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[CPLP] Human Resources Certification Exam Questions - Part 62
1. assesses the effect of a training program on learning.
A) Program Evaluation
B) Knowledge Repository
C) Random Selection
D) Qualitative Analysis
2. is an abbreviation standing for two different things, depending on who is using it: (1.) Knowledge (cognitive), skills (psychomotor), and attitude (affective) are the three objective domains of learning defined by Benjamin Bloom's taxonomy in the 1950s. Bloom's classification of learning objectives is used in education and training to determine the goals of the educational process. (2.) Knowledge, skills, and ability are the KSAs used by the U.S. Federal Government and some private hiring agencies to distinguish qualified from unqualified candidates.
A) KSA
B) Integrated Talent Management (ITM)
C) Human Performance Improvement (HPI)
D) Pedagogy
3. occurs when participants are directed to view or witness an event and be prepared to share their reflections, reactions, data, or insights. This is also a methodology for data collection.
A) Objective
B) Likert Scale
C) Observation
D) Matrix Model
4. focuses on the future and is designed to improve performance or prepare a person for the next level of effort.
A) Double-Loop Learning
B) Traditional Mentoring
C) Developmental Feedback
D) Experience-Centered Instruction
5. are often generated from relational databases and designed to optimize analytical processing.
A) Multidimensional Databases (MDBs)
B) Qualitative Data
C) Self-Directed Learning (SDL)
D) Random Assignment
A) Program Evaluation
B) Knowledge Repository
C) Random Selection
D) Qualitative Analysis
2. is an abbreviation standing for two different things, depending on who is using it: (1.) Knowledge (cognitive), skills (psychomotor), and attitude (affective) are the three objective domains of learning defined by Benjamin Bloom's taxonomy in the 1950s. Bloom's classification of learning objectives is used in education and training to determine the goals of the educational process. (2.) Knowledge, skills, and ability are the KSAs used by the U.S. Federal Government and some private hiring agencies to distinguish qualified from unqualified candidates.
A) KSA
B) Integrated Talent Management (ITM)
C) Human Performance Improvement (HPI)
D) Pedagogy
3. occurs when participants are directed to view or witness an event and be prepared to share their reflections, reactions, data, or insights. This is also a methodology for data collection.
A) Objective
B) Likert Scale
C) Observation
D) Matrix Model
4. focuses on the future and is designed to improve performance or prepare a person for the next level of effort.
A) Double-Loop Learning
B) Traditional Mentoring
C) Developmental Feedback
D) Experience-Centered Instruction
5. are often generated from relational databases and designed to optimize analytical processing.
A) Multidimensional Databases (MDBs)
B) Qualitative Data
C) Self-Directed Learning (SDL)
D) Random Assignment
1. Right Answer: A
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2. Right Answer: A
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3. Right Answer: C
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4. Right Answer: C
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5. Right Answer: A
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Explanation: You can write comment
2. Right Answer: A
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3. Right Answer: C
Explanation: You can write comment
4. Right Answer: C
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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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