SHRM practice questions and answers 2026. Tap an option to test yourself — you'll see the correct answer and a plain-English explanation for every question. Free, no login.
Q1You are reviewing an employee performance evaluation in which each compensable factor of a job is ranked and assigned a monetary value to determine its relative worth. Which job evaluation method does this describe?
✓ Correct answer: D. factor comparison method
The factor comparison method is a quantitative job evaluation approach in which jobs are assessed by comparing them factor by factor (such as skill, effort, and responsibility) and assigning monetary values to each factor. The total monetary values are then summed to determine the worth of each job. This is distinct from job analysis (which documents job content), management by objectives (which focuses on goal-based performance), and the critical incident method (which records specific examples of effective or ineffective behavior).
Q2Lewin identified four principles to guide the change management process. Which of the following is NOT one of those principles?
✓ Correct answer: D. Change should be implemented as quickly as possible to prevent confusion.
Rushing change contradicts Lewin's approach to change management. Lewin advocated for gradual, planned change—captured in his unfreeze-change-refreeze model—where those affected are prepared and involved. Rapid implementation typically increases resistance and confusion rather than reducing it. The other three options are consistent with Lewin's principles: change should have a valid rationale, should not be abrupt, and should involve those impacted.
Q3Following a 20% workforce reduction, the CEO directs the HR manager to provide assistance programs that help affected employees transition smoothly. These programs may include resume writing, interview coaching, and job search support. What is the term for this type of support?
✓ Correct answer: A. Outplacement services
Outplacement services are employer-sponsored programs designed to help laid-off employees transition to new employment. They typically include career counseling, resume assistance, interview preparation, and job search support. They differ from severance packages (financial compensation), layoff benefits (a general term), and unemployment insurance (a government program).
Q4A salaried, exempt manager occasionally needs to leave work early for personal reasons and the company deducts pay from his salary for those partial-day absences. What is the primary legal risk of this practice under federal wage and hour law?
✓ Correct answer: C. Loss of the overtime exemption
Under the Fair Labor Standards Act (FLSA), employees classified as exempt from overtime requirements must generally be paid on a 'salary basis,' meaning they receive a fixed salary that is not subject to reduction based on the quality or quantity of work performed. Deducting pay for partial-day absences violates the salary-basis test (except in limited circumstances, such as absences under FMLA or the employee's first and last week of employment). If an employer makes improper salary deductions, it risks losing the overtime exemption — potentially for all employees in the same job classification — which could expose the company to significant back-pay liability.
Q5Which of the following statements about the Americans with Disabilities Act (ADA) is LEAST accurate?
✓ Correct answer: A. Employment discrimination is not covered in the Act.
The least accurate statement is that employment discrimination is not covered in the ADA. In fact, the ADA explicitly prohibits employment discrimination against qualified individuals with disabilities in all aspects of employment, including hiring, firing, pay, job assignments, promotions, and benefits. The remaining statements are accurate: the ADA requires reasonable accommodations; undue hardship is a recognized defense against accommodation requirements; and the ADA Amendments Act expanded the definition of disability to cover a broader range of conditions.
Q6What term refers to the trust, goodwill, and positive regard that a community holds toward an organization?
✓ Correct answer: C. Social capital
Social capital describes the intangible asset of mutual trust and cooperative relationships between an organization and its community. High social capital enhances an organization's reputation, improves access to resources, and supports resilience during difficult periods. Organizations build social capital by engaging with community partners, supporting local causes, and acting with transparency.
Q7Which of the following approaches is LEAST likely to help prevent a serious conflict from escalating?
✓ Correct answer: C. Exclude the individuals most directly involved from the conflict resolution process.
Effective conflict resolution requires involving the parties who are most affected. Excluding them leads to solutions that may not address their actual concerns, breeds resentment, and reduces the likelihood that any agreement will be accepted or sustained. In contrast, addressing issues early, facilitating open discussion, and diagnosing root causes before proposing fixes are all sound conflict-prevention strategies.
Q8An HR manager wants to build and maintain trust by communicating honestly and completely with staff. When delivering a message that is particularly difficult or complex, which communication method is generally most effective?
✓ Correct answer: D. face-to-face
Face-to-face communication is the richest channel available for conveying complex or sensitive messages. It allows for immediate, two-way feedback; enables the sender to read non-verbal cues (body language, facial expressions, tone); facilitates rapport-building; and permits real-time clarification of misunderstandings. The sender can dynamically adjust pacing and detail based on the receiver's reactions, and commitments can be confirmed on the spot. Written channels such as email, memos, and letters lack these dynamic qualities, making them less suitable when nuance, empathy, or interactive dialogue is essential for understanding and trust.
Q9Your staff works in an open cubicle environment where conversations are easily overheard. Several employees have complained about coworkers having distracting conversations. As their manager, how should you most appropriately address this?
✓ Correct answer: B. Offer constructive suggestions in response to specific complaints.
The most effective response is to address individual complaints with specific, constructive guidance. This approach respects the nuance of each situation and avoids broadly reprimanding the entire team for issues that may only involve a subset of employees. Targeted feedback allows the manager to coach employees on professional conduct in a way that is actionable and proportionate.
Q10An employee comes to you with a complaint about a coworker who repeatedly fails to file paperwork properly and on time. The employee is furious during the meeting and begins screaming that you are taking the other person's side, continuing to rant without allowing you to respond. What should you do?
✓ Correct answer: C. End the meeting until the employee has calmed down; tell her you will meet with her then.
It is not productive to try to reason with someone who is acting irrationally in the moment. The best course of action is to end the meeting and let the employee know you are prepared to discuss her concern calmly and constructively when she is ready. This approach maintains professionalism without escalating the situation.
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