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[CPLP] Human Resources Certification Exam Questions - Part 100
1. A structure featuring numerous components whose processes are not linear but are self-organizing. Studying the networks within the whole structure produces patterns that help to understand the whole system.
A) Mergers and Acquisition Management
B) Visual Modality
C) Characteristics of Adult Learners (CAL)
D) Complex Systems
2. The fourth level of kirk pat rick's four-level evaluation mod el. It measures the effect of the learning on organizational performance.
A) Face Validity
B) Task Analysis
C) Learning Objects
D) Level 4: Results
3. A popular troubleshooting model for solving performance problems by identifying their causes and finding realistic, economical solutions. An important step in the process is determining whether a skill deficiency is involved.
A) Talent Management Analytics
B) Mager and Pipe Model for Analyzing Performance Problems
C) Personality Inventory Instrument
D) Business Process
4. A disciplined, data-driven approach for improving business processes; the goal is to improve output quality by identifying and eliminate causes for defects. The name originate d with statistical modeling in a manufacturing process where 99.99966 percent of products are free from defects or a maximum of 3.4 defects per million opportunities.
A) Knowledge Management (KM)
B) Developmental Feedback
C) Experiential Learning
D) Six Sigma Methodology
5. An analytical process that uses a bar chart to display the relative importance or frequency of collected data. The pareto principle states that 80% of effects are the result of 20% of causes.
A) Randomization
B) Face Validity
C) Interval Variable
D) Pareto Analysis
A) Mergers and Acquisition Management
B) Visual Modality
C) Characteristics of Adult Learners (CAL)
D) Complex Systems
2. The fourth level of kirk pat rick's four-level evaluation mod el. It measures the effect of the learning on organizational performance.
A) Face Validity
B) Task Analysis
C) Learning Objects
D) Level 4: Results
3. A popular troubleshooting model for solving performance problems by identifying their causes and finding realistic, economical solutions. An important step in the process is determining whether a skill deficiency is involved.
A) Talent Management Analytics
B) Mager and Pipe Model for Analyzing Performance Problems
C) Personality Inventory Instrument
D) Business Process
4. A disciplined, data-driven approach for improving business processes; the goal is to improve output quality by identifying and eliminate causes for defects. The name originate d with statistical modeling in a manufacturing process where 99.99966 percent of products are free from defects or a maximum of 3.4 defects per million opportunities.
A) Knowledge Management (KM)
B) Developmental Feedback
C) Experiential Learning
D) Six Sigma Methodology
5. An analytical process that uses a bar chart to display the relative importance or frequency of collected data. The pareto principle states that 80% of effects are the result of 20% of causes.
A) Randomization
B) Face Validity
C) Interval Variable
D) Pareto Analysis
1. Right Answer: D
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2. Right Answer: D
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3. Right Answer: B
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4. Right Answer: D
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5. Right Answer: D
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2. Right Answer: D
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3. Right Answer: B
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4. Right Answer: D
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5. Right Answer: D
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80% DISCOUNT: SPHR PRACTICE EXAMS
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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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