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SHRM CP (SHRM-CP) Practice Tests & Test Prep by Exam Edge - Why Exam Edge


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Why Choose Exam Edge for your SHRM CP (SHRM-CP) Exam prep?

Benefits of Exam Edge SHRM Certified Professional Practice Tests & Test Prep

Exams like the SHRM Certified Professional exam do not just measure what you know -- they also test how well you perform under pressure. The right type of test preparation helps you familiarize yourself with both the material you are being tested on and the format of the test itself. Our practice tests, exam flashcards, and other test prep resources are carefully crafted to replicate the experience of taking the SHRM CP exam to make you maximally prepared for the demands of test day.

Looking to level up your test prep routine? Here are five reasons you should incorporate practice tests from Exam Edge into your SHRM Certified Professional test prep strategy:

  • In-depth explanations for every practice test question and answer: Once you complete a practice exam, we give you detailed explanations of each correct and incorrect practice exam question answer. We also provide a summary of the number of practice test questions you answered correctly, and an estimate of your score as you would receive on the real exam. Use this combination of quantitative and qualitative insights to get a comprehensive picture of your readiness for the SHRM CP exam!

  • Realistic SHRM Certified Professional practice test questions: Our practice tests are designed to have a similar feel to the real test. From the type and number of questions to the default time limit for each practice exam, our SHRM CP questions mimic those that are found on the real exam. This way, when you take the actual test, you will already be familiar with the test's navigation, structure, and flow. The psychological benefits of this kind of practice are significant. Once you eliminate the stress and distraction of unfamiliar test software or formatting, your brain is freed up to focus on each question.

  • Easy-to-access resources for your on-the-go lifestyle: Our practice tests are web-based, so there is no software to install and no files to download. Just log in to ExamEdge.com for access to your SHRM CP practice tests on any smartphone, tablet, or computer with an internet connection. Chip away at your exam prep from home, work, campus, your favorite coffee shop, or wherever life takes you.

  • Flexible timed and untimed SHRM Certified Professional practice tests:Use our 3 different test-taking modes for different kinds of test preparation. You can pause a practice test and continue right where you left off with the same amount of time you had remaining. You can learn more about these unique functions in our SHRM CP practice test features.

  • A brand you can trust: As an "A+" rated, fully accredited member of the Better Business Bureau, Exam Edge upholds the highest level of business standards, and our proof of success is with our customers. We have heard from countless test-takers who told us they failed their certification exams until they found us and added our practice tests to their exam preparation plans. We are driven by a genuine passion for helping test-takers succeed, and we cannot wait to help you start or continue your journey to passing the SHRM Certified Professional}!

    Learn more about Exam Edge, and what makes us right for you on your test prep journey!

All in all, the most effective study plan involves regular practice-testing to exercise your recall skills, practicing your time management, and increasing your focus and test-taking stamina. Invest your study time in our SHRM Certified Professional practice exams and walk into test day confident, and ready to demonstrate your skills.

Need more convincing? Take your first practice test on us and see firsthand how practice tests can transform your SHRM CP test prep. Learn how to get a free SHRM Certified Professional practice test, and start test-prep today!

How to Use the SHRM CP Practice Test

Our practice tests offer the ultimate flexibility to study whenever, wherever, and however you choose. We offer three modes to engage with your SHRM Certified Professional practice exam:

  1. Timed Mode: Take a practice test in the timed mode to mimic the experience you will have on test day.

  2. Untimed Mode: Our untimed practice tests. Use this function to evaluate your knowledge without the added pressure of a ticking timer.

  3. Study Guide Mode: Our unique study guide function shows the in-depth explanations for each practice exam question as you work through the test. Use this version to work through the questions at your own pace and take detailed notes on the answers.
Need to pause while taking one of our practice tests? No problem! Whichever mode you use, you can pause and resume it at your leisure. When you continue the test, you will pick up exactly where you left off. If you are taking a timed practice test, you will have the same amount of time left to work through the remaining SHRM CP practice exam questions once you resume.

Once you have completed a practice exam, you will have permanent access to that exam's review page which includes a detailed explanation for each practice test question. Are you confused by a particular question on the practice test you just completed? Simply come back to it after you have completed it and get a detailed explanation of what the correct answer is and why.

Unlike other study tools, practice exams offer the unique benefit of helping you chart your progress and improvement. Start your SHRM Certified Professional exam preparation by taking a practice test to assess your baseline expertise and existing test-taking skills. Then, use your results to identify which topics and skills need the most improvement, and create a study plan that targets those areas. As you study from books, notes, exam flashcards, or other methods, take additional practice tests at regular intervals to evaluate how you retain the information.

SHRM Certified Professional - Why Exam Edge Sample Questions

Your staff is highly valued for the job they completed on a project with a tight deadline six months ago. A similar project has been assigned to your staff. You have faith in what they can accomplish based on the success of the previous project. Which style of leadership are you most likely to adopt when leading this group project?



Correct Answer:
delegative


given that your staff has previously succeeded on a similar project with a tight deadline, you are more likely to adopt the delegative leadership style. this style is particularly effective in situations where the team members are skilled, experienced, and have demonstrated their capability to handle responsibilities independently.

in the delegative leadership style, also known as laissez-faire leadership, the leader entrusts decision-making power to team members, while still maintaining ultimate responsibility for the project's outcomes. this approach fosters a sense of ownership and empowerment among the staff, which can lead to increased motivation and creativity.

since your staff has already proven their competence in a similar project, employing a delegative leadership style can be particularly beneficial. it allows you to leverage their expertise and insights, which were key to the success of the previous project. by giving them the authority to make decisions, you not only build their confidence but also potentially expedite the project process as they are likely familiar with the challenges and effective strategies.

moreover, overseeing their decisions rather than dictating every step allows for a more efficient management approach where your role becomes more about guidance and less about micromanagement. this can lead to a more productive work environment and potentially a higher quality output, as team members feel more invested in the project's success.

in conclusion, adopting a delegative leadership style not only acknowledges the past success and capabilities of your staff but also aligns with fostering a trusting and empowering work environment for the upcoming project. this approach not only suits the current capabilities of your team but can also contribute to their growth and the overall success of the project.

Which of the following communications is an employer legally required to inform employees?



Correct Answer:
when warn applies in the case of a mass layoff or plant closing


among the communications listed, the one that an employer is legally required to inform employees about is when the worker adjustment and retraining notification (warn) act applies in the case of a mass layoff or plant closing. this federal law mandates that employers must provide a 60-day advance notice to all affected employees and their union representatives. the purpose of this notice is to allow employees sufficient time to prepare for the impending job loss, seek alternative employment, or obtain the necessary training to transition into new roles.

the warn act applies under specific conditions: it is triggered when there is a plant closing that will result in an employment loss for 50 or more employees during any 30-day period, or when there is a mass layoff which does not result from a plant closing but affects 500 or more employees, or between 50-499 employees if they make up at least 33% of the employer’s active workforce. this law is critical in ensuring that workers have the essential lead time to adjust to the loss of employment and to mitigate the impacts on their personal and economic situations.

it is important for employees to understand that the 60-day notice must be given directly to the affected employees or their representatives, such as a labor union. additionally, the employer must also notify the state dislocated worker unit and the appropriate local government. failure to comply with the warn act can lead to penalties, including back pay for each day of violation and benefits under the employee’s health plan.

other items listed, such as the affirmative action plan as required by the office of federal contract compliance programs (ofccp), tax information on independent contractors, and cost-of-living adjustments (cola) responsibilities, do not fall under the same specific federal notification requirements as the warn act. while they are important in their respective contexts, they do not generally require the same level of formal employee notification as mandated by the warn act for layoffs and plant closures.