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Understanding what is on the SHRM CP exam is crucial step in preparing for the exam. You will need to have an understanding of the testing domain (topics covered) to be sure you are studing the correct information.

  • Directs your study efforts toward the most relevant areas.
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  • Keeps you informed about your field's current demands and standards.
There is no doubt that this is a strategic step in achieving certification and advancing your career.

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SHRM Certified Professional Exam Blueprint

Understanding the exact breakdown of the SHRM Certified Professional test will help you know what to expect and how to most effectively prepare. The SHRM Certified Professional has 134 multiple-choice questions The exam will be broken down into the sections below:

SHRM Certified Professional Exam Blueprint
Domain Name % Number of
Questions
Organization 18% 24
People 18% 24
Leadership 17% 23
Business 16.5% 22
Interpersonal 16.5% 22
Workplace 14% 19

SHRM Certified Professional - Exam Topics Sample Questions

During the first quarter of the year, 35 employees out of the 700 employees in the organization left the organization. The turnover rate for this quarter would be which of the following?



Correct Answer:
5%


to calculate the turnover rate for a given period, it is important to understand the turnover rate formula. the turnover rate is typically expressed as a percentage and is calculated by dividing the number of employees who left the organization during a specific period by the average number of employees during that period, then multiplying the result by 100 to convert it into a percentage.

in this specific scenario, during the first quarter of the year, 35 employees left an organization that initially had 700 employees. to find the turnover rate, first, calculate the average number of employees during the quarter. assuming no other employees were hired or left (except the 35 who left), the number of employees at the end of the period would be 700 - 35 = 665.

next, calculate the average number of employees during the period. this is typically done by adding the number of employees at the start of the period to the number of employees at the end of the period, then dividing by 2. so, the average number of employees would be (700 + 665) / 2 = 1365 / 2 = 682.5.

now, calculate the turnover rate using the formula: turnover rate = (number of employees who left / average number of employees) x 100 turnover rate = (35 / 682.5) x 100 ≈ 5.12%

thus, the turnover rate for this quarter is approximately 5.12%, which rounds to about 5%. this percentage indicates the proportion of the total workforce that has left the organization during the specified period, providing insight into the organization's stability and employee satisfaction during that time frame.

A recruiter comes into your office and announces that he does not understand why his manager is angry. The recruiter asserts that he was instructed to perform credit history and criminal background checks on all applicants. The recruiter mentions that one applicant, who had submitted only a resume and not a formal application for employment, had filed a complaint with the EEOC. The recruiter says he was just doing as he was told.

The recruiter then says that he was trying to preemptively avoid big problems. He recounts an instance of an applicant not receiving a background check and then being hired. The applicant, who was hired to work on a construction job with heavy equipment, then showed up to work shortly after using illegal substances and injured three other employees while moving large rocks. This may not have happened if a background check was conducted because the applicant injured others at a previous job site when working for another company. What is the recruiter trying to avoid?



Correct Answer:
negligent hiring
negligent hiring is a legal claim made against an employer by an injured party who claims that the employer knew or should have known about the employee's background which, if properly reviewed, could indicate a propensity or potential for the harmful conduct which caused the injuries.

in the scenario described, the recruiter is trying to avoid a situation known as negligent hiring. this concept arises when an employer fails to conduct a thorough background check on a potential employee, who subsequently causes harm due to a background which would have revealed risks had it been properly checked. the recruiter's concern is rooted in a previous incident where failure to conduct a background check led to a new hire causing injuries to others while under the influence of illegal substances at a construction site. this incident underscores the potential risks associated with not performing due diligence during the hiring process.

the recruiter's proactive measures in conducting background checks are aimed at minimizing the company's liability and preventing harm to other employees and the public. by vetting applicants thoroughly, including their criminal and credit history, the recruiter hopes to filter out individuals who may pose a risk in safety-sensitive roles. this is particularly important in industries where the nature of the work involves significant risks to personal and public safety, such as construction, transportation, or healthcare.

furthermore, the recruiter's mention of an eeoc complaint suggests an additional layer of complexity. this indicates a need for the employer to balance thorough background checks with compliance with employment laws, including anti-discrimination statutes. employers must ensure that their hiring practices, while diligent, do not unfairly discriminate against potential hires based on factors that are not relevant to their ability to perform job-related tasks safely and effectively.

in summary, by conducting these background checks, the recruiter is striving to prevent negligent hiring by identifying potential safety or legal issues before they arise, thereby protecting the company and its employees from possible harm and legal repercussions. this proactive approach in hiring practices is crucial in maintaining workplace safety and upholding legal responsibilities.