https://www.processexam.

com/hrci/hrci-
gphr-certification-exam-sample-questions

HRCI HR Global Professional Sample

Questions:
01. Which of the following is NOT an external third-party source for recruiting?
a) Private employment agencies
b) Labor unions
c) Outplacement firms
d) Agencies

02. Individuals have various styles of learning. Which of the following types of
learners is best suited for lectures?
a) Kinesthetic learners
b) Visual learners
c) Tactile learners
d) Auditory learners

03. Which of the following stages of the International Assignment Process

model is the most critical in determining the success of an international
assignment?
a) Pre-departure preparation
b) Assessment and selection
c) On assignment
d) Completing the assignment

04. According to the European Union and the International Labor Organization
(ILO), which of the following legal instruments is non-binding?
a) Conventions
b) Decisions
c) Regulations
d) Directives
e) Opinions

05. Which of the following represents motivator to a culture that values

ascription?
a) Defined processes and procedures
b) Diplomacy
c) Challenge
d) Network

06. Human resource management is conducted to achieve ______ goals.

a) Organizational
b) Personnel
c) Supervisory
d) Management

07. What is a disadvantage of the divisional departmentalization?

a) Focus is too narrow
b) Inefficient use of human resources
c) Disregards broader organizational considerations
d) Unity of command is lost

08. A good MBO (management by objectives) shares all of the following aspects
EXCEPT:
a) Periodic feedback about objectives
b) Goals which align with corporate level goals and strategies
c) Goals are established by the supervisor/manager
d) Goals which are measurable

09. Which of the following is NOT a reason why individuals refuse international
assignments?
a) Personal familial issues, like spouse is reluctant to change careers or children are
already in high school
b) No clear, identified path for career development guaranteed after the assignment
c) Financial incentives are inadequate
d) Company’s poor record of successful expatriations programs

10. Productivity measures the _______ and _______ of work done, taking into
account the cost of the resources it took to do the work
a) quantity and quality
b) output and capital
c) input and output
d) output and quantity

Answers:
Question: 01 Question: 02 Question: 03 Question: 04 Question: 05
Answer: b Answer: d Answer: b Answer: e Answer: d
Question: 06 Question: 07 Question: 08 Question: 09 Question: 10
Answer: a Answer: b Answer: c Answer: b Answer: a
If you find any errors or typos in HRCI Global Professional in Human Resources (GPHR)
sample question-answers o

https://www.processexam.com/shrm/shrm-cp-certification-exam-sample-questions

SHRM Certified Professional Sample

Questions:
01. An HR director believes it is important that managers take more
responsibility for performance appraisals. Which responsibility should the HR
director assign specifically to the managers?
a) Identify development areas
b) Design appraisal system
c) Track timely receipt of appraisals
d) Train staff to use performance system

02. Which hands-on training method best allows an onboarding manufacturing

employee to practice his job in a risk-free setting?
a) Team training
b) Apprenticeship
c) Simulation
d) Role play

03. A valued employee arrives 15 minutes late for work without explanation.
Using the company's positive approach to discipline, which action should be
taken to course-correct the employee’s tardiness?
a) Counseling
b) Verbal caution
c) Final warning
d) Written reprimand

04. Scenario: A company determines they will close their secondary

manufacturing unit to move the operation to the business headquarters. They
determined 70 new positions will need to be filled to support this effort. The
CEO wants the transition to take place over a three-month period.
A month after the move, many of the relocated staff threaten to quit. HR
conducts a survey and discovers three main causes of dissatisfaction: higher
cost of living, unaffordable housing, and low-rated schools.
Which is the best course of action for HR to endorse to leadership to prevent
departures?
a) Create a program for leadership to provide resources to assist staff.
b) Reveal the long-term growth strategy to promote staff buy-in.
c) Recommend leadership to focus on the biggest obstacle to retention.
d) Advise leadership to offer incentives to retain high-performing staff.
05. An HR manager has been asked to design a training program for the
company. Which HR metric should be considered first in designing the program?
a) Average tenure of employees
b) Percentage of employees with a career plan
c) Performance quality of one-year employees
d) Total costs for training

06. Scenario: In the past two years, a company has been acquired by two
different organizations. Each acquisition resulted in multiple layoffs; one even
included the CEO being terminated. For a while, the morale of the remaining
employees was very low because they had worked with some of the laid-off
employees for years. To help increase morale the company re-evaluated their
total rewards structure to be more beneficial to all employees.
Many employees suffer anxiety because of the increased workload and the fact
their long-time friends are gone while they remain.
Which is the most important first step for the HR director to take to mitigate the
effects of survivor syndrome being experienced by remaining employees?
a) Offer one-to-one career coaching so employees can manage increased workload.
b) Communicate with employees to acknowledge that management is aware employees
are struggling and intends to help.
c) Invite a representative of the employee assistance program (EAP) to a town hall
meeting to review EAP benefits for all employees.
d) Encourage department heads to actively increase individual recognition of employee
contributions to the business.

07. Which is a significant benefit of recruiting from internal sources?

a) Innovation increases with each infusion of new talent
b) Provides a continuous pool of applicants
c) Minimizes inflated expectations about the job
d) Employees will all be of the existing mindset

08. A small start-up software company realizes that the technology skillsets of
newly hired programmers are more advanced than the existing programmers'
skillsets.
Recognizing the constant business need for these evolving, state-of-the-art
skillsets, which is the best workforce development strategy to implement?
a) Design a rigorous in-house training program to get longer-tenured programmers up
to speed with the newer programmers.
b) Perform a job redesign for the existing employees that will not require new, updated
skills.
c) Partner with a local community college to offer programmers the opportunity to update
their skillsets.
d) Offer new hires shorter-term contracts to allow for a continual hiring of programmers
with the most up-to-date skills.

09. Scenario: A company determines they will close their secondary

manufacturing unit to move the operation to the business headquarters. They
determined 70 new positions will need to be filled to support this effort. The
CEO wants the transition to take place over a three-month period.
The CEO asked the HR director to support this new staffing need. Which is the
best action for HR to take first to begin supporting this initiative?
a) Survey employees to gauge interest in relocating to company headquarters.
b) Review job descriptions and total rewards structure to align them with staffing goals.
c) Identify employees unwilling to relocate so they can convey historical knowledge to
new hires.
d) Identify a recruiting firm to attract talent to fill the new positions.

10. Scenario: In the past two years, a company has been acquired by two
different organizations. Each acquisition resulted in multiple layoffs; one even
included the CEO being terminated. For a while, the morale of the remaining
employees was very low because they had worked with some of the laid-off
employees for years. To help increase morale the company re-evaluated their
total rewards structure to be more beneficial to all employees.
The VP of research and development asks for HR’s help resolving pay
discrepancies, discovered during due diligence, among the senior engineers.
The staff has been discussing this frequently and it is now affecting the team.
Which is the best way for HR to reassure the employees?
a) Promise employees that everyone will be compensated fairly and equitably within 90
days.
b) Analyze the competitive market, related compensation philosophies and strategy to
implement a new pay program.
c) Tell the company to adopt the higher of the two salary structures then adjust
everyone's salary based on experience, education, and work assignments.
d) Make a commitment that a comprehensive review of pertinent issues will be swiftly
concluded.

Answers:
Question: 01 Question: 02 Question: 03 Question: 04 Question: 05
Answer: a Answer: c Answer: a Answer: a Answer: d
Question: 06 Question: 07 Question: 08 Question: 09 Question: 10
Answer: b Answer: c Answer: d Answer: b Answer: d
If you find any errors or typos in SHRM Certified Professional (SHRM-CP) sample
question-answers, please report them to us on [email protected]

Average:

SHRM Senior Certified Professional Sample

Questions:
01. A CEO asks the VP of HR to recommend talent-rich countries to consider for
global expansion and to consider cost as part of the recommendation. When
identifying potential countries, which is most important for the VP of HR to
consider?
a) Each country's employment laws and regulations
b) Availability and compatibility of HRIS platforms
c) The company's readiness to deploy expatriates
d) Culture and language training needs

02. An HR manager meets with the area supervisor and an employee who has
limited head mobility due to a work-related injury to discuss potential
accommodations. The employee suggests building steps at one of the
workstations in an assembly line so the employee does not have to look upward.
After considering other workers' traffic patterns, everyone except the employee
concludes adding stairs will introduce a tripping hazard and decrease the safety
of other workers. The employee threatens to file a lawsuit claiming the company
did not adequately explore the employee's suggested accommodation. Which
action should the HR manager take to reduce the likelihood that the employee
will file a lawsuit?
a) Place stairs on the assembly line temporarily so the worker can see the danger they
pose to other workers.
b) Obtain a professional safety engineering analysis of the impact and feasibility of
building the steps.
c) Ask other workers whether they think the steps will be a hazard before concluding the
review.
d) Allow the employee to use the stairs under the condition that they will be removed if
other employees complained about them.

03. Which test most effectively identifies potential high-performing leaders in a

collaborative work environment?
a) Psychomotor
b) Personality
c) Work sample
d) Emotional intelligence

04. After the recent implementation of a new human capital management

platform, a CEO requests people analytics data. Which action should the HR
manager take first?
a) Direct the HR analyst to extract and summarize relevant data.
b) Develop a suite of analytical reports that focus on employee performance.
c) Train interested stakeholders on self-service options and decentralized capabilities.
d) Ask business partners to identify key metrics that link business strategy to outcomes.
05. An HR manager prepares for a budget meeting with multiple teams to
determine departmental budget allocations. Which bargaining strategy should
the HR manager use to achieve a mutually beneficial decision?
a) Distributive
b) Integrative
c) Zero-sum
d) Positional

06. Which incentive plan is most likely to cause frustration to higher-performing

employees?
a) Piecework
b) Behavioral encouragement
c) Gain sharing
d) Profit sharing

07. Recently, HR has received complaints about the fairness of the CEO's
compensation. Which should the HR manager do first to ensure that the
executive compensation practices of the company are fair?
a) Identify the rewards being offered to incentivize long-term goals.
b) Determine which objectives are being used to evaluate executives.
c) Analyze the company culture and compensation structure history.
d) Confirm the plan is balanced with long-term and short-term incentives.

08. Scenario: A manufacturer has secured a contract from a large hospital to

build and supply operating room equipment. The hospital specifies the steps in
the manufacturing and quality control processes that it expects, and the
manufacturing company has contractually committed to meet these
specifications. The production line employees discover that they can skip one of
the steps in the quality control process when building respirators without any
noticeable change in the final product. The client unknowingly accepts the
finished respirators as meeting specifications. During an exit interview, a
departing employee reveals to the senior HR director that his entire unit is
skipping a critical step in the quality control process for building the respirators.
No one in the production’s supervisory line or management is aware this is
happening.
What is the first thing the HR director should do?
a) Confer with counsel's office to determine what information should reported to the
hospital.
b) Review the business case to determine if eliminating this step causes product failure.
c) Report information to the operations manager to decide how to proceed.
d) Initiate an investigation to swiftly determine the accuracy of employee's claim.

09. Which is the best way to address the lack of diversity within organizational
units?
a) Implement incentives to employees for candidate referrals.
b) Confirm that recruiters incorporate diversity policy into the recruitment process.
c) Consult legal to mitigate discrimination claims in hiring.
d) Develop a diversity initiative with targeted hiring objectives.

10. Which measure shows how much more valuable an organization has become
because of its investment in human capital?
a) Human economic value added
b) Return on investment
c) Human capital value added
d) Human capital return on investment

Answers:
Question: 01 Question: 02 Question: 03 Question: 04 Question: 05
Answer: a Answer: b Answer: d Answer: d Answer: b
Question: 06 Question: 07 Question: 08 Question: 09 Question: 10
Answer: c Answer: c Answer: d Answer: d Answer: a
If you find any errors or typos in SHRM Senior Certified Professional (SHRM-SCP) sample
question-answers, please report them to us on [email protected]

Select rating
Average:
https://certpracticequestions.shrm.org/shrm-cp/

The first three questions are examples of Knowledge Items. Knowledge items test your

knowledge around HR competencies, people, organization and workplace topic areas

referenced in the SHRM Body of Competency and Knowledge (SHRM BoCK).

CONTINUE
1 Which selection tool should be used to fill a vacancy that requires managing multiple
priorities and working under pressure?
A Cognitive ability test
B Background check
C Behavioral assessment
D Academic transcript

The correct answer is "C: Behavioral assessment."

Behavioral assessments provide a systematic evaluation of candidate personality profiles used
to gauge the viability of a candidate based on things like work style and potential, which are
useful when trying to gauge whether a candidate can manage multiple priorities and work
under pressure. This is based on the assumption that past behavior is the best predictor of
future behavior.

Cognitive ability tests measure intelligence, verbal ability, math skills, spatial perception, or
inductive and deductive reasoning. Background checks are used to verify prior employment,
education, criminal background information, and/or other pertinent data to ensure candidates
are being honest about their experience and credentials. Academic transcripts outline academic
performance, which does not necessarily align with workplace performance.

2. Which action best fosters high ethical standards in an organization?

A Establishing an anonymous reporting hotline
B Adopting a corporate social responsibility policy
C Providing manager training on codes of conduct
D Distributing the employee handbook annually
OK

The correct answer is "C: Providing manager training on codes of conduct

The correct answer is "C: Providing manager training on codes of conduct."

Training managers on codes of conduct helps managers understand and promote ethical
behavior and therefore foster high ethical standards.

Establishing an anonymous reporting hotline does not help employees understand the
company’s ethical standards, so they are not necessarily able to effectively use the
hotline. Corporate social responsibility policies generally focus on a company’s external
commitment to operate ethically and contribute to economic development. Distributing the
employee handbook annually does not guarantee that employees read or understand the
contents of it.

3 When developing an emergency disaster plan, which activity occurs during a vulnerability
analysis?
A Determining the likelihood of potential hazards and their effects on the business
B Identifying key products, services, and operations and evaluating their reinforcements
C Assessing available internal and external resources and establishing emergency contacts
D Working with an insurance carrier to analyze exclusions and areas of exposure

The correct answer is "A: Determining the likelihood of potential hazards and their effects on

the business." To conduct a vulnerability analysis, a company must examine the hazards within

the company and the community in which the business is located and consider crises that have

occurred in the past or which may result from the geographic location of the business or from

technological or human error. Business should then determine the likelihood of facing those

hazards and the severity of the consequences they would have on the business.

The other response options are appropriate risk management activities to execute but do not
specifically support a vulnerability analysis.
The next two questions are examples of Situational Judgment Items (SJIs). SJIs assess your

judgment and decision-making skills associated with scenarios that require the application of

the behavioral competencies in the SHRM BoCK. The same scenario is used for both questions.
CONTINUE
press Enter ↵
Question 4 A VP of talent development requests a two-day communication skills training for the
team. The VP and the trainer meet for a planning session. The VP explains the department is
working on several key projects and it needs to improve its effective communication to be
successful. During the training session, the trainer observes an apparent lack of trust and
openness among team members, which causes some team members to withdraw from the
training activities. The VP receives feedback from managers that indicates the session did not
go well, so the VP requests a meeting with the trainer.

After the training session is complete, which step should the trainer take?
A Review the training evaluations for the session.
B Debrief the VP on observations during training.
C Meet with the team's supervisor to disclose findings.
D Calculate the return on investment for the session.

The correct answer is "A: Review the training evaluations."

Situational judgment items require the examinee to think about what is occurring in the
scenario and decide which response option identifies the most effective course of action. Other
response options may be something you could do to respond to the situation, but SJIs require
thinking and action based on the best of the available options.
Do not base your answer on your organization’s approach to handling the situation, but rather,
answer based on what you know should be done according to best practice. Panels of SHRM-
certified subject matter experts rate the effectiveness of each response option, and the “best”
answer is derived by statistical analysis of those expert opinions.
CONTINUE
press Enter ↵
Question A VP of talent development requests a two-day communication skills training for
the team. The VP and the trainer meet for a planning session. The VP explains the department
is working on several key projects and it needs to improve its effective communication to be
successful. During the training session, the trainer observes an apparent lack of trust and
openness among team members, which causes some team members to withdraw from the
training activities. The VP receives feedback from managers that indicates the session did not
go well, so the VP requests a meeting with the trainer.

Which action should the trainer take to improve group dynamics?

A Conduct a team performance appraisal.
B Provide coaching to high-performing team members.
C Assess levels of trust among team members.
D Schedule an offsite team-building activity.
OK

The correct answer is "C: Assess levels of trust among team members."
Panels of SHRM-certified subject matter experts rate the effectiveness of each SJI response
option, and the “best” answer is derived by statistical analysis of those expert opinions.
CONTINUE
press Enter ↵

The next three questions are Knowledge Items. Knowledge items test your knowledge around

HR competencies, people, organization and workplace topic areas referenced in the SHRM

Question 6 Several raters evaluate job descriptions and arrange them according to their value
to the company. Which job evaluation method are the raters using?
A Classification
B Ranking
C Point factor
D Market-pricing
OK

The correct answer is "B: Ranking"

Ranking is a qualitative job evaluation method that places jobs in a hierarchy of their value to
the company.

Point factor is a quantitative method that breaks down jobs into compensable factors identified
during a job analysis. Points are assigned to the factors, and a pay structure is established for
the position. Classification is a qualitative technique in which an evaluator writes descriptions of
each class of jobs and puts them into the grade that best matches the class description. Market-
pricing emphasizes external competitiveness, and it typically involves using third-party
compensation survey data to determine the external value of jobs.
CONTINUE
press Enter ↵

7 Which strategy best facilitates internal transfers and maximizes flexibility when assigning pay
levels?
A Adjusting pay based on comparable worth of jobs
Key

B Minimizing overlap between pay grades

C Implementing a broadband pay system
D Adopting a seniority-based pay system
OK

The correct answer is "C: Implementing a broadband pay system."

The large pay ranges in a broadband system facilitate internal transfers because this strategy
greatly increases the probability that one’s current job and alternate position are in the same
large pay range. It also gives organizations maximum flexibility in assigning pay levels to jobs.

Adjusting pay based on comparable worth of jobs is usually an attempt to remedy pay
inequality across gender and racial lines. Minimizing overlap between pay grades often creates
a need for larger pay increases for internal promotions. This can also discourage an employee
from transferring to a new position by increasing the likelihood that the employee must take a
pay cut for the new position. A seniority-based pay system rewards employees based on length
of employment, which makes it more complex to assign pay levels to jobs and does not
promote internal transfers.
CONTINUE
press Enter ↵
Question 8 Which activity best exemplifies job enrichment?
A An IT employee researches how to resolve a software problem.
Key
B A marketing employee spends extra time developing new branding ideas.
C A billing department employee is given the added responsibility of calculating payroll.
D A sales employee is selected by a supervisor to mentor junior employees.
OK

The correct answer is "D: A sales employee is selected by a supervisor to mentor junior
employees."
Selecting a sales employee to mentor junior employees is an example of job enrichment
because it gives the employee the opportunity to learn new skills that will provide a deeper
purpose or meaning in the job. It is a “vertical” expansion of a job.

An IT employee who researches how to resolve a software problem is an example of job

enhancement, or when new skills are added to an existing base of knowledge. The employee
already possesses
computer skills, and those skills are now enhanced by adding the knowledge of another
platform. The marketing employee who spends extra time developing new branding ideas is an
example of job crafting, which is when an employee takes proactive steps to redesign daily
tasks and duties. The employee who receives extra responsibilities in the billing department is
an example of job enlargement because the employee takes on extra tasks and responsibilities
that are lateral to the employee’s currently assigned responsibilities.
CONTINUE
press Enter ↵

The final two questions are examples of Situational Judgment Items. SJIs assess your judgment

and decision-making skills associated with scenarios that require the application of the

behavioral competencies in the SHRM BoCK. The same scenario is used for both questions.
CONTINUE

Three product leads from the research and development division of a software company meet

with an HR manager to discuss the performance problems of a project manager. Each product

lead reports encountering similar issues with the project manager. The biggest problem is the

project manager consistently promises products will be completed by a specific date and fails to

deliver. During the discussion, the three product leads complain about losing customers as a

result of the project manager’s behaviors.

Six months after the initial consultation with the HR manager, the division director asks for an

update on the project manager’s progress. Which is the best way for the HR manager to show

this data?

A Prepare a detailed performance summary for each project over the past six months.
B Schedule a meeting so the product leads can share data about customer retention with the
division director.
C Focus on the project manager’s progress toward time and budget metrics over the last six
months.
Key
D Submit a report with detailed notes from the project manager's performance meetings.
OK

The correct answer is "A: Prepare a detailed performance summary for each project over the

past six months."

Panels of SHRM-certified subject matter experts rate the effectiveness of each SJI response
option, and the “best” answer is derived by statistical analysis of those expert opinions.
CONTINUE
press Enter ↵
Three product leads from the research and development division of a software company meet
with an HR manager to discuss the performance problems of a project manager. Each product
lead reports encountering similar issues with the project manager. The biggest problem is the
project manager consistently promises products will be completed by a specific date and fails to
deliver. During the discussion, the three product leads complain about losing customers as a
result of the project manager’s behaviors.
The project manager says managing multiple large projects is too difficult. Which strategy
should the HR manager use to best address this issue?

A Hire a project coordinator to handle administrative project tasks.

B Assign the project manager with a mentor to provide advice and assistance.
C Help the project manager break large tasks into smaller, more manageable pieces.
D Ask the project manager's supervisor to temporarily delegate projects to other employees.
OK

The correct answer is "C: Help the project manager break large tasks into smaller, more

manageable pieces."
Panels of SHRM-certified subject matter experts rate the effectiveness of each SJI response
option, and the “best” answer is derived by statistical analysis of those expert opinions.
Submit