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Topics of SHRM SHRM-CP: Society for Human Resource Management Certified Professional Exam
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Module 1: Define
Introduction to SHRM
- History of SHRM
- Scope
- Cost of poor quality (COPQ)
- Problem statement
- Need for SHRM
- Pareto analysis
- Stakeholder analysis
- Converting VOC to CTQs (critical to quality)
- Project teams
- Examples of SHRM results
- CTx (quality, time, cost)
- Objective primary and secondary metrics
- SHRM metrics
- Project charter
Module 2 : Measure
Graphical tools
Pareto chart
Dot plot
Sampling and data collection
Percentiles
Process distributions
Power and sample size calculations
Destructive testing
Fishbone diagram
Binomial, Poisson
Attribute Gage R&R
Process stability
Normal distribution
Crossed versus nested designs
Sample versus population
Rolled throughput yield (RTY), defect per unit (DPU), defects per million opportunities (DPMO), Sigma level (including shift)
Central limit theorem
Push versus pull systems
Non-normal capability analysis
Mean, median, mode
Process mapping
Range, interquartile range, variance, standard deviation
Process capability
Standard work
Batch versus single-piece flow
Normal capability analysis (Cp, Cpk, CPM, Pp, Ppk)
Seven forms of waste
Exponential, Weibull, lognormal
5S (sort, straighten, shine, standardize, sustain) and visual management
Types of data
Histogram
Confidence intervals
Variable gage R&R
Accuracy versus precision
Lean concepts
Sampling bias
Module 3 : Analyze
- Failure mode and effects analysis (FMEA)
- Test for equal variance
- Binary logistic regression
- One-sample t-test
- DOE center points, blocking, covariates
- Two-proportion test
- Binomial, Poisson
- Two-sample t-test
- Inferential probability distributions
- Multi-vari analysis
- 2k full factorial DOE
- Normal
- Design of experiments (DOE) strategies
- Correlation and regression
- One-sample Poisson rate
- Chi-square
- One-way analysis of variance (ANOVA)
- Mood's median test
- Hypothesis testing
- Two-sample Poisson rate
- Multiple regression
- Chi-squared contingency table
- Two-sample test for variation
- True, False
- Paired t-test
- One-sample test for variation
- One-proportion test
Module 4 : improve
- Time value mapping
- Load charts/line balancing
- Value stream mapping
- Training
- Process simplification
- Mistake proofing
- Self-inspection
- Theory of constraints
- Lean measures of time: lead time, takt time, completion time, cycle time
- Checklist
Module 5 : Control
- P-charts
- Xbar-R charts
- Xbar-S charts
- C-charts
NEW QUESTION 35
All of the following are acceptable salary deductions for exempt employees except:
- A. During the first week of employment when employee works a full week
- B. Unpaid leave under FMLA
- C. To offset an employee's military pay
- D. Suspensions for two days due to inappropriate workplace behavior
Answer: A
Explanation:
Explanation: The exemption status for the first (or last) week of employment only applies if the employee works less than the full week. As the employee is working the full week during the first week of employment, no exemption status is appropriate. The other answer choices-unpaid leave under FMLA, suspensions for inappropriate workplace behavior, and offsetting military pay-are all eligible for exemptions.
NEW QUESTION 36
Which of the following is not one of the seven recognized racial categories for EEO1?
- A. Asian
- B. European
- C. Alaska Native
- D. Native Hawaiian
Answer: B
Explanation:
Explanation: The categories for EEO1 do not include an option for European. They do, however, include the categories Native Hawaiian, Alaska Native, and Asian.
NEW QUESTION 37
Which of the following best represents what an employer can do when employees begin to unionize?
- A. Employers are not allowed to discuss unionization with employees
- B. Employers may contact union leaders and forbid unionization.
- C. Employers may explain problems with unionization to employees
- D. Employers may block employees who begin the process of unionization
- E. Employers may threaten to replace workers who choose to unionize
Answer: C
Explanation:
Explanation: When an employer discovers that employees are beginning to unionize, the employer is not allowed to prevent unionization. The employer can, however, provide information to employees about the problems involved with unionization. Answer choice A is incorrect because the employer may not contact union leaders and forbid unionization. Answer choice B is incorrect because employers are not allowed to block employees who begin to unionize. Answer choice C is incorrect because employers may not threaten to replace workers who choose to unionize (although employers may replace workers during a lawful economic strike). Answer choice E is incorrect because employers are allowed to discuss unionization with employees; however, the substance of that discussion can be restricted by law.
NEW QUESTION 38
Within the HerseyBlanchard (1977), there are four leadership styles: Selling, Telling, Delegating, and which of the following?
- A. Guiding
- B. Directing
- C. Participating
- D. Motivating
Answer: C
Explanation:
Explanation: The fourth leadership style as presented in the HerseyBlanchard theory is Participating. Directing and Guiding fall under the leadership style Telling; Motivating falls under the leadership style Selling.
NEW QUESTION 39
As part of his new job in the finance department, Julian is taught to use a new accounting program. However, he finds that he does not often need to use this program in his work. So, although he quickly attains decent competence with the program, he does not make much progress thereafter. Which style of learning curve illustrates this situation?
- A. Sshaped learning curve
- B. negatively accelerating learning curve
- C. positively accelerating learning curve
- D. plateau learning curve
Answer: D
Explanation:
Explanation: This situation could be illustrated by a plateau learning curve. In this model, the learner makes rapid progress at first, but learning then slows almost to a halt. A plateau learning curve might occur when a task is easy to become competent at but difficult to master, or when a skill is easy to acquire but rarely practiced.
NEW QUESTION 40
Which of the following is not a recognized type of picketing?
- A. Petitional
- B. Organizational
- C. Recognitional
- D. Informational
Answer: A
Explanation:
Explanation: A "petitional" form of picketing does not exist. The recognized forms of picketing are as follows: organizational, informational, and recognitional.
NEW QUESTION 41
The LMRA is also referred to by which of the following names?
- A. Wagner Act
- B. LandrumGriffith Act
- C. NorrisLaGuardia Act
- D. TaftHartley Act
Answer: D
Explanation:
Explanation: The LaborManagement Relations Act (LMRA) of 1947 is also known as the TaftHartley Act (or just TaftHartley). The NorrisLaGuardia goes by no other name. The Wagner Act is the alternative name for the National Labor Relations Act (NLRA). And the LandrumGriffith Act is also known as LaborManagement Reporting and Disclosure Act (LMRDA).
NEW QUESTION 42
Which of the following provides the best definition of organization development?
- A. Analyzing the various elements of an organization's makeup and reviewing opportunities for improvement
- B. Discovering methods of strategic intervention to address problems within the organization
- C. Establishing means of employee participation in decisions that are made within organizations
- D. Creating a mutual understanding of the values within an organization
- E. Creating a sense of balance between employers and their employees in a company
Answer: A
Explanation:
Explanation: Organization development is the process by which a human resources professional analyzes the elements of an organization's makeup and considers opportunities for improvement. Answer choice A is incorrect because the definition refers more to organization culture than it does to organization development. And answer choices B, C, and D are incorrect because they refer to elements of organization development but do not explain the larger definition of the process as a whole.
NEW QUESTION 43
The Greendale Company is thinking about adjusting its executive compensation package. There is some concern, however, that the new program will adversely affect the company's tax burden. The Greendale Company should ask the IRS for a(n)
- A. audit.
- B. expansion clause.
- C. trade exception.
- D. private letter ruling.
Answer: D
Explanation:
Explanation: The Greendale Company should ask the IRS for a private letter ruling. Private letter rulings are a courtesy provided by the Internal Revenue Service. When a company is uncertain about the tax implications of a proposed change, it may submit the details to the IRS and receive an estimate. In the long run, the effort expended by the IRS on private letter rulings obviates the need for more work cleaning up unanticipated messes.
NEW QUESTION 44
Which of the following is a strategic function of the human resources department?
- A. Creating retention plans
- B. Ensuring compliance with federal regulations
- C. Recruiting new employees
- D. Keeping employee data confidential
Answer: A
Explanation:
Explanation: Creating retention plans is a strategic function of the human resources department. This activity is considered strategic because it is concerned with maintaining an optimal workforce over the long term. Recruiting new employees is more of an operational function, in that it is a practical application of the organization's strategic planning. Insuring compliance with federal regulations and maintaining the confidentiality of employee data are considered administrative functions, because they are part of the normal course of business for a human resources department.
NEW QUESTION 45
Which of the following is not considered a bottomup method of communication delivery?
- A. Opendoor policy
- B. Webcasts
- C. Individual letters
- D. Staff meetings
Answer: C
Explanation:
Explanation: Bottomup methods of communication include an opendoor policy, webcasts, and staff meetings; in each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a topdown method of communication, because topdown communication focuses more on the management informing employees of decisions.
NEW QUESTION 46
How long after filing with the Department of Labor are ERISA records required to be maintained?
- A. 7 years
- B. 8 years
- C. 6 years
- D. 5 years
- E. 4 years
Answer: C
Explanation:
Explanation: Once a company has filed ERISA records with the Department of Labor, that company is required to maintain those records for a minimum of six years. Answer choices A, B, D, and E are incorrect because they do not reflect accurate federal guidelines for ERISA record keeping.
NEW QUESTION 47
Which type of strike is launched despite a nostrike clause in the employee contract?
- A. sitdown strike
- B. secondary strike
- C. hot cargo strike
- D. wildcat strike
Answer: D
Explanation:
Explanation: A wildcat strike is launched despite a nostrike clause in the employee contract. Obviously, these strikes create intense conflict between employer and union. Sitdown strikes, which are prohibited by law, occur inside the work facility. Secondary boycotts are attempts by the union to keep an external company from doing business with the employer. In most cases, secondary strikes are illegal. A hot cargo strike, more commonly known as a hot cargo picket, aims to keep the employer from doing business with some other employer opposed by the union. Hot cargo pickets are prohibited by law as well.
NEW QUESTION 48
Which of the following is considered indirect compensation?
- A. base pay
- B. variable compensation
- C. performance bonus
- D. leave of absence
Answer: D
Explanation:
Explanation: A leave of absence is considered indirect compensation. Compensation is indirect when it cannot easily be assigned a monetary value. Since an employee is not paid during a leave of absence, granting one is not a direct expense for the company. Of course, the employee's absence may result in diminished productivity and therefore less revenue for the company, but it is difficult to quantify this loss.
NEW QUESTION 49
How is gross profit calculated?
- A. Operating expenses are subtracted from total profit.
- B. The cost of goods sold is subtracted from total sales revenue.
- C. Distributions to owners are subtracted from net profits.
- D. Liabilities are subtracted from the total value of the business.
Answer: B
Explanation:
Explanation: Gross profit is calculated by subtracting the cost of goods sold from total sales revenue. The cost of goods sold is the funds that have been expended on materials and labor to create products.
NEW QUESTION 50
For their first few months, new employees at Flanders Company receive frequent praise and encouragement from their supervisors. After a while, though, supervisors pay less attention to these employees. Performance evaluations indicate that employee productivity declines at this point. The supervisors at Flanders Company are practicing
- A. negative reinforcement.
- B. extinction.
- C. punishment.
- D. positive reinforcement.
Answer: B
Explanation:
Explanation: The supervisors at Flanders Company are practicing extinction, though they are most likely unaware of doing so. Extinction occurs when the positive reinforcement that followed a behavior ceases, and the behavior gradually ceases as well. Punishment is a negative consequence to a behavior. The absence of positive reinforcement is not considered punishment. Positive reinforcement is a reward, while negative reinforcement is the removal of a punishment. Positive and negative reinforcement are both used to encourage certain behaviors.
NEW QUESTION 51
The Expectancy Theory (1964) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Fredrick Herzberg
- C. Clayton Alderfer
- D. Victor Vroom
Answer: D
Explanation:
Explanation: The Expectancy Theory of 1964, which considers employee motivation in view of the potential for reward, is attributed to Victor Vroom. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 52
Which of the following is NOT part of Kirkpatrick's training evaluation framework?
- A. context
- B. results
- C. reaction
- D. learning
Answer: A
Explanation:
Explanation: Context is not part of Kirkpatrick's training evaluation framework. Even though it was created in 1967, Kirkpatrick's description of training evaluation is still widely used. It outlines four criteria: reaction, learning, job behavior, and results. Reaction is the trainee's immediate response to the program. Learning is the information and skills that were obtained during the program. It is important that trainees acquire the skills they are supposed to acquire during training. Job behavior is the extent to which what has been learned during training is applied to real work. Finally, results are the overall impact of the training program on company performance.
NEW QUESTION 53
For a different training session, the course will include several video presentations, while the instructor and students will also be expected to interact during the session. What type of seating would be most effective for this training session?
- A. Theater
- B. Banquet
- C. Chevron
- D. Classroom
Answer: C
Explanation:
Explanation: Chevronstyle seating is best for a combination of activities that include video presentations and group interaction. Classroomstyle seating is best if the employees will simply be facing the front of a room and listening to a speaker. Banquetstyle seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities. Theaterstyle seating accommodates the largest number of people and also works well for various presentations.
NEW QUESTION 54
Which of the following is not a piece of legislation that covers employee deferred compensation programs?
- A. Older Worker Benefit Protection Act
- B. Pension Protection Act
- C. Family Medical and Leave Act
- D. Small Business Job Protection Act
- E. Retirement Equity Act
Answer: C
Explanation:
Explanation: Among the answer choices provided, only the Family Medical and Leave Act does not reference or cover employee deferred compensation programs. The Retirement Equity Act (answer choice B), the Small Business Job Protection Act (answer choice C), the Older Worker Benefit Protection Act (answer choice D), and the Pension Protection Act (answer choice E) all provide for deferred employee compensation programs in some way.
NEW QUESTION 55
Which of the following is defined by a union activity in which someone takes a job with a company that the union has targeted for employee unionization, and thus works to encourage employees at the new company to organize a union?
- A. Salting
- B. Featherbedding
- C. Wildcatting
- D. Leafletting
Answer: A
Explanation:
Explanation: Salting occurs when someone takes a job with a company that the union has targeted for employee unionization, and thus works to encourage employees at the new company to organize a union. This would be viewed as a form of instigation and is thus not a fair labor practice. Wildcatting, per se, does not exist, although there is a wildcat strike, which occurs in spite of a contractual prohibition against strikes. Featherbedding refers to the activity of keeping an employee in a position despite that position being considered obsolete due to changes in technology. And leafleting is a union activity that involves passing out leaflets about the union's position and thus drumming up support.
NEW QUESTION 56
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