SHRM SHRM-SCP : Senior Certified Professional (SHRM-SCP)

The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take first to respond to the incumbent manager's email?

• A. Advise the incumbent manager to compare the firm's total compensation and benefits package to competitors' packages.
• B. Meet with the incumbent manager to discuss the non-monetary benefits offered by the firm.
• C. Ask the incumbent manager to stay with the firm until the job openings are staffed.
• D. Explain to the incumbent manager how the changes in the job market have made it difficult to hire experienced managers.

To meet eligibility for Family and Medical Leave Act (FMLA)-protected leave, an employee and employer must meet specified criteri a. Which criterion is NOT an FMLA qualifier?

• A. The employee must give the employer at least 30 days, notice of an upcoming leave.
• B. The employee must have worked at least 1250 hours in the past 12 months.
• C. The employee must have worked for the employer for at least 12 months.
• D. The employer must employ at least 50 employees within a 75-mile radius.

What is a "top-heavy" 401 (k) plan?

• A. A plan with more than 60% participation by executives
• B. A plan with less than 60% participation by non-highly compensated employees
• C. A plan with an average deferral by highly compensated employees at 2% greater than non-highly compensated employees
• D. A plan with greater than 60% of its total value in the accounts of "key" employees

After meeting with each of the on-site team members, the manager and HR representative discover that some of the miscommunications likely stem from the differences in life experiences and expectations that come with team members being from different generations. How should the manager most effectively coach a multigenerational workforce?

• A. Observe team meetings and when miscommunication arises, mediate the conversation toaid each team member in better understanding the other.
• B. Determine each team members individual strengths and challenges through individualcoaching sessions and set goals for each individual to use his or her strengths to contributeto the team.
• C. Assign projects that force each team member to work one-on-one with the other in order tofast-track communication strategy development.
• D. Assign tasks that align with the generational strengths of each employee, such as computerwork for the younger employee and mentoring roles for the older employees.

Why are human resource representatives generally excluded from bargaining unit representation?

• A. They act as an advisor and/or representative of management during collective bargaining.
• B. They are responsible for enforcing the provisions of the CBAs and policies.
• C. They are responsible for defining organizational policies that may conflict with collectivebargaining agreements (CBAs).
• D. They of ten oversee the work of others in a supervisory capacity.