* Balanced Workforce: It helps create a balanced workforce where both managerial and technical skills are valued and nurtured.
References:
* SHRM, "Creating Career Pathways for Employees," available at SHRM.org.
* SHRM, "Career Development: Dual Career Path Programs," available at SHRM.org.
質問 # 18
A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The manager is one of the office's top-performing employees with considerable influence over other employees' opinions about how the office is managed. What should the HR director do to prevent disruption to station operations while the flexible schedule policy is reviewed?
- A. Ask the manager to be patient while HR reviews the flexible schedule policy.
- B. Issue an office wide statement indicating that HR is reviewing the flexible schedule policy and may make revisions.
- C. Meet with the manager to explain the objective and timeline of the review process and ask for the manager's support in the interim.
- D. Conduct an onsite meeting with all employees at the broadcasting station to solicit input and discuss options and concerns.
正解：C
解説：
To prevent disruption while the flexible schedule policy is being reviewed, the HR director should:
* Meeting with the Manager: Hold a meeting with the manager to discuss the urgent request and explain the objective and timeline for reviewing the flexible schedule policy.
* Support and Collaboration: Seek the manager's support during the review process, emphasizing the importance of their role in maintaining stability and morale within the team.
* Transparency: Provide a clear timeline for the policy review and update the manager on the progress, ensuring transparency and managing expectations.
* Interim Solutions: Explore interim solutions that can accommodate the manager's needs without disrupting operations, such as temporary adjustments to the work schedule or trial telework arrangements.
* Communication: Communicate with the broader team about the ongoing review process, highlighting the organization's commitment to considering their needs and improving work arrangements.
This approach balances the immediate needs of the manager with the longer-term objective of a fair and comprehensive policy review, consistent with SHRM's best practices for managing change and maintaining employee engagement.
質問 # 19
When deciding whether an employee is eligible to work remotely, which factor should be considered first?
- A. Competence
- B. Self-discipline
- C. Performance
- D. Job posting
正解：A
解説：
When deciding whether an employee is eligible to work remotely, competence should be considered first.
Competence ensures that the employee has the necessary skills, knowledge, and abilities to perform their job effectively without direct supervision.
* Assessing Job Requirements: Determine if the nature of the job allows for remote work. Some roles require physical presence, while others can be performed remotely without compromising quality or efficiency.
* Evaluating Skills and Abilities: Assess whether the employee has the technical skills, self-discipline, and time management abilities needed to work independently and remain productive in a remote environment.
* Performance History: Review the employee's past performance to ensure they have demonstrated the ability to meet goals and deadlines without close supervision.
* Communication Skills: Ensure the employee has strong communication skills, as remote work often requires effective virtual communication and collaboration.
* Technological Proficiency: Confirm that the employee is proficient with the necessary technology and tools to work remotely, including video conferencing, project management software, and secure access to company systems.
References:
* SHRM guidelines on remote work eligibility and management
* Research on factors influencing remote work success and productivity
質問 # 20
Which item should the HR director review when tasked with quickly identifying if the organization is meeting its mission?
- A. HR audit
- B. HR scorecard
- C. Balanced scorecard
- D. Mission statement
正解：C
解説：
* Balanced Scorecard Overview: The balanced scorecard is a strategic management tool that provides a comprehensive view of an organization's performance by tracking key financial and non-financial indicators across four perspectives: financial, customer, internal processes, and learning and growth.
* Alignment with Mission: By reviewing the balanced scorecard, the HR director can quickly assess how well the organization is meeting its mission and strategic objectives. It provides a holistic view of organizational performance and helps in identifying areas needing improvement.
* Key Performance Indicators (KPIs): The balanced scorecard includes KPIs that are aligned with the organization's mission and goals, making it a useful tool for monitoring progress and ensuring that all activities are contributing to the overall mission.
* Strategic Decision-Making: Using the balanced scorecard helps in making informed strategic decisions by providing a clear picture of organizational performance and alignment with the mission.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on strategic management and balanced scorecard utilization
質問 # 21
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to reduce favoritism from managers when making promotion decisions in the future?
- A. Remind managers in writing of the company's expectations for fair employee treatment.
- B. Hire an external consultant to further tram managers on the code of conduct and ethical practice.
- C. Collaborate with managers to develop objective criteria for promotion decisions.
- D. Mandate that managers provide comprehensive justification for promotion.
正解：C
解説：
* Objective Criteria: Developing clear, objective criteria for promotions helps eliminate bias and favoritism, ensuring that decisions are based on merit and performance rather than personal relationships.
* Manager Involvement: Collaborating with managers in this process increases buy-in and ensures that the criteria are relevant and applicable to various roles within the organization.
* Consistency: Objective criteria provide a consistent framework for evaluating all employees, promoting fairness and transparency in promotion decisions.
* Training and Communication: Once the criteria are developed, HR can train managers on how to apply them effectively and communicate the criteria to all employees to ensure understanding and alignment.
References:
* SHRM, "Developing Fair and Objective Promotion Criteria," available at SHRM.org.
* SHRM, "Ensuring Fairness and Transparency in Promotion Decisions," available at SHRM.org.
質問 # 22
A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
During the executive team meeting, the sales department senior executives make allegations about the CHRO's professional qualifications that the CHRO knows are false. Which action should the CHRO take?
- A. State that the allegations made by the sales department senior executives are not true.
- B. Request that the sales department senior executives provide tangible evidence that supports the allegations.
- C. Invite the sales department senior executives to meet with the CHRO after the executive team meeting to discuss the allegations.
- D. Advise the sales department senior executives to behave in a professional manner.
正解：A
解説：
* Addressing Allegations:
* Professional Response: Calmly and clearly state that the allegations are not true to maintain professionalism.
* Clarity: This approach helps to refocus the discussion on the real issue - the time-keeping policy flaw.
質問 # 23
How should an organization most effectively improve employee productivity during a time of rapid growth and organizational change?
- A. Reduce the representation gap.
- B. Increase the frequency of performance reviews.
- C. Implement a 360-degree feedback initiative
- D. Introduce forced ratings distribution.
正解：C
解説：
* Comprehensive Feedback: 360-degree feedback involves collecting performance feedback from a variety of sources including peers, subordinates, and supervisors, providing a well-rounded view of employee performance.
* Employee Development: This feedback mechanism can identify strengths and areas for improvement, fostering employee growth and enhancing productivity.
* Engagement and Trust: Employees feel more engaged and trusted when their contributions are evaluated fairly and thoroughly, which can improve morale and productivity during times of change.
* Continuous Improvement: The feedback received can be used to tailor training and development programs, ensuring employees have the necessary skills to thrive in a rapidly growing organization.
References:
* SHRM, "360-Degree Feedback: Best Practices," available at SHRM.org.
* SHRM, "Improving Performance with Feedback," available at SHRM.org.
質問 # 24
When evaluating potential employee systems using the CARVER system, what six criteria should be used during the risk assessment?
- A. Credibility, accountability recognizability, vacancy edge and reliability
- B. Changeability, alterability, results, viability, expertise, and redundancy
- C. Criticality, accessibility, recuperability. vulnerability, effect and recoverability
- D. Compatibility acceptability reliability variability, exposure, and relativity
正解：C
解説：
* CARVER System: The CARVER system is a risk assessment tool used to evaluate potential targets
* based on six criteria: Criticality, Accessibility, Recuperability, Vulnerability, Effect, and Recognizability.
* Criteria Explanation:
* Criticality: The importance of the system or asset to the organization's operations.
* Accessibility: The ease with which the system or asset can be accessed or attacked.
* Recuperability: The ability to recover from damage or disruption.
* Vulnerability: The susceptibility of the system or asset to damage or disruption.
* Effect: The impact of the damage or disruption on the organization.
* Recognizability: The ease with which the system or asset can be identified as a target.
* Application: Using these criteria helps HR managers and security professionals prioritize risks and allocate resources effectively to protect critical systems and assets within the organization.
* Best Practices: Regularly conducting CARVER assessments allows organizations to identify and mitigate potential risks proactively, ensuring the continuity and security of their operations.
References:
* SHRM, "Risk Management in HR," available at SHRM.org.
* U.S. Department of Homeland Security, "The CARVER Target Analysis and Vulnerability Assessment Methodology."
質問 # 25
An HR director is preparing to meet with the company president because one of the top executives has been accused of gross misconduct. Which is the best recommendation the HR director can give the president to ensure a complete and credible investigation process?
- A. Engage a third-party resource to conduct the investigation.
- B. Suggest the president speak with the executive before proceeding.
- C. Contact the appropriate governmental authority.
- D. Follow the company's standard procedure for conducting investigations.
正解：D
解説：
* Standard Procedures:
* Consistency: Using the standard procedure ensures that the investigation is conducted consistently, which is critical for maintaining fairness.
* Fairness and Impartiality: Standard procedures are designed to provide a fair and impartial process for all parties involved.
質問 # 26
A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Despite the HR director's insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?
- A. Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.
- B. Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.
- C. Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.
- D. Ask a senior leader to mediate the disagreement and have the power to make the final decision.
正解：B
解説：
The HR director should take a collaborative approach to resolve the disagreement with the recruitment director. This strategy helps in several ways:
* Open Communication: By meeting with the recruitment director, the HR director can explain the importance of conducting background checks, especially in protecting intellectual property. This opens up a dialogue where both parties can voice their concerns and understand each other's perspectives.
* Building Trust and Cooperation: Engaging in a joint discussion fosters a cooperative environment. It allows both directors to work together towards a mutually agreeable solution, increasing the likelihood of successful implementation of the guidelines.
* Finding a Compromise: This approach allows for the development of a compromise that addresses both the HR director's concern for security and the recruitment director's concern for efficiency. For example, they might agree to streamline the background check process to minimize delays.
* Aligning Goals: This meeting can help align the recruitment team's practices with the broader organizational goals, ensuring that all departments work towards common objectives.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on conflict resolution and strategic HR management
質問 # 27
During an initial client meeting for a consulting project which is key to ensuring a successful engagement?
- A. Planning the timeline and scope of the project
- B. Understanding the limits of one's own expertise
- C. Setting mutual project-related expectations
- D. Understanding the client organization's culture
正解：C
解説：
During an initial client meeting for a consulting project, setting mutual project-related expectations is key to ensuring a successful engagement. Establishing clear expectations helps to align both the consultant's and the client's understanding of the project's scope, deliverables, timelines, and responsibilities, reducing the risk of misunderstandings and misaligned objectives.
* Clarifying Objectives: The first step is to clearly define the objectives of the project. Understanding what the client hopes to achieve ensures that both parties are working toward the same goals.
* Defining Scope: Outline what is included in the project and what is not. This helps prevent scope creep and ensures that the project stays focused and manageable.
* Establishing Deliverables: Agree on the specific deliverables that the consultant will provide. This could include reports, analyses, or other outputs that are expected from the engagement.
* Setting Timelines: Develop a realistic timeline for the project, including key milestones and deadlines.
* This helps manage expectations regarding when different phases of the project will be completed.
* Determining Responsibilities: Clearly outline the responsibilities of both the consultant and the client.
This includes specifying who will provide necessary information, who will make decisions, and who will perform certain tasks.
* Communication Plan: Agree on how and how often the consultant and client will communicate.
Regular updates and check-ins are essential for maintaining alignment and addressing any issues that arise promptly.
References:
* SHRM guidelines on consulting and client management
* Best practices for project management and client engagement
質問 # 28
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?
- A. Offer to meet individually with each manager who needs clarification regarding the training.
- B. Send an email to all managers to solicit detailed feedback about the training.
B Implement a survey to collect feedback on the effectiveness of the training from the managers - C. Hire an external trainer to review the alignment of the policy with the training content.
正解：A
解説：
* Feedback Collection: Implementing a survey allows HR to collect detailed feedback from managers on the training, identifying specific areas where clarity was lacking.
* Continuous Improvement: The survey results provide valuable insights that can be used to improve future training sessions, ensuring that they are more effective and aligned with the company's policies.
* Engagement: Engaging managers in the feedback process helps them feel involved and valued, increasing their commitment to the training program and its objectives.
* Targeted Actions: Based on the survey feedback, HR can take targeted actions to address any misunderstandings or gaps in the training, such as additional training sessions or clarifying communications.
References:
* SHRM, "Evaluating Training Effectiveness," available at SHRM.org.
* SHRM, "Collecting and Using Feedback to Improve Training Programs," available at SHRM.org.
質問 # 29
A multinational company is installing a new HRIS. Working with the VP of IT, which is the first thing the VP of HR should consider when developing a data retention policy?
- A. Developing an information security training program for all system users
- B. Regulations regarding privacy and data retention in the company's home country
- C. Data protection requirements for all jurisdictions where the company transacts business
- D. Restricting the collection of information to only items that are job-related
正解：C
解説：
* Jurisdictional Compliance:
* Global Regulations: Multinational companies must comply with data protection laws and regulations in all countries where they operate, which can vary significantly.
* Legal Requirements: Understanding and adhering to these regulations is essential to avoid legal penalties and ensure the protection of employee data.
質問 # 30
Which process should the HR manager use to identify employees' developmental needs and readiness for future roles?
- A. Workforce planning
- B. Talent reviews
- C. Performance reviews
- D. Succession planning
正解：B
解説：
* Talent Reviews: Talent reviews are systematic evaluations of employees' skills, performance, and potential to identify their developmental needs and readiness for future roles.
* Developmental Needs Assessment: Through talent reviews, HR managers can identify gaps in skills and knowledge that need to be addressed to prepare employees for higher responsibilities.
* Succession Planning Integration: Talent reviews often feed into succession planning by providing data on which employees are ready for advancement and what development they need to fill future roles effectively.
* Best Practices: Conducting regular talent reviews helps ensure that the organization has a robust pipeline of qualified candidates for critical roles, aligning employee development with organizational goals.
References:
* SHRM, "Talent Review Meetings: Best Practices and Steps," available at SHRM.org.
* SHRM, "Developing an Effective Succession Planning Process," available at SHRM.org.
質問 # 31
Who is most qualified to be assigned to a business development management trainee as a mentor?
- A. Corporate training head
- B. Executive coach
- C. HRVP
- D. Sales VP
正解：D
解説：
A Sales VP (Vice President of Sales) is best positioned to mentor a business development management trainee because of their direct experience and expertise in sales and business development. This individual can provide valuable insights into market strategies, client relationships, and revenue generation, which are crucial for a trainee in this field to learn and develop.
References:
* SHRM Mentoring Programs
* SHRM Learning System for SHRM-SCP
質問 # 32
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