CPHR Learning and Development Programs 2 — Questions and Answers
Question 1: A company wants to reduce time-to-competency for new hires. Which instructional approach is MOST effective?
- Lecture-based classroom training
- Structured on-the-job training with a mentor (Correct answer)
- Self-directed reading of policy manuals
- Annual performance review coaching
Correct answer: Structured on-the-job training with a mentor
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?
- Level 1 – Reaction
- Level 2 – Learning
- Level 3 – Behavior (Correct answer)
- Level 4 – Results
Correct answer: Level 3 – Behavior
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?
- High-quality video production
- Post-training follow-up and accountability mechanisms (Correct answer)
- Extensive pre-reading materials
- A formal assessment prior to enrollment
Correct answer: Post-training follow-up and accountability mechanisms
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?
- 70% of development should come from formal training programs
- Formal training accounts for only 10% of effective workplace learning (Correct answer)
- Formal training is the primary driver of leadership development
- 20% of skills are learned through formal courses
Correct answer: Formal training accounts for only 10% of effective workplace learning
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:
- Develop a training course on the skills in question
- Clarify job expectations and update performance standards (Correct answer)
- Send employees to an external certification program
- Implement a mandatory e-learning module
Correct answer: Clarify job expectations and update performance standards
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.
Question 6: Which learning design principle states that information should be broken into small, focused units to reduce cognitive overload?
- Spaced repetition
- Chunking (Correct answer)
- Interleaving
- Retrieval practice
Correct answer: Chunking
Chunking groups content into small, meaningful units so learners can process each piece without overwhelming working memory.
Question 7: An organization measures L&D ROI by comparing training costs to the dollar value of productivity improvements. This is an example of:
- Kirkpatrick Level 2 evaluation
- Phillips ROI methodology (Correct answer)
- Competency gap analysis
- Return on expectations (ROE)
Correct answer: Phillips ROI methodology
The Phillips ROI Methodology adds a fifth level to Kirkpatrick's model by converting program benefits to monetary value and calculating return on investment.
CPHR Learning and Development Programs 2
A company wants to reduce time-to-competency for new hires.
Which instructional approach is MOST effective?