2025 SHRM-SCP GUARANTEED PASSING | HIGH-QUALITY SHRM-SCP 100% FREE LATEST DUMPS FILES

2025 SHRM-SCP Guaranteed Passing | High-quality SHRM-SCP 100% Free Latest Dumps Files

2025 SHRM-SCP Guaranteed Passing | High-quality SHRM-SCP 100% Free Latest Dumps Files

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Tags: SHRM-SCP Guaranteed Passing, SHRM-SCP Latest Dumps Files, SHRM-SCP Test Dates, Pass SHRM-SCP Rate, SHRM-SCP Reliable Braindumps Ebook

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q111-Q116):

NEW QUESTION # 111
What is an advantage of hiring externally rather than from inside the organization?

  • A. External candidates are likely to be more competent.
  • B. It brings a fresh p
  • C. It can be less expensive for recruitment efforts.
  • D. It causes less conflict among coworkers.

Answer: B

Explanation:
External candidates can bring new ideas and approaches to an organization, whereas an internal candidate is influenced by the current organizational mind-set.


NEW QUESTION # 112
During a workforce audit, an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program. Which is the first step the HR leader should take in response to this discovery?

  • A. Determine if the organization is liable for possible immigration violations of these workers.
  • B. Adopt a process to track worker movement across geographies in line with immigration and tax rules.
  • C. Push for the adoption of online platforms to better integrate data of the mobile workforce.
  • D. Alert leadership that the organization may be in violation of statutory compliance.

Answer: A

Explanation:
When an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program, the first step is to determine if the organization is liable for possible immigration violations of these workers. Addressing potential legal and compliance issues is critical to avoid penalties and ensure the organization's operations remain lawful.
* Legal Review: Conduct a thorough review of immigration laws and regulations in the countries where the expatriates are located to identify any potential violations.
* Compliance Check: Verify the immigration status of the expatriates, including work permits, visas, and any other legal requirements necessary for them to work in the host countries.
* Risk Assessment: Assess the risks associated with any identified violations, including legal, financial, and reputational risks for the organization.
* Documentation: Gather and document all relevant information about the expatriates, including their roles, locations, and the terms of their assignments.
* Consult Legal Counsel: Seek advice from legal experts specializing in immigration and employment law to determine the best course of action to address any compliance issues.
* Action Plan: Develop and implement an action plan to rectify any violations, which may include regularizing the immigration status of the expatriates, implementing better tracking systems, and ensuring future compliance.
References:
* SHRM guidelines on global mobility and immigration compliance
* Legal resources on managing expatriate assignments and compliance


NEW QUESTION # 113
For an employer to hire an unpaid intern, the internship must meet several criteria.
Which option is NOT a criterion to qualify for an unpaid internship?

  • A. The intern receives relevant and valuable on-the-job training.
  • B. The intern receives academic credit for completion of the internship.
  • C. The intern,s work does not take away work from another paid employee.
  • D. The intern must work less than 20 hours per week.

Answer: C

Explanation:
The Department of Labor has issued seven criteria that qualify an internship to be unpaid.
There are no restrictions for weekly hours.


NEW QUESTION # 114
When developing the next phase of unconscious bias trainings and DE&I programs, which of the following actions would be the most effective?

  • A. Eliminate the unconscious bias training due to poor participation rates and negative debriefresults.
  • B. Link the virtual trainings to supplemental in-person follow-up sessions within each facility.
  • C. Demand a higher rate of participation among organizational leaders during the next seriesof trainings.
  • D. Increase the number of trainings of fered and required to improve exposure.

Answer: C

Explanation:
Unconscious bias trainings are at higher risks of failure if they are used as stand-alone bandages that simply check a "DEI training" box. In general, DEI trainings benefit from a variety of modalities, interactions, and workplace-specific applications. Simply adding additional trainings (A) runs the risk of backfiring if employees refuse to attend or feel their time is being wasted.
Eliminating the trainings altogether (B) could also cause backlash from employees because they may view the action as an abandonment of DEI strategy. Higher leadership participation (C) can be a helpful change to the next series of trainings, but the participation must be due to a genuine desire to contribute to DEI advancement and not due to threats or demands.


NEW QUESTION # 115
How would you handle this complaint?
A supervisor, John, gives you a call and says, "I have an issue. Another supervisor, Steve, made a joke to one of my employees that made her feel uncomfortable." John goes on to describe the insensitive joke about a "black Santa" that Steve told to the African American employee, Karen. John finishes with, "So what do I do?" Steve is a well-liked supervisor who has never crossed the line before. According to John, Karen and Steve are friends, and she doesn't want him to "get into trouble," but she thought she should at least mention it.

  • A. Speak with Karen directly, and document the conversation. Ask her how she wants you toproceed.
  • B. Thank John for bringing this to your attention, and ask that he let you know if it everhappens again. Take no further action because this was an isolated incident with Steve
  • C. Have an informal but stern conversation with Steve. Explain that his joke was inappropriateand should never happen again.
  • D. Document the interaction Steve and Karen based on the facts presented by John.Save it in case another questionable scenario with Steve ever comes up.

Answer: A

Explanation:
Based on the facts that Karen and Steve are friends, Steve is in good standing with the company and has never been in trouble before, and Karen clearly has a desire to maintain the friendship, it would be best to let her make the decision on the next course of action.


NEW QUESTION # 116
......

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