This is the content of the pop-over!
  
Exam Edge Dark Logo Exam Edge Dark Logo
Business
Healthcare
Education
World


Recent Searches
Try searching for

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


Get Instant Online Access Now!

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

Feeling overwhelmed about preparing for the SHRM Certified Professional exam? A customized study plan will help you stay organized as you break down test prep into manageable steps. Get started with our tips on how to:

  • Identify your learning style
  • Find the SHRM CP exam requirements
  • Stay organized
  • Create a study plan for the SHRM Certified Professional
  • Practice test-taking strategies

Select Your Test Bundle

Excellent

  
200 reviews


Select Quantity

Buy one or SAVE BIG with a Multi Test Value Pack for the SHRM CP exam.

All transactions
secured and encrypted
All prices are
in US dollars
Get 10% OFF today's order using promo code SAVE-GYUY Ends in    


SHRM CP (SHRM-CP) Shortcuts

Additional test information
General Exam Info
Exam Topics
Exam Topics
General Exam Test Info
Additional Info
Features
Features
Study Plan
Study Plan Tips
Exam Edge Desc
Test Reviews
Why Exam
Why Exam Edge?
Exam FAQ
FAQ
Exam Related Blogs
Related Blogs
Exam FAQ
Take a FREE Test

Tips and Test Prep for passing the SHRM Certified Professional (SHRM-CP)


We've compiled a list of study tips to help you tackle your test preparation and ace your SHRM Certified Professional exam. Whether you are just starting your journey with studying or need a bit of inspiration to refresh your routine, these tips are designed to give you the edge you need to pass your exam with flying colors.

Exam Plan are you ready

Create a SHRM CP Study Plan

  1. Review exam requirements: Check the Society for Human Resource Management's requirements for the SHRM Certified Professional exam to make sure your studying approach suits the exam's format and content.

  2. Identify your learning style: Everyone learns differently, and most of us learn best when we get the same information in a variety of delivery methods. Identify the learning styles and studying approaches that best work for you to maximize your study efforts.

  3. Create a study schedule: Set aside dedicated study time each week to ensure you're making consistent progress. You might consider having dedicated sessions for each content area, such as a day or week dedicated to different sections of the exam. Plan to take practice tests at regular intervals to chart your progress.

  4. Take SHRM Certified Professional practice tests: Practice exams will give you an idea of the types and format of questions that you can expect on test day. Our practice tests replicate the SHRM CP exam format, with 134 unique question on each practice test. By getting you comfortable with test-taking and getting the most out of your practice tests, our practice tests can help you ace your exam on test day.

General SHRM Certified Professional Study Tips

  • Find a study partner: Do you have a colleague, classmate, or friend who is also pursuing a SHRM Certified Professional certification? Studying with a partner can help keep you accountable and provide an opportunity for discussion and clarification. Practicing test questions together might be an opportunity for some friendly competition too!

  • Take breaks: Regular breaks can help prevent burnout and improve retention of information. As you study, give yourself regular pauses to decompress and process what you are learning.

  • Stay organized: Keep your notes, study materials, and practice exams organized to avoid feeling overwhelmed. Whether you prefer a physical or digital studying environment (for instance, taking notes by hand versus typing them into your Notes app), a tidy space and methodical approach will help you stay focused on your test prep.

  • Take care of your physical health: A healthy body leads to a healthy mind, so make sure your test prep routine also prioritizes exercise, nutrition, and sleep during your study period. During the lead-up to your SHRM CP test day, don't cram - get plenty of rest so your brain is sharp!

  • Utilize test-taking strategies: Techniques, like the process of elimination, can help improve your chances of success. If you are stuck on a difficult practice exam question, try to rule out one or two options to narrow down the possible answer. Exam Edge's test-taking system allows you to flag practice test questions you want to return to - use these features to your advantage!
By incorporating these study tips into your preparation process, you will be well on your way to success with the SHRM CP exam. Remember, success requires dedication and hard work - don't give up!

Want to learn more about effective test prep? Check out our study tips to ace your SHRM CP.

Effective SHRM Certified Professional Exam Preparation

Exam Edge practice tests are tailored to the specific content and format of the real SHRM CP test, to give you a realistic simulation of the exam experience. We provide you with detailed answer explanations for each question, which can help you understand the reasoning behind the correct answer and identify any misconceptions or areas where you need further study. As you gain familiarity with the types of questions and formats you will encounter by taking practice exams, you will feel more prepared and confident going into test day.

Overall, Exam Edge practice tests can be a valuable tool for helping you prepare for your exam. A study plan that incorporates our practice tests can help you to improve your chances of passing the SHRM Certified Professional on the first try.

SHRM Certified Professional - Study Plan Tips Sample Questions

You have heard a rumor from a few different employees that a worker on the production floor is receiving dual payment. The worker recently bought an expensive car, and when asked how he paid for it, he said he receives money from the company and money from a union. While there is no official union representing workers on the production floor, you know talk of unionizing has been circulating for the past year.

The process of the union hiring a worker to apply for a job at this company with the hope of increasing union participation is called what?



Correct Answer:
salting


the term "salting" refers to a tactic used by labor unions in which a union member or supporter deliberately seeks employment at a non-union workplace. the primary goal of this strategy is to organize and unionize the workers within that particular workplace. this technique can be particularly effective in environments where there is already some discussion or inclination among the workers towards unionization.

in the scenario described, the dual payment received by the worker on the production floor raises suspicions that he might be a "salt" – a union plant. his recent purchase of an expensive car and his admission of receiving money from both the company and a union are indicators that support this suspicion. the fact that there has been talk of unionizing on the production floor further corroborates the likelihood of salting occurring at this workplace.

salting is not merely a matter of infiltration; it serves multiple strategic purposes. firstly, it helps the union gain a direct insight into the working conditions and employee sentiments within the company. secondly, salts can actively encourage their fellow employees to consider the benefits of unionization, thereby accelerating the organizing process. they can also serve as witnesses to any unfair labor practices, providing the union with valuable evidence should legal or negotiating issues arise.

for the individual involved in salting, this tactic can indeed be financially advantageous, as illustrated in the query. initially, the salt might receive compensation from the union for taking on the role of applying and working at the target company. once employed, the salt continues to earn regular wages from the company itself. this dual income stream can significantly enhance the financial benefits of taking part in such operations.

understanding the concept of salting is crucial for employers to recognize potential union activities within their organizations and to respond appropriately. it is important for management to be aware of the legal protections afforded to salts and other union activities to ensure that any actions taken are compliant with labor laws. employers should also consider proactive engagement with their workforce to address grievances and improve working conditions, potentially reducing the appeal of unionization and the impact of tactics like salting.

An employee comes into your office and is visibly upset. She states that her manager is discriminating against her on the basis of her age. The manager did not promote her to supervisor, even though she has been with the company for 10 years. Instead, the manager promoted a younger employee who has been with the company for only two years.

In speaking to the employee’s manager, you discover the two employees evaluated for the job look very different on paper. The younger employee has been issued glowing performance reviews for the past two years, while the performance reviews of the older employee have been inconsistent with some good and some bad. Therefore, the Age Discrimination in Employment Act (ADEA) does not apply in this case. Why doesn’t it apply?



Correct Answer:
the employee who feels discriminated against must show proof she performed well on the job.
the age discrimination in employment act (adea) is a law that protects individuals who are 40 years of age or older from employment discrimination based on age. this law is pertinent when an older employee alleges that they were overlooked for a promotion due to their age, favoring a younger employee. however, proving age discrimination under the adea involves demonstrating more than just being older and not receiving a promotion.

in this specific scenario, the older employee claims that her manager discriminated against her based on age by promoting a younger employee who has less tenure at the company. to explore this claim under the adea, it's critical to assess the performance and qualifications of the employees involved, rather than just their age and length of service. the adea aims to protect against discrimination, but it does not guarantee promotion based solely on seniority or age if other legitimate factors justify a different decision.

according to the information gathered from the manager, the decision to promote the younger employee was based on their consistently glowing performance reviews over the past two years, in contrast to the older employee whose performance reviews have been mixed—some good and some bad. under the adea, an employee claiming age discrimination must demonstrate that they were performing their job at a level that met their employer's legitimate expectations. in cases where the employer can show that the decision was based on factors other than age—such as a significant difference in job performance—the claim of age discrimination may not stand.

thus, in this case, the adea does not apply straightforwardly because the employer has provided a legitimate, non-discriminatory reason for the promotion decision: the younger employee's superior job performance as documented in performance reviews. this demonstrates that the decision was based on merit rather than age, which is a crucial distinction in age discrimination cases under the adea. the older employee’s inconsistent performance reviews weaken her claim of age discrimination, as she must prove that she was performing well enough to deserve the promotion over someone whose performance was evidently better.

if the older employee wishes to pursue a claim under the adea, she would need to provide evidence that her performance met the company’s standards and that age was the determining factor in the decision-making process, which could involve showing a pattern of the employer favoring younger employees despite equal or superior qualifications and performance of older employees. without such evidence, merely being older and having longer tenure are insufficient to prove a violation of the adea.