SHRM Practice Questions

SHRM-SCP Practice Questions

SHRM Senior Certified Professional (SHRM-SCP) — Practice with free SHRM-SCP sample questions built around realistic senior-level HR scenarios. Each question comes with a detailed explanation so you actually understand the strategic reasoning - not just which letter to pick. These cover leadership, organizational effectiveness, talent strategy, and global HR.

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 250+ SHRM-SCP practice questions. Try them out below — click "Show Answer" to reveal the correct response and explanation.

A newly appointed CHRO at a mid-size technology company discovers that the organization's HR strategy has not been updated in five years, despite significant shifts in the competitive landscape and workforce demographics. The CEO wants HR to drive a transformation initiative that aligns people strategy with a new three-year business plan focused on international expansion. Which approach should the CHRO prioritize first?

AA) Immediately begin recruiting talent with international experience to fill anticipated roles in new markets

BB) Conduct a comprehensive workforce analysis to identify current capability gaps relative to the strategic plan, then develop an integrated talent strategy

CC) Implement a new HRIS platform that supports multi-country payroll and compliance before addressing talent needs

DD) Benchmark competitor HR practices in target international markets and replicate their organizational structures

An organization is acquiring a smaller competitor. During due diligence, the senior HR leader identifies significant cultural differences between the two companies - the acquiring firm has a hierarchical, process-driven culture while the target company operates with a flat, entrepreneurial structure. Several key technical leaders at the target company have indicated they may leave if the acquisition changes their work environment. What is the MOST effective HR strategy?

AA) Offer substantial retention bonuses to all employees at the acquired company to prevent turnover during the transition

BB) Mandate that the acquired company immediately adopt the parent organization's policies, reporting structures, and performance management system

CC) Develop a phased cultural integration plan that preserves valued elements of both cultures while identifying critical talent for targeted retention agreements

DD) Keep both organizations operating completely independently for two years to avoid any disruption to productivity

A global manufacturing company's VP of HR is reviewing workforce data and notices that high-potential employees in the leadership pipeline are leaving at nearly twice the rate of the general population. Exit interviews reveal frustration with limited career visibility, slow promotion timelines, and a perception that succession decisions are made behind closed doors. Which strategic intervention would BEST address this systemic issue?

AA) Increase base compensation for all employees identified as high-potential by 15% to improve retention

BB) Design a transparent succession management framework with visible development paths, regular talent reviews involving business leaders, and structured feedback to pipeline participants

CC) Eliminate the formal high-potential designation entirely so employees don't feel singled out or overlooked

DD) Create an executive mentoring program pairing each high-potential employee with a C-suite sponsor

A senior HR leader at a multinational corporation is developing a global compliance framework after the company expanded into 12 new countries over the past 18 months. Local HR teams in several regions are operating with inconsistent employment practices, and two recent regulatory audits resulted in findings. The board has asked for a unified approach. What should the HR leader do?

AA) Hire a single global employment law firm to create one standardized employment policy that applies uniformly across all locations

BB) Allow each country's local HR team to continue developing their own policies independently, since they understand local requirements best

CC) Establish a global HR governance framework with core principles and minimum standards, while empowering regional HR leaders to adapt implementation to local legal and cultural requirements

DD) Centralize all HR compliance decisions at corporate headquarters and require local teams to submit policy changes for approval before implementation

A healthcare system's CHRO is preparing the annual workforce strategy presentation for the board of directors. Data shows that nursing turnover has reached 28%, agency staffing costs have increased 40% year-over-year, and employee engagement scores in clinical departments have dropped to the 25th percentile. The CEO wants a comprehensive three-year workforce sustainability plan. Which strategic approach demonstrates the STRONGEST senior HR leadership?

AA) Propose an immediate across-the-board 10% pay increase for all nursing staff to bring compensation to the 75th percentile of the market

BB) Present a multi-pronged workforce sustainability strategy that includes competitive total rewards redesign, career lattice development, workload rebalancing through staffing model optimization, and a clinician well-being program - with projected ROI and phased implementation milestones

CC) Recommend outsourcing the entire nursing recruitment function to a specialized healthcare staffing agency that guarantees fill rates

DD) Suggest the organization invest primarily in automation and AI technology to reduce dependence on nursing staff over the three-year period

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About the SHRM-SCP

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)

Frequently Asked Questions

What is the SHRM-SCP certification?

The SHRM Senior Certified Professional (SHRM-SCP) is an advanced HR certification offered by the Society for Human Resource Management. It's designed for senior-level practitioners who develop HR strategies, lead HR functions, or influence organizational policy. Unlike the SHRM-CP which focuses on operational HR, the SCP validates your ability to think and act at a strategic level - aligning people initiatives with business objectives.

How many questions are on the SHRM-SCP?

The SHRM-SCP contains 134 questions total, and you get 4 hours to complete them. Of those 134 questions, about 110 are scored and 24 are unscored pretest items (you won't know which are which). The questions break down into two types: standalone knowledge items and scenario-based items that test your judgment in realistic workplace situations.

What are the SHRM-SCP eligibility requirements?

Eligibility depends on your combination of education and HR experience. With a graduate degree, you need at least 3 years in a strategic HR role. A bachelor's degree requires 4 years, an associate's degree requires 5 years, and with less than an associate's you'll need 6 years. The key difference from SHRM-CP eligibility is that your experience must be at a strategic level - developing policies, leading HR functions, or aligning HR strategy with business goals.

How is the SHRM-SCP different from the SHRM-CP?

The biggest difference comes down to strategic versus operational focus. SHRM-CP questions tend to test how you'd implement or execute HR practices, while SHRM-SCP questions ask how you'd develop strategy, lead organizational change, or advise the C-suite. SCP scenarios are longer and more nuanced, often involving competing priorities or ambiguous situations where there's no obviously "right" answer - you have to pick the best strategic approach.

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

You need a scaled score of 200 on a 120-200 scale to pass the SHRM-SCP. That might sound like you need a perfect score, but the scaling accounts for question difficulty. SHRM doesn't publish the exact number of questions you need to answer correctly, but most estimates suggest getting around 65-70% right puts you in solid passing territory. Your score report will show your performance across competency areas so you can identify strengths and gaps.

How long should I study for the SHRM-SCP?

Most successful candidates study for 2-4 months, dedicating roughly 8-12 hours per week. But honestly, it depends on your background. If you've been in strategic HR for years, the content might feel familiar and you could prepare in 6-8 weeks. If you're transitioning from an operational role, give yourself the full 3-4 months. Focus heavily on scenario-based practice questions - they're the hardest part and where most people lose points.

Is the SHRM-SCP harder than the SHRM-CP?

Most people find the SHRM-SCP more challenging, yes. The questions are longer, the scenarios are more complex, and the "best" answer often requires weighing trade-offs rather than applying straightforward HR knowledge. You're expected to think like a senior leader, not just a competent HR practitioner. That said, if you have genuine strategic experience, the SCP can actually feel more intuitive because the scenarios mirror real decisions you've already made in your career.

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