SHRM SHRM-SCP 問題集

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君が弊社のSHRM SHRM-SCPをご購入になってから、我々の承諾する一年間の更新サービスが無料で得られています。弊社の専門家たちは毎日更新状態を検査していますから、この一年間、更新されたら、弊社は更新されたSHRM SHRM-SCPをお客様のメールアドレスにお送りいたします。だから、お客様はいつもタイムリーに更新の通知を受けることができます。我々は購入した一年間でお客様がずっと最新版のSHRM SHRM-SCPを持っていることを保証します。

TopExamは君にSHRM-SCPの問題集を提供して、あなたの試験への復習にヘルプを提供して、君に難しい専門知識を楽に勉強させます。TopExamは君の試験への合格を期待しています。

弊社のSHRM SHRM-SCPを利用すれば試験に合格できます

弊社のSHRM SHRM-SCPは専門家たちが長年の経験を通して最新のシラバスに従って研究し出した勉強資料です。弊社はSHRM-SCP問題集の質問と答えが間違いないのを保証いたします。

この問題集は過去のデータから分析して作成されて、カバー率が高くて、受験者としてのあなたを助けて時間とお金を節約して試験に合格する通過率を高めます。我々の問題集は的中率が高くて、100％の合格率を保証します。我々の高質量のSHRM SHRM-SCPを利用すれば、君は一回で試験に合格できます。

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お客様は問題集を購入する時、問題集の質量を心配するかもしれませんが、我々はこのことを解決するために、お客様に無料SHRM-SCPサンプルを提供いたします。そうすると、お客様は購入する前にサンプルをダウンロードしてやってみることができます。君はこのSHRM-SCP問題集は自分に適するかどうか判断して購入を決めることができます。

SHRM-SCP試験ツール：あなたの訓練に便利をもたらすために、あなたは自分のペースによって複数のパソコンで設置できます。

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我々は弊社のSHRM-SCP問題集に自信を持っていますから、試験に失敗したら返金する承諾をします。我々のSHRM SHRM-SCPを利用して君は試験に合格できると信じています。もし試験に失敗したら、我々は君の支払ったお金を君に全額で返して、君の試験の失敗する経済損失を減少します。

SHRM Senior Certified Professional (SHRM-SCP) 認定 SHRM-SCP 試験問題:

1. 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.
In addition to background checks, the HR director would like for the recruitment director to begin using evidence based selection tools. What would be the most effective way to do this, given that the company is growing rapidly?

A) Locate an industry-leading selection test maker and buy an off-the-shelf product.
B) Conduct a full job analysis and design the selection tools in-house.
C) Continue using the current process and conduct a validation study of its utility.
D) Consult academic literature and design a selection tool based on best practices.

2. An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?

A) Share information across multiple technology platforms to increase the likelihood that employees read the updates
B) Increase the company's social media presence by promoting employee participation.
C) Ask the division directors to align the workplace policies across their divisions.
D) Develop a quarterly newsletter to share information about major company updates.

3. 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.
The HR specialist is concerned the manager's negative comment about the acquisition will lead to other employees having negative opinions about the acquisition. Which action should the HR specialist take to address this concern?

A) Coach the manager regarding effective communication options.
B) Ask the manager how many others saw the comment to understand how disruptive the comment might be.
C) Suggest that any employees who are anxious about the acquisition talk to HR about their concerns.
D) Inform senior leadership that managers are sharing negative comments about the acquisition.

4. An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.
The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO's poor communication?

A) Ask the CHRO to meet with each client to explain the reason for the frequent miscommunication.
B) Conduct a survey of internal clients to measure the level of trust in the HR function.
C) Meet with each client individually to discuss what each client would like the HRBP to do to improve.
D) Send each client an email accepting full responsibility for the problems and promising to improve.

5. What is a feature of an asynchronous learning environment?

A) Employees receive real-time feedback.
B) Employees can study anywhere and anytime.
C) Employees can access learning modules using different types of technology,.
D) Employees interact with each other in real time.

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