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SHRM Certified Professional (SHRM-CP): free practice test

Start with 10 free questions to see what needs more practice. Finish to see your score, weakest units and every option explained.

Reported scale: 120–200. Passing candidates receive 200; no raw percentage pass mark or conversion is given. This is your practice accuracy. It cannot be converted to the exam’s scaled score or used to determine whether you pass.

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Practice test questions with answers and explanations

Try the questions in the test above first, then open each one here to see the correct answer and why every other option is wrong.

01An approved onboarding pilot needs operations approval before launch. The HR coordinator knows a respected shift lead informally shapes staff opinion. What should the coordinator do?

Practice question Unit: Leadership

  1. AUse the lead’s endorsement as launch authorization.

    The lead can support implementation but cannot substitute for the required operations approval.

  2. BObtain approval and involve the shift lead. ✓ Correct answer

    This respects formal authority while using knowledge of informal relationships to support implementation.

  3. CSeek operations approval without involving implementation influencers

    Formal authorization alone misses an identified source of staff support.

  4. DCommission a broad employee survey before approaching either party

    The relevant approver and influencer are already known.

Reference: SHRM BASK 2026, p. 13, Navigating the Organization, proficiency indicators for all HR professionals.

02An HR analyst discovers that their formula understated turnover in a report already sent to managers. No decisions have yet been made. What should the analyst do?

Practice question Unit: Leadership

  1. ACorrect and notify recipients ✓ Correct answer

    Acknowledging the mistake and correcting its consequences demonstrates accountability.

  2. BAudit the workbook

    An audit can support prevention but does not notify current recipients.

  3. CWait for the scheduled reporting cycle to issue a revised turnover figure

    Recipients could rely on the incorrect report before then.

  4. DExplain the general limits of turnover metrics without correcting the formula

    A methodological explanation does not correct this specific error.

Reference: SHRM BASK 2026, p. 18, Personal Integrity, indicators for all HR professionals.

03A new HR analyst is preparing recruitment support for a manufacturing site. Which first activity best develops useful business awareness?

Practice question Unit: Business

  1. ACompare recruitment-team productivity

    Recruitment efficiency does not establish the manufacturing operating context.

  2. BReview critical roles and production workflows ✓ Correct answer

    Operational knowledge establishes what recruitment must support.

  3. CStudy salary-survey tables for the region

    Market pricing is relevant later, after identifying the required roles.

  4. DReview last year’s recruitment campaign results

    Past campaign performance does not directly explain current production workflows.

Reference: SHRM BASK 2026, p. 40, Business and Competitive Awareness — all-HR indicators: uses resources to learn business operations/functions.

04A warehouse manager requests communication training to reduce shipment errors. Initial records show errors concentrate at one handoff between shifts. What should HR do before selecting a solution?

Practice question Unit: Business

  1. ACompare communication courses first

    Course selection assumes a training diagnosis that is not yet established.

  2. BClarify the handoff with both shifts ✓ Correct answer

    The affected users can help distinguish a skill issue from a workflow defect.

  3. CReview only the warehouse’s aggregate error rate

    The aggregate omits the specific handoff context already identified.

  4. DReplace the handoff checklist immediately

    A replacement may help but first requires understanding the actual handoff problem.

Reference: SHRM BASK 2026, p. 44, Evaluating Business Challenges — all-HR indicators: partners with stakeholders to understand challenges and identify needs.

05HR must resolve recurring onboarding access delays involving IT and payroll. The process owners are known, and no policy change is needed. Which networking action is most useful now?

Practice question Unit: Interpersonal

  1. AJoin an external HR association to learn general onboarding practices.

    External learning may help later, but does not establish the needed internal handoffs.

  2. BAsk the HR director to discuss the delays at the next executive meeting.

    Executive escalation is less direct when known owners can address the operational issue.

  3. CCoordinate handoffs with the existing IT and payroll contacts. ✓ Correct answer

    The immediate need is coordination among identified operational contacts.

  4. DInvite all department heads to a broad networking event.

    A broad event is less targeted than maintaining the specific working contacts.

Reference: SHRM BASK 2026, p. 29, Networking, proficiency indicators for all HR professionals.

06HR speeds up hiring, but new hires wait weeks for equipment. Which perspective explains the result?

Practice question Unit: People

  1. AProcess interdependence ✓ Correct answer

    Hiring depends on IT readiness.

  2. BRecruiter productivity alone

    Recruiter output misses the downstream delay.

  3. CExternal labor-market scarcity

    The delay occurs after hiring.

  4. DIndividual learning preferences

    Equipment availability is the constraint.

Reference: SHRM BASK 2026, p. 56, HR Strategy — indicators for all HR professionals.

07A job advertisement requires a degree, although successful incumbents learned the work through apprenticeships. What should HR verify?

Practice question Unit: People

  1. AMarket pay levels

    Pay competitiveness matters later but cannot justify a qualification requirement.

  2. BThe actual job requirements ✓ Correct answer

    Job analysis should justify selection requirements.

  3. CThe recruiter’s personal educational background

    Personal credentials do not define the job.

  4. DThe highest qualification in the applicant pool

    Applicant credentials do not establish necessity.

Reference: SHRM BASK 2026, p. 58, Talent Acquisition — indicators for all HR professionals.

08A benefits inquiry needs a routine enrollment correction. The service model assigns transactions to shared services. Where should the HRBP route it?

Practice question Unit: Organization

  1. ABenefits shared services ✓ Correct answer

    The stated model assigns routine transactions here.

  2. BCompensation policy specialists

    Specialists address methodology; no policy judgment is needed.

  3. CThe divisional HR business partner

    The HRBP routes the transaction rather than retaining it contrary to the stated model.

  4. DThe benefits program policy owner

    Escalation fits policy ambiguity, not this routine correction.

Reference: SHRM BASK 2026, p. 67, Structure of the HR Function — all-HR indicators: adapts to service model; coordinates with other HR functions.

09The job description and appraisal rubric reward individual sales, but actual work is team-based account support. What should HR update?

Practice question Unit: Organization

  1. AUpdate the description and appraisal criteria ✓ Correct answer

    Both documents must reflect the actual team-based work specified.

  2. BRename the role in recruitment advertisements

    A title change alone leaves duties and rating criteria misaligned.

  3. CRetrain staff against the existing sales rubric

    The rubric does not reflect the actual team-support activity.

  4. DAdjust individual sales targets within the same rubric

    Changing target size does not correct the individual-versus-team work model.

Reference: SHRM BASK 2026, p. 68, Organizational Effectiveness & Development — all-HR indicators: documents and systems accurately reflect workforce activities.

10A host office needs locally required leave categories, but headquarters wants comparable reporting. What should HR implement?

Practice question Unit: Workplace

  1. AMap local codes to common report fields while retaining required categories ✓ Correct answer

    Mapping preserves required local categories while making equivalent data comparable.

  2. BRequire every location to use headquarters leave codes exclusively

    Using headquarters codes exclusively can omit categories required in the host location.

  3. CRetain separate local reports without defining any common fields

    Separate reports preserve local detail but do not create the shared measures headquarters needs.

  4. DCompare only leave categories already identical across every location

    Reporting only identical categories excludes local leave rather than reconciling it with common reporting.

Reference: SHRM BASK 2026, p. 77, Managing a Global Workforce — All HR: balance cross-border standardization with local needs. Scenario application of the cited concepts.

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See also: Management & Project Exams