SHRM CP 2025

Question 1

What should the HR leader do FIRST when a new executive pushes for layoffs without reviewing workforce planning data?

Answer 1

Present current workforce metrics and talent gaps.

Demonstrating strategic leadership means guiding decisions with data.

Question 2

What’s the BEST next step if employees aren’t engaging with a new DEI initiative?

Answer 2

Survey employees to understand barriers.

Communication requires two-way feedback to identify disconnects.

Question 3

What should HR do if the company sees a productivity dip?

Answer 3

Conduct a root cause analysis.

HR should align actions with actual business drivers.

Question 4

What’s the BEST course of action if a U.S. employee finds a global colleague unresponsive and informal?

Answer 4

Coach the U.S. employee on cultural norms.

Promote cultural intelligence.

Question 5

What should HR do if a pregnant employee is removed from a project?

Answer 5

Inform the supervisor of potential discrimination.

Pregnancy Discrimination Act and proactive HR response.

Question 6

What’s the FIRST step when two high performers clash over project ownership?

Answer 6

Meet with each separately.

Conflict resolution starts with understanding perspectives.

Question 7

What’s the BEST response to a near-miss accident report?

Answer 7

Document the incident and notify safety.

Preventative action and documentation mitigate future risk.

Question 8

What should HR do FIRST upon discovering a manager approving false overtime?

Answer 8

Investigate and document findings.

Ethics requires transparency and due diligence.

Question 9

How should HR respond if a hiring manager consistently screens out non-native speakers?

Answer 9

Train on inclusive hiring and monitor decisions.

HR ensures equitable hiring practices.

Question 10

What’s the MOST strategic HR move if exit surveys show employees feel undervalued?

Answer 10

Launch engagement surveys and action plans.

Address root issues and boost retention.

Question 11

What’s the BEST action if an employee complains their pay is below market rate?

Answer 11

Conduct a compensation benchmarking analysis.

HR should use data to assess and address pay concerns.

Question 12

What should HR recommend when leadership rolls out a major restructure without employee input?

Answer 12

Create feedback channels and a communication plan.

Engaging employees builds trust during change.

Question 13

What’s the BEST next step if a department’s time-to-fill is increasing sharply?

Answer 13

Analyze sourcing strategies and bottlenecks.

Data-driven improvement targets root issues.

Question 14

What should HR do FIRST if a team lacks the skills for a new system implementation?

Answer 14

Assess skill gaps and create a training plan.

Development must align with business readiness.

Question 15

What should HR provide if executives question the ROI of recent training programs?

Answer 15

Present training effectiveness metrics (e.g., performance, retention).

Demonstrating ROI strengthens HR’s strategic value.

Question 16

What’s the BEST approach if a business unit is growing quickly with no succession plan?

Answer 16

Conduct a gap analysis and develop a talent pipeline.

Proactive planning supports long-term growth.

Question 17

What’s the proper HR response if an employee requests FMLA leave but hasn’t worked long enough?

Answer 17

Inform the employee they are not yet eligible, and explore alternatives.

HR ensures legal compliance and alternatives when possible.

Question 18

What should HR improve if new hires report confusion during their first week?

Answer 18

Redesign the onboarding process with clear structure and mentorship.

Strong onboarding drives engagement and productivity.

Question 19

What should HR do if surveys show employees fear speaking up?

Answer 19

Promote a speak-up culture and reinforce safe feedback mechanisms.

Psychological safety is core to healthy culture.

Question 20

What should HR do next if an employee is terminated without documentation?

Answer 20

Document the circumstances post-exit and reinforce proper protocols.

Post-review ensures accountability and risk mitigation.

Question 21

What’s the BEST first step if an anonymous tip alleges harassment?

Answer 21

Launch a prompt, confidential investigation.

HR must protect employees and the organization legally and ethically.

Question 22

What should HR do if a team is divided over a new policy?

Answer 22

Facilitate a team discussion to gather feedback.

Conflict is best resolved through open dialogue and collaboration.

Question 23

What should HR do first if leadership questions HRIS accuracy?

Answer 23

Audit data entry processes and user training.

Clean data ensures reliable insights and credibility.

Question 24

What should HR do if managers are unclear on role responsibilities?

Answer 24

Conduct a formal job analysis and update descriptions.

Clear roles support alignment and legal compliance.

Question 25

What’s the BEST strategy if managers rarely give performance feedback?

Answer 25

Train leaders on continuous feedback and coaching. ## Footnote Ongoing feedback supports employee development.

Question 26

How should HR respond to a new business strategy that shifts focus to innovation?

Answer 26

Realign talent strategy to support creativity and agility. ## Footnote HR must enable business goals.

Question 27

What should HR do if teams complain about inconsistent remote work rules?

Answer 27

Standardize remote policy and train managers. ## Footnote Fairness and clarity reduce conflict and improve engagement.

Question 28

What should HR do if burnout complaints are rising?

Answer 28

Conduct a wellness assessment and launch initiatives. ## Footnote Prevention supports long-term retention and performance.

Question 29

What’s the BEST immediate action if a key leader gives short notice of retirement?

Answer 29

Identify interim leadership and fast-track succession. ## Footnote Minimize disruption while continuing development.

Question 30

What must HR do if a union files a grievance alleging unfair discipline?

Answer 30

Follow grievance procedure and investigate neutrally. ## Footnote Adherence to policy and neutrality is essential.

Question 31

What is the BEST immediate action when a key leader gives short notice of retirement?

Answer 31

Identify interim leadership and fast-track succession. ## Footnote This minimizes disruption while continuing development.

Question 32

What must HR do when a union files a grievance alleging unfair discipline?

Answer 32

Follow grievance procedure and investigate neutrally. ## Footnote Adherence to policy and neutrality is essential.

Question 33

What should HR do first if an employee complains their personal data was shared inappropriately?

Answer 33

Review data access logs and investigate the breach. ## Footnote HR must uphold confidentiality and legal protections.

Question 34

What is the BEST starting point for improving representation in senior roles?

Answer 34

Conduct a diversity audit and set measurable goals. ## Footnote Data reveals gaps and informs progress.

Question 35

What’s the BEST development strategy for a high performer lacking leadership skills?

Answer 35

Enroll them in a leadership coaching program. ## Footnote Tailored development builds readiness.

Question 36

What should HR do if a new attendance policy is inconsistently enforced?

Answer 36

Train supervisors and monitor compliance. ## Footnote Consistency ensures fairness and policy credibility.

Question 37

What should HR review first if applicant interest has dropped sharply?

Answer 37

Analyze employer brand reputation and candidate feedback. ## Footnote A strong brand attracts top talent.

Question 38

What’s the BEST action if HR’s requested training budget is cut in half?

Answer 38

Prioritize programs with highest ROI and rescope others. ## Footnote Strategic budgeting focuses on impact.

Question 39

What should HR do if employees begin discussing unionization?

Answer 39

Address workplace concerns and reinforce open-door policy. ## Footnote Engagement helps prevent union drives.

Question 40

What must HR prioritize when launching a new global office in Brazil?

Answer 40

Understand and align with local labor laws. ## Footnote Compliance avoids penalties and builds credibility.

Question 41

What’s the best strategy for HR to boost learning adoption across departments?

Answer 41

Collaborate with business leaders to integrate L&D with goals. ## Footnote Partnerships improve alignment and buy-in.

Question 42

What should HR implement if exit interviews show poor management is a top reason for leaving?

Answer 42

Launch management training and accountability metrics. ## Footnote Strengthening leaders retains talent.

Question 43

What’s the BEST HR coaching tip for a leader struggling to empathize during layoffs?

Answer 43

Practice active listening and compassion-centered communication. ## Footnote EI strengthens leadership credibility.

Question 44

What should HR provide when executives ask for a diversity progress report?

Answer 44

Share hiring, promotion, and retention metrics by demographic. ## Footnote DEI should be measurable and transparent.

Question 45

What should HR do upon receiving frequent flexible schedule requests?

Answer 45

Evaluate feasibility, set guidelines, and train managers. ## Footnote Structure ensures equity and clarity.

Question 46

What should HR ensure if a key employee plans to leave in 60 days?

Answer 46

Document processes and train successors. ## Footnote Capturing knowledge protects continuity.

Question 47

What should HR review if a contractor disputes the terms of engagement?

Answer 47

Reexamine the contract and consult legal. ## Footnote Proper classification and clarity protect the company.

Question 48

What’s the BEST improvement plan if employees report delayed HR responses?

Answer 48

Audit service processes and set SLAs. ## Footnote Efficiency builds trust and satisfaction.

Question 49

What should HR do if an employee bypasses safety protocols?

Answer 49

Reinforce training and apply disciplinary procedures. ## Footnote Safety requires accountability.

Question 50

What should HR do if a VP wants to terminate someone without cause or documentation?

Answer 50

Advise on risks and insist on due process. ## Footnote Upholding ethics protects the organization.

Question 51

What’s the next step if productivity metrics have stalled despite full staffing?

Answer 51

Analyze workflows and eliminate inefficiencies. ## Footnote HR supports process improvement.

Question 52

What’s the BEST HR response if a competitor is luring employees with better perks?

Answer 52

Review and enhance total rewards offerings. ## Footnote Competitive rewards support retention.

Question 53

What should HR present to demonstrate current workforce metrics and talent gaps?

Answer 53

Present current workforce metrics and talent gaps.

Question 54

What should HR do to understand employee barriers?

Answer 54

Survey employees to understand barriers.

Question 55

What analysis should be conducted to find the root cause of issues?

Answer 55

Conduct a root cause analysis.

Question 56

What should HR coach a U.S. employee on regarding cultural norms?

Answer 56

Coach the U.S. employee on cultural norms.

Question 57

What must HR inform the supervisor of to prevent potential discrimination?

Answer 57

Inform the supervisor of potential discrimination.

Question 58

What is a key action in relationship management?

Answer 58

Meet with each separately.

Question 59

What should HR document and notify regarding safety?

Answer 59

Document the incident and notify safety.

Question 60

What is essential for ethical practice in HR?

Answer 60

Investigate and document findings.

Question 61

What training should be implemented for inclusive hiring?

Answer 61

Train on inclusive hiring and monitor decisions.

Question 62

What should HR launch to improve employee engagement?

Answer 62

Launch engagement surveys and action plans.

Question 63

What analysis should be conducted for compensation?

Answer 63

Conduct a compensation benchmarking analysis.

Question 64

What should be created to address skill gaps?

Answer 64

Create a training plan.

Question 65

What metrics should HR present to show training effectiveness?

Answer 65

Present training effectiveness metrics (e.g., performance, retention).

Question 66

What should HR conduct to develop a talent pipeline?

Answer 66

Conduct a gap analysis and develop a talent pipeline.

Question 67

What should HR inform the employee regarding eligibility?

Answer 67

Inform the employee they are not yet eligible, and explore alternatives.

Question 68

What should be redesigned for onboarding?

Answer 68

Redesign the onboarding process with clear structure and mentorship.

Question 69

What culture should HR promote to ensure safe feedback mechanisms?

Answer 69

Promote a speak-up culture.

Question 70

What should be documented post-exit for termination protocols?

Answer 70

Document the circumstances post-exit and reinforce proper protocols.

Question 71

What should be launched for internal investigations?

Answer 71

Launch a prompt, confidential investigation.

Question 72

What should HR facilitate for conflict resolution?

Answer 72

Facilitate a team discussion to gather feedback.

Question 73

What should HR audit regarding technology?

Answer 73

Audit data entry processes and user training.

Question 74

What should be conducted to update job descriptions?

Answer 74

Conduct a formal job analysis and update descriptions.

Question 75

What should be trained on for performance management?

Answer 75

Train leaders on continuous feedback and coaching.

Question 76

What should HR respond to regarding a new business strategy?

Answer 76

Respond to a new business strategy that shifts focus to innovation.

Question 77

What should HR realign to support creativity and agility?

Answer 77

Realign talent strategy to support creativity and agility.

Question 78

What should be standardized regarding remote work?

Answer 78

Standardize remote policy and train managers.

Question 79

What should HR conduct to assess employee wellbeing?

Answer 79

Conduct a wellness assessment and launch initiatives.