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SHRM Certified Professional - Reviews


   Excellent
Based on 200 reviews

Jeff


"I used the practice tests on ExamEdge to prepare for the SHRM-CP exam and passed on my first attempt. The practice tests were a great studying tool that I would highly recommend for anyone preparing for the SHRM-CP exam."

Taylor, B


"I purchased practice exams because I was nervous about taking the SHRM-CP exam for the first time. I had heard most people don't pass it on the first try. The practice tests were comprehensive and well-worth the cost. Some of them were actually more difficult than the actual test. After using these to study (plus other methods) I walked away with a passing score and felt like the test taking process was way better than what I had heard."

Jake


"I am thoroughly impressed and have already referred 3 of my colleagues who want to use your practice exams! I was a little skeptical because SHRM seems to be one of the only places with full comprehensive practice exams (they are very pricey), but you guys did a phenomenal job mirroring the content (down to the exact same theories and terminologies). "

Jenn


   TrustPilot Review

"I passed my SPHR and my SHRM-SCP in a 48 hour window. I couldn’t have done it without Exam Edge! The practice tests were right on and helped me get disciplined in the way the questions were structured. I’m so grateful I found Exam Edge! Thank you!"

Erika


"I would not have passed my exam without Exam Edge! The practice exams were comprehensive and prepared me well for the exam and the testing environment. I will definitely use Exam Edge for any other tests that I take, and will recommend Exam Edge to my colleagues!"

Rosalie


"I recently purchased your practice tests prior to taking the SHRM-SCP and it helped me prepare and pass the exam. Thank you for your great service. I had previously only used the SHRM tools and they were not as helpful as the practice exams you offer for a fraction of the price."

Alexis


"I purchased the 5 study test package for the SHRM-SCP certification. I forgot that I had scheduled the test and was completely unprepared. I purchased the study tests with less than a week to prepare while juggling full-time work and an executive MBA program. I only utilized Exam Edge's practice testing to study and was skeptical that the content would not align. I was completely prepared to fail the exam and try again. I was so pleasantly surprised when the tests mirrored all of the covered concepts, terms, theories, and situational questions in a very similar composition. After taking the practice exams and mastering the content provided through answer justification, I passed the exam in less than 2 hours (there is a 3-hour and 40-minute time frame). I would recommend this as a study method for anyone wanting to prepare for the SHRM-SCP exam. I went from consistently failing to passing over the course of just 2 days working on the tests. I do not recommend cramming like I did, but I do recommend the service. Customer support is phenomenal too. I submitted a suggestion at the end of one of the exams (not a complaint), and I received an email back that they were discussing the suggestion with the team in less than 24 hours."



See Why Our Users from 154 Countries Love Us!

Exam Edge is an industry leader in online test prep. We work with institutional partners to offer a wide array of practice tests that will help you prepare for your big exam. No matter how niche your field of interest might be, we are here to help you prepare for test day.



See why our users from 154 countries love us for their exam prep! Including 200 reviews for the SHRM CP exam.

Exam Edge is an industry leader in online test prep. We work with institutional partners to offer a wide array of practice tests that will help you prepare for your big exam. No matter how niche your field of interest might be, we're here to help you prepare for test day.

   Excellent -- Based on 200 reviews

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SHRM Certified Professional - Test Reviews Sample Questions

Which motivational theory states that people are motivated only by the reward they will receive when they succeed and that they will calculate the value of that reward against the effort required to achieve it?



Correct Answer:
expectancy theory


the motivational theory that states that people are motivated by the rewards they anticipate receiving from their efforts, and that they weigh the value of these rewards against the effort they must expend to achieve them, is known as **expectancy theory**. this theory was formulated by victor vroom in the 1960s. expectancy theory is grounded in the premise that individuals are rational beings who make conscious decisions about their behavior in the workplace and other areas of their life based on expected outcomes.

expectancy theory is structured around three key components: **expectancy**, **instrumentality**, and **valence**. - **expectancy** refers to the belief that one's effort will result in attainment of desired performance goals. this is essentially the individual's assessment of the likelihood that their effort will lead to the correct performance level. if individuals believe that putting in more effort will yield better performance, their expectancy is high. conversely, if they see little correlation between effort and performance, the expectancy is low. - **instrumentality** is the belief that if one meets performance expectations, they will receive a desired outcome or reward. this component addresses the connection between performance and outcomes. if a person perceives that performing at a certain level will definitely lead to a desirable reward, instrumentality is strong. however, if the reward seems uncertain or disconnected from performance, instrumentality is weak. - **valence** is the importance that the individual places on the expected outcomes. if the outcome is something the individual values highly, then valence is high. if the outcome is of little value to the person, valence will be low. this component is highly subjective as it varies based on individual preferences and desires.

in summary, expectancy theory posits that people will be motivated to engage in behaviors when they believe that their efforts will lead to effective performance (expectancy), that effective performance will be rewarded (instrumentality), and that the rewards will be valuable to them (valence). thus, motivation in this theory is a product of these three factors. it helps explain why individuals choose to engage in a task or not, based on their calculations of effort, performance, and reward.

You are assigning an employee in your department to take charge of a problem involving excessive absenteeism in one department. This problem needs to be solved as quickly as possible. Which type of communicator will work best in solving this problem?



Correct Answer:
driver style


analyzing the problem of excessive absenteeism requires a precise approach. when evaluating which type of communicator to assign to this task, it is essential to consider how different communication styles might influence the resolution of the issue. let's break down the suitability of each style in the context of managing absenteeism effectively.

**relater style:** individuals with a relater style of communication are known for their supportive and personable approach. they focus on building relationships and maintaining a comfortable environment. although these qualities are beneficial for creating a supportive workplace and addressing personal grievances that might contribute to absenteeism, this style may lack the urgency and decisiveness required for quick resolution.

**driver style:** communicators with a driver style are characterized by their assertive and goal-oriented approach. they prioritize efficiency, seek quick results, and are decisive in their actions. when tasked with resolving an issue like excessive absenteeism, a driver will likely address the problem directly, implement measures to control it, and enforce policies without delays. their straightforward and no-nonsense mode of communication is particularly effective in situations where immediate action is necessary.

**expresser style:** expressers are enthusiastic and dynamic, often good at motivating others. while their energy can be infectious, this style might focus more on creativity and generating a lot of ideas rather than on direct action and enforceability. in the case of tackling absenteeism, expressers might inspire but could potentially lack the directness required to implement strict policies effectively.

**analytical style:** those who communicate in an analytical style are detail-oriented and meticulous. they are excellent at analyzing data and situations comprehensively. this style, while useful for understanding the deep-rooted causes of absenteeism, may result in slower decision-making. analytical communicators might take longer to act as they spend time gathering and analyzing data, which could delay addressing the immediate problem.

in conclusion, considering the need for a decisive and quick resolution to the problem of excessive absenteeism, assigning someone with a driver style of communication is the most effective choice. their ability to be straightforward and efficient will likely lead to faster implementation of necessary measures and a quicker resolution of the issue at hand.