SHRM-SCP Exam Dumps : SHRM Senior Certified Professional

[Reference: SHRM highlights the importance of data security and encryption in HR systems to protect sensitive information (SHRM, Data Security in HR)., Compliance:, Regulatory Requirements: Ensure compliance with data protection laws and regulations, such as GDPR or CCPA, which mandate secure handling of personal data., Audits: Regularly audit the system to ensure it meets security standards and regulatory requirements., Reference: SHRM advises that compliance with data protection regulations is critical when implementing new HR technologies (SHRM, Compliance in HR Technology)., Risk Management:, Risk Assessment: Conduct a thorough risk assessment to identify potential vulnerabilities and implement measures to mitigate them., Incident Response: Develop an incident response plan to address any potential data breaches or security incidents., Reference: SHRM emphasizes the importance of risk management in safeguarding HR data (SHRM, Risk Management in HR Systems)., Employee Trust:, Communication: Clearly communicate to employees the measures taken to secure their data and the importance of data security., Training: Provide training on data security best practices to ensure employees understand how to protect their information., Reference: SHRM notes that building employee trust through transparency and training is crucial for successful technology implementation (SHRM, Building Trust in HR Technology)., References:, SHRM. (n.d.). Data Security in HR. Society for Human Resource Management., SHRM. (n.d.). Compliance in HR Technology. Society for Human Resource Management., SHRM. (n.d.). Risk Management in HR Systems. Society for Human Resource Management., SHRM. (n.d.). Building Trust in HR Technology. Society for Human Resource Management., Top of Form, Bottom of Form, ]

[Reference: SHRM defines social conflict as conflicts arising from interpersonal interactions and competition among peers (SHRM, Managing Workplace Conflict)., Types of Workplace Conflict:, Horizontal Conflict: This involves conflicts that occur between employees or departments at the same organizational level. It often involves disagreements about tasks, responsibilities, or resources., Vertical Conflict: Involves conflicts between different levels of the organizational hierarchy, such as between managers and their subordinates., Reference: SHRM categorizes conflicts into horizontal and vertical based on the organizational hierarchy and the nature of disagreements (SHRM, Types of Workplace Conflict)., Conflict Resolution:, Importance of Resolution: Resolving social conflict is crucial for maintaining a positive work environment, employee morale, and productivity., Strategies: Effective conflict resolution strategies include open communication, mediation, and team-building activities to foster better relationships and understanding among peers., Reference: SHRM emphasizes the importance of conflict resolution strategies in maintaining a healthy workplace (SHRM, Conflict Resolution Strategies)., Comparing Other Conflict Types:, Horizontal Strain (B): While negotiations between unions and management failing can lead to conflicts, this is more specific to labor relations rather than general workplace conflict., Intraorganizational Conflict (C): This often involves formal disputes, such as litigation, but is not the best description of typical workplace conflicts., Subjective Conflict (D): This type of conflict can indeed have multiple solutions, contrary to the statement in the option., Reference: SHRM outlines different types of workplace conflicts and their characteristics (SHRM, Understanding Intraorganizational Conflict)., References:, SHRM. (n.d.). Managing Workplace Conflict. Society for Human Resource Management., SHRM. (n.d.). Types of Workplace Conflict. Society for Human Resource Management., SHRM. (n.d.). Conflict Resolution Strategies. Society for Human Resource Management., SHRM. (n.d.). Understanding Intraorganizational Conflict. Society for Human Resource Management., ]