SHRM Society for Human Resource Management Complete Study Guide: SHRM-CP Exam and SHRM-SCP Exam (2022)

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SocietyforHumanResourceManagementSandraM.Reed,SHRM-SCP

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Copyright©2022byJohnWiley&Sons,Inc.Allrightsreserved.PublishedbyJohnWiley&Sons,Inc.,Hoboken,NewJersey.PublishedsimultaneouslyinCanada.ISBN:978-1-119-80548-9ISBN:978-1-119-80550-2(ebk.)ISBN:978-1-119-80549-6(ebk.)Nopartofthispublicationmaybereproduced,storedinaretrievalsystem,ortransmittedinanyformorbyanymeans,electronic,mechanical,photocopying,recording,scanning,orotherwise,exceptaspermittedunderSection107or108ofthe1976UnitedStatesCopyrightAct,withouteitherthepriorwrittenpermissionofthePublisher,orauthorizationthroughpaymentoftheappropriateper-copyfeetotheCopyrightClearanceCenter,Inc.,222RosewoodDrive,Danvers,MA01923,(978)750-8400,fax(978)750-4470,oronthewebatvwcopyright.com.RequeststothePublisherforpermissionshouldbeaddressedtothePermissionsDepartment,JohnWiley&Sons,Inc.,111RiverStreet,Hoboken,NJ07030,(201)748-6011,fax(201)748-6008,oronlineathttp://www.wiley.com/go/permission.LimitofLiability/DisclaimerofWarranty:Thepublisherandtheauthormakenorepresentationsorwarrantieswithrespecttotheaccuracyorcompletenessofthecontentsofthisworkandspecificallydisclaimallwarranties,includingwithoutlimitationwarrantiesoffitnessforaparticularpurpose.Nowarrantymaybecreatedorextendedbysalesorpromotionalmaterials.Theadviceandstrategiescontainedhereinmaynotbesuitableforeverysituation.Thisworkissoldwiththeunderstandingthatthepublisherisnoengagedinrenderinglegal,accounting,orotherprofessionalservices.Ifprofessionalassistanceisrequired,theservicesofacompetentprofessionalpersonshouldbesought.Neitherthepublishernortheauthorshallbeliablefordamagesarisingherefrom.ThefactthatanorganizationorWebsiteisreferredtointhisworkasacitationand/orapotentialsourceoffurtherinformationdoesnotmeanthattheauthororthepublisherendorsestheinformationtheorganizationorWebsitemayprovideorrecommendationsitmaymake.Further,readersshouldbeawaretheInternetWebsiteslistedinthisworkmayhavechangedordisappearedbetweenwhenthisworkwaswrittenandwhenitisread.Forgeneralinformationonourotherproductsandservicesorfortechnicalsupport,pleasecontactourCustomerCareDepartmentwithintheUnitedStatesat(800)762-2974,outsidetheUnitedStatesat(317)572-3993orfax(317)572-4002.Wileyalsopublishesitsbooksinavarietyofelectronicformats.Somecontentthatappearsinprintmaynotbeavailableinelectronicformats.FormoreinformationaboutWileyproducts,visitourwebsiteatwww.wiLey.com.LibraryofCongressControlNumber:2021948880TRADEMARKS:WILEY,theWileylogo,Sybex,andtheSybexlogoaretrademarksorregisteredtrademarksofJohnWiley&Sons,Inc.and/oritsaffiliates,intheUnitedStatesandothercountries,andmaynotbeusedwithoutwrittenpermission.SHRMisaregisteredtrademarkofSocietyforHumanResourceManagement.Allothertrademarksarethepropertyoftheirrespectiveowners.JohnWiley&Sons,Inc.isnotassociatedwithanyproductorvendormentionedinthisbook.Coverimage:©JeremyWoodhouse/GettyImagesCoverdesign:WileyStudy

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ThisbookisdedicatedtothetirelessHRprofessionalsthatshowupeverysingledayandtrytomaketheirworkplaces—andthemselves—better.Iseeyou.Study)

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AcknowledgmentsIwouldliketostartbyacknowledgingtheeffortsoftheincredibleeditorialteamIhadtheprivilegeofworkingwithonthisproject!Itwouldnothavehappenedwithouttheguidance(andnudging)frommyprojectmanager,GarySchwartz,whobarelydigitallyreactedwhenIaddedfourchaptershalfwaythroughtheprojectandsubmittedcontentinsuchanonlinearfashion.Similarly,thankstomyeditor,KenyonBrown,whose“flexibility-with-accountability”approachisexactlywhatmyINTP(Introverted,Intuitive,Thinking,andPer-ceiving)personalityrequires.WheneverIstartanewbook,IputinaspecialrequestforPantelisMarkouasthetechnicaleditor.Havinghimreviewmyworkgivesmeconfidencethat,ifImakeanerror,hewillnotonlycatchit,buthewillalsoprovidefeedbackonhowtomakethecontentstronger.IwasalsofortunatetocalluponhisexpertiseforthespecialfeaturesinChapter11,“DiversityandInclusion,”alongwiththeprofessionalexpertiseofReutSchwartz-Hebron,JeffreyPietrzak,andDawnKelley.Iamgratefulthattheyunderstoodmyvisionforthatchapterandfortheirgenerosityinsharingtheirwork.IhavehadtheabsoluteluxuryofworkingwithclientsandstudentswhomIadore.Thankyoutothebusinessesandstudentswhoputtheirtrustinmeandallowedmetoconductmyexperimentsintheir“petridishes.”Wehavelearnedtogethertheincrediblevalueofheart-feltleadershipovertheselast18months,andthey(theleadersandemployees)weremyrolemodels.Finally,I'dliketoacknowledgemyfamily,Chris,Clara,Calvin,andJen.Itendtodisap-pearwhenwriting,andyettheycontinuetosupportandencourageandloveanddemandandenrichmylifebeyondanyprofessionalworkIcouldimagine.Thislastyearwasintensebeyondbelief,andIwouldn’twantto“dolife”withoutthem!

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AbouttheAuthorSandraM.Reed,SPHR,SHRMSCPisaleadingexpertinthecertificationofhumanresourceprofessionals.SheistheauthorofHRCI:AGuidetotheHumanResourceBodyofKnowledge(HRBoK)(Wiley,2017),PHRandSPHRProfessionalinHumanResourcesCertificationCompleteDeluxeStudyGuide:2018Exams,SecondEdition(Wiley,2019),andPHR/SPHRExamForDummieswithOnlinePractice,SecondEdition(ForDummiesPress,2021).ReedhastrainedadultlearnersattheUniversityofCalifornia,Davis;theUni-versityofthePacific,andCaliforniaStateUniversity,Stanislaus.Sheholdsanundergraduatedegreeinindustrial-organizationalpsychologyandagraduatedegreeinorganizationallead-ership.SheisamasterpractitioneroftheMyers-BriggsTypeIndicator(MBTI)personalityassessment,andtheownerofabusinessconsultinggroupthatspecializesinstrategy,organi-zationaleffectivenessanddesign,andleadershipdevelopmentforsmallbusinesses.Youcanfindheratwww.sandrareed.co.AbouttheTechnicalEditorPantelisMarkou,PhD,isthechiefadministrativeofficerforMikimotoAmericaandanadjunctprofessorofbusinesspsychologyattheChicagoSchoolofProfessionalPsychology.Hehasover20yearsofcorporateexperiencemanaginghumancapitalinthefashionandluxuryjewelryindustries,andsomeofhisspecialtiesarebusinessstrategy,executiveselectionandcoaching,talentmanagementandleadershipdevelopment,changemanagement,orga-nizationaldesignandrestructuring,andculturalintegrationformergersandacquisitions.Inadditiontohisresponsibilitiesinhumanresources,heoverseesinformationtechnology,realestate,legal,andoperationsatt=companyheadquartersinNewYork.MarkouholdsabachelorofscienceinpsychologyfromBrooklynCollege,amaster’sdegreeinorganizationalpsychologyfromColumbiaUniversity,andaPhDinbusinesspsychologyfromtheChicagoSchoolofProfessionalPsychology.

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ContentsataGlanceIntroductionxxiiiSHRMCPAssessmentTestXXViPart|PreparingfortheExams1Chapter1TheBasicsofSHRMCertification3Chapter2PreparingfortheExam19PartIlUnderstandingHumanResourceCompetencies33Chapter3TheDynamicEnvironmentofHumanResourceManagement35Chapter4TheBusinessCompetencyCluster47PartIllThePeopleKnowledgeDomain69Chapter5StrategicHumanResourceManagemental£4Chapter6TalentAcquisition933Chapter7EmployeeEngagementandRetention115Chapter8LearningandDevelopment141Chapter9TotalRewards163PartIVTheWorkplaceKnowledgeDomain181Chapter10HRintheGlobalContext183Chapter11DiversityandInclusion199Chapter12RiskManagement227Chapter13CorporateSocialResponsibility251Chapter14U.S.EmploymentLawsandRegulations271PartVTheOrganizationKnowledgeDomain309Chapter15StructureoftheHRFunction3N1Chapter16OrganizationalEffectivenessandDevelopment335Chapter17WorkforceManagement355Study!||Reesocorins9&svn71209|

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xContentsataGlanceChapter18EmployeeandLaborRelations377Chapter19TechnologyManagement399AppendixAAnswerstotheChapterReviewQuestions413AppendixBSummaryofForm1-9Changes433Index437Study![JEE—&svn71209|

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ContentsIntroductionxxiiiSHRMCPAssessmentTestxxviPart|PreparingfortheExams1Chapter1TheBasicsofSHRMCertification3ExamNotables4ExamOverview4ExamEligibility5ExamBasics6TheSHRMExamObjectives10BreakingDowntheBoCK10TheValueofHRCertification14Summary16KeyTerms16ExamEssentials16Chapter2PreparingfortheExam19ExamNotables20StudyPlans20Groupvs.Self-Study21TheSHRMExamObjectives22UsingExamWeights22PracticeExams24Exam-TakingStrategies24UnderstandtheStem25GuessWhenNecessary26ExamDayBasics26MentalMechanisms27Mindset28ConfidenceBuilding29Summary30ExamEssentials31PartIIUnderstandingHumanResourceCompetencies33Chapter3TheDynamicEnvironmentofHumanResourceManagement35ExamNotables36AnEvolvingLandscape36Study)

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xiiContentsStrategicAlignment37GlobalOperations37Diversity,Equity,andInclusion37TalentAcquisitionandWorkforceManagement37RegulatoryEnvironment38MeasuringResults38CorporateSocialResponsibility38HRDemographics38ADayintheLifeofHR40HRProfessionalDevelopment42ManagingBurnout43Summary45ExamEssentials45Chapter4TheBusinessCompetencyClustera7ExamNotables48BusinessCompetencies49BusinessAcumen49BusinessandCompetitiveAwareness49FinancialAnalysis51StrategicAlignment53Consultation58EvaluatingBusinessChallenges59DesigningandImplementingHRSolutions59CriticalEvaluation63DataAdvocate63DataGatheringandAnalysis64Summary66KeyTerms66ExamEssentials66PartlllThePeopleKnowledgeDomain69Chapter5StrategicHumanResourceManagement7ExamNotables72TheSHRMExamObjectives73StrategicBusinessManagement75SystemsTheory76SystemsThinking76StrategicPlanning77StrategicAnalysis78TheStrategicPlanningProcess81StrategyFormulation81

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ContentsxiiiStrategyImplementationandEvaluation83ProjectManagement84SHRMSCPOnly85BecomingStrategicBusinessPartners86EngagingLeaders86EvaluatingHRActivities87Summary88KeyTerms88ExamEssentials89ReviewQuestions90Chapter6TalentAcquisition93ExamNotables94TheSHRMExamObjectives94AligningStrategy9%MergersandAcquisitions9%JointVentures97StrategicAlliance97DivestituresandDownturns97TalentPlanning98TheEmployerBrand99EmployeeValueProposition99JobAnalysisandDescriptions100Recruiting102RecruitingMethods103Selection104EmploymentInterviews104AssessmentCenters105JobOffers106Education,Certification,andLicensing106NegotiationTechniques107Acculturation,Socialization,Orientation,andOnboarding108WorkforceAnalytics108SHRMSCPOnly110Summary110KeyTerms111ExamEssentials112ReviewQuestions113Chapter7EmployeeEngagementandRetention115ExamNotables116TheSHRMExamObjectives116EmployeeEngagement119OrganizationalBehavior119

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xivContentsJobAttitudes119OrganizationalCommitment120JobCharacteristics121TheRoleofCulture122AssessingEngagement123PositiveEngagementStrategies124EngagingaRemoteWorkforce125HumanResourcesandtheEmployeeLifeCycle126PerformanceManagementSystems128PerformanceStandards129EvaluatingPerformance130Appraisals132PositiveFeedbackSystems133EvaluatingPerformanceManagementSystems134SHRMSCPOnly134Summary136KeyTerms136ExamEssentials137ReviewQuestions138Chapter8LearningandDevelopment141ExamNotables142TheSHRMExamObjectives142TheLearningandDevelopmentSystem144KnowledgeManagement145LearningManagementSystems146CareerDevelopment146L&DInterventionStrategies147NeedsAnalysis147TrainingInterventionsandDelivery150InstructionalDesign151DevelopmentalInterventions154LeadershipDevelopment157SHRMSCPOnly158Summary158KeyTerms159ExamEssentials160ReviewQuestions161Chapter9TotalRewards163ExamNotables164TheSHRMExamObjectives164StrategicTotalRewards166BuildingPayStructures166

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ContentsxvJobEvaluation167CollectingCompensationData168DataCollectionMethods171PayPractices172LaborLawCompliance173Benefits174CompensationMetrics175SHRMSCPOnly176Summary177KeyTerms178ExamEssentials178ReviewQuestions179PartIVTheWorkplaceKnowledgeDomain181Chapter10HRintheGlobalContext183ExamNotables184TheSHRMExamObjectives184DefiningGlobalStrategy186MultinationalEnterprises187StructuringanMNE187HRandDueDiligence188GlobalStaffing188ManagingExpatriates189SHRMSCPOnly194Summary195KeyTerms195ExamEssentials196ReviewQuestions197Chapter11DiversityandInclusion199ExamNotables200TheSHRMExamObjectives201DefiningDiversity,Equity,andInclusion202FocusingonDiversity,Equity,andInclusion205AStrategicFocus207AnOperationalFocus209DemographicBarrierstoSuccess212WorkplaceAccommodations220CompetencyandKnowledgeAlignment221OperatinginaDiverseWorkplace221AdvocateforDiversityandInclusion221SHRMSCPOnly223Summary223

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xviContentsKeyTerms224ExamEssentials224ReviewQuestions225Chapter12RiskManagement227ExamNotables228TheSHRMExamObjectives228TypesofRisk230WorkplaceSafetyandHealth231SecurityRisks235EnterpriseRiskManagement238TheRiskManagementProcess239RiskManagementTechniques241WrittenRiskManagementPlans243SHRMSCPOnly245Summary246KeyTerms247ExamEssentials247ReviewQuestions248Chapter13CorporateSocialResponsibility251ExamNotables252TheSHRMExamObjectives252DefiningCorporateSocialResponsibility(CSR)254CorporateSharedValue257BenefitsofCorporateSocialResponsibility258CorporateCitizenship258SustainableBusinessPractices260TheRoleofHumanResources262BusinessStrategy262TalentAcquisition262RiskManagement263TotalRewards264LearningandDevelopment265SHRMSCPOnly265Summary266KeyTerms267ExamEssentials267ReviewQuestions268Chapter14U.S.EmploymentLawsandRegulations271ExamNotables272TheSHRMExamObjectives272TheRegulatoryEnvironment275

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ContentsxviiLawsEnforcedbytheEqualEmploymentOpportunityCommission277AmericanswithDisabilitiesAct278CivilRightsActof1964278GeneticInformationNondiscriminationAct279LawsEnforced/AdministeredbytheOccupationalSafetyandHealthAdministration279OccupationalSafetyandHealthAct280NationalInstituteforOccupationalSafetyandHealth281WhistleblowerProtection281LawsAdministeredbytheOfficeofWorkers’CompensationPrograms282FederalEmployees’CompensationAct282LongshoreandHarborWorkers’CompensationAct282LawsAdministeredbytheNationalLaborRelationsBoardandtheOfficeofLabor-ManagementStandards282NationalLaborRelationsAct283LaborManagementRelationsAct283Labor-ManagementReportingandDisclosureAct285LawsAdministeredbytheWageandHourDivision286Davis-BaconAct287EmployeePolygraphProtectionAct287FairLaborStandardsAct288FamilyandMedicalLeaveAct289‘Walsh-HealeyPublicContractsAct290LawsAdministeredbytheMineSafetyandHealthAdministration290FederalMineSafetyandHealthAct291TheMineImprovementandNewEmergencyResponseAct292LawsAdministeredbytheEmployeeBenefitsSecurityAdministration292EmployeeRetirementIncomeSecurityAct293PatientProtectionandAffordableCareAct294LawsAdministeredbytheDepartmentofHomelandSecurityortheDepartmentofJustice294H2ATemporaryAgriculturalWorkers294ImmigrationandNationalityAct295MiscellaneousLawsandConcepts296DrugFreeWorkplaceAct296GarnishmentofWages296Harassment296LillyLedbetterFairPayAct297

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xviiiContentsLGBTQSex-BasedDiscrimination298Retaliation298SexualHarassment299WorkerAdjustmentandRetrainingNotificationAct299RetentionofDocuments300SHRM-SCPOnly302Summary303KeyTerms304ExamEssentials304ReviewQuestions306PartVTheOrganizationKnowledgeDomain309Chapter15StructureoftheHRFunction31ExamNotables312TheSHRMExamObjectives312HumanResourcesasaCoreCompetency314TheRoleofHumanResources315HR’sJob317IntegratingHumanResources320HumanResourceServiceModels322Centralized/DecentralizedHRStructures322Outsourcing323MeasuringHumanResourceContributions324CompetencyandKnowledgeAlignment326DeliveringMessages326ExchangingOrganizationalInformation327Listening327Networking328RelationshipBuilding329SHRMSCPOnly329Summary330KeyTerms331ExamEssentials331ReviewQuestions332Chapter16OrganizationalEffectivenessandDevelopment335ExamNotables336TheSHRMExamObjectives336OrganizationalEffectivenessandDevelopmentDefined338PeopleInterventions339IndividualBehaviors339GroupandTeamDynamics341

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ContentsxixProcessInterventions344InternationalOrganizationforStandardization345StructuralInterventions345CustomerorProduct345Functional346Geographic346Matrix346ManagingChange346CompetencyandKnowledgeAlignment348Teamwork348ConflictManagement349SHRMSCPOnly350Summary351KeyTerms352ExamEssentials352ReviewQuestions353Chapter17WorkforceManagement355ExamNotables356TheSHRMExamObjectives356IntegratingWorkforceManagement358WorkforcePlanning358IdentifyGapsandPlanAction361KnowledgeManagement362LeadershipDevelopment363TheLeadershipGap363LeadershipTheoriesandStyles365CompetencyandKnowledgeAlignment369NavigatingtheOrganization369Vision370ManagingHRInitiatives370Influence371SHRMSCPOnly372Summary372KeyTerms373ExamEssentials373ReviewQuestions375Chapter18EmployeeandLaborRelations377ExamNotables378TheSHRMExamObjectives378EmploymentRightsandResponsibilities380EmploymentAgreements381EmploymentDisputes383

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xxContentsIntellectualPropertyRights386TradeUnions387WorksCouncils389CollectiveBargaining390ContractAdministration390UnionStrategies391InternationalLaborRelations392CompetencyandKnowledgeAlignment392Negotiation393SHRMSCPOnly394Summary394KeyTerms395ExamEssentials395ReviewQuestions396Chapter19TechnologyManagement399ExamNotables400TheSHRMExamObjectives400ImpactofTechnologyonHRManagement402TechnologyandGeneralHRPractices403Automation403Third-PartyVendorManagement404TechnologyPolicies404EmployeeMonitoring407RiskManagement407SHRMSCPOnly408Summary408KeyTerms409ExamEssentials409ReviewQuestions410AppendixAAnswerstotheChapterReviewQuestions413Chapter5:StrategicHumanResourceManagement414Chapter6:TalentAcquisition415Chapter7:EmployeeEngagementandRetention416Chapter8:LearningandDevelopment417Chapter9:TotalRewards419Chapter10:HRintheGlobalContext420Chapter11:DiversityandInclusion421Chapter12:RiskManagement423Chapter13:CorporateSocialResponsibility424Chapter14:U.S.EmploymentLawsandRegulations425Chapter15:StructureoftheHRFunction426Chapter16:OrganizationalEffectivenessandDevelopment427

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ContentsxxiChapter17:WorkforceManagement429Chapter18:EmployeeandLaborRelations430Chapter19:TechnologyManagement431AppendixBSummaryofForm1-9Changes433ExamNotables434SummaryofChanges434UpdatesBasedonFormI-9Revision434MajorGuidanceChanges434NewContent435MajorClarifications435PlainLanguageUpdates435Index437Study

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IntroductionWritingabookatanytimeisalwaysexciting;writingabookinthemiddleofapandemicisanextremeadventure.Towardthebeginningofthisproject,IbecameillwithCovid-19.Sixmonthslater,myType1diabetichusbandalsocaughtthevirus.Fivemonthslatermyoldestsongotmarried.Inbetweenthesemajorevents,mydaughterbeganherindependentstudyathighschool,therewereacoupleofjobchangesinthehouse,acancelledvacationtoNewYork,astrategicrebrand,anadded10pounds,andaswitchtoavegetariandiet.Oh,andoneothersmallitem:IletmySHRMSCPcertificationexpireandhadtoretest—notbecauseIdidn’thavethecredits,butbecauseIsimplydidnotregisterthem.MyfirstthoughtwhenIfoundoutwas“AmIanadultornot?”Anxiety,joy,lackofbalance,ahealthydoseofcuriosity,andtheoriginalcastof“Hamilton:AnAmericanMusical”werethecompanionsinsidemyhead.AsInavigatedthesecircumstancesandthoughtsthatinformedmyperspective:Iamyou,andyouareme.Yourexperiencesmaybedifferent,butwehaveweatheredthistimeinhis-tory,andallofitsuncertainties,together.Duringthepandemic,myLinkedInmessageboxfilleddailywithquestionsaboutcertification,specifically:“Isnowtherighttimetotaketheexam?”Otherconcernsincludedpassrates,fearoffailure,finances,jobsecurity,andperhapsthemostcommonofconcerns—capacityandtime.Thetruthis,doinganythingofsignificanceisneverconvenient,evenintheabsenceofaglobalshutdown.Thoseissueshavealwaysbeenbarrierstotakingafirststeptowardprofessionalcertification.Thepandemicsimplyspotlightedtheminamoreemotionallyintensiveway.Iftheexamconcernsandmyexperiencearefamiliartoyou,considerthewordsofLaoTzu,whoasked,“Doyouhavethepatiencetowaituntilyourmudsettles,andtherightcourseofactioncomesalong?”(TaoTeChing,StephenMitchelltranslation,1995).When1readthis,Ivisualizemyselfthrashingaboutinastream,blockingmyownvisionbystir-ringupthemud.Itwasinoneoftheseunderwatermomentsthatthethemeformywritingprocess(andquitefrankly,life),declareditself:Bestill,notidle.Iencourageyoutodothesame.Readthisbook.Takepracticeexams.Reachouttoyournetwork.Settheworryaside.Wanderwhenstuck.Restbeforeyouquit.Lifewillhappenwhetheryouprepare,pass,orfail.Thekeytosuccessofallsortsistoplantyourfeetfirmlyonthegroundandstopthrash-ingabout.Thiswillallowyoutobeonyourpathwithastillmindandaclearvision.Thisisimportantbecause,asatherapisttoldme,“Wearenothumanthinkers,wearehumanbeings,meanttodo,toact.”Stopthinking,startdoing,andenjoythepeopleyoumeetandtheperspectivesyougainalongtheway.Itrulywishyouthebestofluck!HowThisBookIsOrganizedThegoalofthisbookistoservetwooutcomes:prepareforadifficultexamandbeago-toresourceasyoupracticethecraftofhumanresources.Forthesereasons,afewstructuralfeatureswereincluded.

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xxivIntroductionAppliedExamplesAsyoumaybeaware,theseexamsareexperience-based,andthusitiscriticalthatyouseeexamplesofhowthecontentappliestotheworkplace.Thisisaccomplishedinthree‘mainways:ExamNotables:Eachchapteropenswithasectionentitled“ExamNotables.”ThepurposeofthissectionistointroduceSHRM'’sdefinitionoftheexamfunctionalareaandtopro-videarelevantexamplethatdemonstrateshowtheconceptsapplyinreallife.Youwillalsoseealistofkeytermswithineachchapter.SomeofthesetermsaredrawnstraightfromSHRM’sGlossaryofTerms,whereasothersaredrawnfromthebestpracticesofHR.ChapterFeature:Titled“Note,”“CaseStudy,”or“Tip,”thesesidebarsfeaturerelevantexamplesofanexamconceptasitisbeingpracticedinthefieldorasitmayappearontheexam.ReviewQuestions:Chapters5-19closeswith10ReviewQuestionsthataredesignedtotestyourknowledge.Afewarewrittentoplaceyouintotheworkplace,requiringthatyouusecriticalthinkingskillstoapplywhatyoujustread.PartsAsyoubegintopreparefortheexams,yourmaintoolfromSHRMwillbetheexamBodyofCompetencyandKnowledge(BoCK).Thisdocumentoutlinesthecontentfocusoftheexams,anditisdividedintobehavioralcompetencies,technicalcompetencies,andfunctionalareas.Thesearefurthersortedintoclustersandsub-competencies.Moreonthiswillbefoundinthecomingchapters.Forourpurposeshere,though,IsoughttoorganizethebookintopartstoreducetheconfusionthattheBoCKcanproduce.Thefivemain“parts”ofthisbookarebrieflyreviewednext.PartI:PreparingfortheExamsInPartI,youwillfindareviewofthecertificationpro-cessandtakeacloserlookattheBoCK.PartII:UnderstandingHumanResourceCompetenciesInPartII,webreakdownthevariouscompetenciesthatarereviewedthroughoutthecontentareas.Thisincludesalookatthedifferencesbetweenthebehavioralcompetenciesandthedomainsofknowledgecompetencies(alsocalledtechnicalexpertise),whicharefurtherbrokendownintoHRfunctionalareas.PartITI:ThePeopleKnowledgeDomainPartIIItakesadeepdiveintothefunctionalareasrelatedtotheworkerswetrusttoachieveorganizationalgoals.PartIV:TheWorkplaceKnowledgeDomainThetechnicalcompetenciesofthework-placefocusesontheinternalandexternalenvironmentswhereworkgetsdoneandhowworkplacepracticesaffectachievingorganizationalresults.ItisinPartIVthatSHRM’sbehavioralcompetenciesbegintobeintroducedattheendofeachchapter.PartV:TheOrganizationKnowledgeDomainThispart’smajorfocusisonthestruc-turesandrelationshipsthatdriveorganizationalbehaviorandsuccessfulstrategies.Study

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IntroductionovOtherResourcesFinally,Itookcaretoensurethateachchapterincludesadditionalresourcestoaugmentyourstudyingefforts.Hearingfrommultipleperspectives,inmultiplevoices,andinmultiplewayswillincreasetheoddsthatyouwillretaininformationonexamdayandbeyond.Iencourageyoutobuildadditionaltimeeachweekintoyourstudyplantoaccesstheweb-sitelinks,watchtherecommendedvideos,readsummariesofthecitedauthors,orevenchasedownaheadlineaboutatopicofinterest.Contextmatterswiththeseexams.InteractiveOnlineLearningEnvironmentandTestBankTheinteractiveonlinelearningenvironmentthataccompaniestheSHRM®SocietyforHumanResourceManagementCompleteStudyGuide:SHRM-CPExamandSHRM-SCPExamprovidesatestbankwithstudytoolstohelpyouprepareforthecertificationexams—andincreaseyourchancesofpassingthemthefirsttime!Thetestbankincludesthefollowing:SampleTestsAllthequestionsinthisbookareprovided,includingthechapterreviewquestionsattheendofeachchapter.Inaddition,therearetwopracticeexams(oneeachfortheSHRM-CPandSHRM-SCP).Usethesequestionstotestyourknowledgeofthematerial.Theonlinetestbankrunsonmultipledevices.FlashcardsTwosetsofquestionsareprovidedindigitalflashcardformat(aquestionfollowedbyasinglecorrectanswer);onesetisfortheSHRM-CPandtheothersetisfortheSHRM-SCP.Youcanusetheflashcardstoreinforceyourlearningandprovidelast-minutetestprepbeforetheexam.OtherStudyToolsAglossaryofkeytermsfromthisbookandtheirdefinitionsisavailableasafullysearchablePDE.onGotowww.wiley.com/go/sybextestpreptoregisterandgainaccess<<tothisinteractiveonlinelearningenvironmentandtestbankwithstudytools.Study

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xviSHRMCPAssessmentTestSHRMCPAssessmentTest1.Whichofthefollowinginterventionstrategieswouldworkbestforanemployeewhohadlowengagementwiththeirjob?A.Offertraining.B.Placethemonaperformanceimprovementplan.C.Haveaconversationwiththemaboutcareerdevelopment.D.Engageacoachormentor.2.Whichofthefollowingisanequitychallengeforperformancemanagementsystems?A.LackofsupervisortrainingB.LackofefficacyC.BeingtiedtopayincreasesD.Howtime-consumingtheyaretocomplete3.Whichofthefollowingisthebestexampleofateamintheworkplace?A.IndividualswhoworkforthesameorganizationB.IndividualswhoreporttothesamebossC.IndividualswhoshareresponsibilitiesD.Individualswhoworkinthesamedepartment4.Whichofthefollowingexamplesbestrepresentsanorganizationthatcompetesusingknowledgeasacorecompetency?A.Apeople-analyticscorporationB.AstaffingagencyC.AnautomobilemanufacturingcompanyD.Afinancialservicescompany5.Whichofthefollowingisnecessaryforaninternshiptobelegal?A.Theinternseffortcannotmateriallyproducetheworkofapaidemployee.B.Theinternmustagreeinwritingthattheworkwillbeunpaid.C.Theworkmustbetiedtothestudent’sfieldofstudy.D.Thestudentmustcomefromanaccreditedcollegeoruniversity.6.YoumanageHRforalargeemployerthathasjustbrokegroundontheirfirstglobalfacility,whichwillbeoperationalwithinthenext2years.Thenationalculturesaresignificantlydif-ferent,asarethehost-countrylaborlaws.WhichofthefollowingHRservicemodelsshouldyourecommend?A.CentralizedB.DecentralizedC.OffshoringD.Outsourcing

SHRM Society for Human Resource Management Complete Study Guide: SHRM-CP Exam and SHRM-SCP Exam (2022) - Page 30 preview image

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SHRMCPAssessmentTestvii7.WhichofthefollowingHRmetricsisusedtoestablishthedepartmentsannualbudget?A.HRexpense-to-revenueB.RevenueperFTEC.ReturnoninvestmentD.Abalancedscorecard8.Whichofthefollowingstatementsabouttheprimarypurposeofemployeehand-booksistrue?A.Handbooksarerequiredbyvariouslaborlaws.B.Handbooksareusedtocommunicatetheexpectedstandardsofemployeebehaviors.€.Handbooksareusedtohelpemployersmanagerisk.D.Alloftheabove.9.Thebehavioralcompetenciesrequiredofahumanresourceprofessionalisbestdescribedbywhichofthefollowing?A.HRprofessionalsmustbeactivelistenerstounderstandneeds.B.HRprofessionalsmustbecompetentintheirwork.C.HRprofessionalsmustbegearedtowardtakingaction.D.HRprofessionalsmustbehighlyeducated.10.WhichofthefollowingbestdescribesthevalueofHRnetworking?A.Networkingbuildsrelationshipsthatmaybemutuallybeneficial.B.Networkinghelpscreateapipelineoftalentfromwhichtorecruit.C.NetworkingidentifiesbestHRpracticesfromwhichtodrawupon.D.Networkingisaneffectivewaytosocializewithlike-mindedindividuals.1.Ofthefourdimensionsofdiversity,wheredoesaperson'sreligionandagebelong?A.DemographicsB.OrganizationalC.InternalandexternalD.Personality12.Whichofthefollowingrepresentademographicbarriertosuccess?A.TransgenderismB.AgeC.ReligionD.Alloftheabove

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viiiSHRMCPAssessmentTest13.WhatistheagegroupidentifiedforprotectionundertheAgeDiscriminationinEmploymentAct(ADEA)?A.Individualsovertheageof40B.Individualsovertheageof50C.Individualsovertheageof60D.Individualsovertheageof6514.Whichofthefollowingstatementsregardingthefailingofdiversityinitiativesistrueformostorganizations?A.Mostfailbecausetherecontinuestobesystemicracialandotherbiasintheworkplace.B.Manyfailforthesamereasonsmostbusinessstrategyfails,includinglackofresourceandleadershipcommitment.C.Manyfailbecauseorganizationsdonotunderstandthetruevalueofdiversityatwork.D.MostfailbecauseHRteamsthemselveslackdiversity.15.WhydoindividualswithhighSTEMskillsself-selectintoroutinework?A.Theytendtohavelowersocialskills.B.Theyaresmartenoughtonavigatecomplextechnology.C.ThereisanabundanceofroutinejobswithintheUnitedStatesthatdrivesemploymentpatterns.D.Therearenotenoughnonroutinejobstokeeppeopleemployed.16.Whichofthefollowingdatacollectionmethodswouldbemostusefultounderstandhowemployeesperceivetheircompany’spaypractices?A.Conductonlineresearchtoseewhatcompetitorsarepaying.B.Purchaseanexternalsalarysurvey.C.Conductanemployeesurvey.D.Useanonlineservice,suchassalary.com.17.WhatwastheprimaryoutcomefromtheLillyLedbetterFairPayActof2009?A.Thefilingperiodforaclaimofwagediscriminationresetswitheverypayperiod.B.Gender-basedwagedisparityisaformofunlawfuldiscrimination.C.Employersmustpayjobsofcomparableworthequally.D.Nothing;LilyLedbetterlosthercaseagainstheremployer.18.plansfocusonkeepingcriticaloperationsrunningintheeventofanemergency.A.InjuryandillnessB.RiskmanagementC.EmergencyresponseD.Businesscontinuity

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