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

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Preparing for the SHRM Certified Professional exam? Our practice tests can help you get the most out of your studying, with features like:

Instant access to your online practice exams
Unlimited Test Access - available 24/7
Timed, untimed, and "study guide" modes
Detailed explanations for each question
10 online practice exams
1,340 unique questions, if you purchase all 10 exams

See what makes our SHRM CP practice tests a critical tool for effective exam prep, below.

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SHRM CP (SHRM-CP) Shortcuts

Features of Exam Edge SHRM Certified Professional Practice Tests

Our SHRM CP practice tests offer the following features to give you a comprehensive and customizable exam prep experience:

Accessible SHRM CP Practice Tests

Instant online practice tests: Because our practice exams are web-based, there is no need to wait for software to download or physical supplies to arrive in the mail. Once you purchase a bundle of practice tests, you can start using them immediately!
Unlimited test access: Our practice tests never expire. You can revisit each test as much as you would like in order to review the questions and answers.
Available 24/7: You can pause and resume our practice tests to suit your schedule, at any time of day. Start a practice test in the morning, pause it at noon, and pick it back up at midnight!
Access your test from any device: Our practice tests are available across multiple devices. As long as you have an internet connection, you can start a practice test on your desktop computer and continue it on your laptop, tablet, or smartphone for on-the-go flexibility.

Access your test from any device

Realistic SHRM Certified Professional Practice Exam Questions

134 multiple choice unique questions per exam: Each practice test is unique and matches the length of the real SHRM CP exam so you can practice time management and learn how to maintain focus for the duration of the test.
10 online practice exams: Select our largest test bundle for the ultimate SHRM Certified Professional test prep package - 10 practice tests each test contains 134 unique questions that's 1,340 unique questions to make you incredibly ready for test day.

Helpful SHRM Certified Professional Study Guides

Detailed explanations for each question: Each SHRM CP practice test question comes with explanations for both correct and incorrect answers to help you understand and learn from your mistakes.
Repeated attempts on each practice test: You can take each unique practice test up to 4 times to strengthen your recall, hone your pacing, and build your test-taking stamina.

How SHRM Certified Professional Practice Tests Work

Our unique SHRM CP practice test environment is the closest thing you will find to the actual test, with one exception: we tell you which questions you answered correctly and which you answered incorrectly. And most importantly, we explain why! Our practice test questions give you step-by-step explanations in an easy-to-understand format. This opportunity to understand the practice exam questions and review your answers in depth will bolster your test prep and get you ready for success on test day.

The image above is the screen you will see when starting a practice test. You will need to choose an exam mode and click "Start Exam" button.

The image above is a sample screenshot showcasing multiple-choice questions.

The image above is a sample screenshot showcasing multiple-choice questions That uses an image in the question.

The image above is the exam grading summary screen, it includes filtering options for Marked, Correct, and Incorrect questions that will aid in your exam review.

The image above is a sample of a graded question, showing the question itself, the correct answer, and an accompanying explanation.

** Sample images, content may not apply to your exam **

We also know that everyone likes to study differently, so we offer three different ways to use your SHRM Certified Professional practice exams:

Timed SHRM CP Practice Test Mode: Timed tests are just like the SHRM CP exam. Our system sets the test time to the same time limit, or time limit per question, that you will experience with the actual exam on test day. This is a great method of practicing your pacing, especially if you're concerned about completing your exam within the time limit.

Untimed SHRM Certified Professional Practice Test Mode: With this option, you can take your time and thoroughly consider each question before answering. This rush-free mode is recommended for those dipping their toes into exam prep or just starting on their journey to take the SHRM CP. It is a great way to test your knowledge with no time limit and highlight blind spots you will need to come back to in your studies - one of the many advantages of taking SHRM CP practice exams with Exam Edge!

SHRM Certified Professional Study Guide Mode: Not sure where to even begin with your studying? Try a practice test in explanation mode. The questions act as a study guide, giving you the option to see the answers as you take the test. Study guide mode is an effective way to review the SHRM CP exam subject matter before you take the exam in a timed format. We recommend taking a practice test in explanation mode and taking thorough notes as the best method for beginning your test prep.

Test Prep Beyond SHRM Certified Professional Practice Exam Questions

Learn how to solve the entire test-taking puzzle with Exam Edge's SHRM Certified Professional practice tests! Such exams don't just measure what you know -- they are also a test of how well you perform under pressure. The right type of test preparation helps you familiarize yourself not only with the material you are being tested on but also the format of the test, to help you beat test-taking anxiety. That is the kind of valuable experience you will get with our practice tests and exam prep so you can walk into your exam as prepared as possible and feel ready to pass your SHRM CP exam.

SHRM Certified Professional - Features Sample Questions

At the beginning of the day, you open your email to find a message signed by the entire sales team. They assert that performance appraisals are subjective, and notes their manager in particular was inconsistent with scoring. The sales team provides an example of one appraisal that indicates the salesperson was late 3 times in the past six months and received poor marks for being “excessively tardy.” Another salesperson was also late 3 times and scored high marks in attendance. The sales team asserts these marks are evidence of the manager’s racial bias.

What terminology is used to describe this scenario?

Correct Answer:
disparate treatment
the correct terminology to describe the scenario in the question is "disparate treatment." this term refers to a form of discrimination that occurs when individuals are treated differently based on protected characteristics, such as race, age, sex, religion, national origin, or disability, which are irrelevant to their job performance or the nature of the work. in the context provided in the question, disparate treatment may be occurring if the inconsistency in the manager's scoring of performance appraisals is based on the race of the sales team members.

in the example given, two salespersons were late three times each, yet they received significantly different marks in their performance evaluations regarding their attendance. when such inconsistency is aligned with the racial backgrounds of the employees (assuming one race consistently receives harsher evaluations than another), it suggests that the manager might be evaluating based on personal biases rather than objective criteria. this is a classic example of disparate treatment, where the different treatment cannot be justified by business necessity or any other legitimate business reason.

disparate treatment is illegal under various employment laws, including title vii of the civil rights act of 1964 in the united states. employers are required to ensure that all personnel actions, including performance evaluations, are free from discrimination based on protected characteristics. if the sales team's claim is substantiated, it could lead to legal repercussions for the company, including lawsuits, penalties, and damage to the company's reputation.

it is important for organizations to train managers and supervisors on how to conduct fair and objective performance assessments. implementing standardized evaluation criteria, regular training on unconscious bias, and ensuring accountability through audits of appraisal processes can help prevent instances of disparate treatment. this not only helps in compliance with anti-discrimination laws but also promotes a fair, inclusive, and productive work environment.

An employee hired six months ago has been receiving a lot of coaching and feedback regarding poor performance. You have spoken to her supervisor and then her manager. Both of them state that she seems “confused” and “lost” when they tell her where to click in the database. One of them even wrote down a list of steps to complete a transaction, but she still has trouble navigating and clicking on the correct button.

The employee confides in you that she is worried the material may be too complex for her, and that is why she has spent six months struggling in her role. For this employee, what needs to be increased for her to succeed in future trainings?

Correct Answer:
self-efficacy
self-efficacy refers to an individual's belief in their capability to execute behaviors necessary to produce specific performance attainments. it reflects confidence in the ability to exert control over one's own motivation, behavior, and social environment. in the context of the workplace, self-efficacy is crucial as it directly influences an employee's approach to tasks, their resilience to challenges, and ultimately their performance and learning outcomes.

in the scenario described, the employee is struggling with tasks that involve navigating and utilizing a database, despite receiving direct instructions and a written list of steps. her confession about fearing that the material might be too complex indicates a lack of confidence in her ability to master the required tasks. this is a clear sign of low self-efficacy, which can become a significant barrier to learning and performance improvement.

to help this employee succeed in future trainings and her role, it is essential to build her self-efficacy. this can be achieved through several strategies: 1. **mastery experiences:** provide her with tasks that she can successfully complete, starting with simpler tasks and gradually increasing the complexity as she gains more confidence. success in these tasks will build her confidence in her abilities. 2. **vicarious experiences:** allow her to observe peers who are proficient in the same tasks. seeing others perform successfully can enhance her belief that she can also master the tasks. 3. **verbal persuasion:** encourage her through positive feedback and motivational dialogue. let her know that the ability to navigate the database is a learnable skill and not an innate trait. 4. **emotional and physiological states:** help manage her stress and anxiety related to these tasks. techniques might include training in stress management or providing a supportive and reassuring environment.

increasing self-efficacy is not just about making an employee feel better about themselves; it's about setting the foundation for practical skills development. by believing in her capabilities, the employee is more likely to engage deeply in learning activities, persist in the face of difficulties, and employ effective problem-solving strategies, all of which are critical for her to overcome her current performance issues and succeed in her role.

Digital Flashcards

Are you looking to boost your SHRM Certified Professional exam preparation? Add a pack of digital flashcards to your study routine. Flashcards offer a unique way to enhance your understanding of the material in several ways:

Enhanced Retention: Flashcards reinforce learning from practice tests through active recall and spaced repetition, which improves memory retention.
Flexibility: You can use them anytime, anywhere, when you have limited time, and when you cannot complete a practice test.
Immediate Feedback: Instant feedback on flashcards helps quickly identify and focus on improvement areas.

Using digital flashcards with practice tests offers you the best chance at passing your SHRM CP exam by improving your understanding and retention.

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