[2025年更新]SHRM-SCP試験問題集でテストエンジン練習テスト問題
合格できるSHRM-SCP試験[2025年03月31日]最新402問題
質問 # 203
What is the type of conflict that best describes the interaction between Jane and Susan?
- A. Bullying behavior
- B. Dysfunctional conflict
- C. Functional conflict
- D. Task conflict
正解：B
解説：
Dysfunctional conflict among employees is a detriment to the workplace and can cause absenteeism and/or turnover-this is the best descriptor of the interactions between Jane and Susan. Functional conflict is actually a beneficial type of conflict and can actually promote problem- solving and creative ideas. Bullying behavior is generally one-sided, and task conflict is isolated to a certain project or task.
質問 # 204
What could be the biggest advantage of having a remote workforce from a human resource perspective?
- A. Better overall work-life balance for remote employees, resulting in higher morale and moresuccessful recruitment efforts
- B. No commute for remote employees, resulting in fewer emissions for the environment
- C. Lower overhead costs-less of the space and equipment required
- D. No need for child care for remote employees
正解：B
解説：
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.
質問 # 205
When calculating the rate of turnover in an organization, which is most helpful?
- A. Separate out involuntary terminations from voluntary terminations.
- B. Consider the prior year,s headcount when dividing by the number of employee exits.
- C. Consider the prior year,s total number of employee exits when dividing by averageheadcount.
- D. Include both voluntary and involuntary terminations in the calculation.
正解：A
解説：
When determining the cause of employee turnover, it is best to separate out involuntary terminations from voluntary terminations. Counting involuntary terminations in the calculation will skew the separation rate and will not help determine the cause for attrition.
質問 # 206
What is an employee's right to have union representation during a disciplinary interview at the workplace called?
- A. Loudermill rights
- B. Garrity rule
- C. Weingarten rights
- D. Right to counsel
正解：A
解説：
A union member has the right to union representation in an investigatory interview that may result in discipline, and this right is known as "Weingarten."
質問 # 207
A new marketing manager is assigned a mentor by the human resources (HR) department. The mentor is a senior business partner of the company with many years of experience. They are meeting once a month, and the mentor prepares for the meetings by setting learning objectives and creating training material for the mentee. Why might this mentorship NOT be successful?
- A. Meetings should take place weekly.
- B. The mentor should not be assigned by HR. but selected by the mentee.
- C. The mentor should be a peer and not a senior colleague.
- D. Communication should be a two-way street and objectives set together.
正解：D
解説：
A successful mentorship is a Two-way street in which both parties exchange knowledge and learn from each other. The mentee must help shape the overall mentoring relationship, and goals should be set together. The frequency of meetings can vary. Generally, a mentor is a senior colleague or a peer. In a formal mentorship, the mentor and mentee are usually paired by HR. In an informal mentorship, the mentee of ten selects someone as a mentor for themselves.
質問 # 208
What is an example of a business outcome that can be measured to gauge the effectiveness of an employee engagement initiative?
- A. Employee motivation
- B. Employee absences
- C. Managerial skills
- D. Employee problem-solving abilities
正解：B
解説：
The employee absence rate is a measure that can be calculated and used to assess the effectiveness of an engagement action plan. Problem-solving abilities, employee motivation, and managerial skills are not outcomes that can be measured explicitly.
質問 # 209
A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?
- A. Inform the leaders that HR will follow best practices when selecting focus group participants.
- B. Explain to the leaders why using only employees from the list might exclude important perspectives.
- C. Remind the leaders that the operations VP asked the HRBP to lead the project.
- D. Conduct one focus group with the recommended employees and one with randomly selected employees.
正解：B
解説：
The HRBP should aim to include a diverse range of perspectives to get a comprehensive understanding of the organizational culture. Here's why this approach is best:
* Inclusivity and Representation: Explaining to the leaders that limiting participants to their recommended list might exclude important perspectives can help ensure that the focus groups are representative of the entire organization, leading to more accurate and actionable insights.
* Best Practices in Data Collection: By following best practices, which include selecting a diverse and random sample of employees, the HRBP can gather more reliable and unbiased data, crucial for effective culture
質問 # 210
The new HR manager spends time observing different employees to learn about the business. He notices that the maintenance supervisor, who is the CEO's cousin, appears unqualified when working on a defective fridge. When talking to the maintenance supervisor, the HR manager finds out that he has no training in performing the work required by his position. He further hears other employees saying that the maintenance supervisor of ten calls in favors from friends when he cannot complete the job himself. The HR manager is concerned about the maintenance supervisor's performance but also knows that he is close to the CEO. The CEO does not like to hear his family members being criticized. What should the HR manager do?
- A. He should inform the CEO of his findings and concerns.
- B. He should conduct an investigation to find out how the maintenance supervisor got hisposition without having the necessary qualifications for it.
- C. He should give the CEO a hint to observe the maintenance supervisor,s work himself.
- D. Because the maintenance department and the HR department are separate from each other,the HR manager does not need to act.
正解：A
解説：
The HR manager displays the leadership and navigation competency by speaking up even if it is something that the CEO would rather not hear. It is necessary for the HR manager to voice his concerns because improper maintenance can have costly consequences for the company.
質問 # 211
An organization manages employee benefits at its headquarters while it manages talent acquisition at regional offices. What is this organization's HR structure?
- A. Decentralized
- B. Outsourced
- C. Matrix
- D. Centralized
正解：A
解説：
A decentralized HR structure involves distributing HR responsibilities across various locations or units within the organization. In this case, while employee benefits are managed centrally at the headquarters, talent acquisition is handled by regional offices, indicating a decentralized approach. This structure allows for greater flexibility and responsiveness to local needs.
References:
* SHRM Centralized vs. Decentralized HR Structures
* SHRM Learning System for SHRM-SCP
質問 # 212
In what stage of a workforce analysis would a flow analysis be conducted?
- A. Supply analysis
- B. Demand analysis
- C. Gap analysis
- D. Solution analysis
正解：A
解説：
A flow analysis looks at how employees move around in the company. It follows each team member throughout the employee life cycle, including any promotions, demotions, or transfers. It is a critical part of evaluating the skill and talent that exists within the organization (supply analysis).
The demand analysis forecasts future talent needs of the company. The gap analysis contrasts the demand against the supply to identify possible talent shortfalls. During the solution analysis, a company identifies ways to fill any talent gaps.
質問 # 213
What is a key benefit of conducting stay interviews?
- A. Improved retention
- B. Development of performance objectives
- C. Not needing exit interviews
- D. Data gathered for performance appraisals
正解：A
解説：
Stay interviews can improve retention by allowing managers to find out early on if an employee is happy and satisfied or unhappy and disengaged. If the employee is unhappy or disengaged, the manager has an opportunity to address their concerns. With exit interviews, it's usually too late to prevent the employee from resigning.
質問 # 214
In a meeting with the executive leadership team, a strict performance management system with the goal of terminating underperforming employees is being discussed. How should the HR manager, who is attending the meeting, react when asked to implement the new system?
- A. The HR manager should discuss employee engagement initiatives that can improveemployee performance.
- B. The HR manager should address the lack of communication between the developers andtheir managers as a potential reason for the performance issues.
- C. The HR manager should implement the system as asked by the executive leadership team.
- D. The HR manager should point out the difficulty of hiring new developers, and challengemanagement to look at the underlying reasons for the low performance.
正解：D
解説：
The HR manager displays the leadership and navigation competency by guiding the senior management team to look at the problem from a different angle, considering factors they might have previously overlooked. Even though the HR manager should aim to align the HR strategy' with the company's strategic goals, he has to evaluate the decisions of the executive leadership team to be sure that they are in the best interest of the company. The HR manager does not know if low employee engagement or a lack of communication are reasons for the low performance, so addressing these would not be helpful.
質問 # 215
A consulting firm determines that the average annual salary for project analysts in their area is $60,000. They are looking to hire a new project analyst and post the position with an annual pay rate of S70,000. What pay strategy does the company pursue?
- A. Top market competition
- B. Lead market competition
- C. Match market competition
- D. Lag market competition
正解：B
解説：
To attract the best talent, the company pursues a lead market strategy' and of fers higher wages than the market. A match market strategy would be to of fer pay rates similar to other companies. A lag market strategy would aim to save on personnel costs by of fering lower-than- average wages.
質問 # 216
What is the first step in recruitment content marketing on social media?
- A. Define a target audience.
- B. Develop a content strategy.
- C. Identity audience locations.
- D. Agree on the objectives.
正解：A
解説：
* Foundation of Strategy: Defining a target audience is the first step in recruitment content marketing as it identifies the specific group of potential candidates the organization aims to attract.
* Tailored Content: Understanding the target audience allows for the creation of tailored content that resonates with their interests, values, and needs, increasing the effectiveness of recruitment efforts.
* Efficient Resource Allocation: It ensures that resources are used efficiently by focusing marketing efforts on the most relevant audience segments, thereby improving the return on investment.
* Strategic Alignment: This step aligns the recruitment marketing strategy with the organization's overall talent acquisition goals, ensuring that the right candidates are targeted and attracted.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on recruitment marketing and social media strategies
質問 # 217
The HR manager is asked to develop a sales incentive plan. What should he do first?
- A. Conduct a series of sales trainings to increase the product knowledge and sales abilities of the associates.
- B. Develop an incentive program with monetary as well as nonmonetary sales incentives.
- C. Analyze the current sales performance of individual stores and associates, and benchmark it against market data for other retail stores.
- D. Communicate the new sales incentive plan to associates and address their questions and concerns.
正解：C
解説：
The HR manager displays the critical evaluation competency by first gathering and analyzing the data. He needs to determine where sales numbers are currently at and then set realistic goals by comparing those numbers to market data. This enables him to develop a sales incentive plan that challenges the sales associates while still being achievable. Developing an understanding of this data and setting realistic goals is the foundation for creating and communicating the new sales incentive plan. That understanding is also critical for developing effective training programs.
質問 # 218
A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.
The CEO learns that the change in reporting structure has resulted in disappointment for the employees who are no longer direct reports and asks the HR director for advice. What action should the HR director advise the CEO to take?
- A. Ask the CFO to explain how the new reporting structure benefits the organization in a companywide meeting.
- B. Send an organizationwide email that highlights the CEO's vision.
- C. Ask the CFO to explain the benefits of the new reporting structure to the new team.
- D. Meet individually with employees affected by the new reporting structure.
正解：D
解説：
* Personal Communication:
* Direct Engagement: Meeting individually with affected employees shows that the CEO values their contributions and is personally engaged in the change process.
* Address Concerns: This approach provides an opportunity for employees to express their concerns and for the CEO to address them directly.
質問 # 219
When conducting market research for compensation studies, which is a best practice?
- A. Contact other organizations directly for pay information as the information is more accurate.
- B. Utilize at least one market survey with aggregated salary information.
- C. Consider the job title and level of the position at other organizations.
- D. Leverage employee-reported salary figures through online tools.
正解：B
解説：
Organizations should not contact other organizations directly for specific compensation amounts as this may lead to antitrust violations. Also, job titles and levels can vary across organizations; the actual duties and responsibilities should be taken into account when determining the similarity of positions. Last, employee-reported salary amounts are not always accurate.
質問 # 220
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