Free Dec-2025 SHRM-SCP Certification Sample Questions certification Exam
Certification Topics of SHRM-SCP Exam PDF Recently Updated Questions
NEW QUESTION # 161
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. Fair and Accurate Credit Transactions Act
- B. Consumer Credit Protection Act
- C. Fair Credit Reporting Act
D Employee Polygraph Protection Act
Answer: C
Explanation:
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
NEW QUESTION # 162
Which of the following contains an instruction for how the federal government should operate?
- A. Statute
- B. Executive order
- C. Agency guideline
- D. Administrative protocol
Answer: B
Explanation:
An executive order issued by the US president is an order for how the federal government is to act, operate, or collaborate.
NEW QUESTION # 163
To comply with the Age Discrimination in Employment Act (ADEA), what should severance agreements include for employees over age 40?
- A. A seven-day consideration period plus a 21 -day revocation period after signing
- B. A 21-day consideration period plus a seven-day revocation period after signing
- C. A minimum of 30 days, health insurance coverage
- D. A waiver of any type of complaint to the Equal Employment Opportunity Commission (EEOC)
Answer: B
Explanation:
The Age Discrimination in Employment Act (ADEA) requires an employee over 40 to receive 21 days to review a severance agreement before signing. Once the employee signs the agreement, he/she has seven days from the date of signature to change his/her mind and revoke the agreement. Agreements should not contain any type of language that would prevent employees from filing a complaint with the Equal Employment Opportunity Commission (EEOC).
NEW QUESTION # 164
A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?
- A. Use pre- and post-training surveys.
- B. Gamify professional development opportunities.
- C. Apply the forgetting curve.
- D. Offer a diverse catalog of micro-courses.
Answer: D
Explanation:
* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.
NEW QUESTION # 165
The HR department is in the process of filling an open front of the lead position. Two candidates made it to the final interview stage and are scheduled to meet with a panel of managers next week. The front of the manager approaches the talent acquisition manager and hands him a resume. He says that he found a highly qualified candidate that he thinks would be a much better fit for the open position than the other two candidates. The talent acquisition manager reviews the resume and agrees that the candidate appears to be highly qualified. When he asks the front of the manager where he received the resume, he says that the candidate is his cousin. How should the talent acquisition manager handle this situation?
- A. The manager should inform the front of the manager that he is unable to consider thecandidate.
- B. The manager should interview the candidate.
- C. The manager should schedule a phone screen with the candidate to determine if he truly isas qualified as his resume seems to indicate.
- D. The manager should inform the front of the manager that all candidates need to complete anonline application in order to be considered for a position.
Answer: A
Explanation:
The talent acquisition manager displays the ethical practice competency by explaining to the front once manager that he is unable to consider the candidate. It would be unethical towards the candidates that made it to the final interview to add in another candidate who did not have to go through the same initial selection process. It would also be unethical to give preferential treatment to a family member of the front of the manager.
NEW QUESTION # 166
After you provide the stand-up desk to the CSR, another employee complains about unfair treatment. He/she would like a stand-up desk as well, not for disability reasons, but for health and wellness. There may be budget to purchase two to three more stand-up desks but not for all five CSRs. How would you handle this request?
- A. Offer to help set it up if he/she purchases the equipment using his/her own money.
- B. Explain that the reason the other CSR was given a stand-up desk was for a disability, and this was an accommodation under the Americans with Disabilities Act. For that reason, he/she will not be given one unless he/she too has a doctor,s note.
- C. Purchase the stand-up desk If anyone else asks for one, provide it as well until the budget isexhausted. Work to obtain more budget the following year to provide the desks to all five CSRs.
- D. Set up a program in which the highest-performing CSR of the quarter is awarded with a stand-up desk until the budget is exhausted.
Answer: B
Explanation:
Employers should never divulge another employee's personal health information, even to justify the reason for an accommodation. Although the performance-based program is creative, an employee's comfort should not be dependent on how well he/she performs on the job. The best course of action in this case is to work to obtain a budget to eventually of fer stand-up desks to all employees who sit for extended periods of time. This can be treated as a perk of the job and may end up preventing future health issues for employees.
NEW QUESTION # 167
A person is described as being single and a recent college graduate from San Francisco.
What layer is this description referring to?
- A. External dimension
- B. Organizational dimension
- C. Internal dimension
- D. Personal dimension
Answer: C
Explanation:
According to the layers of diversity model by Gardenswartz and Rowe, the external dimension includes a person's marital status, education, and place of residence.
NEW QUESTION # 168
A company was recently certified as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?
- A. Adaptation
- B. Transformation
- C. Assimilation
- D. Integration
Answer: B
Explanation:
There are three stages on the corporate social responsibility (CSR) curve: compliance, integration, and transformation. The company is at the transformation stage. They have successfully integrated sustainability into their core strategy by receiving the B Corp certification. A company can obtain this certification if they meet a number of environmental and social performance standards.
NEW QUESTION # 169
How would you advise the supervisor to handle this problem employee?
- A. The supervisor should send an email to him/her summarizing the disrespectful behavior and specific attendance issues. This would serve as valuable documentation later if needed.
- B. The supervisor should focus on supporting the other team members. Thank them for picking up the slack, and let them know they can stop by any time to discuss concerns.
- C. The supervisor should have a direct conversation with the employee focused on his/her performance and attendance. Going forward, the supervisor should begin documenting each instance of bad behavior.
- D. The supervisor should focus on the medical condition and refer the employee to human resources to discuss an accommodation or possible Family and Medical Leave Act (FMLA) leave.
Answer: D
Explanation:
The supervisor should focus solely on the employee's performance and attendance. A blend of direct face-to-face feedback and documentation is best to illustrate that the supervisor is following protocol and no unfair treatment based on his/her medical condition is taking place.
NEW QUESTION # 170
The hiring practices of a company include fully screening prospective employees prior to a job offer, which is then unconditional. A new HR manager wants to instead begin extending conditional offers. Which reason best illustrates an advantage of extending conditional offers from the company's perspective?
- A. Extending a conditional offer shows interest in the candidate more quickly.
- B. There is immunity from a discrimination standpoint when a conditional offer is withdrawn.
- C. A candidate can be onboarded more quickly when a conditional offer is extended.
- D. A conditional job offer shows greater interest by the company.
Answer: B
Explanation:
Extending a conditional job offer allows the company to set specific conditions that must be met before the offer becomes final, such as background checks, drug tests, or reference checks. If these conditions are not met, the offer can be withdrawn without the company facing discrimination claims. This provides the company with a level of legal protection and ensures that all necessary checks are completed before the employee begins work.
References:
* SHRM Talent Acquisition Strategies
* SHRM Learning System for SHRM-SCP
NEW QUESTION # 171
What job evaluation approach should be used to determine the degree to which jobs being evaluated are composed of selected compensable factors?
- A. Wage curves
- B. Point method
- C. Job classification
- D. Ranking
Answer: B
Explanation:
The point method is a quantitative job evaluation approach that involves identifying compensable factors and assigning a point value to each factor. Jobs are then evaluated based on these factors, and a total point score is calculated for each job. This method provides a systematic and objective way to compare the relative worth of different jobs within an organization.
References:
* SHRM Job Evaluation Methods
* SHRM Learning System for SHRM-SCP
NEW QUESTION # 172
What is an example of cultural relativism?
- A. Expressing that ant soup of fered in the employee cafeteria sounds unappetizing
- B. An organization,s goal to contribute to social justice
- C. Not utilizing a vendor because they engage in child labor
- D. A company built on values of respect and honesty
Answer: A
Explanation:
This is an example of cultural relativism because a judgment is made based on the person's own cultural perspective. Someone from Laos is likely to regard it as tasty, whereas a European visitor might find the idea disgusting. The other answer choices are examples of ethical universalism.
NEW QUESTION # 173
When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?
- A. Masculinity versus femininity
- B. Individualism versus collectivism
- C. Long-term versus short-term orientation
- D. Low power versus high power distance
Answer: B
Explanation:
* Understanding Cultural Dimensions: Individualism versus collectivism is one of the key cultural dimensions identified by Geert Hofstede. It describes the degree to which individuals are integrated into groups and the importance placed on individual versus collective achievements.
NEW QUESTION # 174
What is one provision of the Affordable Care Act (ACA) regarding preventive care?
- A. Characterize all women,s health treatments as preventive.
- B. The out-of -pocket cost for preventive care shall be capped at a percentage of the federal poverty level.
- C. Preventive care shall be covered at 100% and is not subject to co-pays, deductibles, or coinsurance.
- D. Insured members shall receive $1 million in coverage for preventive care.
Answer: D
Explanation:
As part of the Affordable Care Act (ACA), preventive care, vaccines, and screenings are no longer subject to copayments, deductibles, or coinsurance. There are also expanded protections for women's health services.
NEW QUESTION # 175
Which is a component of a total rewards system?
- A. Organization reputation
- B. Company profitability
- C. Career development
- D. Agile IT systems
Answer: C
Explanation:
* 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.
NEW QUESTION # 176
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