Learning and Development Flashcards
7 cards from real SPHR 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 flashcards as text
An organization wants to develop employees' ability to handle ambiguous, complex challenges. Which development method is MOST appropriate?
Answer: Action learning sets
Action learning sets involve small groups tackling real organizational problems, developing critical thinking and collaborative problem-solving under ambiguity.
Which of the following BEST describes 'transfer of training'?
Answer: The degree to which trainees apply skills learned in training to their jobs
Transfer of training refers to the effective application of KSAs learned in training to the actual work environment.
A 70-20-10 learning model suggests that the majority of professional learning comes from:
Answer: On-the-job experiences and stretch assignments
The 70-20-10 model proposes 70% of learning comes from challenging job experiences, 20% from relationships/feedback, and 10% from formal courses.
A training manager is designing a program to teach a new software system. Which cognitive load theory principle should guide the content chunking strategy?
Answer: Break content into small segments to avoid overwhelming working memory
Cognitive load theory states that working memory has limited capacity; chunking content into smaller segments prevents overload and enhances learning.
An SPHR is asked to align the L&D strategy with business strategy. What should be the FIRST step?
Answer: Review the organization's strategic goals and identify capability gaps
Strategic alignment requires first understanding where the business is headed and identifying the capability gaps that L&D must close to enable that strategy.
Which evaluation design provides the STRONGEST evidence that a training program caused observed performance improvements?
Answer: Randomized controlled experiment with a control group
A randomized controlled experiment with a control group minimizes alternative explanations (confounds) and provides the strongest causal evidence of training impact.
Succession planning is an L&D function that primarily aims to:
Answer: Identify and develop internal talent to fill critical roles in the future
Succession planning proactively identifies and develops high-potential employees to ensure leadership continuity and readiness for key organizational roles.