Learning, Development & Organizational Effectiveness Flashcards
6 cards from real SHRM-CP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Learning, Development & Organizational Effectiveness flashcards as text
Which performance management approach involves feedback from a manager, peers, direct reports, and sometimes customers?
Answer: 360-degree feedback
360-degree feedback collects performance input from multiple perspectives surrounding the employee, providing a comprehensive view of behaviors and impact.
Coaching as an HR development intervention differs from mentoring primarily because coaching:
Answer: Focuses on specific skill development and performance goals through a structured process
Coaching is goal-directed and structured, focused on improving specific competencies or performance outcomes within a defined timeframe.
An organization-wide culture change initiative is MOST likely to succeed when:
Answer: Senior leaders visibly model the desired behaviors and hold others accountable
Culture change requires leaders to embody and reinforce the desired behaviors — visible modeling and accountability drive genuine cultural shift more than any communication artifact.
Which learning delivery method is MOST appropriate for developing complex problem-solving skills in a realistic context?
Answer: Case studies and simulation exercises
Case studies and simulations replicate real-world complexity, requiring learners to apply knowledge and judgment in scenarios that mirror actual job challenges.
Organizational effectiveness is BEST measured by:
Answer: How well the organization achieves its strategic goals while maintaining the capacity to adapt
Organizational effectiveness encompasses both goal achievement and adaptive capacity — organizations must perform today while building the capability to perform tomorrow.
Which HR practice is most directly linked to building organizational capability for future strategy execution?
Answer: Integrated talent management that connects hiring, development, and succession planning
Integrated talent management creates a continuous pipeline of capable talent aligned to future strategic needs, directly building organizational capability.