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What is the duration, language, and format of SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
- Size: multiple options, multiple responses
- RE Certificate: every three years
- Duration of the exam: 270 minutes - Question number: 165 (150 questions are scored and 15 are unscored)
- Score passing: > 60 percent
- Language: six Sigma SHRM-CP in English (Computer delivered) offered at a certain location in English, Spanish and Mandarin (Paper and Pencil Based)
Introduction to SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
SHRM SHRM-CP Certification Spots are examined by an all comprehensive grasp of a wide range of SHRM tools and methodologies. In complementing the certification examinations, the online value added course focuses on developing a broad basis of understanding and expertise that allows aspirants and professionals to operate successfully as a SHRM SHRM-CP in diverse projects. Six qualified professionals of Sigma SHRM-CPs use most of their time to measure, structure and analyse performance concerns. The duties of black belt are significantly diverse from the other six sigma categories. The main aim of a SHRM-CP expert is to provide project leadership. SHRM-CPs square measurement is highly skilled in the art of outcomes lean misuse concepts and sophisticated methods of mathematical analysis.
Black belts can comprehend the dynamics of the team and give team members the roles and tasks. SHRM-CPs grasp the notion of change; many leaders don't comprehend a notion or just disregard it Together with other key knowledge & understanding to improvise the production process, both quantitative and non-quantitative analysis are covered by the tools and methods which minimize inefficiencies and increase the focus on practical practice and application of the tools and techniques in the organisation. SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam is a SHRM certification examination that verifies candidate knowledge and provides professional insight into how the environment of the company is protected and protected. Following this test, applicants will get a SHRM certificate that allows them to show their customers and employers their understanding in human resource management.
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SHRM Society for Human Resource Management Certified Professional Sample Questions (Q273-Q278):
NEW QUESTION # 273
An employee's performance on an assembly line is likely to follow a
- A. positively accelerating learning curve.
- B. proportionally accelerating learning curve.
- C. statically accelerating learning curve.
- D. negatively accelerating learning curve.
Explanation: An employee's performance on an assembly line is likely to follow a negatively accelerating learning curve. This type of learning curve is typical of rote tasks, which can be learned and indeed mastered in a short time, but which do not permit much improvement after the initial learning. A positively accelerating learning curve, on the other hand, is marked by a slow start followed by a gradually increasing speed of learning. A positively accelerating learning curve is typical of complex tasks, which are difficult at first but which may be improved upon over a long interval.
NEW QUESTION # 274
In which case did the Supreme Court rule that employee selection tools that adversely impact a protected class could still be legal if the employer can prove that the tool is predictive of success?
- A. Taxman v. Board of Education of Piscataway (1993)
- B. Harris v. Forklift Systems (1993)
- C. Automobile Workers v. Johnson Controls, Inc. (1977)
- D. Washington v. Davis (1976)
Explanation: In Washington v. Davis (1976), the Supreme Court ruled that employee selection tools predictive of success on the job are lawful even if they adversely impact a protected class. This case centered on two AfricanAmerican prospective police officers who claimed an aptitude test administered during the application process discriminated against them. However, the Supreme Court ruled that the aptitude test was a good predictor of success as a police officer, and was therefore lawful.
NEW QUESTION # 275
During succession planning, a human resources professional may categorize employees as all of the following except:
- A. No employee is necessary because the position is now obsolete
- B. Employees who show indications that he or she is ready for a promotion
- C. Employees who are expected to or will be required to leave the position soon
- D. Employees who fulfill all of the requirements of the position
- E. Employees who are ready for a new position on the company
Explanation: The process of succession planning requires that a human resources professional consider employees within their current positions. As a result, answer choice B falls outside the focus on employees within the positions and instead focuses on the position itself. This is not a part of succession planning. Answer choices A, C, D, and E all belong to the process of categorizing employees who are currently in positions within an organization.
NEW QUESTION # 276
Which of the following pieces of legislation establishes guidelines for retaining and reporting employee identification records?
- A. Personal Responsibility and Work Opportunity Reconciliation Act
- B. Consumer Credit Protection Act
- C. Fair Labor Standards Act
- D. Fair Credit Reporting Act
- E. Small Business Job Protection Act
Explanation: The Personal Responsibility and Work Opportunity Reconciliation Act, which went into law in 1996, establishes and updates rules for retaining and reporting employee identification records. Answer choice A is incorrect because the Fair Labor Standards Act has no immediate requirement about record keeping and instead focuses on establishing fair compensation for employees. Answer choice B is incorrect because the Fair Credit Reporting Act governs employee credit reporting but not the retention of employee identification records. Answer choice C is incorrect because the workplace application of the Consumer Credit Protection Act relates to wage garnishing. And answer choice D is incorrect because the Small Business Job Protection Act relates to employee deferred compensation plans.
NEW QUESTION # 277
Eric is in charge of interviewing candidates for an open position in a hotel chain. As he considers each candidate, he finds himself quick to write off one young man in particular. This candidate has a strong resume and excellent credentials, but Eric decides that he just does not like this person and is disinclined to consider him a contender for the position. In doing so, Eric is demonstrating which of the following interview biases?
- A. Gut feeling
- B. Cultural noise
- C. Leniency
- D. Nonverbal bias
- E. First impression
Explanation: By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling. Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias is occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account. Answer choice E is incorrect because a nonverbal bias occurs when the interviewer is overinfluenced by body language instead of by the candidate's responses.
NEW QUESTION # 278
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