SHRM Topic - Leadership
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[CPLP] Human Resources Certification Exam Questions - Part 71
1. focuses on the learner, with heavy emphasis on individual learning plans. Features of competency-based learning are occupational analysis of competencies required for successful performance; validation of competencies; learner awareness of criteria and conditions for adequate or excellent performance; and planning for individual instruction and evaluation for each competency.
A) Data Collection
B) Computer Based Training
C) Statement of Work (SOW)
D) Competency-Based Learning
2. is a conflict between the private interests and the official responsibilities of a person in a position of trust. For example, a conflict of interest arises when a T&D professional, acting in the capacity of a coach, has an interest that interferes with the ability to act in the best interest of the client.
A) Conflict Management
B) Ginzberg's Theories
C) Conflict of Interest
D) Instructional System
3. refers to feeling lost and confused. Disoriented employees do not know where they fit in or what they feel. They spend their time determining what should be done instead of how to do it. They do not know the priorities or the direction of the organization.
A) Soft Data
B) Independent Variable
C) Implementation
D) Disorientation
4. is an informal network of people seeking knowledge or willing to share knowledge in a particular subject area. Members of a PLN enjoy a mutually beneficial relationship. They may be inside or outside each other's work group or company.
A) Emotional Intelligence
B) Self-Directed Learning (SDL)
C) Personal Learning Network (PLN)
D) Myers-Briggs Type Indicator (MBTI)
5. refer to the goals an organization strives for.
A) Job Descriptions
B) Brainstorming
C) Organization Development (OD)
D) Results
A) Data Collection
B) Computer Based Training
C) Statement of Work (SOW)
D) Competency-Based Learning
2. is a conflict between the private interests and the official responsibilities of a person in a position of trust. For example, a conflict of interest arises when a T&D professional, acting in the capacity of a coach, has an interest that interferes with the ability to act in the best interest of the client.
A) Conflict Management
B) Ginzberg's Theories
C) Conflict of Interest
D) Instructional System
3. refers to feeling lost and confused. Disoriented employees do not know where they fit in or what they feel. They spend their time determining what should be done instead of how to do it. They do not know the priorities or the direction of the organization.
A) Soft Data
B) Independent Variable
C) Implementation
D) Disorientation
4. is an informal network of people seeking knowledge or willing to share knowledge in a particular subject area. Members of a PLN enjoy a mutually beneficial relationship. They may be inside or outside each other's work group or company.
A) Emotional Intelligence
B) Self-Directed Learning (SDL)
C) Personal Learning Network (PLN)
D) Myers-Briggs Type Indicator (MBTI)
5. refer to the goals an organization strives for.
A) Job Descriptions
B) Brainstorming
C) Organization Development (OD)
D) Results
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: C
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5. 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: C
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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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