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## SHRM Senior Certified Professional (SHRM-SCP) 認定 SHRM-SCP 試験問題  (Q337-Q342):

**質問 # 337** 
An oil and gas company that operates globally  signs an agreement to shift the operations part of the business to another  organization. As a result, the company must lay off several employees. Some of  the employees that must be laid off are working at headquarters while others are  currently assigned to another country to support operations in the field. An HR  director is tasked with developing a plan for communicating and executing the  layoffs.
Several employees are working on a critical assignment in another  country, and senior leadership orders that they be notified immediately that  they will be laid off. However, the site manager feels this will prevent the  work from being completed and refuses to tell them. What should the HR director  do?

- A. Explain to the site manager that employees  should be told now before they hear about the layoffs from others.
- B. Schedule a video conference meeting with the employees to communicate the  layoffs personally.
- C. Insist that the site manager develop a solution for completing the work  despite the layoffs.
- D. Warn the site manager of the consequences of not complying with a direct  order from senior leadership.

**正解：A**

解説：
Importance of Timely Communication: Explain to the site manager that  timely and direct communication is crucial to maintaining trust and preventing  misinformation. Employees should hear about the layoffs from the company, not  through rumors.
* Respect for Employees: Emphasize that informing employees  promptly respects their dignity and gives them time to prepare and seek other  opportunities.
* Mitigating Impact on Work: Discuss strategies to minimize  the impact on the critical assignment, such as transitional support or temporary  replacements, ensuring that the project can still be completed despite the  layoffs.
* Collaborative Solution: Work with the site manager to develop a  plan for communicating the layoffs that considers both the need for transparency  and the operational requirements. This might involve staggered notifications or  support measures to help manage the transition.
* Follow-up Support: Provide  ongoing support to both the site manager and the affected employees, ensuring  they have the resources and assistance needed during this difficult  period.
This approach aligns with SHRM's guidelines on respectful and  transparent communication, supporting employees during layoffs, and maintaining  operational continuity.



**質問 # 338** 
What types of human resource metrics would you  calculate to quantify the severity of the issue?

- A. Performance and potential
- B. Time since last promotion
- C. Retention rate
- D. Turnover rate

**正解：B**

解説：
The best way to quantify this situation is to calculate the time since  last promotion for each employee and average it out across the organization.  Whereas a turnover rate may indicate a problem with higher-than-average employee  exits, it will not identify the reason for exits.



**質問 # 339** 
What would be the most effective first step for  the HR team following the exit interview review?

- A. Review performance management practices to  assess effectiveness of promotionprocedures.
- B. Recommend an additional 5% salary increase for all employees.
- C. Launch an internal investigation into all managers to identify toxic  leaders.
- D. Conduct stay interviews to better understand why current employees have  chosen not toleave.

**正解：A**

解説：
By reviewing the performance management processes, measurable work  outcomes are set as the center of the investigation. 1%ile this review may lead  to eventual investigations of certain managers for unethical practices (B),  putting the work outcomes as the focus clearly communicates the ultimate goals  of the review and any follow-up actions. Stay interviews (C) can be useful to  recognize what the company does well and what it should continue to do with  respect to retention; however, getting to the root of any possible favoritism or  discrimination is of a higher priority when data from the exit interviews can  serve as a starting point for key retention factors. Recommending an additional  salary increase (D) may eventually be part of the solution but increasing  salaries without additional data about compensation decisions like starting  rates, compensable factors, bonuses, and merit increases may lead to inefficient  spending.



**質問 # 340** 
What is an employee's right to have union  representation during a disciplinary interview at the workplace called?

- A. Right to counsel
- B. Weingarten rights
- C. Garrity rule
- D. Loudermill rights

**正解：D**

解説：
A union member has the right to union representation in an  investigatory interview that may result in discipline, and this right is known  as "Weingarten."



**質問 # 341** 
A company prepares to implement a system that  requires employees to use their mobile phones to submit hours worked. Before  implementing the system, which should the HR team consider first?

- A. Training needed for managers to approve time recorded in the system
- B. Effects of automation on the payroll processing team
- C. Technology skills of the employees who will use the system
- D. Security and encryption of the transmitted  information

**正解：D**

解説：
* Data Security:
* Confidentiality: Ensuring the security of  employee data is paramount to protect against unauthorized access and  breaches.
* Encryption: Implementing strong encryption protocols ensures that  data transmitted via mobile phones is secure and protected.



**質問 # 342**
......

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