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

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Our practice tests are designed to help you master both the subject matter and the art of test-taking. Created to mimic the real exam, our practice tests feature:

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Why should I use Exam Edge to prepare for the SHRM Certified Professional Exam?

FAQ's for Exam Edge SHRM Certified Professional practice tests

We have ten great reasons why Exam Edge is the #1 source on the internet when it comes to preparing for SHRM Certified Professional test:

Comprehensive content: Exam Edge's SHRM Certified Professional practice tests are created specifically to prepare you for the real exam. All our SHRM CP practice test questions parallel the topics covered on the real test. The topics themselves are covered in the same proportions as the real test too, based on outlines provided by the Society for Human Resource Management in their SHRM CP test guidelines.

Realistic practice: Our SHRM CP practice exams are designed to help familiarize you with the real test. With the same time limits as the real exam, our practice tests enable you to practice your pacing and time management ahead of test day.

Detailed explanations: As you complete your practice tests, we show you which questions you answered correctly and which ones you answered incorrectly, in addition to providing you with detailed step-by-step explanations for every single SHRM Certified Professional practice exam question.

Performance insights: After you complete a practice test, we provide you with your raw score (how many you answered correctly) and our estimate of the SHRM CP score you would have received if you had taken the real test.

Ease of access: Because all our practice tests are web-based, there is no software to install. You can take SHRM CP practice exams on any device with access to the internet, at any time.

Flexible use: If you must pause while taking one of our practice tests, you can continue right where you left off. When you continue the test, you will start exactly where you were, and with the same amount of time you had remaining.

Thousands of unique questions: We offer 10 different online practice exams with 1,340 unique questions to help you prepare for your SHRM Certified Professional!

Low cost: The cost of ordering 5 practice tests is less than the cost of taking the real SHRM CP test. In other words, it would be less expensive to order 5 practice tests than to retake the real SHRM Certified Professional exam!

Our trusted reputation: As a fully accredited member of the Better Business Bureau, we uphold the highest level of business standards. You can rest assured that we maintain all of the BBB Standards for Trust.

Additional support: If you need additional help, we offer specialized tutoring. Our tutors are trained to help prepare you for success on the SHRM Certified Professional exam.

What score do I need to pass the SHRM CP Exam?

To pass the SHRM Certified Professional test you need a score of 200.

The range of possible scores is 120 to 260.

How do I know the practice tests are reflective of the actual SHRM Certified Professional?

At Exam Edge, we are proud to invest time and effort to make sure that our practice tests are as realistic as possible. Our practice tests help you prepare by replicating key qualities of the real test, including:

The topics covered
The level of difficulty
The maximum time-limit
The look and feel of navigating the exam

We have a team of professional writers that create our SHRM Certified Professional practice test questions based on the official test breakdown provided by the Society for Human Resource Management. We continually update our practice exams to keep them in sync with the most current version of the actual certification exam, so you can be certain that your preparations are both relevant and comprehensive.

Do you offer practice tests for other Society for Human Resource Management subjects?

Yes! We offer practice tests for 2 different exam subjects, and there are 25 unique exams utilizing 3350 practice exam questions. Every subject has a free sample practice test you can try too!
SHRM Certified Professional (SHRM-CP ^® ) Practice Tests
SHRM Senior Certified Professional (SHRM-SCP ^® ) Practice Tests

To order tests, or take a sample test, for a different subject: Click on ' Name on the Exam Name' You will be take to the orders page

How do I register for the real Society for Human Resource Management?

For up-to-date information about registration for the Society for Human Resource Management, refer to the Society for Human Resource Management website.

What are the SHRM exams?

You have made the decision to pursue SHRM certification. Which exam should you take? What do the exams entail?

What is the Society for Human Resource Management (SHRM)?

The Society for Human Resource Management (SHRM) is a world-wide professional society that has been the leading provider of resources to meet the needs of HR professionals and promoting the advancement of the management of human resources. The SHRM awards certificates for the Certified Professional (SHRM-CP) and the Senior Certified Professional (SHRM-SCP). Both exams have eligibility requirements that include specific education and work experience criteria. These requirements can be found by visiting www.shrm.org.

ven if you meet the requirements for the SHRM-SCP exam, the SHRM-CP may be your best option depending on your current professional needs. The SHRM-CP is tailored for the HR professional that is involved in an operational role, while the SHRM-SCP fits the HR professional that is in a more strategic role. The SHRM Body of Competency and Knowledge (SHRM BoCK) can be helpful in deciding which exam best fits your professional needs. It describes behavioral competencies and HR knowledge needed to effectively perform both operational and strategic roles. You will find it by visiting www.shrm.org.

The SHRM-CP measures the level of competency and knowledge expected of early to mid-level HR professionals. The SHRM-SCP measures the level of competency and knowledge of a senior level HR professional. Both exams are computer-based. Four hours are allotted for the 160 multiple-choice questions. About 60% of the questions involve HR-specific knowledge with the other 40% being scenario-based in which application and decision-making skills are assessed. Credit is given for correct answers only. While more than one answer might address an issue presented in the situational judgment portion, only the best possible response will be awarded credit for being correct. The exams both include 30 field-test questions that do not count toward your score. A provisional pass/did not pass result is issued before leaving the testing center.

SHRM Certified Professional - FAQ Sample Questions

Which of the following is an example of premium pay?

Correct Answer:
on-call pay

premium pay is a type of compensation that employers offer to employees who work under conditions that are considered less favorable, such as non-standard work hours, inconvenient shifts, or demanding job duties that require specific skills. it is generally offered as an additional incentive over and above the employee's base salary to recognize and compensate for the inconveniences or increased skills required by the job.

examples of premium pay include: - **on-call pay**: this type of pay is given to employees who must be available to work, or be on standby, outside of normal working hours. employees receive compensation for simply being available, even if they are not called into work. - **shift differential pay**: this compensates employees who work less desirable shifts, such as night shifts or rotating shifts, which can disrupt normal sleep patterns and personal life. - **weekend and holiday pay**: workers who operate on weekends and public holidays often receive additional pay to compensate for the inconvenience of working during traditional off-hours. - **skills-based pay**: this can be considered premium if it compensates for work involving specialized skills or certifications that are above and beyond the basic requirements of the job.

premium pay differs from other forms of compensation such as: - **market pay**, which is determined by the going rate for a job in the competitive market. - **year-end bonuses**, which are typically based on company performance, individual performance, or a combination of both and are not specifically tied to the hours or conditions under which the job is performed. - **variable pay**, which can include bonuses, incentives, and commissions based on performance metrics, and unlike premium pay, is not necessarily linked to work schedule or conditions.

in summary, premium pay is specifically designed to compensate employees for work conditions that are outside the ordinary, whether that be timing, skills required, or the nature of the duties performed. on-call pay, as an example of premium pay, rewards employees for their availability and readiness to work during off-hours, ensuring that the employer can maintain operations during all necessary times.

An unfair labor practice (ULP) is the violation of employee rights or actions which is prohibited under labor-relations statutes. Which of the following is not an Unfair Labor Practice?

Correct Answer:
receiving a letter of reprimand for arriving late to work
unfair labor practices (ulps) refer to actions prohibited under various labor-relations statutes, such as the national labor relations act (nlra) in the united states. these practices are typically actions taken by employers or unions that violate the rights of employees or employers concerning union activities and collective bargaining. understanding what constitutes a ulp can help clarify the boundaries of legal and illegal practices in workplace relations.

the first example provided, **receiving a letter of reprimand for arriving late to work**, is generally not considered an unfair labor practice. this action falls under the category of standard managerial discipline and does not violate labor relations statutes unless the discipline is applied in a discriminatory manner (e.g., only to union members or in retaliation for union activity). discipline for poor performance, tardiness, or other breaches of workplace rules is a right that employers maintain, provided it is executed fairly and consistently among all employees.

in contrast, **discrimination on the basis of labor activity** is a clear example of an unfair labor practice. this includes any negative employment action (such as termination, demotion, or differential treatment) taken because an employee joins, forms, or supports a labor union or engages in protected collective bargaining activities. such actions are prohibited as they infringe on the rights of employees to organize and participate in union activities without fear of retaliation.

similarly, **interfering with the right to join a union** is another textbook example of an unfair labor practice. employers engage in ulps when they attempt to coerce, intimidate, or directly prevent employees from exercising their rights to join or form a union. this can include threats of job loss, unwarranted disciplinary actions, or creating a hostile work environment specifically because of union membership or activity.

lastly, **interfering with any employee labor organization** also constitutes an unfair labor practice. this broad category can include a variety of actions such as spying on union gatherings, promising benefits to discourage union support, or refusing to negotiate in good faith with a duly elected employee representative. these actions are designed to undermine the effectiveness of labor organizations and impede the lawful right of employees to associate and bargain collectively.

in summary, while receiving a letter of reprimand for arriving late to work is a standard disciplinary action and not an unfair labor practice, actions that discriminate against employees based on their union activities or that interfere with their rights to organize and participate in labor organizations clearly violate labor relations statutes and are considered unfair labor practices. understanding these distinctions helps protect the rights of both employees and employers in maintaining fair and lawful workplace relations.

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