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[CPLP] Human Resources Certification Exam Questions - Part 43
1. are conducted in real working conditions using test data. Any errors must be noted and corrected.
A) Skills
B) Cogs Ladder
C) Unit Tests
D) Analytics
2. is a type of test reliability in which one test is split into two shorter ones.
A) Split-Half Reliability
B) Quantitative Analysis
C) Traditional Mentoring
D) Explicit Knowledge
3. identified six factors that can either hinder or facilitate workplace performance: information, resources, incentives or consequences, knowledge and skills, capacity, and motivation. Thomas F. Gilbert was a psychologist who lived from 1927 to 1995.
A) Experiential Learning Activities (ELAs)
B) Myers-Briggs Type Indicator (MBTI)
C) Instructional Systems Design (ISD),
D) Gilbert's Behavior Engineering Model
4. is a lack of bias, equitable treatment in testing, equality of outcomes of testing, and an equal opportunity to learn.
A) Learning
B) Fairness
C) Desire
D) ADDIE
5. is a name incorrectly given to an evaluation method developed by Jack Phillips and Patricia Phillips. It compares the monetary benefits of training programs with program costs, usually presented as a percentage or cost-benefit ratio. The Phillips ROI Model is not part of the Kirkpatrick Four-Level Evaluation Model.
A) Development
B) Instructional Systems Development (ISD),
C) Level 5: Return-on-Investment (ROI)
D) Human Performance Improvement (HPI)
A) Skills
B) Cogs Ladder
C) Unit Tests
D) Analytics
2. is a type of test reliability in which one test is split into two shorter ones.
A) Split-Half Reliability
B) Quantitative Analysis
C) Traditional Mentoring
D) Explicit Knowledge
3. identified six factors that can either hinder or facilitate workplace performance: information, resources, incentives or consequences, knowledge and skills, capacity, and motivation. Thomas F. Gilbert was a psychologist who lived from 1927 to 1995.
A) Experiential Learning Activities (ELAs)
B) Myers-Briggs Type Indicator (MBTI)
C) Instructional Systems Design (ISD),
D) Gilbert's Behavior Engineering Model
4. is a lack of bias, equitable treatment in testing, equality of outcomes of testing, and an equal opportunity to learn.
A) Learning
B) Fairness
C) Desire
D) ADDIE
5. is a name incorrectly given to an evaluation method developed by Jack Phillips and Patricia Phillips. It compares the monetary benefits of training programs with program costs, usually presented as a percentage or cost-benefit ratio. The Phillips ROI Model is not part of the Kirkpatrick Four-Level Evaluation Model.
A) Development
B) Instructional Systems Development (ISD),
C) Level 5: Return-on-Investment (ROI)
D) Human Performance Improvement (HPI)
1. Right Answer: C
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2. Right Answer: A
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: C
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2. Right Answer: A
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: C
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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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