SHRM SHRM-SCP VALID DUMPS FREE, SHRM-SCP QUESTION EXPLANATIONS

SHRM SHRM-SCP Valid Dumps Free, SHRM-SCP Question Explanations

SHRM SHRM-SCP Valid Dumps Free, SHRM-SCP Question Explanations

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Tags: SHRM-SCP Valid Dumps Free, SHRM-SCP Question Explanations, Latest SHRM-SCP Practice Questions, SHRM-SCP Latest Real Test, SHRM-SCP Pass Test

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Just download the Senior Certified Professional (SHRM-SCP) (SHRM-SCP) PDF dumps file and start the SHRM SHRM-SCP exam questions preparation right now. Whereas the other two Senior Certified Professional (SHRM-SCP) (SHRM-SCP) practice test software is concerned, both are the mock Senior Certified Professional (SHRM-SCP) (SHRM-SCP) exam dumps and help you to provide the real-time Senior Certified Professional (SHRM-SCP) (SHRM-SCP) exam environment for preparation.

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q215-Q220):

NEW QUESTION # 215
Which is the best example of using strategic management to create a competitive advantage?

  • A. Eliminating work processes that do not add value to the end customer
  • B. Enforcing a workplace flexibility policy to help employees achieve work/life balance
  • C. Providing safety training to all employees
  • D. Retaining compensation records for analytical purposes

Answer: A

Explanation:
Understanding Strategic Management:
* Strategic management involves the formulation and implementation of major goals and initiatives taken by an organization's top management on behalf of owners.
* It is based on the consideration of resources and an assessment of the internal and external environments in which the organization competes.
* Creating Competitive Advantage:
* Competitive advantage refers to factors that allow a company to produce goods or services better or more cheaply than its rivals. These factors enable the productive entity to generate more sales or superior margins compared to its market rivals.
* Analyzing Each Option:
* Option A: Retaining compensation records for analytical purposes
* While important for maintaining data and potentially improving compensation strategies, this action does not directly create a competitive advantage.
* Option B: Providing safety training to all employees
* Safety training is critical for compliance and employee well-being but does not inherently create a competitive advantage.
* Option C: Eliminating work processes that do not add value to the end customer
* This directly impacts operational efficiency and effectiveness. By removing non-value-added activities, the organization can streamline operations, reduce costs, and improve customer satisfaction, thus creating a competitive advantage.
* Option D: Enforcing a workplace flexibility policy to help employees achieve work/life balance
* While this can improve employee satisfaction and retention, it is more about internal employee relations than creating a direct competitive advantage in the market.
* Explanation of the Best Choice:
* Eliminating Non-Value-Added Processes:
* This approach aligns with Lean management principles, which aim to maximize customer value while minimizing waste.
* By focusing on activities that add value to the customer, the organization can become more efficient, reduce costs, improve product quality, and enhance customer satisfaction.
* This strategic focus on value-added processes helps in creating a leaner, more agile organization that can respond quickly to market changes and customer needs.
* Supporting SHRM Competency:
* Business Acumen: This decision demonstrates a deep understanding of how the business operates and how to improve its performance.
* Consultation: Involves consulting with various stakeholders to identify and eliminate inefficiencies.
* References:
* SHRM guidelines on strategic management and competitive advantage.
* Lean management principles and their application in creating competitive advantages.


NEW QUESTION # 216
Which of the following tools would be most useful in correcting the historically pervasive discrimination in compensation?

  • A. Job analysis
  • B. Compensation survey
  • C. Pay audit
  • D. Performance evaluations

Answer: C

Explanation:
Pay audits are designed to assess the rates of pay for all comparable positions and their compensable factors devoid of the individuals performing the job. Pay audits can help to identify pay discrepancies that may have been persisting for an individual because of past pay inequities, and they can identify pay practices to be corrected. Pay audits are most useful in correcting historical pay inequities as they are designed to identify when those inequities may have started and occurred. Compensation surveys (A) and market data about compensation trends can be useful for a company when setting pay rates for future hires or in times of pay restructuring. A job analysis (C) can be a useful tool prior to conducting pay audits to affirm that job descriptions and duties are accurate across different positions. Performance evaluations (D) are important within the context of pay equity to reward employees in clear, tangible ways that directly correlate to their work performance.


NEW QUESTION # 217
What is the type of conflict that best describes the interaction between Jane and Susan?

  • A. Functional conflict
  • B. Dysfunctional conflict
  • C. Task conflict
  • D. Bullying behavior

Answer: B

Explanation:
Dysfunctional conflict among employees is a detriment to the workplace and can cause absenteeism and/or turnover-this is the best descriptor of the interactions between Jane and Susan. Functional conflict is actually a beneficial type of conflict and can actually promote problem- solving and creative ideas. Bullying behavior is generally one-sided, and task conflict is isolated to a certain project or task.


NEW QUESTION # 218
An HR manager wants employees to acquire the skills to respond appropriately to practical situations. Which training style would be most effective?

  • A. Competence-based
  • B. Instructor-led
  • C. Blended learning
  • D. Knowledge content

Answer: A

Explanation:
* Practical Application: Competence-based training focuses on developing the specific skills and competencies that employees need to respond effectively to practical situations.
* Skill Mastery: This approach ensures that employees not only learn the theoretical aspects but also
* master the practical skills required for their roles, making them more capable and confident in real-world scenarios.
* Assessment and Feedback: Competence-based training often includes assessments and feedback, allowing employees to understand their strengths and areas for improvement and to track their progress over time.
* Customization: Training programs can be tailored to the specific needs of the organization and its employees, ensuring that the training is relevant and directly applicable to their job functions.
References:
* SHRM, "Competency-Based Training Programs," available at SHRM.org.
* SHRM, "Designing Effective Training for Skill Development," available at SHRM.org.


NEW QUESTION # 219
Sharon has calmed down and says, "Thanks. I feel a lot better. I just needed to vent to someone. Now I can go on about my day and put this behind me." What would you do next?

  • A. Thank Sharon for confiding in you, but diplomatically explain that it is not human resource,srole to be a therapist.
  • B. Give a warm smile to Sharon, and say, "My door is open any time." Consider it "case closed."Sharon clearly didn,t want this conflict to progress into anything more.
  • C. Give a warm smile to Sharon, and say, "My door is open any time"; however, after she leavesyour of the, give her supervisor a call, and explain what had just happened and that sheshould keep an eye on things between the Two.
  • D. Explain to Sharon that anything she says in your of the is not confidential and that you maybe looking into this further.

Answer: A

Explanation:
This conflict does not rise to the level of any type of harassment or even bullying: it sounds like normal workplace conflict between colleagues, For this reason, there is no need for a formal investigation; however, the supervisor should be made aware of the situation so that the conflict does not escalate.


NEW QUESTION # 220
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