Society for Human Resource Management MCQ Flashcards
7 cards from real SHRM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Society for Human Resource Management MCQ flashcards as text
Which of the following is an example of a leading HR indicator, as opposed to a lagging indicator?
Answer: Time-to-fill open positions
Time-to-fill is a leading indicator because it reflects current recruiting pipeline health and predicts future staffing capacity, not past outcomes.
Under COBRA, a qualified beneficiary who loses group health coverage due to a qualifying event must be offered continuation coverage for how long when the event is voluntary or involuntary termination (other than gross misconduct)?
Answer: 18 months
COBRA requires employers to offer 18 months of continuation coverage for qualifying events including voluntary or involuntary termination of employment.
A new HR manager discovers that the company's performance appraisal system consistently rates minority employees lower than majority employees, despite similar objective performance data. This is an example of:
Answer: Rater bias leading to potential disparate treatment
Systematic rating differences correlated with protected class membership suggest rater bias, which can constitute disparate treatment discrimination under Title VII.
Which federal agency is primarily responsible for enforcing the Occupational Safety and Health Act?
Answer: Occupational Safety and Health Administration
OSHA, within the Department of Labor, is the federal agency charged with setting and enforcing workplace safety and health standards.
An organization is transitioning from a traditional hierarchical structure to a team-based structure. Which change management model emphasizes creating urgency, forming a guiding coalition, and embedding change in culture?
Answer: Kotter's 8-Step Change Model
Kotter's 8-Step Change Model begins with creating urgency, builds a guiding coalition, and ends with anchoring change in organizational culture.
An employer requires job applicants to disclose all prior arrests, including those that did not result in convictions. This practice is most likely problematic because:
Answer: It may have a disparate impact on certain racial groups and violates EEOC guidance
The EEOC cautions that blanket consideration of arrest records without conviction can disproportionately screen out minority applicants, creating disparate impact liability.
In the context of HR's strategic role, which of the following best describes what it means for HR to act as a 'strategic partner' per Ulrich's HR model?
Answer: HR aligns people practices with business strategy to drive organizational results
In Ulrich's model, HR as strategic partner means aligning HR strategy and practices with business goals to help the organization achieve competitive advantage.