[Jan 09, 2022] Passing Key To Getting SHRM-CP Certified Exam Engine PDF
SHRM-CP Exam Dumps Pass with Updated Jan-2022 Tests Dumps
How to study the SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
Two types of resources could cover the preparation of certification examinations. The first are study guides, reference books and study forums, which are developed and suitable for information from scratch. Besides video tutorials and lectures, they are a good way to alleviate pain through the study and make the study process more interesting, although they demand both time and concentration. Intelligent candidates who want to develop a solid foundation of exam subjects and linked technologies typically combine video lectures with study guides, to reap the benefits of each exercise test or exercise exam engine, but are an important tool that most candidates usually do not notice. Practical exams are conceived with our experts to test their knowledge of skills, and to make prospects comfortable and familiar with the real examination environment. Statistics indicate that examination anxiety plays a much greater role in the failure of students than the fear of the unknown. The team of certification-questioners recommends preparing a few notes on these topics, so that you don't forget to practice SHRM SHRM-CP exam dumps, written by our team of specialists.
Who should take the SHRM SHRM-CP: Society for Human Resource Management Certified Professional exam
The SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam is excellent for those professional technical experts who are seeking to speed up their six-fold career and expertise in six-fold solutions. Those who take the course will get a SHRM and technique comprehension. Six professionals who wish to have thorough understanding of SHRM and SHRM processes and desire to work as a SHRM SHRM-CP in the management of project quality control. For these applicants, it is excellent.
- senior managers, team leaders, experts in software, project managers, quality assurance engineers, and specialists in management.
- Participants should have strong statistical knowledge, or
- At least three years of work experience, in one or more areas of the SHRM Body of knowledge should be required for the participants;
- Participants must have finished projects or complete projects with signed affidavits, or
How to book SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exams
The SHRM SHRM-CP: Society for Human Resource Management Certified Professional registration follows the stages below:
- Step 1: You may login or setup your account if you first appear for SHRM-CP certification.
- Step 2: Buy SHRM SHRM-CP Exam voucher from the website by using a debit/credit card.
- Step 3: You may choose a test center, the time and the date using Pearson VUE's platform, and use a voucher code you obtained from the website.
NEW QUESTION 94
The Expectancy Theory (1964) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Fredrick Herzberg
- C. Clayton Alderfer
- D. Victor Vroom
Answer: D
Explanation:
Explanation: The Expectancy Theory of 1964, which considers employee motivation in view of the potential for reward, is attributed to Victor Vroom. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 95
The Greendale Company is thinking about adjusting its executive compensation package. There is some concern, however, that the new program will adversely affect the company's tax burden. The Greendale Company should ask the IRS for a(n)
- A. audit.
- B. expansion clause.
- C. trade exception.
- D. private letter ruling.
Answer: D
Explanation:
Explanation: The Greendale Company should ask the IRS for a private letter ruling. Private letter rulings are a courtesy provided by the Internal Revenue Service. When a company is uncertain about the tax implications of a proposed change, it may submit the details to the IRS and receive an estimate. In the long run, the effort expended by the IRS on private letter rulings obviates the need for more work cleaning up unanticipated messes.
NEW QUESTION 96
The ERG Theory (1969) is attributed to which of the following researchers?
- A. Clayton Alderfer
- B. Abraham Maslow
- C. Fredrick Herzberg
- D. Victor Vroom
Answer: A
Explanation:
Explanation: The ERG Theory of 1969, which looks at the levels Existence, Relatedness, and Growth among employees, is attributed to Clayton Alderfer. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Victor Vroom is credited with the Expectancy Theory of 1964; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 97
In the view of the Office of Federal Contract Compliance Programs, what is the best source for data related to employee race and ethnicity?
- A. birth certificates
- B. selfreporting
- C. census forms
- D. employer judgment
Answer: B
Explanation:
Explanation: The Office of Federal Contract Compliance Programs prefers that data related to employee race and ethnicity be generated by selfreporting. In other words, it is best if employees indicate their own race or ethnicity, as often happens during the hiring process. Selfreported data is more accurate, and is less likely to be influenced by a desire to demonstrate diversity.
NEW QUESTION 98
According to the LaborManagement Relations Act (LMRA) of 1947, if the President steps in during a labor strike, how long of a "coolingoff" period may he require, should the strike be deemed to have national consequences?
- A. 80 days
- B. 30 days
- C. 100 days
- D. 50 days
Answer: A
Explanation:
Explanation: The President may require a coolingoff period for 80 days, if the strike is deemed to have national consequences. In other words, if the strike has the potential to result in serious consequences to national activities, the President may get involved and require the parties to come together and discuss the issue. The options for 30 days and 50 days are too low, and the option for 100 days is too high. (It should be noted that the President does not have to require the full 80 days, but the full 80 days is provided as an option.)
NEW QUESTION 99
As he arrives at work, Sven bumps into a tree in the company parking lot. He experiences some neck pain later in the day. Is this a workrelated injury?
- A. Yes, because the accident took place on company property.
- B. Yes, because the symptoms emerged at work.
- C. No, because Sven had not yet clocked in.
- D. No, injuries sustained in vehicle accidents on company property before or after work are not considered workrelated.
Answer: D
Explanation:
Explanation: This is not considered a workrelated injury because vehicle accidents that occur on company property are not considered workrelated under the Occupational Health and Safety Act. If Sven had sustained this injury while driving somewhere in a company vehicle or in the pursuit of company business, the accident would be considered workrelated.
NEW QUESTION 100
Which of the following might be an example of Transactional Leadership?
- A. A manager takes the time to sit down with each employee and assist him in utilizing individual skills within the department.
- B. A manager has a series of tasks that need to be completed and assigns each employee a task, based on the employee's particular skill sets.
- C. A manager allows employees to determine where they fit best within the department and encourages them to work at their own pace.
- D. A manager sets monthly goals for his department and offers motivational rewards to employees if they accomplish these goals.
Answer: D
Explanation:
Explanation: Transactional leadership occurs when a leader offers some form of a transaction as the result of meeting a goal; in other words the manager is utilizing transactional leadership by offering a reward if employees complete certain monthly goals. Answer choice B reflects a coaching style of leadership. Answer choice C reflects more of a directive style of leadership. Answer choice D reflects a laissezfaire style of leadership.
NEW QUESTION 101
What is the youngest age at which children may legally work, under certain conditions, as stipulated by FLSA?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
Explanation:
Explanation: Children as young as 14 may work, according to FLSA, but there are conditions that apply to hiring children this age. Children of 13 may not be legally hired by most businesses. Children of 15 and 16 are beyond the minimum age.
NEW QUESTION 102
Which of the following is the best definition of an employee brand?
- A. The human resources policy of marketing the company to prospective employees
- B. The public relations strategy for a company's success
- C. The total rewards philosophy for a company
- D. A clear portrayal of the company's identity
- E. The logo that represents a company
Answer: D
Explanation:
Explanation: An employer brand is simply a clear indication of a company's identity; it is essentially the unique characteristic(s) that define a company. An employer brand might be related to a public relations strategy (answer choice A), but it is not contained entirely within the public relations strategy. Similarly, the human resources policy of marketing (answer choice B) might reflect the employer brand, but this is not a clear definition of it. The total rewards philosophy is a separate part of a company's identity, so answer choice D is incorrect. And while the company might design a logo that reflects its employer brand, the logo is not equivalent to the brand.
NEW QUESTION 103
The National Labor Relations Act (NLRA) does not apply to which types of workers?
- A. Agricultural
- B. Corporate
- C. Financial
- D. Administrative
Answer: A
Explanation:
Explanation: The NLRA specifically does not apply to agricultural workers (among other types of workers - domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.
NEW QUESTION 104
Ron and Marcy apply for the same job at the Brown Company. During Ron's interview, the interviewer outlines the major responsibilities of the available position, and asks Ron a series of questions about his ability to fulfill them. Marcy's interview covers much of the same ground, but the interviewer asks different questions related to Marcy's unique educational background. Ron and Marcy have participated in
- A. stress interviews.
- B. nondirective interviews
- C. structured interviews.
- D. patterned interviews.
Answer: D
Explanation:
Explanation: Ron and Marcy have participated in patterned interviews. This type of interview covers a predetermined set of subjects, but does not adhere to a script. In other words, the interviewer will know in advance what topics are to be discussed, but will not have a list of questions to be asked verbatim. Patterned interviews allow the interviewer to follow up on interesting and provocative comments, but the resulting interviews may be difficult to compare. A structured interview follows a predetermined list of questions. In a stress interview, the prospective employee is subjected to a very difficult or challenging situation. A nondirective interview is a freeform conversation that may range over any number of topics.
NEW QUESTION 105
Polygraph testing for employment falls under which of the following federal departments?
- A. Department of Labor
- B. USCIS
- C. Federal Trade Commission
- D. Department of Justice
Answer: A
Explanation:
Explanation: While polygraph testing might have the goal of "justice" in mind, it actually falls under the Department of Labor. The Federal Trade Commission governs fair credit reviews, while the USCIS (or the United States Citizenship and Immigration Services) governs immigration laws. For employers, the Department of Justice is involved in privacy laws that apply to employees.
NEW QUESTION 106
The orientation program at Company X is considered very intense. New employees are given a crash course in organizational philosophy, and are discouraged from voicing their opinions or concerns. Which type of people processing strategy is Company X using?
- A. divestiture
- B. investiture
- C. collective
- D. contest
Answer: A
Explanation:
Explanation: Company X is using a divestiture people processing strategy. This type of strategy aims to reduce the influence of personal characteristics on the organization. Military institutions typically employ a divestiture people processing strategy, with the aim of making individual soldiers subservient to the imperatives of the group. Investiture people processing strategies, on the other hand, give new employees a chance to express themselves and apply their personal idiosyncrasies to the organization. Contest people processing strategies do not sort new employees by interest or ability; instead, they put every new employee through the same program, and make decisions about placement once orientation is complete. Finally, collective people processing strategies emphasize cooperation between new employees.
NEW QUESTION 107
How much COBRA coverage is allowed after a divorce occurs?
- A. 18 months
- B. 29 months
- C. 36 months
- D. 0 months
Answer: C
Explanation:
Explanation: COBRA coverage is allowed for 36 months after a divorce occurs. The other answer choices-0 months, 18 months, and 29 months-are too brief (or, in the case of 0 months, nonexistent).
NEW QUESTION 108
Name one consequence of the Clayton Act of 1914.
- A. Federal contractors must pay the going rate for workers.
- B. Workers retained the right to organize.
- C. The Sherman Act was applied to unions.
- D. Employers could not always use injunctions to break strikes.
Answer: D
Explanation:
Explanation: One consequence of the Clayton Act of 1914 was that employers could not use injunctions to break strikes. This act was intended to protect the free market from monopolies and exclusive business arrangements. This act was unique at the time because it made executives responsible for violations.
NEW QUESTION 109
According to Edward E.
Lawler, the four elements of a highinvolvement organization are
- A. planning, execution, evaluation, and control.
- B. power, information, knowledge, and rewards.
- C. selection, maintenance, evaluation, and forecasting.
- D. knowledge, communication, incentives, and evaluation.
Answer: B
Explanation:
Explanation: According to Edward E.
Lawler, the four elements of a highinvolvement organization are power, information, knowledge and rewards. A highinvolvement organization is one in which employees are given the opportunity to arrange their work schedules and processes. In other words, employees have the power to determine their own daytoday activities. Of course, they are also responsible for results. In Lawler's system, a highinvolvement organization makes a wealth of information available to all employees, so that it can factor into their decisionmaking process. Similarly, a highinvolvement organization continuously tries to improve the employee knowledge base. Finally, in a highinvolvement organization, employees are paid based on their performance rather than seniority.
NEW QUESTION 110
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