SHRM-CP Practice Test

The Society for Human Resource Management (SHRM), which is the largest HR membership organization in the world, administers the SHRM Certified Professional (SHRM-CP) exam for those pursuing a credential in human resource management.

Click “Start Test” above to take a free SHRM-CP practice test!

SHRM-CP Exam Eligibility

There are no strict eligibility requirements for the SHRM-CP. The exam is intended for people who perform general HR-related duties, or for those who are pursuing a career in human resource management as a student.

Exam Format

The SHRM-CP exam contains 134 multiple-choice questions, 24 of which are unscored, and has a time limit of 3 hours and 40 minutes. The unscored questions are used by SHRM to evaluate questions for future versions of the exam.

There are two types of multiple-choice questions on the exam: knowledge-based questions and situational judgment questions.

SHRM-CP Outline

The exam divides the questions into two groups: behavioral competencies and technical competencies. The 9 behavioral competencies are grouped into three clusters, while the single technical competency is split into three domains containing the 14 functional areas.

Behavioral Competencies

Technical Competency

The one technical competency is the HR Expertise competency, which outlines 14 functional areas grouped into three domains.

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Top 5 Most Challenging SHRM-CP Questions

Now that you know more about the exam, try your hand at some targeted practice!

Over the last year, we’ve compiled the data from about 3,000 test-takers who tried their hand at the practice test at the top of this page. According to the data, around 75% of people answered these five questions incorrectly.

Answer each question and read through the answer explanation, whether you got the answer right or wrong. This will help you ensure you’ve got the topic mastered.

Whether you struggled with these questions or aced them on your first try, be sure to take the full practice test to get a better idea of how prepared you really are!

1. Read the passage below before answering the question:

Read Passage

A company hires a new HR manager with extensive payroll experience to join its team. The new manager has been asked to review current payroll practices to look for ways to increase efficiency. On her first day of work the HR manager learns that the company requires employees to complete paper timesheets each week. She also learns that the company has a policy that all employees are required to enroll in direct deposit but continues to pay a significant amount of money to continue to provide hard copy checks, which is a known contributor to payroll inefficiencies.

The manager is shocked that the company is still using paper time sheets to track time due to its environmental impact. What should she do next?

A. Ask her manager whether the company is aware of the environmental impact of using paper time sheets in a company of its size. B.  Use the staff directory to see if any employees are responsible for ensuring that the company is engaging in socially responsible business practices and start to develop relationships with those individuals or teams. C.  Submit an anonymous complaint through the company’s compliance hotline informing them of excess waste of paper. D.  Make a note of this potential concern but do nothing further at this time. Submit

Choice D is the best answer because this is the manager’s first day of work and she likely has very little knowledge about whether the company’s business operations and its strategic objectives align with her personal views. The manager should learn more about the company’s business and operations before taking any action.

3. Read the passage below before answering the question:

Read Passage

A company’s headquarters is located in a relatively safe area. However, there has been a recent increase in the number of petty crimes in the community. The CEO indicates he is unconcerned because he believes the incidents are being exaggerated by the news media because of a heated political race for City Council. HR is scheduled to meet with the CEO to ask for resources to enhance workplace safety and the team meets to discuss how to approach the meeting.

An HR team member has a sister who coauthored the leading book on the impact of workplace violence on employee engagement. He offers to arrange to bring his sister to the meeting with the CEO to discuss the impact that ignoring the issue will have on the current workplace and on the pool of future candidates. How should the team respond?

A. Contact the CEO to confirm that he is comfortable with a non-employee attending the meeting. B.  Invite the coauthor to the meeting, but keep the information confidential until the meeting so the CEO does not have an opportunity to gather information to refute the coauthor’s findings. C.  Ask the coauthor to provide the team with a summary of her findings so they can use it as a resource in the later stages of the project in the event it goes forward. D.  Decline to invite the coauthor to the meeting. Submit

Although the coauthor likely has a wealth of information, there is no indication that it is relevant to the issue HR is attempting to address. In this situation the issue relates to petty crime in the community, not workplace violence. The team should focus on gathering data that is more closely-aligned to the issue they are seeking to address.

5. Read the passage below before answering the question:

Read Passage

A company realizes that a recent technological advancement could eliminate 10% of its workforce. The impacted employees work in 5 different departments across the company. Leadership intends to speak with the board at their next board meeting to confirm the effective date of the layoffs. They speak with HR about the need to handle the situation delicately because they are extremely concerned about any potential backlash from their employees and from the general public once the layoffs are announced. The board’s primary goal is to eliminate, or at least reduce, any negative impact to their reputation as a result of this organizational change.

What is the first step HR should take once leadership informs them that they want to eliminate these jobs?

A. Immediately start to prepare the paperwork necessary to execute the layoffs so they will be ready as soon as the board decides on the effective date. B.  Immediately review their schedule of upcoming projects to determine which can be pushed out into the future because the layoffs will be a top priority and will require a substantial amount of time. C.  Research whether there are any company policies, employment agreements, or union contracts in place that would prevent the layoff or require certain administrative steps prior to execution of the layoffs. D.  Review the vacant roles at the organization to see whether any of the impacted employees are qualified to fill them. Submit

The best way to reduce any negative impacts of layoffs is to work to prevent them. Offering employees other roles in the organization will be a win-win situation for the company and the employee. The company will be able to reduce the number of layoffs and reduce the negative reaction, and the employee will have the opportunity to continue employment. HR should research whether there are limitations on the right to layoff the employees on the list, but they should do this after they determine whether any of the layoffs can be avoided.

Registration

To register for the SHRM-CP exam, you must first create an online SHRM account and submit an application.

Along with your application, you will need to send the $595 testing fee (SHRM members only pay $495).

Once your application and fee have been approved, you will receive an Authorization to Test (ATT), which will provide you with details on how to schedule your exam with Prometric.

Test Day

Test day requirements differ slightly between the two delivery methods (in-person testing or Live Remote Proctoring). Both formats require a valid, government-issued ID.

In-person Testing

On the day of the test, you should arrive at the testing center 15 to 30 minutes before your exam is scheduled to begin. If you are late, you will not be admitted, and your test will be canceled.

Before the exam begins, you will be asked to provide your photo ID and sign a candidate agreement. Then, you must store all personal items (cell phone, notebook, backpack, etc.) in a provided locker outside the testing area.

During the exam, you can take one 15-minute break whenever you need to, but the timer will not stop while you are away.

Live Remote Proctoring

You should log in to your account 15 to 30 minutes before your testing appointment. You will be asked to show your photo ID, and the proctor will ask you to scan your testing environment to ensure your area is clear of notes, books, and electronic devices.

The launch button for the exam is enabled when the proctor has determined you are ready to begin.

During your exam, your hands must be visible at all times, and you must remain in front of the camera. If anyone enters your testing area during the exam, you must ask them to leave immediately.

You will be permitted one 15-minute break at any point during the test, but the timer will remain running.

How the SHRM-CP is Scored

Your SHRM-CP score is based on a modified Angoff method. This means that your score is determined based solely on your performance on the exam, with no prior work experience or variables factored into your score.

The score range for this exam is 120-200, with the passing score being 200.

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How to Pass the Test

How to Study Effectively

Your success on SHRM-CP test day depends not only on how many hours you put into preparing but also on whether you prepared the right way. It’s good to check along the way to see whether your studying is paying off. One of the most effective ways to do this is by taking SHRM-CP practice tests to evaluate your progress. Practice tests are useful because they show exactly where you need to improve. Every time you take a free SHRM-CP exam practice test, pay special attention to these three groups of questions:

• The questions you got wrong
• The ones you had to guess on, even if you guessed right
• The ones you found difficult or slow to work through

This will show you exactly what your weak areas are and where you need to devote more study time. Ask yourself why each of these questions gave you trouble. Was it because you didn’t understand the material? Was it because you didn’t remember the vocabulary? Do you need more repetitions on this type of question to build speed and confidence? Dig into those questions and figure out how you can strengthen your weak areas as you go back to review the material.

Answer Explanations

Additionally, many SHRM-CP practice tests have a section explaining the answer choices. It can be tempting to read the explanation and think that you now have a good understanding of the concept. However, an explanation likely only covers part of the question’s broader context. Even if the explanation makes sense, go back and investigate every concept related to the question until you’re positive you have a thorough understanding.

Comprehend Each Topic

As you go along, keep in mind that the SHRM-CP practice test is just that: practice. Memorizing these questions and answers will not be very helpful on the actual test because it is unlikely to have any of the same exact questions. If you only know the right answers to the sample questions, you won’t be prepared for the real thing. Study the concepts until you understand them fully, and then you’ll be able to answer any question that shows up on the test.

Practice Strategies

When you’re ready to start taking practice tests, follow this strategy:

• Keep Practicing. Keep taking practice tests on a regular basis until you run out of practice tests or it’s time for the actual test. Your mind will be ready for the schedule and stress of test day, and you’ll be able to focus on recalling the material you’ve learned.

SHRM-CP Online Prep Course

If you want to be fully prepared, Mometrix offers an online SHRM-CP prep course designed to give you everything you need to succeed!

Here’s what you’ll find in the SHRM-CP course:

Everyone learns differently, so we’ve tailored the SHRM-CP online prep course to ensure every learner has what they need to prepare for the SHRM-CP exam.

Click below to check it out!

FAQs

By Peter Rench

Peter Rench joined Mometrix in 2009 and serves as Vice President of Product Development, responsible for overseeing all new product development and quality improvements. Mr. Rench, a National Merit Scholar, graduated magna cum laude with a Bachelor of Science in Mechanical Engineering and a minor in mathematics from Texas A&M University.

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