Practice Exam 10 — Final Mock Exam & Chứng nhận

Choose the BEST answer for each item. You need at least 33/45 to pass.

Điều kiện đạt: đúng tối thiểu 33/45 câu.

1. Câu 1. (KI) The SHRM BASK is BEST described as:

   AA list of U.S. employment lawsBThe blueprint of behavioral competencies and HR knowledge on which the SHRM-CP/SCP exams are basedCA salary benchmarking databaseDA mandatory HR software standard

2. Câu 2. (KI) Which is a behavioral competency, NOT a knowledge functional area?

   ATotal RewardsBRisk ManagementCRelationship ManagementDTalent Acquisition

3. Câu 3. (SJI) An employee alleges their manager is retaliating after they reported a safety concern. What should HR do FIRST?

   ATell the employee to avoid the managerBTake the allegation seriously, ensure no further retaliation, and initiate an objective, confidential inquiry per policyCSide with the manager, who is more seniorDClose the case if there is no written proof

4. Câu 4. (KI) Which knowledge domain groups Talent Acquisition, Total Rewards, and Learning & Development?

   AOrganizationBWorkplaceCPeopleDLeadership

5. Câu 5. (SJI) A department head wants to promote a friend into a role without posting it, despite a policy requiring internal posting. What is the BEST HR action?

   AAllow it since the head knows the team bestBExplain the policy and its fairness/legal rationale, and ensure the role follows the required processCReport the head to the CEO immediatelyDPost the role but pre-select the friend

6. Câu 6. (KI) 'Adverse impact' most directly relates to which concern?

   AA selection practice disproportionately screening out a protected groupBA drop in quarterly revenueCHigh training costsDLow survey response rates

7. Câu 7. (SJI) You must deliver difficult feedback to a manager whose behavior is hurting team morale. What is the MOST effective approach?

   ASend an email so there is a recordBHave a private, direct conversation using specific behavioral examples and their impact, and agree on next stepsCRaise it in front of the team to prompt changeDWait for the annual review

8. Câu 8. (KI) Which competency involves collecting and interpreting data to make evidence-based HR decisions?

   AGlobal MindsetBAnalytical AptitudeCEthical PracticeDLeadership & Navigation

9. Câu 9. (SJI-SCP) The executive team is skeptical that engagement affects results. As senior HR, how do you BEST make the case?

   AInsist that engagement matters based on principleBPresent data linking engagement to business outcomes (turnover, productivity, customer metrics) and propose a targeted, measurable action planCRun a large engagement survey and share raw resultsDBenchmark other companies' engagement scores

10. Câu 10. (KI) A structured interview improves selection primarily because it:

    AIs faster to conductBUses consistent, job-related questions and scoring for all candidates, improving fairness and predictive validityCAvoids the need for job analysisDGuarantees a hire

11. Câu 11. (SJI) An employee requests a religious accommodation that slightly affects scheduling. What should HR do?

    ADeny it to keep scheduling simpleBEngage in an interactive process to find a reasonable accommodation unless it causes undue hardshipCGrant any request automatically without reviewDAsk the employee to prove their religious beliefs

12. Câu 12. (KI) Which functional area covers succession planning and workforce forecasting?

    AWorkforce ManagementBTotal RewardsCTalent AcquisitionDCSR

13. Câu 13. (SJI) A manager wants to fire an employee immediately for a first-time, minor rule violation. What is the BEST HR guidance?

    AApprove the termination to support the managerBAdvise reviewing the facts, policy, and past practice; apply progressive discipline consistently and document — reserving termination for serious or repeated issuesCTell the manager termination is never allowedDTransfer the employee to another team

14. Câu 14. (KI) 'Compa-ratio' is a metric used PRIMARILY in which functional area?

    ATotal RewardsBLearning & DevelopmentCRisk ManagementDEmployee & Labor Relations

15. Câu 15. (SJI) You notice a policy is being applied more strictly to one demographic group than others. What is the BEST first action?

    AIgnore it unless someone complainsBQuietly relax the policy for everyoneCInvestigate objectively, address inconsistent application, and ensure the policy is applied fairly and consistently going forwardDDiscipline the employees who raised concerns

16. Câu 16. (KI) Which functional area is in the Workplace knowledge domain?

    ATalent AcquisitionBTotal RewardsCRisk ManagementDLearning & Development

17. Câu 17. (SJI) An employee requests FMLA leave for a serious health condition. Best HR action?

    ADeny it because it is inconvenientBVerify eligibility and process the job-protected leave per policy and lawCRequire the full diagnosis be shared publiclyDTerminate to avoid the coverage

18. Câu 18. (KI) A compa-ratio below 1.0 means an employee is paid:

    AAbove the range midpointBBelow the range midpointCAt the range maximumDAt a random level

19. Câu 19. (SJI) A manager gives higher performance ratings to people similar to themselves. Best HR response?

    AIgnore itBCoach on objective, evidence-based ratings and use calibration to reduce biasCRate the whole team yourselfDEliminate performance ratings entirely

20. Câu 20. (KI) The purpose of rating 'calibration' is to:

    AIncrease everyone's payBEnsure consistency and fairness of ratings across managersCEliminate reviewsDRank employees by tenure

21. Câu 21. (KI) Adverse impact is commonly assessed using the:

    AFour-fifths (80%) ruleBROI formulaCCompa-ratioDKirkpatrick model

22. Câu 22. (SJI) In a layoff, HR must decide which roles to eliminate. Which reduces legal risk MOST?

    AChoose by age to cut pension costsBUse objective, job-related criteria applied consistently and review for adverse impactCLet managers keep their friendsDCut the most senior to save money

23. Câu 23. (KI) Which theory emphasizes adapting leadership style to follower readiness?

    ASituational LeadershipBScientific ManagementCMaslow's HierarchyDThe Peter Principle

24. Câu 24. (SJI) An employee discloses a mental-health condition and asks for support. Best HR approach?

    ATell them to keep it to themselvesBRespond with empathy, keep it confidential, and explore reasonable accommodation / EAP optionsCReassign them without discussionDRecord it in a publicly accessible file

25. Câu 25. (KI) Co-employment risk most often arises with:

    AFull-time regular employeesBContingent / staffing-agency workersCRetireesDBoard members

26. Câu 26. (SJI) A top revenue producer behaves unethically, and leadership hesitates to act. Best HR stance?

    AOverlook it because of revenueBUphold ethical standards and accountability consistently, regardless of performanceCQuietly transfer themDGive them a bonus to retain them

27. Câu 27. (KI) The main goal of workforce planning is to:

    ASet individual bonusesBEnsure the right number and type of people are available to meet future business needsCRun payrollDDesign the benefits plan

28. Câu 28. (KI) Under the ADA, 'essential functions' are:

    AOptional, nice-to-have tasksBThe fundamental duties of the positionCOnly physical tasksDWhatever the employee prefers

29. Câu 29. (SJI) Expanding globally, HR faces different labor laws by country. Best approach?

    AApply the U.S. policy everywhereBComply with each jurisdiction's laws while maintaining core global principlesCIgnore local laws for consistencyDLet local managers do whatever they wish

30. Câu 30. (KI) Turnover rate is calculated as:

    AHires ÷ headcountBSeparations ÷ average headcount × 100CRevenue ÷ employeesDAbsences ÷ workdays

31. Câu 31. (SJI) Managers approve flexible work inconsistently, creating perceptions of unfairness. Best action?

    ABan flexible workBEstablish clear, consistent criteria and guidance for flexible-work decisionsCLet each manager continue independentlyDApprove every request automatically

32. Câu 32. (KI) A 'stay interview' is used to:

    AOffboard a departing employeeBProactively learn what keeps current employees and address retention risksCSet payDDeliver discipline

33. Câu 33. (KI) The strongest business case for DEI includes links to:

    AOptics and image onlyBInnovation, decision quality, talent access, and performanceCLower payDFewer policies

34. Câu 34. (SJI) HR is told to implement a decision fast but lacks impact data. Best step?

    AImplement blindlyBGather essential data and stakeholder input to inform a sound recommendation before proceedingCRefuse outrightDDelay indefinitely

35. Câu 35. (KI) Onboarding differs from orientation in that onboarding is:

    AA single day of paperworkBA longer-term integration process spanning weeks or monthsCOnly IT account setupDIdentical to orientation

36. Câu 36. (KI) A total rewards philosophy primarily serves to:

    AMinimize all payBGuide consistent, strategic reward decisions aligned to goalsCEliminate benefitsDSet headcount

37. Câu 37. (SJI) Two qualified internal candidates apply; the one not selected is upset. Best approach?

    AAvoid the personBGive honest, specific feedback and a development path, keeping the process fair and transparentCPromote bothDIgnore their reaction

38. Câu 38. (KI) 'Predictive validity' of a selection tool refers to:

    AHow enjoyable it isBHow well it predicts future job performanceCIts costDIts length

39. Câu 39. (SJI) An anonymous complaint alleges favoritism in promotions. Best HR action?

    ADismiss it as sour grapesBReview promotion decisions for consistency and job-related criteria and address any biasCPunish complainersDHalt all promotions

40. Câu 40. (KI) The main purpose of a job description is to:

    ASet pay onlyBDocument duties, responsibilities, and requirements to support HR processesCRate performanceDTrack attendance

41. Câu 41. (KI) 'Ready now' and 'ready in 1-2 years' are readiness levels used in:

    APayrollBSuccession / workforce planningCRecruiting cost metricsDBenefits design

42. Câu 42. (SJI) Leadership asks HR to 'quietly handle' a toxic high performer. Best approach?

    ACover it upBAddress the behavior directly via feedback, clear expectations, and accountability per policyCFire them immediatelyDIgnore it

43. Câu 43. (KI) The EEOC is responsible for:

    ASetting the minimum wageBEnforcing anti-discrimination laws and investigating chargesCConducting OSHA inspectionsDManaging pensions

44. Câu 44. (KI) A balanced pay approach considers:

    AOnly external market dataBBoth internal job worth and external market competitivenessCOnly internal equityDNeither

45. Câu 45. (SJI-SCP) Facing a strategic skills shortage, the STRONGEST senior-HR response is to:

    APost more jobs and waitBDevelop a build-buy-borrow talent strategy aligned to the business plan, with metricsCOutsource all the workDFreeze hiring