SHRM-SCP - SHRM Senior Certified Professional

Strategic Alignment: The first step in evaluating supply chain risks should be to review the firm's strategic objectives to ensure that the risk management plan aligns with the overall goals and priorities of the organization.

Risk Identification: Understanding the strategic objectives helps in identifying which areas of the supply chain are most critical to achieving these objectives and where potential disruptions could have the greatest impact.

Priority Setting: By aligning the risk assessment with strategic objectives, the team can prioritize risks that are most likely to hinder the firm’s ability to meet its goals, ensuring a focused and effective risk management approach.

Holistic View: Reviewing the strategic objectives provides a holistic view of the organization’s direction and helps in creating a risk management plan that supports long-term success and sustainability.

References:

SHRM-SCP Exam Content Outline

SHRM guidelines on risk management and strategic alignment

Definition of Total Rewards: A total rewards system encompasses all the tools available to an employer that may be used to attract, motivate, and retain employees. This includes compensation, benefits, work-life balance, performance recognition, and career development.

When deciding whether an employee is eligible to work remotely, competence should be considered first. Competence ensures that the employee has the necessary skills, knowledge, and abilities to perform their job effectively without direct supervision.

Assessing Job Requirements: Determine if the nature of the job allows for remote work. Some roles require physical presence, while others can be performed remotely without compromising quality or efficiency.

Evaluating Skills and Abilities: Assess whether the employee has the technical skills, self-discipline, and time management abilities needed to work independently and remain productive in a remote environment.

Performance History: Review the employee's past performance to ensure they have demonstrated the ability to meet goals and deadlines without close supervision.

Communication Skills: Ensure the employee has strong communication skills, as remote work often requires effective virtual communication and collaboration.

Technological Proficiency: Confirm that the employee is proficient with the necessary technology and tools to work remotely, including video conferencing, project management software, and secure access to company systems.

References:

SHRM guidelines on remote work eligibility and management

Research on factors influencing remote work success and productivity