PHR Learning & Development Practice Questions
Learning & Development makes up 5 of every 50 questions on a Tigertest PHR practice test. Here are 10 of the 20 questions on it, each with the answer and the reason.
Updated by the Tigertest team. Based on the HRCI PHR Exam Content Outline (2024). Original questions; 50 per test, weighted like the real 115-question exam. 70% is Tigertest's readiness line; HRCI reports a scaled score. Not affiliated with HRCI.
1. In the ADDIE model, a training needs assessment belongs to which phase?
- A.Evaluation
- B.Analysis
- C.Design
- D.Development
Answer: B. ADDIE runs Analysis, Design, Development, Implementation and Evaluation. The needs assessment in Analysis decides whether training is the answer at all.
2. A survey after a course asks learners whether they found it useful. On Kirkpatrick's model this measures:
- A.Level 3, behavior
- B.Level 4, results
- C.Level 2, learning
- D.Level 1, reaction
Answer: D. Level 1 is reaction (satisfaction), level 2 learning (knowledge gained), level 3 behavior on the job and level 4 business results.
3. Supervisors observe whether staff use a new safety procedure three months after training. Which Kirkpatrick level is this?
- A.Level 3, behavior
- B.Level 4, results
- C.Level 1, reaction
- D.Level 2, learning
Answer: A. Watching whether people apply what they learned back on the job measures behavior, level 3. A drop in injury rates would be level 4.
4. Knowles's theory of adult learning holds that adults learn best when training is:
- A.Graded against classmates
- B.Unrelated to their past work experience
- C.Relevant to problems they face now
- D.Delivered as long lectures
Answer: C. Andragogy assumes adults are self-directed, bring experience and want learning they can apply at once to real problems.
5. The 70-20-10 model suggests most development happens through:
- A.Reading books and trade articles
- B.Online modules
- C.Challenging work assignments
- D.Formal classroom courses
Answer: C. The model holds that about 70% of development comes from on-the-job experience, 20% from relationships such as coaching and 10% from formal training.
6. A senior engineer guides a junior colleague on career choices over two years. This is best described as:
- A.Mentoring
- B.Job rotation
- C.Cross-training
- D.Coaching
Answer: A. Mentoring is a long-term relationship focused on career growth. Coaching is usually shorter and aimed at specific performance or skills.
7. A company moves high-potential managers through finance, operations and sales over three years. This is:
- A.Job sharing
- B.Job enlargement
- C.Job enrichment
- D.Job rotation
Answer: D. Job rotation moves people across roles to build broad skills. Enlargement adds tasks at the same level, and enrichment adds responsibility.
8. In a nine-box grid used for succession planning, the two axes are:
- A.Skills inventory and pay grade
- B.Performance and potential
- C.Tenure and salary
- D.Age and education
Answer: B. The nine-box grid plots current performance against future potential, helping identify ready-now successors and people to develop.
9. Which data is most useful when HR prepares a succession discussion for a key role?
- A.Parking permit records
- B.Readiness ratings and skills gaps
- C.Employees' home addresses
- D.Last year's holiday and vacation schedule
Answer: B. Succession planning uses performance, potential, readiness and the skill gaps each candidate needs to close.
10. An employee's learning plan says she will lead a project to build budgeting skills. This kind of plan is called:
- A.A succession chart
- B.A job description
- C.A performance improvement plan
- D.An individual development plan
Answer: D. An individual development plan sets growth goals and the actions to reach them. A PIP addresses a performance shortfall.
Practice all 20 learning & development questions, and the rest of the 200-question bank, in the free PHR training sets. Questions you miss come back until you have mastered them.
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