SHRM-SCP퍼펙트덤프데모문제다운시험준비에가장좋은인기인증시험자료
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>> SHRM-SCP퍼펙트 덤프데모문제 다운 <<
적중율 높은 SHRM-SCP퍼펙트 덤프데모문제 다운 인증덤프자료
SHRM인증 SHRM-SCP시험을 등록하였는데 시험준비를 어떻게 해애 될지 몰라 고민중이시라면 이 글을 보고ExamPassdump를 찾아주세요. ExamPassdump의SHRM인증 SHRM-SCP덤프샘플을 체험해보시면 시험에 대한 두려움이 사라질것입니다. ExamPassdump의SHRM인증 SHRM-SCP덤프는SHRM인증 SHRM-SCP실제시험문제를 마스터한 기초에서 제작한 최신시험에 대비한 공부자료로서 시험패스율이 100%입니다. 하루 빨리 덤프를 마련하여 시험을 준비하시면 자격증 취득이 빨라집니다.
최신 Senior Certified Professional SHRM-SCP 무료샘플문제 (Q226-Q231):
질문 # 226
To comply with the Age Discrimination in Employment Act (ADEA), what should severance agreements include for employees over age 40?
- A. A waiver of any type of complaint to the Equal Employment Opportunity Commission (EEOC)
- B. A 21-day consideration period plus a seven-day revocation period after signing
- C. A minimum of 30 days, health insurance coverage
- D. A seven-day consideration period plus a 21 -day revocation period after signing
정답：B
설명：
The Age Discrimination in Employment Act (ADEA) requires an employee over 40 to receive 21 days to review a severance agreement before signing. Once the employee signs the agreement, he/she has seven days from the date of signature to change his/her mind and revoke the agreement. Agreements should not contain any type of language that would prevent employees from filing a complaint with the Equal Employment Opportunity Commission (EEOC).
질문 # 227
As a human resource (HR) leader in this organization reporting to the CEO, how would you propose fixing this leadership challenge?
- A. Launch an internal investigation into inappropriate behaviors by the CEO. Interview multiple employees across the organization about their unpleasant interactions.
- B. Clearly communicate with your own HR staff and other employees in the organization that you,re aware of the issue and are working to resolve it. Offer an open door to anyone who needs to talk about their challenges.
- C. Hire a third-party consultant to conduct a leadership assessment with the entire executive team, including the CEO.
- D. Begin looking for another job. The CEO runs the company how he/she wishes and will likely not be receptive to feedback or any attempts to correct behavior. IVs best to begin looking for a better work environment elsewhere.
정답：C
설명：
It's best to hire a neutral third-party expert to come in and make an unbiased assessment.
The CEO is more likely to be receptive to feedback from a prof essional who has made a thorough analysis of the organization's leadership.
질문 # 228
Another employee on the team has poor attendance. He/she always seems to be having one personal crisis after another, from personal medical conditions to taking care of family members to a sick dog. He/she is not private about any of these details and will share these ailments with anyone who will listen. How would you guide the supervisor to handle this employee?
- A. Meet with the employee privately and hear him/her out. Understand the issues he/she isfacing, and remain empathetic.
- B. Facilitate a 360-degree performance evaluation for the entire team in hopes that feedbackfrom others on the team will help give the employee some self-awareness.
- C. Try your best to avoid discussing any personal issues in the workplace. Change the subjectwhen the employee begins to over share about his/her personal life and stick to talk aboutwork
- D. Focus on the attendance issue. Hold the employee accountable for being late, and request adoctor,s note the next time he/she calls in sick
정답：D
설명：
Although this employee may be going through a series of personal crises, its important to focus on his/her work performance and attendance issues. If the attendance issues are not addressed, they can have a negative impact on the others on the team.
질문 # 229
How should an organization most effectively improve employee productivity during a time of rapid growth and organizational change?
- A. Increase the frequency of performance reviews.
- B. Reduce the representation gap.
- C. Introduce forced ratings distribution.
- D. Implement a 360-degree feedback initiative
정답：D
설명：
* Comprehensive Feedback: 360-degree feedback involves collecting performance feedback from a variety of sources including peers, subordinates, and supervisors, providing a well-rounded view of employee performance.
* Employee Development: This feedback mechanism can identify strengths and areas for improvement, fostering employee growth and enhancing productivity.
* Engagement and Trust: Employees feel more engaged and trusted when their contributions are evaluated fairly and thoroughly, which can improve morale and productivity during times of change.
* Continuous Improvement: The feedback received can be used to tailor training and development programs, ensuring employees have the necessary skills to thrive in a rapidly growing organization.
References:
* SHRM, "360-Degree Feedback: Best Practices," available at SHRM.org.
* SHRM, "Improving Performance with Feedback," available at SHRM.org.
질문 # 230
The company is planning to change the bus routes to service the hotels more efficiently.
The general manager asked the HR manager to inform all company employees of the changes. The majority of bus drivers are well-tenured and older. Most of the sales representatives are newer to the workforce. The company's management team oversees both groups. What is the best way for the HR manager to roll out the new information?
- A. Create a short video that illustrates the new bus routes, and send it to all employees viaemail.
- B. Meet with each employee one-on-one to discuss the new routes and answer their questions.
- C. Utilize the company/ s intranet, and create a space for all information regarding the newroutes. Then, send an email to all employees directing them to check the intranet.
- D. Setup a conference call for the managers, send an email to the sales representatives, andschedule a workgroup meeting for the bus drivers.
정답：A
설명：
The HR manager displays the communication competency by adjusting the communication method depending on the audience. Managers need to be informed through a communication medium that allows them to ask questions and prepares them to address issues that their bus drivers might bring up. A conference call would be ideal for this. The sales representatives also need to know about the change. However, since they are tech-savvy, and the change does not affect them much, an email is sufficient. The bus drivers are most affected by the change and should be informed in person. A workgroup meeting is a good choice because all of their questions and concerns can be addressed in real-time.
질문 # 231
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