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

Competency models identify and define the specific knowledge, skills, attitudes, and behaviors needed for effective performance in a given role.

Question 2

'Incentives' as a performance factor refer to:

Accepted Answer

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

Answer

In performance improvement, incentives encompass all consequences (rewards, recognition, consequences for poor performance) that shape employee behavior.

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 designed to build lasting knowledge and skills, while performance support provides just-in-time assistance to guide behavior at the moment of need.

Question 4

'Systemic thinking' in performance improvement means:

Accepted Answer

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

Answer

Systemic thinking considers the interdependencies between organizational components—structure, processes, culture, and people—when diagnosing and solving performance problems.

Question 5

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

Accepted Answer

Strategic partner and analyst

Answer

In performance consulting, the practitioner acts as a strategic business partner who helps leaders diagnose organizational issues and align L&D interventions with business goals.

CPLP - Certified Professional in Learning and Performance Practice Test

CPLP - Certified Professional in Learning and Performance Practice Test

CPLP Performance Improvement and Analysis 3