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[CPLP] Human Resources Certification Exam Questions - Part 61
1. identify knowledge, skills, desire, environment, and opportunity (with some variation in the precise terminology) as key factors that affect human performance. (See also Desire, Environment, Knowledge, Opportunity, and Skills.)
A) Summative Evaluation
B) Competency Modeling
C) Quantitative Analysis
D) Human Performance Models
2. is the discrepancy between desired and actual knowledge, skills, and performance.
A) Business Analysis
B) Analytics
C) Gap
D) Process Map
3. is a learning method in which a real or fictitious situation is presented for analysis and problem-solving.
A) Cognitions
B) Fairness
C) 4 D Cycle
D) Case Study
4. known as DECIDES, is a decision-making process with seven steps: define the problem; establish an action plan; clarify values; identify alternatives; discover probable outcomes; eliminate alternatives systematically; and start action.
A) Krumboltz's Model,
B) Experimental Design
C) Knowledge Exchanges
D) Population Analysis
5. is a cognitive approach based on the scientific method and the theory of individual differences. It assumes that each person has a unique pattern of relatively stable traits (that is, interests, abilities, and characteristics) that can be identified as an occupational profile. This approach originated in the early 1900's and is associated strongly with vocational theorists Frank Parsons and E.G. Williamson.
A) Open Space Technology
B) Standard Deviation
C) Rapid Instructional Design (RID)
D) Trait-and-Factor Counseling
A) Summative Evaluation
B) Competency Modeling
C) Quantitative Analysis
D) Human Performance Models
2. is the discrepancy between desired and actual knowledge, skills, and performance.
A) Business Analysis
B) Analytics
C) Gap
D) Process Map
3. is a learning method in which a real or fictitious situation is presented for analysis and problem-solving.
A) Cognitions
B) Fairness
C) 4 D Cycle
D) Case Study
4. known as DECIDES, is a decision-making process with seven steps: define the problem; establish an action plan; clarify values; identify alternatives; discover probable outcomes; eliminate alternatives systematically; and start action.
A) Krumboltz's Model,
B) Experimental Design
C) Knowledge Exchanges
D) Population Analysis
5. is a cognitive approach based on the scientific method and the theory of individual differences. It assumes that each person has a unique pattern of relatively stable traits (that is, interests, abilities, and characteristics) that can be identified as an occupational profile. This approach originated in the early 1900's and is associated strongly with vocational theorists Frank Parsons and E.G. Williamson.
A) Open Space Technology
B) Standard Deviation
C) Rapid Instructional Design (RID)
D) Trait-and-Factor Counseling
1. Right Answer: D
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2. Right Answer: C
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3. Right Answer: D
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4. Right Answer: A
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5. Right Answer: D
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Explanation: You can write comment
2. Right Answer: C
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3. Right Answer: D
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4. Right Answer: A
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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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