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SHRM Practice Questions

SHRM-CP Practice Questions

SHRM Certified Professional (SHRM-CP) — Practice with free scenario-based SHRM-CP practice questions that mirror the real thing. Each question drops you into a realistic HR situation - from handling employee relations issues to navigating global workforce challenges - and every answer comes with a detailed explanation so you actually understand the reasoning, not just the right letter.

134
Total Questions
4 hours
Time Limit
200 (on 120-200 scale)
Passing Score
$300-$475 (member/non-member)
Registration Fee

Free Sample Questions

Here are 5 free sample questions from our full bank of 200+ SHRM-CP practice questions. Try them out below — click "Show Answer" to reveal the correct response and explanation.

1

A mid-sized technology company has been experiencing high turnover among software engineers over the past 18 months. Exit interviews consistently cite lack of career development opportunities as the primary reason for leaving. The HR manager has been asked to develop a retention strategy. Which of the following actions should the HR manager take FIRST?

AA) Immediately increase salaries for all software engineers by 10%
BB) Conduct a comprehensive analysis of current career pathing and development programs compared to industry benchmarks
CC) Implement a mandatory mentorship program for all engineering staff
DD) Post the open positions on additional job boards to replace departing employees more quickly
2

An organization recently expanded operations into three new countries. During the first quarter, several employees in the new locations filed complaints about inconsistent application of the company's code of conduct. The VP of HR discovers that local managers have been modifying company policies to align with what they believe are local cultural norms, without formal approval. What is the BEST course of action for the VP of HR?

AA) Immediately terminate the local managers for policy violations
BB) Revoke all local policy modifications and enforce the original code of conduct as written
CC) Conduct a review of the modifications to determine which changes are legally necessary, culturally appropriate, or inconsistent with organizational values, then develop a formal global policy adaptation framework
DD) Allow all current modifications to remain and let each country operate independently going forward
3

A company's annual engagement survey results show that the marketing department scores significantly lower than all other departments on 'trust in leadership.' The marketing director has been with the company for two years and recently restructured the entire team. Several marketing employees have approached HR confidentially to express concerns about favoritism in project assignments. As the HR business partner, what should you do NEXT?

AA) Share the specific employee complaints directly with the marketing director and ask for an explanation
BB) Recommend that senior leadership replace the marketing director based on the survey results
CC) Meet with the marketing director to discuss the survey trends without revealing confidential complaints, and collaboratively explore potential causes and solutions
DD) Send an anonymous survey to the marketing team asking them to rate the director's leadership on a scale of 1-10
4

During a routine audit, an HR generalist discovers that the company has been classifying a group of 15 workers as independent contractors for the past two years. Upon review, these workers use company equipment, follow set schedules, and report to a company supervisor - all indicators of an employee relationship under IRS guidelines and the economic reality test. What is the MOST appropriate initial step?

AA) Immediately reclassify all 15 workers as employees and begin withholding taxes from their next payment
BB) Ignore the finding since the arrangement has been in place for two years without any complaints
CC) Escalate the finding to legal counsel and senior leadership with a documented analysis of the misclassification risk, potential liabilities, and recommended remediation steps
DD) Terminate the contracts of all 15 workers to eliminate the compliance risk
5

A rapidly growing startup with 200 employees has no formal performance management system. Managers currently provide feedback informally and inconsistently. The CEO asks HR to implement a performance management process. Several department heads express resistance, arguing that formal reviews will slow down their fast-paced work environment. Which approach would BEST address both the organizational need and the department heads' concerns?

AA) Implement a traditional annual review cycle with detailed rating scales and forced ranking
BB) Design a lightweight, continuous feedback system with quarterly check-ins that aligns with the company's agile culture while still providing documentation and development planning
CC) Skip the formal system entirely and instead provide managers with optional feedback training
DD) Require all managers to submit written performance reviews every month for each direct report

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About the SHRM-CP

Format & Structure

Total Questions
134
Time Limit
4 hours
Format
Multiple choice and scenario-based

Scoring & Cost

Passing Score
200 (on 120-200 scale)
Registration Fee
$300-$475 (member/non-member)

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Frequently Asked Questions

What is the SHRM-CP certification?

The SHRM-CP (Society for Human Resource Management - Certified Professional) is a competency-based certification for HR professionals who implement policies, serve as the point of contact for staff and stakeholders, and perform day-to-day HR functions. It's widely recognized as one of the leading HR certifications globally. Unlike knowledge-only certifications, the SHRM-CP assesses both your HR knowledge and your ability to apply it in real workplace situations.

How many questions are on the SHRM-CP?

The SHRM-CP contains 134 questions total, and you get 4 hours to complete them. Of those 134 questions, 110 are scored and 24 are unscored pretest items - but you won't know which are which during the assessment. The questions include a mix of standalone knowledge items and scenario-based situational judgment items, so pacing yourself throughout is really important.

What score do I need to pass the SHRM-CP?

You need a scaled score of 200 on a scale that ranges from 120 to 200. That might sound like you need a perfect score, but it's actually a scaled scoring system - 200 is simply the passing threshold, not the maximum. SHRM doesn't publish the exact number of questions you need to get right, since the scaling adjusts for question difficulty across different versions of the assessment.

How much does the SHRM-CP cost?

The SHRM-CP registration fee is $300 for SHRM members and $475 for non-members (as of 2026). A SHRM membership runs about $264 per year, so if you're not already a member, joining before registering can actually save you money. Keep in mind you'll probably also want to budget for study materials, prep courses, or practice resources on top of the registration fee.

What are the SHRM-CP eligibility requirements?

Eligibility depends on your education level and HR experience. With a bachelor's degree, you need at least 1 year of HR experience (or you can apply while in an HR role). With a graduate degree, you can apply with or without prior HR experience. If you don't have a degree, you'll need at least 3 years working in an HR role. The experience doesn't have to be a formal 'HR' title - SHRM looks at whether your actual job duties align with HR functions.

How long should I study for the SHRM-CP?

Most successful candidates report studying for 2 to 4 months, dedicating roughly 10-15 hours per week. That said, it really depends on your background. If you've been working in HR for several years, you might need less time since a lot of the material will feel familiar. If you're newer to the field, plan for closer to 4 months. The scenario-based questions are what trip most people up, so spend extra time practicing those rather than just memorizing definitions.

What's the difference between SHRM-CP and SHRM-SCP?

The SHRM-CP is designed for HR professionals who are primarily in operational and implementation-focused roles, while the SHRM-SCP targets senior-level practitioners who develop HR strategies, lead HR functions, and influence organizational policy. The SHRM-SCP questions lean more heavily toward strategic and policy-level scenarios. In terms of eligibility, the SHRM-SCP generally requires more years of experience - typically 3 to 7 years depending on your education level, compared to 1 to 3 years for the SHRM-CP.

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