1|Page
IPMA-HR SENIOR CERTIFICATION EXAM LATEST 2025 ACTUAL
EXAM WITH COMPLETE QUESTIONS AND CORRECT DETAILED
ANSWERS (100% VERIFIED ANSWERS) |ALREADY GRADED A+|
||PROFESSOR VERIFIED|| ||BRANDNEW!!!||
What 6 factors do Geary Rummler and Alan Brache focus on
regarding efficiency and effectiveness of individuals and groups of
performers in Improving Performance: How to Manage the White
Space on the Organization Chart? - ANSWER-Clear performance
specifications that are understood and accepted by performers
and managers, adequate support including necessary resources,
time, authority, and procedures, prompt feedback on how well
performance matches expectations, clear consequences,
including prompt and meaningful reinforcement, incentives, and
rewards for meeting or exceeding standards, as well as fair and
equitable discipline, necessary skills and knowledge in the forms
of training, job aids, and learning activities, and individual
capability, meaning, in part, physical, mental, and emotional
capacities.
What does Patricia Pullam Phillips and Jack J. Phillips define as
return on investment in the 2002 Return on Investment (ROI)
Basics? - ANSWER-Comparing earnings to investment.
,2|Page
What is the purpose of calculating return on investment? -
ANSWER-To determine if there is a financial return for investing in
a program, process, initiative, or performance improvement
solution.
In his 1996 book Leading Change, John Kotter identified the most
common mistakes that leaders and managers make when
attempting to make change and offered this 8 step process to
overcome the obstacles and carry out the firm's agenda. -
ANSWER-Establish a greater sense of urgency, create a guiding
coalition, develop a vision and strategy, communicate the change
vision, empower others to act, create short-term wins, consolidate
gains and produce even more change, institutionalize new
approaches in the future.
What did Kotter identify in his 2007 article "Leading Change, Why
Transformation Efforts Fail" as the most serious mistakes that
companies make? - ANSWER-Not anchoring changes in
corporations culture since change must become a part of the
everyday way of doing things. Showing people how a new
approach, behavior, or attitude helps improve performance and
,3|Page
taking time to ensure that the next generation of top managers
buy into the new way of doing things.
Thomas A. Stewart wrote in Fortune Magazine that change had
become the dominant factor in organizational life. What did he
see was the causes of these changes? - ANSWER-Globalization
of the markets, spread of info tech, computer networks,
dismantling of the hierarchy. Several business revolutions
happening at the same time and fast.
What did William Bridges note in his 2003 book Managing
Transitions: Making the Most of Changes? - ANSWER-Frequently
it's not the changes that people resist, it's the losses and endings
they experience and the transition they resist. Need to deal with
losses and endings.
What is the description of employee engagement provided in Ruth
Mayhew's of How To Build Employee Engagement? - ANSWER-
Needed to attain organizational goals, means workforce is
capable of performing their job duties, enthusiastic about working
in a collegial environment, and motivated to perform their duties
responsibly.
, 4|Page
According to eHow contributor Karen Ellen's article "Developing
Employee Engagement", what positive actions can employers
take to engineer employee engagement? - ANSWER-Define,
communicate, keep it real, train, reward, be trustworthy.
What did David Ulrich state in his article "A New Mandate for
Human Resources" about HR's role as a change agent? -
ANSWER-Replace resistance with resolve, planning with results,
and fear of change with excitement about its possibilities.
What kind of model did Ulrich state that HR professionals must
introduce to their organizations? - ANSWER-A model for
managing change, managerial tool, helps identify key success
factors for change and to assess the organization's strengths and
weaknesses regarding each factor.
Kevin Cashman discussed 7 mastery shifts that change leaders
must accept to increase the chances of success. These are ...
shift from problem focus to __ focus? - ANSWER-Opportunity
IPMA-HR SENIOR CERTIFICATION EXAM LATEST 2025 ACTUAL
EXAM WITH COMPLETE QUESTIONS AND CORRECT DETAILED
ANSWERS (100% VERIFIED ANSWERS) |ALREADY GRADED A+|
||PROFESSOR VERIFIED|| ||BRANDNEW!!!||
What 6 factors do Geary Rummler and Alan Brache focus on
regarding efficiency and effectiveness of individuals and groups of
performers in Improving Performance: How to Manage the White
Space on the Organization Chart? - ANSWER-Clear performance
specifications that are understood and accepted by performers
and managers, adequate support including necessary resources,
time, authority, and procedures, prompt feedback on how well
performance matches expectations, clear consequences,
including prompt and meaningful reinforcement, incentives, and
rewards for meeting or exceeding standards, as well as fair and
equitable discipline, necessary skills and knowledge in the forms
of training, job aids, and learning activities, and individual
capability, meaning, in part, physical, mental, and emotional
capacities.
What does Patricia Pullam Phillips and Jack J. Phillips define as
return on investment in the 2002 Return on Investment (ROI)
Basics? - ANSWER-Comparing earnings to investment.
,2|Page
What is the purpose of calculating return on investment? -
ANSWER-To determine if there is a financial return for investing in
a program, process, initiative, or performance improvement
solution.
In his 1996 book Leading Change, John Kotter identified the most
common mistakes that leaders and managers make when
attempting to make change and offered this 8 step process to
overcome the obstacles and carry out the firm's agenda. -
ANSWER-Establish a greater sense of urgency, create a guiding
coalition, develop a vision and strategy, communicate the change
vision, empower others to act, create short-term wins, consolidate
gains and produce even more change, institutionalize new
approaches in the future.
What did Kotter identify in his 2007 article "Leading Change, Why
Transformation Efforts Fail" as the most serious mistakes that
companies make? - ANSWER-Not anchoring changes in
corporations culture since change must become a part of the
everyday way of doing things. Showing people how a new
approach, behavior, or attitude helps improve performance and
,3|Page
taking time to ensure that the next generation of top managers
buy into the new way of doing things.
Thomas A. Stewart wrote in Fortune Magazine that change had
become the dominant factor in organizational life. What did he
see was the causes of these changes? - ANSWER-Globalization
of the markets, spread of info tech, computer networks,
dismantling of the hierarchy. Several business revolutions
happening at the same time and fast.
What did William Bridges note in his 2003 book Managing
Transitions: Making the Most of Changes? - ANSWER-Frequently
it's not the changes that people resist, it's the losses and endings
they experience and the transition they resist. Need to deal with
losses and endings.
What is the description of employee engagement provided in Ruth
Mayhew's of How To Build Employee Engagement? - ANSWER-
Needed to attain organizational goals, means workforce is
capable of performing their job duties, enthusiastic about working
in a collegial environment, and motivated to perform their duties
responsibly.
, 4|Page
According to eHow contributor Karen Ellen's article "Developing
Employee Engagement", what positive actions can employers
take to engineer employee engagement? - ANSWER-Define,
communicate, keep it real, train, reward, be trustworthy.
What did David Ulrich state in his article "A New Mandate for
Human Resources" about HR's role as a change agent? -
ANSWER-Replace resistance with resolve, planning with results,
and fear of change with excitement about its possibilities.
What kind of model did Ulrich state that HR professionals must
introduce to their organizations? - ANSWER-A model for
managing change, managerial tool, helps identify key success
factors for change and to assess the organization's strengths and
weaknesses regarding each factor.
Kevin Cashman discussed 7 mastery shifts that change leaders
must accept to increase the chances of success. These are ...
shift from problem focus to __ focus? - ANSWER-Opportunity
