CPLP Performance Improvement and Analysis 3

Question 1

A competency model in performance improvement is used to:

Accepted Answer

Define the knowledge, skills, and behaviors required for successful job performance

Answer

Track course completion data

Answer

Manage LMS user accounts

Answer

Evaluate instructor delivery quality

Question 2

'Incentives' as a performance factor refer to:

Accepted Answer

The consequences—positive or negative—that motivate or discourage specific behaviors

Answer

Financial bonuses exclusively

Answer

Training rewards and certificates

Answer

Recognition programs only

Question 3

The primary difference between training and performance support is:

Accepted Answer

Training builds long-term capability; performance support provides immediate on-the-job assistance

Answer

Training is cheaper

Answer

Performance support replaces all formal training

Answer

Training uses technology; performance support does not

Question 4

'Systemic thinking' in performance improvement means:

Accepted Answer

Considering how all parts of the organization interact when diagnosing performance problems

Answer

Using only systematic, step-by-step processes

Answer

Focusing on one problem at a time

Answer

Applying systems software to HR data

Question 5

Which role does a performance consultant play when helping leadership identify business challenges?

Accepted Answer

Strategic partner and analyst

Answer

Instructional designer

Answer

Course developer

Answer

LMS administrator

Question 6

Behavior modeling in training is most effective for developing:

Accepted Answer

Interpersonal and procedural skills through observation and practice

Answer

Factual knowledge recall

Answer

Technical writing skills

Answer

Strategic planning capabilities