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[CPLP] Human Resources Certification Exam Questions - Part 39
1. are archival or existing records, reports, and data that may be available inside or outside an organization. Examples include job descriptions, competency models, benchmarking reports, annual reports, financial statements, strategic plans, mission statements, staffing statistics, climate surveys, 360-degree (or upward) feedback, performance appraisals, grievances, turnover rates, absenteeism, suggestion box feedback, and accident statistics.
A) Soft Data
B) Extant Data
C) Icebreakers
D) Randomization
2. refers to whether a person is able or allowed to do a job. If a person is bogged down with tasks that do not support organizational goals, he or she may never have time to do the work that does support those goals.
A) Database Management System (DBMS)
B) Perceptual Modality
C) Opportunity
D) Workforce Planning
3. is a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change. If such a change moves the variables in the same direction, it is a positive correlation; if the change moves the variables in opposite directions, it is a negative correlation.
A) Correlation
B) Cogs Ladder
C) Data Collection
D) E-Learning
4. developed behavioral learning objectives with three elements: what the worker must do (performance), the conditions under which the work must be done, and the standard or criterion that is considered acceptable performance.
A) System Development Life Cycle
B) Gagne's Nine Events of Instruction
C) Mager, Robert
D) Brainstorming
5. are follow-ons to affinity diagrams. They chart cause-and-effect relationships among groups of ideas. (See also Affinity Diagrams.)
A) Expatriate Adjustment Training
B) Interrelationship Digraphs
C) Measures of Central Tendency
D) Experimental Design
A) Soft Data
B) Extant Data
C) Icebreakers
D) Randomization
2. refers to whether a person is able or allowed to do a job. If a person is bogged down with tasks that do not support organizational goals, he or she may never have time to do the work that does support those goals.
A) Database Management System (DBMS)
B) Perceptual Modality
C) Opportunity
D) Workforce Planning
3. is a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change. If such a change moves the variables in the same direction, it is a positive correlation; if the change moves the variables in opposite directions, it is a negative correlation.
A) Correlation
B) Cogs Ladder
C) Data Collection
D) E-Learning
4. developed behavioral learning objectives with three elements: what the worker must do (performance), the conditions under which the work must be done, and the standard or criterion that is considered acceptable performance.
A) System Development Life Cycle
B) Gagne's Nine Events of Instruction
C) Mager, Robert
D) Brainstorming
5. are follow-ons to affinity diagrams. They chart cause-and-effect relationships among groups of ideas. (See also Affinity Diagrams.)
A) Expatriate Adjustment Training
B) Interrelationship Digraphs
C) Measures of Central Tendency
D) Experimental Design
1. Right Answer: B
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2. Right Answer: C
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3. Right Answer: A
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4. Right Answer: C
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5. Right Answer: B
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2. Right Answer: C
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3. Right Answer: A
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4. Right Answer: C
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5. Right Answer: B
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shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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