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[CPLP] Human Resources Certification Exam Questions - Part 80
1. What is affected during an experiment because its outcome is the reaction to the independent variable and covariates.
A) Dependent Variable
B) Three-axis matrix
C) Level 4: Results
D) Needs-Based Approach
2. A statement used in the design phase of appreciative inquiry that bridges 'what is' with speculation of 'what might be.' it is provocative in that it stretches the status quo, challenges common assumptions, and suggests desired possibilities for the organization.
A) Flat Management Model
B) Provocative Proposition
C) Countermeasure Matrix
D) Program Evaluation Review Technique (PERT) Chart
3. Assesses the development of learners at the end of a learning program.
A) Construct Validity
B) Quantitative Analysis
C) Summative Evaluation
D) Schedule Development
4. An arrangement of groups of values in either a graph or a table that shows the actual number of observations falling in each range or the percentage of observations in each range.
A) Frequency Distribution
B) Attentive Listening
C) Leadership Development
D) Pareto Analysis
5. A structured process for looking at a proposed change to identify as many negative effects as possible. It helps evaluate whether or not to implement a change and to prepare for issues that may arise if change proceeds.
A) Disorientation
B) Disenchantment
C) Impact Analysis
D) Resource Analysis
A) Dependent Variable
B) Three-axis matrix
C) Level 4: Results
D) Needs-Based Approach
2. A statement used in the design phase of appreciative inquiry that bridges 'what is' with speculation of 'what might be.' it is provocative in that it stretches the status quo, challenges common assumptions, and suggests desired possibilities for the organization.
A) Flat Management Model
B) Provocative Proposition
C) Countermeasure Matrix
D) Program Evaluation Review Technique (PERT) Chart
3. Assesses the development of learners at the end of a learning program.
A) Construct Validity
B) Quantitative Analysis
C) Summative Evaluation
D) Schedule Development
4. An arrangement of groups of values in either a graph or a table that shows the actual number of observations falling in each range or the percentage of observations in each range.
A) Frequency Distribution
B) Attentive Listening
C) Leadership Development
D) Pareto Analysis
5. A structured process for looking at a proposed change to identify as many negative effects as possible. It helps evaluate whether or not to implement a change and to prepare for issues that may arise if change proceeds.
A) Disorientation
B) Disenchantment
C) Impact Analysis
D) Resource Analysis
1. Right Answer: A
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2. Right Answer: B
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3. Right Answer: C
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4. Right Answer: A
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5. Right Answer: C
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Explanation: You can write comment
2. Right Answer: B
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3. Right Answer: C
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4. Right Answer: A
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5. Right Answer: C
Explanation: You can write comment
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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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