SHRM-SCP Readiness Test

10 questions, balanced across the exam's topics. Answer each one, then submit for your practice readiness estimate and per-topic breakdown. This is a practice estimate — not a prediction or guarantee of your official exam result.

Question 1

Which design best supports transfer of a new negotiation skill to work?

Practice realistic cases and arrange manager feedback during subsequent use Remove all workplace negotiation assignments after training Award completion certificates based only on attendance Provide a longer lecture without opportunities to practice

Question 2

An employee feels energetic, dedicated, and absorbed in meaningful work. Which construct most directly describes this state?

Job embeddedness Organizational tenure Work engagement Continuance commitment

Question 3

What distinguishes formative evaluation from summative evaluation of learning?

Formative evaluation improves instruction during development or delivery Summative evaluation excludes evidence of learner achievement Formative evaluation measures only final financial returns Summative evaluation occurs before any materials are designed

Question 4

A strong candidate is rated poorly because the immediately preceding candidate was exceptional. What bias is illustrated?

Halo effect Contrast effect Leniency Confirmation bias alone

Question 5

Using (maximum minus minimum) divided by minimum, what is the spread of a $60,000–$90,000 salary range?

30% 150% 50% 33.3%

Question 6

Two jobs share a title but differ substantially in scope and decision authority. Which matching approach is sound?

Treat identical titles as proof of equivalent work Choose the higher survey rate regardless of content Average every reported job with the same title Compare job content and responsibility before using survey rates

Question 7

Which question best identifies a strategic assumption?

Will demand for this skill grow as the business model changes? Which executive has final approval authority for the plan? What amount was approved in the current project budget? Which implementation tasks are assigned to the HR team?

Question 8

Why is course completion an insufficient measure of workforce capability?

Completion automatically measures financial return on learning Completion always proves that training content is obsolete Completion establishes participation or requirements met, not necessarily demonstrated job competence Completion rates cannot be counted consistently across employees

Question 9

An organization defines its advocacy score as percentage of promoters minus percentage of detractors. Among 100 respondents, 60 are promoters and 20 detractors. What is the score?

20 40 60 80

Question 10

A leadership program uses a temporary cross-functional assignment with responsibility for a real deliverable. Which method is this?

Job evaluation Compensation benchmarking Stretch assignment Replacement charting

Unanswered questions count as incorrect. Your answers are graded on the server; no answer key is sent to your browser.

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