Learning and Development Programs Flashcards
7 cards from real CPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Learning and Development Programs flashcards as text
A company wants to reduce time-to-competency for new hires. Which instructional approach is MOST effective?
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.
Which evaluation level in Kirkpatrick's model measures whether learning actually transfers to job performance?
Answer: Level 3 – Behavior
Level 3 (Behavior) assesses whether participants apply what they learned back on the job.
An HR professional is designing a leadership development program. Which element is MOST critical for long-term behavior change?
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.
What does the 70-20-10 learning model suggest about formal training?
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.
A needs assessment reveals a skill gap caused by unclear job expectations, not lack of knowledge. The BEST response is:
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.
Which learning design principle states that information should be broken into small, focused units to reduce cognitive overload?
Answer: Chunking
Chunking groups content into small, meaningful units so learners can process each piece without overwhelming working memory.
An organization measures L&D ROI by comparing training costs to the dollar value of productivity improvements. This is an example of:
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.