SHRM-CPDemo
                     SHRM
SHRM-CP
Society for Human Resource Management: Human Resources Management Certified
Professional
Exam Version: 6.1
Questions & Answers PDF
(Demo Version - Limited Content)
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Question 1. (Single Select)
Which of the following is an example of a chemical health hazard?
A: bacterium
B: pesticide
C: fungus
D: virus
Answer: B
Explanation:
A pesticide is an example of a chemical health hazard. The other three answer choices are biological
health hazards. OSHA requires businesses to maintain safety data sheets related to every chemical found
in the workplace. A safety data sheet outlines the components of the substance, as well as its behavior
under various conditions. Most importantly, the safety data sheet indicates whether a chemical is harmful
when absorbed, inhaled, or ingested, and how these dangers may be mitigated or avoided.
Question 2. (Single Select)
Which component of an affirmative action plan provides demographic information for the labor market
related to each job group?
A: job group analysis
B: determination of availability
C: comparison of incumbency to availability
D: organizational profile
Answer: B
Explanation:
In an affirmative action plan, the determination of availability provides demographic information for the labor
market related to each job group. Specifically, this part of the affirmative action plan indicates how many
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women and minorities are available to fill positions in each job group. A determination of availability should
include internal and external candidates. A job group analysis indicates how the business categorizes
various positions. The comparison of incumbency to availability calculates the company’s success at
employing minorities compared with the job market as a whole. Finally, the organizational profile is a simple
list of the positions within the business.
Question 3. (Single Select)
What is one common problem with cost-per-hire metrics?
A: They make no distinctions between job groups.
B: They are overly dependent on external economic factors.
C: They overemphasize advertising.
D: They omit costs that are not related to specific candidates.
Answer: D
Explanation:
One common problem with cost-per-hire metrics is that they omit costs that are not related to specific
candidates. The cost-per-hire measure is determined by dividing total costs by number of hires. It is
important that the costs and hires be taken from the same time interval. To be comprehensive, a
cost-per-hire measure should include the salaries of those employed to make
hires, the cost of advertising, and any other administrative costs incurred during the hiring process.
Question 4. (Single Select)
A new employee enters the training room and notices that the seats have been arranged in a banquet style.
What can the new employee expect to do during the training session?
A: Work in a small group
B: Watch a video
C: Take notes
D: Fill out a questionnaire
Answer: A
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Explanation:
The new employee can expect to work in a small group during the training session. In banquet-style
seating, participants are placed in small groups around several tables. They will be able to turn and face a
single presenter if necessary, but they will probably be spending most of their time interacting with their
tablemates.
Question 5. (Single Select)
Ron and Marcy apply for the same job at the Brown Company. During Ron’s interview, the interviewer
outlines the major responsibilities of the available position, and asks Ron a series of questions about his
ability to fulfill them. Marcy’s interview covers much of the same ground, but the interviewer asks different
questions related to Marcy’s unique educational background. Ron and Marcy have participated in
A: structured interviews.
B: stress interviews.
C: patterned interviews.
D: nondirective interviews
Answer: C
Explanation:
Ron and Marcy have participated in patterned interviews. This type of interview covers a predetermined set
of subjects, but does not adhere to a script. In other words, the interviewer will know in advance what topics
are to be discussed, but will not have a list of questions to be asked verbatim. Patterned interviews allow
the interviewer to follow up on interesting and provocative comments, but the resulting interviews may be
difficult to compare. A structured interview follows a predetermined list of questions. In a stress interview,
the prospective employee is subjected to a very difficult or challenging situation. A non-directive interview is
a free-form conversation that may range over any number of topics.
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