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Last Updated: Sep 07, 2026
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SHRM SHRM-SCP Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Topic 1: HR Knowledge Domains | 50% | - Organization
|
| Topic 2: Behavioral Competency Clusters | 50% | - Leadership
|
SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:
According to the Equal Pay Act of 1963, which working condition requires equal pay?
- A. Separate first-shift production lines
- B. Varied geographic locations
- C. Different production levels
- D. Shifts on different days of the week
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The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?
- A. Hold town hall meetings with the new president for senior leaders to express their concerns.
- B. Advise the new president to meet with each senior leader individually.
- C. Allow all senior leaders to have a vote in the final selection decision.
- D. Implement a profit-sharing program that applies to all senior leaders.
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A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Despite the HR director's insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?
- A. Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.
- B. Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.
- C. Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.
- D. Ask a senior leader to mediate the disagreement and have the power to make the final decision.
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What is an advantage of a functional human resources (HR) structure?
- A. Accessibility of the HR department for employees
- B. Ensuring compliance and confidentiality
- C. Consistency across the entire organization
- D. Alignment with organizational strategy
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The CHRO studies recent exit interviews and conducts a series of stay interviews that all point to a lack of management support. She is convinced that the managers would benefit from training but heard that the CEO does not want to spend money on training and development initiatives. What could the CHRO do to address the problems?
- A. Meet with managers one-on-one to review the company s performance managementprocess.
- B. Research literature on management best practices, provide it to the managers, andencourage them to study the material.
- C. Use the data and insights gained to present a business case to the CEO indicating theimportance of investing in managerial training and development
- D. Develop a cost-efficient employee engagement initiative to address low employee morale.
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