CPHR Learning and Development Programs 2

Question 1

A company wants to reduce time-to-competency for new hires. Which instructional approach is MOST effective?

Accepted Answer

Structured on-the-job training with a mentor

Answer

Structured on-the-job training with mentorship accelerates competency by combining real work experience with guided feedback.

Question 2

Which evaluation level in Kirkpatrick's model measures whether learning actually transfers to job performance?

Accepted Answer

Level 3 – Behavior

Answer

Level 3 (Behavior) assesses whether participants apply what they learned back on the job.

Question 3

An HR professional is designing a leadership development program. Which element is MOST critical for long-term behavior change?

Accepted Answer

Post-training follow-up and accountability mechanisms

Answer

Follow-up and accountability mechanisms—such as coaching, check-ins, and peer support—are the strongest predictors of lasting behavior change.

Question 4

What does the 70-20-10 learning model suggest about formal training?

Accepted Answer

Formal training accounts for only 10% of effective workplace learning

Answer

The 70-20-10 model holds that only 10% of learning comes from formal training, with 70% from experience and 20% from social learning.

Question 5

A needs assessment reveals a skill gap caused by unclear job expectations, not lack of knowledge. The BEST response is:

Accepted Answer

Clarify job expectations and update performance standards

Answer

When a performance gap stems from unclear expectations rather than missing knowledge, training will not fix the root cause—clarifying standards is the correct intervention.

(CPHR) Chartered Professional in Human Resources Practice Test

(CPHR) Chartered Professional in Human Resources Practice Test

CPHR Learning and Development Programs 2