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[CPLP] Human Resources Certification Exam Questions - Part 44
1. are discrete portions of content, often consisting of several learning objects grouped together as a way to improve learner comprehension and retention. A trainer should break down and group, or chunk, larger pieces of information into smaller, easier-to-process units.
A) Evaluation
B) Codec
C) Extant Data
D) Chunks
2. is a concept developed in1961 by Edgar Schein. A career anchor is one's self-concept about one's talents and abilities, basic values, and motives and needs as they pertain to career.
A) Complexity Theory
B) Chaos and Complexity Theory
C) Schein's Career Anchors Theory
D) Cognitivism
3. is a diagramming technique that enables project managers to estimate a range of task durations by estimating the optimistic, pessimistic, and most likely durations for each task.
A) Program Evaluation Review Technique (PERT) Chart
B) Balanced Scorecard Approach
C) Formative Evaluation
D) Personal Learning Network (PLN)
4. identifies skill and knowledge gaps and the skills and knowledge required to meet future workforce needs. Additionally, it provides managers with a framework for making staffing decisions based on an organization's mission, strategic plan, budget, and a set of desired competencies.
A) Holland's Occupational Congruency Model
B) Workforce Plan
C) Strategic Planning
D) Mager, Robert
5. refers to the collection of all facts, figures, statistics, and other information that is used for various types of analyses and assessments. Some examples of data-collection methods or tools are examinations of in-house or external written sources, questionnaires, interviews, and observation of trainees or jobholders.
A) Analysis
B) Disorientation
C) Krumboltz's Model,
D) Data Collection
A) Evaluation
B) Codec
C) Extant Data
D) Chunks
2. is a concept developed in1961 by Edgar Schein. A career anchor is one's self-concept about one's talents and abilities, basic values, and motives and needs as they pertain to career.
A) Complexity Theory
B) Chaos and Complexity Theory
C) Schein's Career Anchors Theory
D) Cognitivism
3. is a diagramming technique that enables project managers to estimate a range of task durations by estimating the optimistic, pessimistic, and most likely durations for each task.
A) Program Evaluation Review Technique (PERT) Chart
B) Balanced Scorecard Approach
C) Formative Evaluation
D) Personal Learning Network (PLN)
4. identifies skill and knowledge gaps and the skills and knowledge required to meet future workforce needs. Additionally, it provides managers with a framework for making staffing decisions based on an organization's mission, strategic plan, budget, and a set of desired competencies.
A) Holland's Occupational Congruency Model
B) Workforce Plan
C) Strategic Planning
D) Mager, Robert
5. refers to the collection of all facts, figures, statistics, and other information that is used for various types of analyses and assessments. Some examples of data-collection methods or tools are examinations of in-house or external written sources, questionnaires, interviews, and observation of trainees or jobholders.
A) Analysis
B) Disorientation
C) Krumboltz's Model,
D) Data Collection
1. Right Answer: D
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2. Right Answer: C
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3. Right Answer: A
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4. Right Answer: B
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5. Right Answer: D
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2. Right Answer: C
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3. Right Answer: A
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4. Right Answer: B
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5. Right Answer: D
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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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