SHRM-SCP NEW BRAINDUMPS QUESTIONS & SHRM-SCP VALID TEST SIMULATOR

SHRM-SCP New Braindumps Questions & SHRM-SCP Valid Test Simulator

SHRM-SCP New Braindumps Questions & SHRM-SCP Valid Test Simulator

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Tags: SHRM-SCP New Braindumps Questions, SHRM-SCP Valid Test Simulator, Test SHRM-SCP Quiz, Exam SHRM-SCP Registration, SHRM-SCP Certification Practice

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q243-Q248):

NEW QUESTION # 243
What can be said about good governance at an organization?

  • A. It is introduced by the governance board.
  • B. It applies equally to the host and home country of the organization.
  • C. It originates at the leadership level.
  • D. It is free of any contradictions.

Answer: A

Explanation:
Good governance starts with a company's leadership team. The top company of ficials need to exhibit it in everything that they do. It then must be obviously displayed at all other levels of the organization.


NEW QUESTION # 244
A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager's team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee's behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee's manager is acting hostile toward the employee, and the employee's manager mentioned that the international company should never have acquired the start-up.
How should the HR specialist address the manager's hostile behavior toward the employee?

  • A. Suggest that the manager meet with the employee to address any perceived hostile behavior
  • B. Request the employee provide specific documentation of the manager's hostile behaviors.
  • C. Advise offering the employee the opportunity to transfer to a different team.
  • D. Explain to the employee that the manager's behavior is likely in response to the employee's inappropriate message.

Answer: A

Explanation:
The HR specialist should address the manager's hostile behavior towards the employee by suggesting a direct approach for resolution. The recommended action is:
* Addressing Conflict Directly: The HR specialist should facilitate a meeting between the manager and the employee to discuss the perceived hostile behavior. This encourages open communication and provides an opportunity for both parties to express their concerns and seek mutual understanding.
* Mediation Role: During the meeting, the HR specialist can act as a mediator to ensure the conversation remains constructive and focused on resolving the issues rather than escalating them.
* Documentation: It is important for the HR specialist to document this process to ensure there is a record of the steps taken to address the complaint and any agreements reached during the meeting.
* Follow-up: After the meeting, the HR specialist should follow up with both the manager and the employee to ensure that the hostile behavior has ceased and that the working relationship is improving.
This approach aligns with SHRM guidelines on handling workplace conflicts, promoting a healthy and respectful work environment, and ensuring that issues are addressed promptly and effectively.


NEW QUESTION # 245
How would you appeal to senior finance leadership and convince them of the importance of this program?

  • A. Give a presentation to the senior finance leadership, and give several case studies of otherorganizations that had success with mentoring programs. Explain the employee morale-boosting benefits, and answer any questions they have.
  • B. Start a six-month pilot program, which costs much less than the full program, and hope thatits success will justify the money spent thus far.
  • C. Put together a succinct, finance-centered document with the total budget needed, how thebudget will be spent, the expected impacts on employee retention, and in turn, cost savings.
  • D. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.

Answer: C

Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.


NEW QUESTION # 246
Which is a role of HR as it relates to complying with the International Labor Organization's unfair labor practices?

  • A. Remuneration that exceeds the prevailing wage for the occupation
  • B. Reunite migrant workers with dependent children and spouses.
  • C. Offer relevant language courses after work hours at a convenient location.
  • D. Inform migrant workers in their native language of their rights to equal opportunity.

Answer: D

Explanation:
* Language Accessibility: Ensure that all communications regarding workers' rights are translated into the native languages of migrant workers. This helps in making the information accessible and understandable.
* Rights Education: Provide educational sessions for migrant workers about their rights, including equal opportunity, working conditions, and access to grievance mechanisms.
* Cultural Sensitivity: Be culturally sensitive in how information is presented. Use culturally appropriate methods and materials to convey the rights and responsibilities of migrant workers.
* Documentation: Provide written documentation in the workers' native languages, outlining their rights and the procedures for reporting any violations.
* Ongoing Support: Offer ongoing support and resources to ensure migrant workers feel comfortable and confident in exercising their rights. This includes having accessible HR representatives who speak their languages.
This approach ensures compliance with the International Labor Organization's standards and supports SHRM's commitment to promoting fair and equitable treatment of all employees, particularly vulnerable groups such as migrant workers.


NEW QUESTION # 247
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.
What should the HR director do to ensure that there is a successful transfer of knowledge from the displaced employees to those who will be retained after the layoffs?

  • A. Tell the displaced employees that they will be offered training and job placement services if they help with the transition.
  • B. Tell the displaced employees that helping with the transition will provide more time to find a job while still receiving compensation.
  • C. Explain to the displaced employees that they will be provided with a favorable reference in exchange for their cooperation.
  • D. Require the displaced employees to sign a contract that affirms that they will stay with the company during the transition.

Answer: A

Explanation:
* Incentivizing Cooperation: Offering training and job placement services to displaced employees provides them with a tangible benefit, making them more likely to cooperate during the transition period. This helps ensure a smooth transfer of knowledge.
* Maintaining Morale: Providing support such as training and job placement services helps maintain the morale of the displaced employees, demonstrating the company's commitment to their future success even after they leave the organization.
* Knowledge Transfer: Ensuring that displaced employees are motivated to assist with the transition helps secure the transfer of critical knowledge to the retained employees. This is crucial for maintaining operational continuity and minimizing disruptions.
* Ethical and Legal Considerations: This approach aligns with ethical best practices by offering fair and supportive measures to employees being laid off, thus potentially mitigating negative sentiments and legal risks associated with layoffs.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on managing layoffs and knowledge transfer


NEW QUESTION # 248
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