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[CPLP] Human Resources Certification Exam Questions - Part 27
![[CPLP] Human Resources Certification Exam Questions - Part 27](https://www.certexamdb.com.birtools.com/uploads/blog/banner/11e3af19acce0ff7c4d65c33d8734127.png)
1. is the career development practice of using an experienced person or group to share wisdom and expertise with a protégé over a specific period of time. There are three common types of mentoring: one-on-one, group, and virtual.
A) Mentoring
B) Criterion Validity
C) Groupthink
D) Instruction
2. occurs in organizations through the use of collaboration, mentoring, and socialization to inform people and encourage sharing.
A) Performance Analysis
B) Informal Learning
C) Information Sharing
D) Population Analysis
3. is a critical activity carried out during performance analysis that defines driving and restraining forces, current state versus desired state, and methods for change. (See also Performance Analysis.)
A) Randomization
B) Analysis
C) Gap Analysis
D) Work-Life Balance
4. is a description or design specification for how information should be treated and organized.
A) Personality Test
B) Information Architecture
C) Normal Distribution
D) Quantitative Analysis
5. is a theory of instruction that focuses on matching individual needs to appropriate instructional experiences. It is based on developmentalism, an adult learning theory also known as transformative learning, which occurs when individuals critically reflect on their environment. Through intense reflection, they transform their thinking and view of the world. Opportunity-centered instruction is useful for helping employees adapt to changes in their work lives.
A) Objective-Centered
B) Correlation
C) Appreciative Inquiry
D) Opportunity-Centered
A) Mentoring
B) Criterion Validity
C) Groupthink
D) Instruction
2. occurs in organizations through the use of collaboration, mentoring, and socialization to inform people and encourage sharing.
A) Performance Analysis
B) Informal Learning
C) Information Sharing
D) Population Analysis
3. is a critical activity carried out during performance analysis that defines driving and restraining forces, current state versus desired state, and methods for change. (See also Performance Analysis.)
A) Randomization
B) Analysis
C) Gap Analysis
D) Work-Life Balance
4. is a description or design specification for how information should be treated and organized.
A) Personality Test
B) Information Architecture
C) Normal Distribution
D) Quantitative Analysis
5. is a theory of instruction that focuses on matching individual needs to appropriate instructional experiences. It is based on developmentalism, an adult learning theory also known as transformative learning, which occurs when individuals critically reflect on their environment. Through intense reflection, they transform their thinking and view of the world. Opportunity-centered instruction is useful for helping employees adapt to changes in their work lives.
A) Objective-Centered
B) Correlation
C) Appreciative Inquiry
D) Opportunity-Centered
1. Right Answer: A
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2. Right Answer: C
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3. Right Answer: C
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4. Right Answer: B
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5. Right Answer: D
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2. Right Answer: C
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3. Right Answer: C
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4. Right Answer: B
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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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