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.
Q21How can HR most effectively contribute to the development of organizational strategy?
✓ Correct answer: D. By consulting with functional leaders to understand their unit-level goals and priorities
HR contributes most directly to organizational strategy by engaging with leaders across business units to understand their specific goals and challenges, allowing HR to align its initiatives with where the organization actually operates and needs support.
Q22An employee has been absent for five consecutive days. The company's Employee Handbook states that employees with at least 12 months of service and a minimum number of hours worked in the past year may be eligible for job-protected leave. How many weeks of leave does the FMLA provide to eligible employees?
✓ Correct answer: B. 12 weeks
The Family and Medical Leave Act (FMLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons, including the employee's own serious health condition or to care for a family member. Eligibility requires at least 12 months of employment and sufficient hours worked in the prior year.
Q23An experienced employee has a strong command of all daily processes and software. Two supervisory openings have come up in the past six months, but the employee shows no interest in management. The manager wants to keep challenging and developing this employee without necessarily promoting him. Which stage of the employee life cycle is this scenario addressing?
✓ Correct answer: D. Development
The employee life cycle includes six stages: attraction, recruitment, onboarding, development, retention, and separation. This scenario focuses on the Development stage, where the goal is to expand an employee's skills and engagement. Development does not always mean promotion; it can include lateral moves, special projects, additional training, or greater autonomy. Effective development also supports retention by keeping employees engaged and satisfied.
Q24Half of a manager's department is about to be laid off. As the HR manager, what guidance would you give the manager on how to handle the layoff conversations?
✓ Correct answer: A. Hold individual meetings. Provide the employee with a clear message regarding the conditions of the layoff. Show compassion. Meet with the remaining employees to offer support.
Individual meetings allow each affected employee to receive clear, direct information about their specific situation while being treated with dignity and empathy. Following up with remaining staff helps address their concerns and maintain morale after a difficult workforce reduction.
Q25A VP of HR leads a globally dispersed team where many members feel geographically and culturally isolated. Staff increasingly rely on regional colleagues for support during absences and audits because headquarters staff lack local knowledge. With a limited travel budget, how should the VP most effectively foster cohesion and team spirit across the entire HR function?
✓ Correct answer: C. Schedule regular calls where all team members share updates on current and upcoming activities.
Given budget constraints, regular team-wide calls provide the most practical and consistent mechanism for keeping all members informed and connected regardless of their location. Frequent touchpoints create routine communication rhythms, build a shared sense of purpose, and help the team function cohesively without requiring costly travel. Annual gatherings, newsletters, and role-based subgroups can complement but do not replace regular whole-team communication.
Q26You are project manager for a policies and procedures manual, but mid-project you discover that critical resources are unavailable and the deadline cannot be extended. What is the most appropriate course of action?
✓ Correct answer: D. Assess the situation and complete as much as possible with available resources.
When facing resource constraints with a fixed deadline, the most pragmatic approach is to evaluate the situation, prioritize the most critical deliverables, and complete as much as possible with the resources available. This demonstrates initiative and professionalism while keeping the project moving. It also provides stakeholders with a realistic picture of what can be delivered, enabling informed decisions about next steps.
Q27Which strategy most effectively promotes organization-wide support for a diversity and inclusion initiative?
✓ Correct answer: A. Forming a cross-functional team to champion the initiative across departments
A cross-functional team brings together representatives from various departments to advocate for and embed the diversity and inclusion initiative throughout the organization. This approach generates broader ownership and sustained engagement, unlike one-time events, compliance-focused mandates, or external speaker sessions that may not lead to lasting change.
Q28Which part of a business case presentation to senior management specifically addresses the factors that could affect whether a proposal succeeds or fails?
✓ Correct answer: C. Risks and opportunities
The risks and opportunities section of a business case identifies internal and external factors that could either threaten the success of the proposed initiative or create additional value if leveraged effectively. This section gives decision-makers a realistic picture of what could go right or wrong, enabling more informed approval or modification of the proposal. The statement of need explains why action is required, the recommended solution presents the preferred course of action, and the cost and timeline section outlines resource requirements—but none of these specifically address the upside and downside factors that could influence the outcome.
Q29Your company is planning to offer employees the opportunity to participate in a 401(k) plan. Your manager has asked you to research this topic and present your findings in two weeks. Which law should be a central focus of your presentation regarding the implementation of a 401(k)?
✓ Correct answer: D. ERISA
The Employee Retirement Income Security Act (ERISA) of 1974 is the primary federal law governing employer-sponsored retirement plans like 401(k)s. ERISA requires that plan participants receive important information about the plan's features and funding, establishes fiduciary duties for those who manage plan assets, gives participants the right to sue for benefits or breaches of fiduciary duty, and mandates a grievance and appeals process. Understanding ERISA's requirements is essential for any company implementing a retirement savings plan, as non-compliance can result in significant legal consequences.
Q30You work for a resort whose bookings have declined over the past three months due to wildfires in the area. Management is considering reclassifying housekeepers as tipped employees to reduce the hourly wage paid to them. What concern should HR raise about this plan?
✓ Correct answer: A. The FLSA requires employers to pay the difference if an employee's tips plus hourly wage do not reach at least the federal minimum wage.
Under the Fair Labor Standards Act (FLSA), employers may pay tipped employees a reduced cash wage, but only if the employee's total compensation—tips combined with the cash wage—equals at least the federal minimum wage of $7.25 per hour. If the combined amount falls short, the employer must make up the difference. OSHA and the EEOC do not regulate employee classification in this way.
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Theory