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[CPLP] Human Resources Certification Exam Questions - Part 52
1. is a systematic examination and evaluation of data or information that breaks it into its component parts to uncover their interrelationships. In training and development, these are some common analyses: training needs analysis, training design analysis, root cause analysis, job analysis, and SWOT (a matrix analysis of strengths, weaknesses, opportunities, and threats)
A) Andragogy
B) Solution
C) Analysis
D) Job Analysis
2. describes training that relates to actual job circumstances and is based on the belief that training is successful only when learners can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during a training course. But if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training. (See also Competency-Based Learning.)
A) Informal Learning
B) Formative Evaluation
C) Assessment Center
D) Functional Context
3. focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.
A) Extraneous Variables
B) Root Cause Analysis
C) Competency-Based Learning
D) Evaluative Feedback
4. is learning in which the trainer and the learner do not participate simultaneously; for example, asynchronous e-learning.
A) Asynchronous E-learning
B) Asynchronous Training or Learning
C) Organizational Culture
D) Quantitative Analysis
5. refers to the delivery of educational content via a web browser over the Internet, a private intranet, or an extranet.
A) Web-Based Training (WBT)
B) Normal Distribution
C) Developmental Feedback
D) Interrelationship Digraphs
A) Andragogy
B) Solution
C) Analysis
D) Job Analysis
2. describes training that relates to actual job circumstances and is based on the belief that training is successful only when learners can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during a training course. But if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training. (See also Competency-Based Learning.)
A) Informal Learning
B) Formative Evaluation
C) Assessment Center
D) Functional Context
3. focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.
A) Extraneous Variables
B) Root Cause Analysis
C) Competency-Based Learning
D) Evaluative Feedback
4. is learning in which the trainer and the learner do not participate simultaneously; for example, asynchronous e-learning.
A) Asynchronous E-learning
B) Asynchronous Training or Learning
C) Organizational Culture
D) Quantitative Analysis
5. refers to the delivery of educational content via a web browser over the Internet, a private intranet, or an extranet.
A) Web-Based Training (WBT)
B) Normal Distribution
C) Developmental Feedback
D) Interrelationship Digraphs
1. Right Answer: C
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2. Right Answer: D
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: A
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2. Right Answer: D
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3. Right Answer: D
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4. Right Answer: B
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5. Right Answer: A
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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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