SHRM-CP Learning, Development & Organizational Effectiveness

Question 1

Kirkpatrick's Four-Level Training Evaluation Model assesses training effectiveness at which four levels?

Accepted Answer

Reaction, Learning, Behavior, Results

Answer

Kirkpatrick's model evaluates training through Reaction (satisfaction), Learning (knowledge gained), Behavior (on-the-job transfer), and Results (business impact).

Question 2

The 70-20-10 learning model suggests that most effective development comes from:

Accepted Answer

70% on-the-job experiences, 20% developmental relationships, 10% formal training

Answer

The 70-20-10 model holds that the most impactful learning comes from stretch assignments and experience, supplemented by relationships and formal training.

Question 3

Which needs assessment method involves directly observing employees performing job tasks to identify skill gaps?

Accepted Answer

Task analysis through observation

Answer

Direct observation during task analysis captures actual performance gaps in a realistic work context, revealing needs that self-reporting may miss.

Question 4

Return on Investment (ROI) in training is calculated as:

Accepted Answer

(Net program benefits ÷ program costs) × 100

Answer

Training ROI divides net benefits (total benefits minus costs) by total program costs and expresses the result as a percentage.

Question 5

Succession planning differs from replacement planning primarily because succession planning:

Accepted Answer

Develops a pipeline of candidates with long-term growth potential for multiple roles

Answer

Succession planning takes a long-term, talent development approach across multiple roles, while replacement planning simply identifies who steps in immediately when a vacancy occurs.

SHRM-CP - Society for Human Resource Management Certified Professional Practice Test

SHRM-CP - Society for Human Resource Management Certified Professional Practice Test

SHRM-CP Learning, Development & Organizational Effectiveness