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SHRM SHRM-SCP시험 & SHRM-SCP최신시험덤프자료

저희가 알아본 데 의하면 많은it인사들이SHRM인증SHRM-SCP시험을 위하여 많은 시간을 투자하고 잇다고 합니다.하지만 특별한 학습 반 혹은 인터넷강이 같은건 선택하지 않으셨습니다.때문에 패스는 아주 어렵습니다.보통은 한번에 패스하시는 분들이 적습니다.우리 Fast2test에서는 아주 믿을만한 학습가이드를 제공합니다.우리 Fast2test에는SHRM인증SHRM-SCP테스트버전과SHRM인증SHRM-SCP문제와 답 두 가지 버전이 있습니다.우리는 여러분의SHRM인증SHRM-SCP시험을 위한 최고의 문제와 답 제공은 물론 여러분이 원하는 모든 it인증시험자료들을 선사할 수 있습니다.

Fast2test선택으로SHRM SHRM-SCP시험을 패스하도록 도와드리겠습니다. 우선 우리Fast2test 사이트에서SHRM SHRM-SCP관련자료의 일부 문제와 답 등 샘플을 제공함으로 여러분은 무료로 다운받아 체험해보실 수 있습니다. 체험 후 우리의Fast2test에 신뢰감을 느끼게 됩니다. Fast2test에서 제공하는SHRM SHRM-SCP덤프로 시험 준비하세요. 만약 시험에서 떨어진다면 덤프전액환불을 약속 드립니다.

>> SHRM SHRM-SCP시험 <<

100% 유효한 SHRM-SCP시험 공부자료

Pass4Tes가 제공하는 제품을 사용함으로 여러분은 IT업계하이클래스와 멀지 않았습니다. Pass4Tes 가 제공하는 인증시험덤프는 여러분을SHRM인증SHRM-SCP시험을 안전하게 통과는 물론 관연전업지식장악에도 많은 도움이 되며 또한 우리는 일년무료 업뎃서비스를 제공합니다.

최신 Senior Certified Professional SHRM-SCP 무료샘플문제 (Q59-Q64):

질문 # 59
An HR director is preparing to meet with the company president because one of the top executives has been accused of gross misconduct. Which is the best recommendation the HR director can give the president to ensure a complete and credible investigation process?

A. Engage a third-party resource to conduct the investigation.
B. Follow the company's standard procedure for conducting investigations.
C. Suggest the president speak with the executive before proceeding.
D. Contact the appropriate governmental authority.

정답：B

설명：
* Standard Procedures:
* Consistency: Using the standard procedure ensures that the investigation is conducted consistently, which is critical for maintaining fairness.
* Fairness and Impartiality: Standard procedures are designed to provide a fair and impartial process for all parties involved.

질문 # 60
What protects a company from having to pay for legal costs and settlement fees in case an employee sues?

A. EAP
B. COBRA
C. EPLI
D. ADR

정답：B

설명：
EPLI (employment practices liability insurance) is insurance for companies that protects them in case they get sued by an employee. It covers legal costs and settlement fees related to the suit.

질문 # 61
Which of the following tools would be most useful in correcting the historically pervasive discrimination in compensation?

A. Performance evaluations
B. Job analysis
C. Pay audit
D. Compensation survey

정답：C

설명：
Pay audits are designed to assess the rates of pay for all comparable positions and their compensable factors devoid of the individuals performing the job. Pay audits can help to identify pay discrepancies that may have been persisting for an individual because of past pay inequities, and they can identify pay practices to be corrected. Pay audits are most useful in correcting historical pay inequities as they are designed to identify when those inequities may have started and occurred. Compensation surveys (A) and market data about compensation trends can be useful for a company when setting pay rates for future hires or in times of pay restructuring. A job analysis (C) can be a useful tool prior to conducting pay audits to affirm that job descriptions and duties are accurate across different positions. Performance evaluations (D) are important within the context of pay equity to reward employees in clear, tangible ways that directly correlate to their work performance.

질문 # 62
The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take to communicate the hiring challenges HR is experiencing?

A. Ask the CEO to provide all staff with a detailed explanation of the business need for experienced leaders.
B. Notify the CEO that HR's budget will be completely exhausted if the firm hires the three top candidates.
C. Notify the firm's current managers they should not expect to receive salary adjustments this year.
D. Send an email to all staff explaining how job market changes are making it difficult to hire experienced managers.

정답：B

설명：
* Budget Constraints Awareness: The HR manager needs to ensure that the CEO is fully aware of the budget constraints that hiring the top candidates would create. This is crucial to prevent financial issues and ensure that the CEO understands the limitations of the current budget.
* Strategic Decision-Making: By notifying the CEO, the HR manager ensures that any decision made regarding hiring and compensation is aligned with the company's financial strategy and business priorities. This allows the CEO to make an informed decision on whether to proceed with hiring at the higher salaries or to adjust the hiring strategy.
* Transparency and Communication: This approach promotes transparency within the leadership team, fostering an environment where financial realities are openly communicated and considered in decision-making processes.
* Resource Allocation: It allows the CEO to consider reallocating resources or increasing the HR budget to accommodate the hiring needs without compromising other financial obligations such as referral bonuses or salary adjustments for current employees.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on budget management and strategic HR communication

질문 # 63
A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
The philanthropy department director confides in the HRBP that behavioral issues with specific employees have not been addressed because the director prefers to avoid interpersonal confrontation. Which action should the HRBP take?

A. Counsel the director on strategies for establishing effective interpersonal interactions with employees.
B. Suggest that the director deliver the feedback in a written format.
C. Ask the operations VP to approve a leadership development program for the leadership team.
D. Gather peer feedback anonymously to help the director identity the causes of poor working relationships among employees.

정답：A

설명：
Addressing interpersonal conflicts directly is crucial for improving workplace relationships and overall department performance. Here's the rationale:
* Skill Development: Counseling the director on effective interpersonal strategies can equip them with the necessary skills to address and manage conflicts, leading to a healthier work environment.
* Leadership Growth: This approach supports the director's growth as a leader by improving their ability to handle interpersonal issues proactively and constructively.
* Long-Term Solutions: By addressing the root causes of poor working relationships, this strategy can lead to long-term improvements in department culture and performance.
* Support and Guidance: Providing this support shows that the organization is invested in the director's development, which can enhance their engagement and effectiveness as a leader.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on leadership development and conflict resolution

질문 # 64
......

Fast2test는 믿을 수 있는 사이트입니다. IT업계에서는 이미 많이 알려져 있습니다. 그리고 여러분에 신뢰를 드리기 위하여 SHRM 인증SHRM-SCP 관련자료의 일부분 문제와 답 등 샘플을 무료로 다운받아 체험해볼 수 있게 제공합니다. 아주 만족할 것이라고 믿습니다. Fast2test제품에 대하여 아주 자신이 있습니다. SHRM 인증SHRM-SCP 도 여러분의 무용지물이 아닌 아주 중요한 자료가 되리라 믿습니다. 여러분께서는 아주 순조로이 시험을 패스하실 수 있을 것입니다.

SHRM-SCP최신 시험덤프자료: https://kr.fast2test.com/SHRM-SCP-premium-file.html

희망찬 내일을 위하여 Fast2test SHRM-SCP최신 시험덤프자료선택은 정답입니다, Fast2test는SHRM SHRM-SCP응시자들이 처음 시도하는SHRM SHRM-SCP시험에서의 합격을 도와드립니다, SHRM SHRM-SCP덤프자료를 항상 최신버전으로 보장해드리기 위해SHRM SHRM-SCP시험문제가 변경되면 덤프자료를 업데이트하도록 최선을 다하고 있습니다, SHRM SHRM-SCP시험 여러분께서는 아주 순조로이 시험을 패스하실 수 있을 것입니다, SHRM SHRM-SCP시험 자격증을 많이 취득하면 좁은 취업문도 넓어집니다.

후배들에게조차 이런 느낌을 받은 적은 없었는데, 순찰대장은 가끔, 복귀하던 그대로 부하들을 프롤린 주점으로 데려가서 거하게 마시곤 했다, 희망찬 내일을 위하여 Fast2test선택은 정답입니다, Fast2test는SHRM SHRM-SCP응시자들이 처음 시도하는SHRM SHRM-SCP시험에서의 합격을 도와드립니다.

SHRM-SCP시험 최신 인기 인증 시험덤프

SHRM SHRM-SCP덤프자료를 항상 최신버전으로 보장해드리기 위해SHRM SHRM-SCP시험문제가 변경되면 덤프자료를 업데이트하도록 최선을 다하고 있습니다, 여러분께서는 아주 순조로이 시험을 패스하실 수 있을 것입니다.

자격증을 많이 취득하면 좁은 취업문도 넓어집니다.