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SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest Updated 2024/2025 (Grad, Exams of Business Systems

California State Polytechnic University (CPP) - Pomona Business Systems

what are the 3 leadership approaches - ✔✔1. trait- has the least validity. ex: best leaders are tall/vocal 2. behavioral- task oriented or relationship oriented leader (equal) 3. situational/contigent- helps to know the variables to look at to see if it should be task or relationship * there is no best way to lead, it depends on the situation

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SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest

Updated 2024/2025 (Graded A+)

what are the 3 leadership approaches - ✔✔1. trait- has the least validity. ex: best leaders are tall/vocal

2. behavioral- task oriented or relationship oriented leader (equal)

3. situational/contigent- helps to know the variables to look at to see if it should be task or relationship

* there is no best way to lead, it depends on the situation

what are the 5 situational approaches to leadership - ✔✔1. blake mouton- managerial grid. ex:

impoverished (low concern for results low concern for others), country club (low concern for results high

concern for others), authoritarian (high concern for results low concern for others), team (high concern

for results high concern for others)

2. hersey-blanchard- no single optimal style, leaders adjust based on "follower maturity". ex: delegating

(low task and low relationship), participating (low task and high relationship), telling (high task and low

relationship), selling (high task and high relationship)

3. fiedler- leader/member relations, task structure, position power; adjust these variables to create

favorable situation

4. path-goal theory- define goal, clarify path, remove obstacles, provide support

5. emergent theory- group chooses leader, emerges from interactions

what are the 3 types of authentic (transformational) leaders - ✔✔1. empowerment- get better results

when empowered and confident. don't want to empower prematurely

2. long term (vision and values)- helps answer the "why". ex: why do you work here?

3. emotional intelligence- helps read peoples emotions (verbal/nonverbal), manage your own

emotions/reactions

* #1 asset is credibility

what are 3 traits of strong HR leaders - ✔✔1. build relationships

2. model values- ex: putting mission statement visible on walls

3. effective agents of change- change agents, help employees understand why the change will benefit

them

Partial preview of the text

Download SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest Updated 2024/2025 (Grad and more Exams Business Systems in PDF only on Docsity!

SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest

Updated 2024/2025 (Graded A+)

what are the 3 leadership approaches - ✔✔1. trait- has the least validity. ex: best leaders are tall/vocal

behavioral- task oriented or relationship oriented leader (equal)
situational/contigent- helps to know the variables to look at to see if it should be task or relationship

there is no best way to lead, it depends on the situation what are the 5 situational approaches to leadership - ✔✔1. blake mouton- managerial grid. ex: impoverished (low concern for results low concern for others), country club (low concern for results high concern for others), authoritarian (high concern for results low concern for others), team (high concern for results high concern for others)

hersey-blanchard- no single optimal style, leaders adjust based on "follower maturity". ex: delegating (low task and low relationship), participating (low task and high relationship), telling (high task and low relationship), selling (high task and high relationship)
fiedler- leader/member relations, task structure, position power; adjust these variables to create favorable situation
path-goal theory- define goal, clarify path, remove obstacles, provide support
emergent theory- group chooses leader, emerges from interactions what are the 3 types of authentic (transformational) leaders - ✔✔1. empowerment- get better results when empowered and confident. don't want to empower prematurely
long term (vision and values)- helps answer the "why". ex: why do you work here?
emotional intelligence- helps read peoples emotions (verbal/nonverbal), manage your own emotions/reactions

#1 asset is credibility what are 3 traits of strong HR leaders - ✔✔1. build relationships

model values- ex: putting mission statement visible on walls
effective agents of change- change agents, help employees understand why the change will benefit them

what are 3 traits of weak HR leaders - ✔✔1. focus on short term

make limited connections
slow to innovate- you have to fail to learn, encourage employees to take risks what are the 6 sources of power - ✔✔1. information
expert
referent (goodwill)- have best interest in mind
position- ex: saying "do it because i'm your boss"
reward- don't always have because of budget
coercive- don't always have power to discipline

do 1-3, not 4-6 (not always under your control) what are 4 influence strategies - ✔✔1. reasoning- data driven

appeal to mutual values- most ethical way, in someones best interest
call on supporters- power in numbers
barter (reciprocity)- you scratch my back i scratch yours (worst option) what are 4 ways to gain trust - ✔✔1. ability (competence)- do i trust them because i know they can do the job
integrity- do they treat everyone fairly/respectively
benevolence- do they keep the best for the group in mind
felt trust- how much do you think the other person trusts you. how to increase: delegate tasks, feedback, don't micro-manage what are the 5 parts of emotional intelligence - ✔✔1. self-awareness
self-regulation
motivation
empathy- empathy vs. sympathy (be understanding)
social skills- be able to mediate, get information instead of taking sides/looking at emotions

own the decision- don't blame others ethical universalism vs. cultural relativism - ✔✔EU- doesn't matter where you are, the right and wrong should be the same CR- whats ethical depends where you are what are the 5 parts of conflict resolution - ✔✔1. avoidance- lose/lose (worst)
accommodation- lose/win. can lead to "you owe me"
compromise- in the middle. easy way out
competition- win/lose
collaboration- win/win (best) what are the 4 parts of communication - ✔✔sender > (encoding) > medium channel > (decoding) > receiver > feedback loop what are the 4 steps of communication - ✔✔1. understand audience
be sure the message is clear
delivery message effectively- who, how, when, where
follow-up what are 2 key aspects of a focus group - ✔✔1. get everyones involvement (nominal group technique)
should be evaluated soon after they occur what are 4 ways to improve meetings - ✔✔1. have an agenda
distribute agenda in advance
be clear about outcomes for the meeting
establish roles- leader (facilitator), time keeper, note taker, devils advocate (avoids group think) what is ethnocentrism - ✔✔"our way is the best"

what are 6 steps to having a global mindset - ✔✔1. big picture

embrace change
trust the process
open-minded
inclusive
ready to learn what did edgar schein promote - ✔✔multiple layers of culture
implicit- basic assumptions (inside)
norms and values (middle)
explicit- artifacts and products (outside) what are the 2 parts of organizational culture - ✔✔1. person vs. task focused
egalitarian (better in changing environments) vs. hierarchical (better in stable environment) what are the 4 types of organizational culture - ✔✔1. clans- relationships
adhocracies- entrepreneurial
hierarchies- efficiencies
market-oriented- competition what are 3 cultural theories - ✔✔1. hall- high context vs. low context
trommelaars and hampden-turner- cultural dilemmas (ex: universal vs. particular, individual vs. communitarian, neutral vs. affective, specific vs. diffuse, achieved vs. ascribed, sequential vs. synchronic, internal vs. external)
hofstede- (ex: masculine vs. feminine, long term vs. short term, power distance, individualism vs. collectivism, uncertainty avoidance, indulgence vs. restraint) what are 4 obstacles to cultural understanding - ✔✔1. ethnocentrism

impact what are the 4 steps of the life cycle - ✔✔1. introduction
growth- build talent, complexity, balance efficiency with culture, help leaders redefine roles, managing change initiatives
maturity- employee retention, succession planning, improve communication, maintain agility/responsiveness
renewal/no growth (decline)- renewal is streamline procedures and adding responsibilities, and no growth is maintaining engaged workforce what is porters 5 forces framework - ✔✔1. threat of substitution
threat of entry- how easy can a competitor enter the market
bargaining power of suppliers
bargaining power of buyers- their focus impacts what the org does
rivalry among existing competitors what are 4 budgeting methods - ✔✔1. zero-based- start at zero each period, argue your case every cycle
incremental- line-item approach, influenced by prior period, usually go up by %
formula- different units receive different percentages (ex: government)
activity-based- focuses on the cost/significance of different activities (impact) what are the 4 steps to create a business case - ✔✔1. statement of need- why do we need to do this, explain approach, due diligence
recommended solution- use objective facts
statement of risks and opportunities
estimated costs and time frames what are 3 ways to tell the health of a business - ✔✔1. balance sheet- assets, liabilities, equity
income statement
cash flow statement- operations, investing, financing

what are 8 common non financial metrics - ✔✔1. market share

efficiency
reputation
retention
brand awareness
satisfaction
social responsibility- external
engagement- #1 focused on (ex: engagement surveys) what is consultation - ✔✔advanced, specialized and administrative duties in an HR program or section area, responsible for providing high-level support in the administration of a HR program what is mckinseys 7-s framework (performance areas) - ✔✔1. structure
strategy
systems
style
staff
skills
superordinate goals what are HRs 8 roles in managing the change process - ✔✔1. identifying impact- who will it impact
assessing the ripple effect- some are effected ore than others, but slowly hits everyone
consulting with orgs leaders about ways to support the change initiative
use stakeholder knowledge to negotiate solutions (ex: customer demands)
use skills and connections to manage the communication efforts during change
measuring the effectiveness of the change initiative
delivering superior service to HRs internal customers
managing resistance to the change

focus groups- pros: see change over time, build off each others ideas. cons: dominate the conversation, groupthink what are 3 options for generating discussion - ✔✔1. mind mapping
nominal group technique- have everyone write down ideas on paper first then around until all ideas are said, nobody dominates the discussion
delphi technique- could be anonymous, not always person to person, judgements of experts what are 4 types of validity - ✔✔1. predictive validity
content validity
construct validity
criterion validity what are 5 data analysis methods - ✔✔1. variance- identify groups and what their differences are (ex: age)
ratio- indicates financial performance in several key areas
trend- look at historical data, wheres the trend?
regression- statistical model, strength and direction (if it exists) p<.05 (less than 5% chance) (ex: scatterplot)
root-cause- starting with outcome, work backwards, what led to that? root cause? what are 5 graphic data analysis tools - ✔✔1. pie chart
histogram
trent diagram
pareto chart
scatter diagram what are benchmark jobs - ✔✔found outside the company, provide reference points against which the values of jobs within the company are judged

what is broadbanding - ✔✔combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread what are cafeteria plans - ✔✔enable employees in a company to choose from among a set of benefits and different levels of these benefits how do you compute compa-ratio - ✔✔the pay level divided by the midpoint of the pay range what are compensable factors - ✔✔reflect how the job adds value to the organization; these factors are used to determine which jobs are worth more than others (skill, effort, responsibility, and working conditions). help meets three challenges: internal consistency, market competitiveness, and recognition of individual contributions what are compensation surveys - ✔✔collect and analyze competitors compensation data, such as wage and salary practices as well as employee benefits what is consumer-driven health care - ✔✔refers to employer-sponsored programs that shift a greater amount of the responsibility to employees for selecting health care providers what is a contributory plan - ✔✔a pension plan where contributions are made jointly by employees and employers. employee will benefit from the income upon retirement what is a differential-piece rate system - ✔✔pay system where the employee receives one piece rate up to a standard and then a higher rate once the standard is exceeded what is a defined-benefit planned the 3 types - ✔✔a pension plan in which the amount an employee is to receive upon retirement is specifically set forth; guarantee retirement benefits specified in the plan document. plan that promises employees a retirement benefit amount based on a formula

flat-dollar amount- the employer pays a set dollar amount for each year of service under the plan
career-average formula- either participants earn a percentage of the pay for each year they are plan participants or the participants yearly earnings are totaled and then averaged over the years in the plan
final-pay formula- bases benefits on the average earnings during a specified number of years, usually the highest five of the last ten years

what is job evaluation - ✔✔systematically recognizes differences in the relative worth among a set of jobs and to establish pay differentials accordingly what is long-term disability insurance - ✔✔refers to illnesses or accidents that prevent an employee from performing his or her own occupation over a designated period what are the 3 types of managed care plans - ✔✔emphasize cost control by limiting an employees choice of doctors and hospitals

health maintenance organizations (HMOs)- form of health care that provides services for a fixed period on a prepaid basis
preferred provider organization (PPOs)- those enrolled in a PPO can elect to receive treatment outside the network but have to pay higher co-payments or deductibles
point of service (POS)- combination of a PPO and HMO; provides direct access to specialists; employees pay a nominal copayment for each visit to a designated network of physicians; but pay somewhat more for the choice provider outside the designated network of physicians what is medicare part a - ✔✔mandatory media coverage for persons covered by medicare; covers both inpatient and outpatient hospital care and services

physicians fees
food service or housekeepers wages
custodial care in a nursing home
ordinary dental services and dentures
expenses for routine physical exams what is medicare part b - ✔✔optional medical coverage for persons covered by medicare
diagnosis, therapy, surgery
consultation during home, office, and institutional calls
medications that cannot be self-administered what are merit pay programs - ✔✔reward employees with permanent increases to base pay according to differences in job performance

what is a noncontributory plan - ✔✔a pension plan where contributions are made solely by the employer what are non-exempt employees - ✔✔employees who must be paid overtime under the FLSA what is a non qualified pension plan - ✔✔provides less favorable tax treatments for employers than qualified pension plans what is the pay for performance philosophy - ✔✔requires that compensation changes reflect individual performance differences what are pay grades - ✔✔group jobs for pay policy application, usually based on similar compensable factors and value, same relative internal worth

all jobs within a particular grade are paid the same rate or within the same rate range what are pay ranges - ✔✔represent the span of possible pay rates for each pay grade; include midpoint, minimum, and maximum rates what are pay structures - ✔✔represent pay rate differences for jobs of unequal worth and the framework for recognizing differences in employee contributions what are pay surveys - ✔✔collect info on prevailing market rates and include topics such as incentive plans, overtime pay, starting wage rates, base pay, pay ranges, shift differentials, and vacation and holiday what is a pension plan - ✔✔any plan, fund, or program which provides retirement income to employees or results in a deferral of income by employees for periods extending to the termination of covered employment or beyond, regardless of the method of calculating the contributions made in the plan, the method of calculating benefits under the plan, or the method of distributing benefits from the plan what is a perquisites - ✔✔benefits offered exclusively to executives

what are time-based step rate pay systems - ✔✔pay is based on longevity in the job and pay what is vesting and the two types - ✔✔refers to an employees nonforfeitable rights to pension benefits.

cliff- must grant employees 100% vesting after no more than 3 years of service
gradual/grading- enables employees to earn vesting rights in stages; 20% each year beginning with the employees second year of service, reaching 100% after no more than 6 years of service what are the FLSA regulations for workers under 17 - ✔✔1. under 14- prohibited from most nonfarm work, may be employed by parents, except in hazardous industries, manufacturing, or mining
14- 15 - during school hours can't work more than 3 hours/day, 18 hours/week, during school vacations can't work more than 8 hours/day, 40 hours/week, hours restricted from 7am-7pm (9pm from June 1 to Labor Day)
16- 17 - prohibited from working hazardous jobs such as operating trash binders, shredders, or material-handling equipment how many employees are required for the ADEA - ✔✔20 or more for fed/state/government 25 or more in unions, apprenticeship/training programs, agencies serving covered employees *not limited to federal contractors how many employees are required for the ADA - ✔✔15 or more how many employees are required for COBRA - ✔✔20 or more how many employees are required for the Davis-Bacon Act of 1931 - ✔✔1 or more and $2,000+ for federal contracts how many employees are required for the drug-free workplace act - ✔✔1 or more and $100,000+ for federal contracts or federal grants how many employees are required for the employee polygraph protection - ✔✔fed/state/local exempt some private exempt

how many employees are required for the EEO - ✔✔15 or more how many employees are required for the EEO annual reporting form - ✔✔50 or more employees AND $50,000+ in federal contracts OR 100 or more employees (except state/local gov't) OR subsidiaries of other companies where total employees = 100 how many employees are required for the executive order 11246 - ✔✔50 or more AND $50,000+ in federal contracts how many employees are required for FLSA - ✔✔all except independent contractors and those classified as exempt how many employees are required for FMLA - ✔✔50 or more that live within 75 miles how many employees are required for OSHA - ✔✔general - 1 or more farmers - 10 or more how many employees are required for the immigration reform and control act - ✔✔4 or more how many employees are required for the OSHA form 300 - ✔✔10 or more how many employees are required for the title VII - ✔✔15 or more (20+ weeks/year) all educational institutions, state/local gov't labor unions with 15 or more how many employees are required for the vietnam era veterans act - ✔✔1 or more and $10,000+ in federal contracts

process- extent to which underlying operations (IT, finance, HR) integrate across locations what is upstream vs. downstream strategies - ✔✔upstream- decisions made at HQ level, focus on standardization of process and integration of resources downstream- decisions made locally, attempts to adapt strategy and goals to local realities what are 4 ways people achieve global integration - ✔✔1. people- assignee's

processes- standardized processes support org control over parts of the value chain
performance- creating greater control over org activity by designing performance targets and rewards that are defined from a global perspective
culture- shared visions and values that are consistent with a global identity what is global integration vs. local responsiveness - ✔✔GI- emphasizes consistency of approach, standardization of processes (ex: standard technology across the market) LR- emphasizes adapting to the needs of local markets what is a pull factor - ✔✔attractions to globalization that support orgs aspirations what is a push factor - ✔✔reasons an org may have been driven into globalization by competitive factors what is hyper connectivity - ✔✔how technology is rapidly creating a smaller world what is demographic dichotomy - ✔✔the workforce in emerging economies is becoming disproportionately young, while the work force in developed economics is raging what does FDI stand for - ✔✔foreign direct investment- the investment of foreign assets into domestic structures, equipment, and organizations what is critical chain project management - ✔✔resources are maxed out to reach deadlines

what is agile project management - ✔✔unclear objectives/instructions, the project focuses on iterations of the deliverables what is lean project management - ✔✔eliminates waste by maintaining a tight focus, empowers team to make decisions what are the 5 steps of bench marking - ✔✔1. define KPIs- ensure performance measurements are tied to orgs strategic goals

measure current performance
select benchmarks
check for gaps between performance and benchmark
set objectives and design support activities what goals should you set for each KPI - ✔✔"SMARTER" goals S- specific M- measurable A- attainable R- relevant T- time bound E- evaluated R- revised a balanced score card needs balance between what 3 things - ✔✔1. financial and non-financial data
internal and external data
lagging and leading performance indicators what are the 4 key areas of KPIs - ✔✔1. finance- productivity rates (org and stakeholders)
customers- can org satisfy customers

SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest Updated 2024/2025 (Grad, Exams of Business Systems

Related documents

Partial preview of the text

Download SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest Updated 2024/2025 (Grad and more Exams Business Systems in PDF only on Docsity!

SHRM CP 2024 Summer Test Prep| Actual Questions And Answers Latest

Updated 2024/2025 (Graded A+)