SHRM Certified Professional CP Exam Study Guide, Exams of Human Resource Management

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SHRM Certified Professional CP Exam

Study Guide Questions with 100% Correct

Answers | Graded A+

David Mungai [Date] [Course title]

SHRM Certified Professional CP 2024

Exam Study Guide Questions with 100%

Correct Answers | Graded A+

Cargo Clause - Answer>> pledge made by employer to the union that the employer will no enter into transactions with some other employers Delphi Technique - Answer>> a decision-making method in which members of a panel of experts respond to questions and to each other until reaching agreement on an issue Integrative Bargaining - Answer>> A negotiation strategy that achieves an outcome that is satisfying for both parties (interest- based/principled bargaining) Positive Time Reporting - Answer>> DOL prefers that businesses use this with regard to the time worked by employee who are nonexempt under the FLSA. considered more effective because it gives a clear indication fo the hours worked, without the need for any calculation. More simple for the DOL Violation of Imminent Danger - Answer>> lead to serious harm or death Serious Violation - Answer>> likely cause death or physical harm Other-Than-Serious Violation - Answer>> condition could impact employees' safety or health but probably would not cause death or serious harm

Common situs picketing - Answer>> Picketing that occurs when an employer shares a building with other employers. Because picketing a common business location can interfere with the ability of secondary businesses to operate, unions must ensure that picket signs clearly state the name of the business they are striking and, where possible, restrict picketing to an entrance that is used only by the primary employer. Consumer picketing - Answer>> Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. Double Breasting Picketing - Answer>> employees picket at a location where the employers workers are not unionized (only legal in certain situations) Single Unit Bargaining - Answer>> occurs when union representatives meet with one employer at a time and don't attempt to use the process as a springboard in separate negotiations. Coordinated Bargaining - Answer>> when unions within an organization meet with the employer to negotiate beneficial results for the group they represent (multi-unit bargaining) Multi-Employer Bargaining - Answer>> union with employees in multiple companies meets with all of those companies as a single negotiation Parallel Bargaining - Answer>> Also known as pattern bargaining, whipsawing, or leapfrogging. Bargaining that occurs when a union negotiates with one of the employers in an industry at a time. Once a contract has been reached with the first

employer, the union uses the gains made during the negotiation as a base for negotiating with the next employer. Disruptive Bargaining - Answer>> group negotiates with the goal of achieving specific objective (positional/hard bargaining) Job Analysis - Answer>> the process used to determine the requirements and importance of duties for a particular job Job Descriptions - Answer>> a list of general duties and responsibilities for a particular job Job Specification - Answer>> statement of the essential parts of a particular class of jobs. includes a summary of the duties to be performed and responsibilities and qualifications necessary to do the job Job Evaluation - Answer>> the ways to determine the value or worth of a job in relations to other jobs in a company. Quantitative and Non-Quantitative Methods Technology Management - Answer>> implements and employs tech focused solutions that support, facilitate, and deliver effective solutions Tactical HR Work - Answer>> Workplace solutions for day to day operations Transactional HR Work - Answer>> Admin work Strategic Plan - Answer>> specifically inform business decisions with knowledge of the overall goals and objectives

For new regulations, laws, and politices - Answer>> do a specific and personalized training For new changes... - Answer>> consider overall employee makeup and sensitivity to change Recordkeeping - Answer>> DOCUMENTING for the project Vision - Answer>> future goals Mission - Answer>> Values, standards, organizing principles Six Sigma - Answer>> tools to determine the resources a project may need. (process mapping and value stream mapping) Front Pay - Answer>> compensation for future economic losses arising from employment discrimination that cannot be remedied by traditional relief, such as hiring, promotion, or reinstatement. Totalization Agreement - Answer>> Eliminate double taxation, many countries have entered into bilateral social security agreements Total Remuneration Survey - Answer>> a report of market data on compensation and benefits plans. helps HR design total rewards plans for their org that are fair and competitive job enrichment - Answer>> Job depth, new responsibilities Job Enlargement - Answer>> increasing the number of different tasks in a given job by changing the division of labor, increasing the scope of the job

Decentralized - Answer>> Large orgs with many locations Value Stream Map - Answer>> A method of mapping that includes data as well as process steps with the goal of identifying waste in the system. Business Technology - Answer>> Stakeholder Mapping - Answer>> identify the value an initiative would have for stakeholder and invested an the influence of the stakeholder PESTLE - Answer>> often indicates process improvement needs to mitigate risk. is a formal tool Steps of Strategic Planning - Answer>> 1) Objective & Goals

2. Internal Analysis (SWOT)
3. Formation
4. Evaluation Power-Coercive - Answer>> what needs to happen (new laws) and what will happen if not met (fines for breaking laws) Normative-Reeducative - Answer>> change related to cultural norms and social values Environment-Adaptive - Answer>> organization change (layoffs/retirements) need remaining employees to adapt Parts of Employer Brand - Answer>> Culture Work/Life Balance Total Reward

Decentralized HR Structure - Answer>> autonomous HR functions operate in different BUs (geographically or by dept). larger orgs tend to use this to response to local environment Matrixed HR Structure - Answer>> mix of structured and decentralized component. also for larger organizations Supply - Answer>> attrition Demand - Answer>> number of customers seasonable workload economic downturn Decertification - Answer>> strips union of its official status as employee's representation Deauthoriziation - Answer>> process of removing a union's security clause and its authority to negotiate Security Clause - Answer>> a condition in a contract that required employees to join a union