SHRM-CP/SCP Full-Length Practice Exam 7 | Med School Hub

/134

You have exactly 210 minutes to complete the quiz! After 140 minutes the quiz will automatically end.

Oops! You ran out of time :,(

SHRM-CP/SCP Full-Length Practice Exam 7

SHRM-CP/SCP Digital Simulation

This practice environment is modeled after the official exam framework, focusing on the core competencies and situational judgment required for certification.

Quick Reminders:

Time Management: 220 minutes.
Logic Over Instinct: Beware of the “Experience Trap.” Align your answers with the strategic principles found in the BASK™.
Systematic Approach: Use the R.E.A.D. Method for all situational scenarios.
Maintain Flow: Avoid dwelling on ambiguous items. Make a strategic decision and move forward to ensure you complete the entire simulation within the time limit.

Click “Start Exam” to begin.

1 / 134

Tags: SHRM, Practice Exam

A. 1. The CEO wants to launch a major restructure in 30 days. Employee sentiment is already declining. What should HR do FIRST?

A. Announce layoffs immediately

B. Conduct stakeholder impact and readiness analysis

C. Freeze hiring across all departments

2 / 134

Tags: SHRM, Practice Exam

B. 2. A senior leader bypasses HR policy to fast-track promotions for their team. HR should:

A. Document and escalate through governance channels

B. Ignore since business results are strong

C. Adjust policy retroactively

3 / 134

Tags: SHRM, Practice Exam

C. 3. Leadership wants faster execution but employees report burnout. HR should:

A. Evaluate workload capacity and leadership behavior alignment

B. Increase performance pressure

C. Reduce headcount immediately

4 / 134

Tags: SHRM, Practice Exam

D. 4. A CEO asks HR to “build trust quickly.” Best action:

A. Launch engagement survey only

B. Reduce employee feedback channels

C. Replace all managers

5 / 134

Tags: SHRM, Practice Exam

E. 5. A leader refuses to support D&I initiatives. HR should:

A. Escalate externally

B. Align initiatives to business outcomes and risk exposure

C. Remove leader immediately

6 / 134

Tags: SHRM, Practice Exam

F. 6. Company is entering hypergrowth. HR’s priority is:

A. Freeze hiring

B. Align workforce planning with scaling strategy

C. Reduce onboarding

7 / 134

Tags: SHRM, Practice Exam

G. 7. HR is asked to evaluate ethical risk. Best approach:

A. Legal compliance review only

B. Enterprise risk + culture alignment assessment

C. Employee survey only

8 / 134

Tags: SHRM, Practice Exam

H. 8. CEO demands layoffs without analysis. HR should:

A. Comply immediately

B. Request workforce and financial impact analysis

C. Delegate decision to managers

9 / 134

Tags: SHRM, Practice Exam

I. 9. What best demonstrates HR strategic credibility?

A. Business outcome alignment of people strategy

B. Policy enforcement volume

C. Training hours delivered

10 / 134

Tags: SHRM, Practice Exam

J. 10. HR is asked to reduce employee turnover quickly. What is the BEST long-term strategy?

A. Address root causes such as manager capability and career development systems

B. Increase exit interview frequency

C. Raise salaries across the board immediately

11 / 134

Tags: SHRM, Practice Exam

K. 11. A CEO wants HR to “fix culture fast.” What is the MOST effective first step?

A. Launch a culture survey only

B. Diagnose current culture using data, interviews, and behavioral indicators

C. Replace all managers immediately

12 / 134

Tags: SHRM, Practice Exam

L. 12. A senior leader consistently bypasses HR compliance guidance. HR should:

A. Escalate externally immediately

B. Publicly correct the leader

C. Ignore due to business performance

13 / 134

Tags: SHRM, Practice Exam

M. 13. HR is asked to support a major transformation initiative. What is HR’s MOST important role?

A. Communicate only after changes are implemented

B. Enable adoption through communication, training, and stakeholder alignment

C. Reduce workforce size immediately

14 / 134

Tags: SHRM, Practice Exam

N. 14. Employees are resisting a new performance management system. What should HR do FIRST?

A. Enforce compliance strictly

B. Penalize non-compliance

C. Remove the system

15 / 134

Tags: SHRM, Practice Exam

O. 15. A leader publicly contradicts HR policy during a town hall. HR should:

A. Align messaging privately with the leader after the event

B. Ignore the statement

C. Immediately discipline the leader

16 / 134

Tags: SHRM, Practice Exam

P. 16. HR wants to improve organizational trust. What action is MOST effective?

A. Increase policy enforcement

B. Reduce employee feedback mechanisms

C. Ensure leadership consistency and transparent communication

17 / 134

Tags: SHRM, Practice Exam

Q. 17. A CEO proposes removing all performance ratings. What should HR evaluate FIRST?

A. Employee preferences

B. Impact on compensation, accountability, and performance alignment

C. Immediate elimination of ratings

18 / 134

Tags: SHRM, Practice Exam

R. 18. Employees report burnout due to constant organizational change. HR should:

A. Stop all change initiatives permanently

B. Add additional initiatives to accelerate transformation

C. Increase communication frequency only

19 / 134

Tags: SHRM, Practice Exam

S. 19. Two departments are in conflict over resources. HR should:

A. Facilitate structured resolution session

B. Assign blame

C. Ignore issue

20 / 134

Tags: SHRM, Practice Exam

T. 20. Employee feels excluded from decision-making. HR should:

A. Terminate complaint process

B. Assess inclusion practices

C. Transfer employee

21 / 134

Tags: SHRM, Practice Exam

U. 21. Manager gives culturally insensitive feedback. HR should:

A. Coach inclusive communication

B. Ignore intent

C. Terminate manager

22 / 134

Tags: SHRM, Practice Exam

V. 22. Remote employees feel disconnected. HR should:

A. Require office return

B. Eliminate remote work

C. Reduce meetings

23 / 134

Tags: SHRM, Practice Exam

W. 23. ERG leader accuses favoritism in funding. HR should:

A. Approve all budgets

B. Eliminate ERGs

C. Clarify criteria and improve transparency

24 / 134

Tags: SHRM, Practice Exam

X. 24. Two HR team members are in conflict delaying work. HR should:

A. Reassign work

B. Mediate resolution

C. Issue disciplinary action

25 / 134

Tags: SHRM, Practice Exam

Y. 25. Global team miscommunication due to cultural differences. HR should:

A. Train intercultural communication norms

B. Standardize communication style globally

C. Separate teams

26 / 134

Tags: SHRM, Practice Exam

Z. 26. Employee reports accent-based jokes. HR should:

A. Ignore

B. Investigate harassment claim

C. Move employee

27 / 134

Tags: SHRM, Practice Exam

AA. 27. Senior leaders dominate meetings. HR should:

A. Let it continue

B. Speak privately later only

C. End meeting

28 / 134

Tags: SHRM, Practice Exam

AB. 28. Employee declines relocation promotion due to caregiving. HR should:

A. Label as not committed

B. Force acceptance

C. Explore flexible options

29 / 134

Tags: SHRM, Practice Exam

AC. 29. CEO wants English-only policy globally. HR should raise:

A. Discrimination and inclusion risk

B. Translation cost

C. No risk

30 / 134

Tags: SHRM, Practice Exam

AD. 30. Employee transitions gender identity. HR should:

A. Require legal name change first

B. Support name/pronoun usage and educate team

C. Ignore request

31 / 134

Tags: SHRM, Practice Exam

AE. 31. Union negotiation breaks down. HR should:

A. Declare impasse

B. Re-engage after cooling period

C. File legal complaint

32 / 134

Tags: SHRM, Practice Exam

AF. 32. Employee receives conflicting priorities. HR should:

A. Clarify priorities via alignment meeting

B. Work overtime

C. Choose manager

33 / 134

Tags: SHRM, Practice Exam

AG. 33. Promotion gap identified for women. HR should:

A. Analyze pipeline barriers

B. Mandate quotas

C. Assume preference differences

34 / 134

Tags: SHRM, Practice Exam

AH. 34. Employee social media criticism of company. HR should:

A. Assess NLRA + policy context

B. Terminate immediately

C. Ignore

35 / 134

Tags: SHRM, Practice Exam

AI. 35. Micromanaging manager issue. HR should:

A. Replace manager

B. Ignore

C. Use 360 feedback + coaching

36 / 134

Tags: SHRM, Practice Exam

AJ. 36. Customer complaint of bias behavior. HR should:

A. Ignore external complaint

B. Investigate facts

C. Terminate immediately

37 / 134

Tags: SHRM, Practice Exam

AK. 37. Hybrid work conflict. HR should:

A. Majority rules

B. No policy

C. Mandatory office

38 / 134

Tags: SHRM, Practice Exam

AL. 38. Expat working expectations conflict. HR should:

A. Follow manager only

B. Transfer employee

C. Align local norms + expectations

39 / 134

Tags: SHRM, Practice Exam

AM. 39. Executive public conflict. HR should:

A. Delete messages

B. Ignore

C. Mediate privately

40 / 134

Tags: SHRM, Practice Exam

AN. 40. ADA accommodation request (remote work). HR should:

A. Deny

B. Delay

C. Terminate

41 / 134

Tags: SHRM, Practice Exam

AO. 41. Low junior participation. HR should:

A. Exclude juniors

B. Use structured participation methods

C. Call on them randomly

42 / 134

Tags: SHRM, Practice Exam

AP. 42. Male employee excluded from leadership program. HR should:

A. Reject complaint

B. Auto-admit

C. Cancel program

43 / 134

Tags: SHRM, Practice Exam

AQ. 43. Global leadership assumption “people are same everywhere.” Risk is:

A. Cultural misalignment

B. No risk

C. Cost only

44 / 134

Tags: SHRM, Practice Exam

AR. 44. CFO demands HR cost reduction. HR should:

A. Random cuts

B. Refuse

C. ROI-based program evaluation

45 / 134

Tags: SHRM, Practice Exam

AS. 45. Expansion into new markets. HR should:

A. Workforce feasibility analysis

B. Hire immediately

C. Outsource all HR

46 / 134

Tags: SHRM, Practice Exam

AT. 46. Turnover increases. HR should:

A. Replace managers

B. Root cause analysis

C. Ignore

47 / 134

Tags: SHRM, Practice Exam

AU. 47. Compensation dissatisfaction despite market parity. HR should:

A. Raise all pay

B. Ignore

C. Freeze hiring

48 / 134

Tags: SHRM, Practice Exam

AV. 48. HR metric for Board.

A. Training hours

B. Job postings

C. HR headcount

49 / 134

Tags: SHRM, Practice Exam

AW. 49. HRIS justification.

A. Trendy tech

B. Risk + efficiency + analytics value

C. Employee preference

50 / 134

Tags: SHRM, Practice Exam

AX. 50. Contractor misclassification.

A. No issue

B. HR preference issue

C. Legal/tax risk explanation

51 / 134

Tags: SHRM, Practice Exam

AY. 51. Your company is growing 40% year over year and managers report spending too much time on recruiting tasks. What is the BEST scalable solution?

A. Strengthen recruiting infrastructure with COEs, tools, and streamlined processes

B. Require managers to handle all sourcing themselves

C. Freeze hiring until workload stabilizes

52 / 134

Tags: SHRM, Practice Exam

AZ. 52. Data shows high performers are leaving within 18 months at twice the expected rate. What should HR do FIRST?

A. Increase compensation for all employees

B. Conduct stay interviews and analyze career development gaps

C. Lower performance expectations

53 / 134

Tags: SHRM, Practice Exam

BA. 53. The COO wants HR to “make the organization more innovative.” What is the MOST strategic HR approach?

A. Launch innovation contests

B. Hire only creative employees

C. Define innovation behaviors and align rewards, leadership expectations, and systems

54 / 134

Tags: SHRM, Practice Exam

BB. 54. A pay equity analysis shows an unexplained 6% gap affecting women in one job grade. What should HR do FIRST?

A. Validate data accuracy and analyze legitimate factors before action

B. Immediately adjust all salaries upward

C. Publish findings publicly immediately

55 / 134

Tags: SHRM, Practice Exam

BC. 55. A new state law increases mandatory leave benefits. Your company operates in multiple states. What is the BEST approach?

A. Apply only to that state

B. Eliminate other benefits

C. Ignore until federal law changes

56 / 134

Tags: SHRM, Practice Exam

BD. 56. The CEO wants benchmarking data on turnover. Which source is MOST reliable?

A. Social media reviews

B. Industry HR benchmarks (e.g., SHRM, BLS, Radford)

C. Internal rumors

57 / 134

Tags: SHRM, Practice Exam

BE. 57. Learning budget is cut by 50% but leadership development is still expected. What is the BEST response?

A. Cancel all leadership programs

B. Replace training with videos only

C. Request full budget restoration only

58 / 134

Tags: SHRM, Practice Exam

BF. 58. A manager wants to terminate an employee on FMLA leave for prior performance issues. What is the KEY risk HR must assess?

A. Risk of retaliation or interference claim if timing is not well-documented

B. FMLA guarantees job protection forever

C. Termination is prohibited in all cases

59 / 134

Tags: SHRM, Practice Exam

BG. 59. The CFO asks HR to reduce benefits cost by 15% without harming engagement. What is the MOST strategic approach?

A. Cut most expensive benefit immediately

B. Eliminate retirement contributions

C. Analyze utilization, employee preferences, and redesign total rewards mix

60 / 134

Tags: SHRM, Practice Exam

BH. 60. A company is considering a 4-day workweek pilot. What is the MOST important metric to evaluate first?

A. Employee preference survey results

B. Productivity, customer impact, and operational coverage

C. Competitor activity

61 / 134

Tags: SHRM, Practice Exam

BI. 61. A data breach exposes employee personal information. What is HR’s PRIMARY role?

A. No role; IT handles everything

B. Terminate IT staff immediately

C. Assign blame publicly

62 / 134

Tags: SHRM, Practice Exam

BJ. 62. Sales reports high offer rejection rates due to compensation. What should HR do FIRST?

A. Increase salaries for all roles immediately

B. Stop hiring in sales

C. Analyze compensation structure and hiring process bottlenecks

63 / 134

Tags: SHRM, Practice Exam

BK. 63. The CEO asks if the company is overstaffed or understaffed. What is the BEST HR response approach?

A. Conduct workforce analytics tied to productivity and business demand

B. Use intuition based on manager feedback

C. Compare only to last year headcount

64 / 134

Tags: SHRM, Practice Exam

BL. 64. A supply chain disruption impacts operations. What is HR’s role in business continuity?

A. Workforce contingency planning and communication readiness

B. No involvement required

C. Replace procurement team

65 / 134

Tags: SHRM, Practice Exam

BM. 65. The Board requests HR risk metrics. Which is MOST appropriate?

A. Number of trainings completed

B. Employee satisfaction score only

C. Leadership bench strength and critical role vulnerability

66 / 134

Tags: SHRM, Practice Exam

BN. 66. The company is expanding into the EU. What is HR’s FIRST compliance step?

A. Hire employees immediately

B. Conduct GDPR and labor law data mapping and compliance assessment

C. Use US HR policies globally

67 / 134

Tags: SHRM, Practice Exam

BO. 67. After a RIF employees show distrust and burnout. What is the BEST HR intervention?

A. Increase overtime expectations

B. Avoid communication to prevent negativity

C. Offer small gifts

68 / 134

Tags: SHRM, Practice Exam

BP. 68. What HR strategy BEST reduces time-to-fill for specialized tech roles?

A. Increase job postings

B. Rely only on job boards

C. Build talent pipelines and engage passive candidates early

69 / 134

Tags: SHRM, Practice Exam

BQ. 69. High performer retention issue.

A. Stay interviews + career pathing

B. Exit interviews only

C. Pay freeze

70 / 134

Tags: SHRM, Practice Exam

BR. 70. Succession planning best practice.

A. External hiring

B. Talent pipeline development

C. Random selection

71 / 134

Tags: FMLA, Compliance, Leave Management

BS. An employee uses intermittent FMLA for migraines, but absences consistently occur on Mondays. Operations are impacted. What may HR do?

A. Terminate for attendance pattern abuse immediately

B. Request medical recertification of the condition

C. Deny future Monday absences automatically

D. Reduce approved leave entitlement

72 / 134

Tags: Talent Acquisition, Adverse Impact, Assessment Validations

BT. A cognitive ability test is used as the first screen for all applicants. What is the MAIN HR concern?

A. It reduces applicant volume

B. It improves hiring speed only

C. It is too expensive

D. It may create adverse impact if not validated properly

73 / 134

Tags: Succession Planning, Talent Pipeline, Leadership Development

BU. Your succession plan shows 60% of critical roles have no ready successor. What is the BEST next step?

A. Launch targeted development plans and identify critical roles

B. Hire external candidates immediately for all roles

C. Replace current leaders immediately

D. Eliminate succession planning process

74 / 134

Tags: FLSA, Exempt Status, Workload Management

BV. An exempt employee working 50+ hours requests overtime eligibility. HR confirms the role meets exemption criteria. What should HR do?

A. Maintain exemption but evaluate workload and staffing needs

B. Reclassify to non-exempt immediately

C. Tell employee overtime is never allowed

D. Reduce salary proportionally

75 / 134

Tags: Total Rewards, retention, Generational Differences

BW. Which total rewards strategy is MOST effective for Gen Z retention?

A. Long tenure-based bonuses only

B. Flexibility, career growth, and mental health support

C. Pension-heavy compensation

D. Fixed salary with no development focus

76 / 134

Tags: Compliance, I-9, Work Authorization

BX. An employee’s work authorization has expired. What is HR required to do?

A. Allow continued employment

B. Ignore if renewal is pending

C. Suspend or terminate until valid documentation is provided

D. Wait 90 days automatically

77 / 134

Tags: FMLA, ADA, Attendance Policy

BY. A company implements a “no-fault” attendance policy. What is the MAIN compliance risk?

A. No risk exists

B. Payroll errors

C. Employees may dislike it

D. Failure to account for protected leave (FMLA/ADA)

78 / 134

Tags: Learning and Development, Leadership, Cohort Learning

BZ. What learning strategy BEST builds leadership capability at scale?

A. External MBA sponsorship only

B. Cohort-based leadership development with real business projects

C. One-time seminars

D. Reading-only programs

79 / 134

Tags: compensation, Market Data, Financial Modeling

CA. Market data shows your pay structure is below midpoint. What is the BEST initial step?

A. Conduct cost modeling and review budget impact

B. Immediately adjust all salaries

C. Lower market benchmark definition

D. Freeze pay adjustments

80 / 134

Tags: Employee Relations, Exit Interviews, Risk Management

CB. An employee resigns citing “hostile environment” but gives no details. What should HR do?

A. Ignore resignation

B. Terminate manager immediately

C. Conduct exit interview and investigate potential risk patterns

D. Close file without review

81 / 134

Tags: Talent Management, Onboarding, retention

CC. Which onboarding practice MOST improves retention?

A. Structured onboarding plan with manager check-ins and early role clarity

B. Giving company swag

C. CEO welcome email only

D. Self-directed onboarding only

82 / 134

Tags: PWFA, Pregnancy Accommodation, Compliance

CD. A pregnant employee requests accommodation under PWFA. What is HR’s obligation?

A. Automatically approve all requests

B. Engage in interactive process to determine reasonable accommodation

C. Require medical leave

D. Deny unless policy exists

83 / 134

Tags: Talent Acquisition, Candidate Experience, Assessments

CE. 70% of candidates drop out during assessments. What should HR analyze FIRST?

A. Recruiter workload

B. Assessment length, usability, and candidate experience friction points

C. Salary levels

D. Hiring manager preferences

84 / 134

Tags: Workforce Planning, Digital Transformation, Future Skills

CF. Which workforce planning approach BEST supports digital transformation?

A. Replace retiring employees only

B. Freeze hiring

C. Hire reactively as needed

D. Scenario-based workforce planning aligned to future skills

85 / 134

Tags: Employment Law, Non-Compete, Compliance

CG. An employee refuses to sign a non-compete agreement. What should HR consider?

A. Termination is always required

B. Non-competes are always enforceable

C. State law and whether the agreement is a material change in employment

D. Employee must comply without exception

86 / 134

Tags: Talent Management, 9-Box Grid, Performance Management

CH. What is the PRIMARY purpose of a 9-box grid?

A. Assess performance and potential for development planning

B. Determine salary increases

C. Replace performance reviews

D. Eliminate succession planning

87 / 134

Tags: Employee Benefits, EAP, Employee Wellbeing

CI. Only 8% of employees use the EAP despite high stress levels. What is the BEST HR intervention?

A. Eliminate EAP

B. Increase awareness and reduce stigma through communication and manager training

C. Mandate usage

D. Replace provider immediately

88 / 134

Tags: Talent Acquisition, Compliance, Interviewing

CJ. A hiring manager asks an illegal interview question about family plans. HR should:

A. Allow if asked casually

B. Document only

C. Ignore question

D. Stop question and coach on legal interviewing practices

89 / 134

Tags: compensation, Variable Pay, Sales Compensation

CK. Which variable pay plan BEST aligns sales behavior with strategy?

A. Flat salary only

B. Equal team bonus

C. Base + commission tied to strategic products and behaviors

D. No incentives

90 / 134

Tags: Employee Relations, Conflict of Interest, Compliance

CL. Two employees in a reporting relationship are in a consensual relationship. HR should:

A. Address conflict of interest and adjust reporting structure

B. Ignore situation

C. Terminate both employees

D. Require breakup

91 / 134

Tags: Talent Acquisition, AI, Bias Prevention

CM. AI is used in resume screening. What is HR’s PRIMARY responsibility?

A. Fully trust the system

B. Use AI only for senior roles

C. Eliminate recruiters

D. Ensure fairness, validate for bias, and maintain human oversight

92 / 134

Tags: HR Strategy, Operating Model, Global HR

CN. Your organization is shifting to a decentralized global model. What HR structure BEST supports this?

A. COE + HRBP + shared services model

B. Fully centralized HR in headquarters

C. No formal HR structure

D. Fully outsourced HR only

93 / 134

Tags: Organizational Development, Agile, Performance Management

CO. The company is adopting agile, team-based work structures. What is HR’s MOST critical role?

A. Redesign org charts only

B. Eliminate all managers

C. Align roles, rewards, and performance systems to support agile teams

D. Maintain existing HR processes unchanged

94 / 134

Tags: NLRA, Employee Relations, Protected Activity

CP. Employees are discussing wages on Slack to improve working conditions. This activity is:

A. Prohibited under company policy

B. Protected concerted activity under NLRA

C. Grounds for immediate termination

D. Only allowed with HR approval

95 / 134

Tags: HR Technology, Change Management, Stakeholder Engagement

CQ. You are implementing a new HRIS system. Who should be engaged FIRST in requirements gathering?

A. IT only

B. Finance department only

C. External vendors only

D. End users (employees, managers, HRBPs)

96 / 134

Tags: Labor Relations, NLRA, Union Organizing

CR. A union organizing campaign begins. A supervisor wants to discourage union support. HR should advise:

A. Avoid coercive statements or actions (TIPS violation risk)

B. Supervisors can freely discourage unions

C. Only HR can speak to employees

D. Terminate employees involved in organizing

97 / 134

Tags: Organizational Development, RIF, Employee Engagement

CS. Engagement drops significantly after a RIF. What is the BEST OD intervention?

A. Leader-led listening sessions and transparent action planning

B. Increase corporate emails

C. Provide bonuses only

D. Stop surveying employees

98 / 134

Tags: Global HR, Operating Model, HR Strategy

CT. A global company has most revenue in 3 countries and smaller operations elsewhere. What HR model is BEST?

A. Fully centralized HR

B. Fully decentralized HR

C. Hybrid model with COEs and regional HRBPs

D. No HR standardization

99 / 134

Tags: Employee Relations, Investigations, Compliance

CU. An employee reports sexual harassment. What is HR’s FIRST step?

A. Terminate accused employee immediately

B. Ask employee to resolve

C. Wait for written complaint only

D. directly Initiate prompt, impartial investigation with interim protections

100 / 134

Tags: retention, Turnover, Talent Management

CV. Which factor is the STRONGEST predictor of turnover?

A. Employee age

B. Manager quality and career growth opportunities

C. Commute distance

D. Number of emails received

101 / 134

Tags: Mergers & Acquisitions, HR Policy, Change Management

CW. During a merger, HR must harmonize policies. What is the BEST approach?

A. Evaluate both systems and design integrated policies

B. Adopt acquiring company policies only

C. Keep both systems indefinitely

D. Let employees choose policies

102 / 134

Tags: Performance Management, AI Ethics, Bias

CX. AI is used to generate performance reviews. What is HR’s PRIMARY concern?

A. Cost savings only

B. Bias, transparency, and need for human oversight

C. Faster review cycles only

D. Employee preference

103 / 134

Tags: Change Management, HRIS, ADKAR

CY. Which change management model is MOST appropriate for enterprise-wide HRIS implementation?

A. ADKAR or Kotter’s structured approach

B. Lewin’s model only

C. Informal communication only

D. IT-led rollout only

104 / 134

Tags: Performance Management, EEOC, Retaliation

CZ. An employee files an EEOC complaint. Can HR still place them on a performance improvement plan?

A. No, never

B. Yes, if documented and unrelated to complaint retaliation

C. Only after case is closed

D. Only with employee consent

105 / 134

Tags: Labor Relations, NLRA, Collective Bargaining

DA. Employees without a union demand collective bargaining. HR should:

A. Ignore them

B. Terminate group leaders

C. Immediately recognize union

D. Respect NLRA rights but clarify no duty to bargain without certification

106 / 134

Tags: Mergers & Acquisitions, Organizational Culture, Integration

DB. Why is culture assessment important in M&A?

A. To determine office locations

B. To reduce headcount

C. To identify integration risks and alignment gaps

D. It is optional and not useful

107 / 134

Tags: HR Strategy, AI, Automation

DC. Which HR trend is most impactful for future HR structure?

A. Paper files

B. AI automation of transactional HR tasks

C. Manual spreadsheets

D. Fax-based systems

108 / 134

Tags: Performance Management, Process Improvement, Manager Capability

DD. Managers consistently fail to document performance issues. Best systemic fix?

A. Terminate managers

B. HR documents everything instead

C. Ignore issue

D. Simplify tools and embed documentation into workflow systems

109 / 134

Tags: Diversity and Inclusion, Metrics, Talent Acquisition

DE. What is the BEST metric for ROI of diversity recruiting programs?

A. Number of events attended

B. Recruiting cost only

C. Social media engagement

D. Representation, hiring rates, and retention of diverse hires

110 / 134

Tags: People Analytics, HR Strategy, Operating Model

DF. What structure BEST supports data-driven HR?

A. No analytics team

B. People analytics COE with embedded HR analysts

C. Outsource all analytics

D. Spreadsheet-only reporting

111 / 134

Tags: Global HR, Compliance, International Labor Law

DG. A global policy conflicts with French labor law. What is HR’s conclusion?

A. Local law takes precedence in country-specific employment contexts

B. Global policy always overrides

C. Ignore conflict

D. Terminate employees in France

112 / 134

Tags: Crisis Management, Communication, Employee Relations

DH. During crisis communication, HR should prioritize:

A. Speed over accuracy

B. Silence until all data is confirmed

C. Accuracy, empathy, and clarity

D. CEO-only communication

113 / 134

Tags: HR Strategy, Business Acumen, Strategic Planning

DI. What is the FIRST step in HR strategy development?

A. Align with overall business strategy

B. Buy HR technology

C. Conduct surveys only

D. Benchmark competitors only

114 / 134

Tags: ADA, Reasonable Accommodation, Compliance

DJ. An employee requests remote work as ADA accommodation. HR should:

A. Deny because job is onsite

B. Engage in interactive accommodation process

C. Approve automatically

D. Terminate employment

115 / 134

Tags: OSHA, Workplace Safety, Compliance

DK. An employee reports a minor cut at work that required only a bandage. Is this OSHA recordable?

A. Yes, all injuries must be recorded

B. No, because it qualifies as first aid only

C. Yes, because it happened at work

D. Only if reported by a supervisor

116 / 134

Tags: ADA, Disability, Compliance

DL. Which condition is NOT typically considered a disability under ADA?

A. Cancer in remission

B. Diabetes requiring medication

C. Major depression

D. Temporary broken arm (short recovery)

117 / 134

Tags: FMLA, Leave Administration, Compliance

DM. An employee requests FMLA to care for a spouse but has not met the required hours worked. HR should:

A. Approve leave anyway

B. Approve unpaid leave automatically

C. Deny FMLA but consider other leave options

D. Reduce work schedule instead of leave

118 / 134

Tags: OSHA, Safety Compliance, Recordkeeping

DN. Which is required for OSHA-covered employers?

A. Posting job ads publicly

B. Maintaining OSHA 300 logs and incident records

C. Monthly reporting of all injuries

D. Reporting only fatalities

119 / 134

Tags: PWFA, Pregnancy Accommodation, Compliance

DO. A pregnant employee requests light duty due to medical restrictions. What should HR do?

A. Engage in interactive process for reasonable accommodation

B. Deny unless company policy allows it

C. Require immediate leave

D. Terminate employment

120 / 134

Tags: WARN Act, Reduction in Force, Compliance

DP. Which situation triggers WARN Act requirements?

A. 10 employee layoffs in one office

B. Seasonal hiring freeze

C. One employee termination

D. Plant closure affecting 50+ employees at one site

121 / 134

Tags: CFRA, State Labor Laws, Leave Management

DQ. Which law provides broader family leave rights than FMLA in California?

A. ADA

B. CFRA

C. OSHA

D. COBRA

122 / 134

Tags: Employee Relations, Bullying, Code of Conduct

DR. An employee reports workplace bullying by a coworker (not protected class related). HR should:

A. Investigate under workplace conduct policy

B. Ignore since it is not illegal harassment

C. Terminate both employees

D. Transfer complainant only

123 / 134

Tags: CSR, Ethics, Global HR

DS. Which initiative BEST reflects HR’s CSR responsibility?

A. Office redesign project

B. Marketing campaigns

C. Ethical labor practices in supply chain and workforce

D. Sales incentive programs

124 / 134

Tags: GINA, Compliance, Talent Acquisition

DT. Under GINA, employers are prohibited from:

A. Asking about genetic information in hiring

B. Providing wellness programs

C. Conducting background checks

D. Offering benefits plans

125 / 134

Tags: OSHA, Remote Work, Safety Compliance

DU. A remote employee is injured while working at home. Is it OSHA recordable?

A. Never

B. Yes, if work-related and meets OSHA criteria

C. Only if employer provided equipment

D. Only if witnessed

126 / 134

Tags: Succession Planning, Risk Management, Workforce Planning

DV. Which tool BEST identifies single points of failure in critical roles?

A. Employee engagement survey

B. Salary benchmarking

C. Exit interviews only

D. Succession planning risk mapping

127 / 134

Tags: Employee Privacy, Risk Management, Compliance

DW. A company wants to monitor employee emails. What is the FIRST HR step?

A. Install monitoring software immediately

B. Establish policy, legal review, and employee notification

C. Monitor without disclosure

D. Restrict only executives

128 / 134

Tags: ADA, Accommodations, Compliance

DX. An employee requests a service animal for anxiety. HR may:

A. Ask limited ADA-permitted questions about disability need and task function

B. Require certification papers

C. Deny automatically

D. Ask for full medical records

129 / 134

Tags: Global HR, Expatriate Management, Cultural Intelligence

DY. What MOST impacts expatriate assignment success?

A. Family adjustment and cultural adaptation

B. Salary only

C. Travel distance

D. Office location

130 / 134

Tags: I-9 Compliance, Risk Management, Fines

DZ. What is the penalty range for I-9 paperwork violations?

A. No penalty for errors

B. Monetary fines per violation depending on severity

C. Automatic jail time

D. Only warnings

131 / 134

Tags: Workplace Safety, Risk Management, Policy Design

EA. A workplace violence prevention plan should FIRST include:

A. Armed security only

B. Termination of all high-risk employees

C. Surveillance cameras everywhere

D. Reporting procedures and prevention policy

132 / 134

Tags: FLSA, compensation, Exempt Status

EB. Which deduction is allowed from exempt employee salary under FLSA?

A. Partial-day absences for personal reasons

B. Any overtime deduction

C. Full-day absences for sickness under policy

D. Any disciplinary action deduction

133 / 134

Tags: CSR, Sustainability, Remote Work

EC. Which HR practice directly supports environmental sustainability?

A. Office décor updates

B. Hiring freezes

C. Hybrid/remote work policies reducing commuting emissions

D. Payroll changes

134 / 134

Tags: CSR, Employee Engagement, HR Strategy

ED. What is the MAIN risk if CSR initiatives are led without HR involvement?

A. Misalignment with employee experience and engagement strategy

B. No risk

C. Increased marketing costs only

D. Legal immunity issues

Your score is

The average score is 0%

0%

MEDina

Hello! I'm MEDina, your medical knowledge assistant. How can I assist you today?

×

Your cart (items: 0)

Products in cart
Product	Details	Total
	Available on backorder Previous price: Discounted price:	Save