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SHRM-CP certification exam is a valuable credential for HR professionals who want to validate their skills and knowledge and demonstrate their commitment to the field. With its comprehensive coverage of HR competencies and eligibility requirements, it is a respected and recognized certification in the industry.

SHRM-CP exam is a rigorous, computer-based test that assesses the knowledge and skills of HR professionals in various areas such as talent acquisition, employee engagement, compensation and benefits, HR development, and more. SHRM-CP Exam is designed to measure the proficiency of HR professionals in both the foundational and advanced aspects of HR knowledge. The SHRM-CP exam is a challenging exam that requires a significant amount of preparation and study.

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SHRM Society for Human Resource Management Certified Professional Sample Questions (Q216-Q221):

NEW QUESTION # 216
All of the following would be legally considered unfair labor practices for an employer except

A. Entering into a hot cargo agreement with the employee union
B. Taking disciplinary action against those who participate in unions
C. Entering into positional bargaining with the employee union
D. Declining to enter into a bargain with the employee union

Answer: C

Explanation:
Explanation: Positional bargaining is one among many bargaining options for employers, and entering into positional bargaining is not considered to be an unfair labor practice. However, entering into a hot cargo agreement with the union, taking disciplinary actions against those who participate in unions, and declining to enter into a bargain with the employee union may be considered unfair labor practices for employers.

NEW QUESTION # 217
Which of the following is not a recognized type of picketing?

A. Recognitional
B. Organizational
C. Petitional
D. Informational

Answer: C

Explanation:
Explanation: A "petitional" form of picketing does not exist. The recognized forms of picketing are as follows: organizational, informational, and recognitional.

NEW QUESTION # 218
OSHA 300 represents which of the following:

A. Employee Privacy Case List
B. Record of Employee Complaints and Referrals
C. Injury and Illness Incident Report
D. Summary of Workplace Problems
E. Log of WorkRelated Injuries and Illnesses

Answer: E

Explanation:
Explanation: OSHA 300 is officially the Log of WorkRelated Injuries and Illnesses. Answer choice A is incorrect because it more closely reflects OSHA 300A, which is a separate log. Answer choice B is incorrect because the Injury and Illness Incident Report is officially OSHA 301. Answer choices D is incorrect because it reflects an element of OSHA 300 but does not encompass the correct title of the log. Answer choice E is incorrect because it refers to one of OSHA's inspection priorities but not to the Log of WorkRelated Injuries and Illnesses.

NEW QUESTION # 219
As of July 24, 2009, the federal minimum wage was established at $7.25 per hour. Grace Clothing, a successful line of retail clothing stores located in California, will be hiring 10 new workers at minimum wage with the option for commission. California has a statewide minimum wage of $8.00 per hour, so the company owners have contacted human resources manager Edwina regarding the disparity in minimum wage pay at the state and federal level. Which statement below best quotes the policy Edwina would cite to help Grace Clothing resolve the difference?

A. The presence of commission means that Grace Clothing can lower the minimum wage that it pays workers because the commission payments compensate for the lower minimum pay
B. Grace Clothing is required to pay employees the lowest minimum wage of any state in the country, which is $5.15
C. When a state minimum wage is higher than the federal minimum wage, the company is required to pay the state minimum over the federal minimum
D. The size of Grace Clothing makes it exempt from minimum wage requirements, so the company has no obligation to follow either federal or state minimum wage
E. When a federal minimum wage is lower than a state minimum wage, companies may use the federal minimum wage as their standard

Answer: C

Explanation:
Explanation: Minimum wage law is as follows: the federal minimum wage is primary if the state minimum wage is lower than the federal minimum wage. If the state minimum wage is higher than the federal level, however, the company is required to pay the state minimum wage. In other words, companies are expected to pay whatever happens to be higher. There are, of course, a number of variables that can affect minimum wage and what a company is expected to pay, but in question 10 one should assume that Grace Clothing in California is required to pay whatever happens to be the higher minimum wage. This means that answer choices A and B are immediately incorrect. In the case of answer choice D, the question does not provide any information about the size of the company, so the answer choice becomes irrelevant to the discussion. (Again, it must be assumed based on the question that Grace Clothing is required to pay minimum wage; the real question is which minimum wage?) And answer choice E is incorrect because the presence of commission should not necessarily affect minimum wage. The minimum wage is the minimum a company is expected to pay employees. Any commissions represent an addition to payment, but because commissions cannot be guaranteed they cannot compensate for lower minimum wage.

NEW QUESTION # 220
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. patterned interviews.
B. stress interviews.
C. structured interviews.
D. nondirective interviews

Answer: A

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 # 221
......

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Sean White Sean White

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