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| Certification Vendor: | APMG-International |
|---|---|
| Exam Name: | Agile Project Management (AgilePM) Practitioner Exam |
| Exam Number: | AgilePM-Practitioner |
| Certificate Validity Period: | 5 years |
| Available Languages: | English |
| Related Certifications: | Agile Project Management (AgilePM) Foundation Agile Project Management (AgilePM) Practitioner |
| Exam Duration: | 150 minutes |
| Passing Score: | 40 out of 80 (50%) |
| Real Exam Qty: | 4 |
| Exam Format: | Objective Testing (complex multiple-choice, matching, sequencing) |
| Sample Questions: | APMG-International AgilePM-Practitioner Sample Questions |
| Exam Way: | Online proctored or in-person at an APMG test centre |
| Pre Condition: | AgilePM Foundation certification (must hold valid Foundation certificate to sit Practitioner exam) |
| Official Syllabus URL: | https://www.apmg-international.com/agilepm-practitioner |
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NEW QUESTION # 164
To ensure that the UniCo change programme is successful, the Chief Executive Officer (CEO) knows that correctly assigning the key change roles will be essential.
Within Sales, which 2 people would be the BEST candidates to use as change agents, based on the descriptions given?
Answer: C,E
Explanation:
Comprehensive and Detailed Step-by-Step Explanation
In this question, the change agent is someone within the Sales team who can facilitate and champion the change process. An ideal change agent should possess:
* Influence and credibility within the team.
* A positive attitude toward the change.
* Specific skills or experience relevant to the change initiative.
1. Why B (Long-Standing Staff Member) is Correct
* This individual has a proven track record of getting things done across the organization, suggesting they have credibility, influence, and relationships with other teams.
* Their long-standing experience makes them a trusted figure, capable of motivating their peers to engage with the change program.
2. Why D (New Member with Relevant Experience) is Correct
* This person brings previous experience in selling mobile applications, which aligns directly with the change initiative's goals of transitioning to mobile applications.
* Their background can help guide other team members, offering practical insights and building confidence in the new focus.
3. Analysis of Incorrect Options
* Option A (Sales Director):
* While the Sales Director has a strategic role in driving the change program, they are not the best fit for a change agent because they are likely focused on leadership and decision-making rather than day-to-day advocacy within the team.
* Change agents are typically positioned closer to their peers.
* Eliminate.
* Option C (Resistant Staff Member):
* Although diligent and responsible, resistance to the change indicates that this individual may not be the best advocate for the initiative.
* A change agent must actively support and promote the change, which may be difficult if they are resistant.
* Eliminate.
* Option E (Sales Administrator):
* The Sales Administrator plays a critical operational role in ensuring smooth processes but does not appear to have the influence or strategic insight necessary to serve as a change agent.
* Eliminate.
4. Practical Implications
* The selection of change agents like the long-standing staff member (B) ensures credibility and trust among peers.
* Including a new team member with relevant expertise (D) provides fresh perspectives and demonstrates that the organization values practical knowledge in driving the change forward.
NEW QUESTION # 165
Answer the following question about different language style preferences identified by Pashler et. al. using VARK preferences.
As part of the Capability and skills development workstream, the Human
Resources (HR) Manager is considering the training needs of staff
managers undertaking staff appraisals. The HR Manager is designing the
learning activities so that they will appeal to differing ways for receiving and processing information.
Column 1 is a list of learning activities that could be used to develop the staff.
For each learning activity in Column 1, select from Column 2 the VARK
preference to which it relates. Each selection from Column 2 can be used once, more than once or not at all.
Answer:
Explanation:
Explanation:
Answer the following question about different language style preferences identified by Pashler et. al.
using VARK preferences.
1. Attend a role-playing activity run by the HR Manager to practice conducting staff appraisals using the forms and checklists in a simulated environment.
* answer: D (Kinesthetic) Kinesthetic learners prefer hands-on, practical activities. Role-playing simulates real-life scenarios, enabling learning by doing, which appeals to this preference.
2. Assess performance review process diagrams from recent staff appraisals, identifying those aspects which worked well and those which did not.
* answer: A (Visual) Visual learners thrive on diagrams, charts, and graphical representations.
Reviewing performance review diagrams aligns perfectly with the visual preference.
3. Study a management text on alternative styles and strategies for staff performance appraisal.
* answer: C (Reading or Writing) This activity suits individuals who process information best through reading and writing. It involves textual analysis, making it a clear match.
4. Access a podcast to learn more about the principles of reviewing performance in staff appraisal.
* answer: B (Aural or Auditory) Podcasts provide auditory learning experiences. For learners with an auditory preference, listening to discussions and explanations is ideal.
Comprehensive and Detailed Step-by-Step Explanation:
* Role-playing activity (Kinesthetic) : The activity involves movement, interaction, and application in a simulated setup, which matches the hands-on approach kinesthetic learners prefer.
* Performance review diagrams (Visual) : Visual learners engage with content presented in diagrams or charts as these offer clarity through graphical representation.
* Management text (Reading/Writing) : The reliance on written material, such as texts, articles, or reports, is a strong indicator of the reading/writing preference.
* Podcast (Aural/Auditory) : Listening to content, such as in a podcast, aligns with auditory learning preferences, allowing learners to absorb spoken information effectively.
NEW QUESTION # 166
Answer the following questions about using facilitation of a workshop to co- design organizational change.
When facilitating a workshop to design a process, which recommendation is MOST likely to create a good solution?
Answer: C
Explanation:
Comprehensive and Detailed Step-by-Step Explanation:
The Agile Project Management (AgilePM) Practitioner emphasizes collaborative problem-solving, ensuring inclusivity and broad representation in the facilitation of workshops. Here's why C is the most appropriate answer:
* Understanding the Context of Process Design in Agile:
* The design of organizational change processes requires thorough consideration of all aspects, including strategic alignment, operational details, and cultural adaptation.
According to AgilePM, collaboration among all relevant stakeholders is key to achieving an optimal solution.
* Why Option C is Correct:
* By ensuring participants cover all elements of the process and its implementation, the team embraces a holistic approach to solution design. This aligns with Agile principles that prioritize cross-functional teamwork, input from diverse roles, and consideration of implementation challenges during the design phase.
* Agile workshops are designed to foster shared understanding, encourage input from all stakeholders, and collaboratively develop solutions. Covering all elements ensures no gaps remain in the designed process.
* Analysis of Other Options:
* Option A: Focusing solely on immediate action and cost reduction is counterproductive in AgilePM, as it ignores the importance of long-term value delivery and the alignment of processes to strategic goals.
* Option B: While holding the workshop off-site may help foster creativity, it is not a guarantee of a good solution. The location is less important than the representation and collaboration of key stakeholders.
* Option D: Limiting participation to senior decision-makers contradicts Agile principles, which emphasize inclusivity, team involvement, and leveraging diverse perspectives to drive effective solutions.
* Agile Practitioner Documentation References:
* AgilePM specifically advocates for "workshops" as a vital tool for fostering collaborative input, especially when redesigning processes to align with organizational goals.
* Facilitators are encouraged to ensure that workshops are structured to capture input from all relevant stakeholders, aligning with the Agile principle of "collaboration over hierarchy" (AgilePM Framework, Chapter 7, Workshops and Facilitation).
References:
* Agile Project Management Handbook, Chapter 7: Workshops and Facilitation
* AgilePM Practitioner Framework: Principles of Collaboration and Inclusivity
* Focus on the Agile Manifesto: "Individuals and interactions over processes and tools."
NEW QUESTION # 167
Answer the following questions about the contents of the DSDM
products.
Each of the following questions includes true statements about the project but only two statements are appropriate entries for the DSDM product identified.
Remember to limit your answers to the number of selections requested in each question.
Which 2 statements represent appropriate entries for the Business Case?
Answer: B,D
Explanation:
For the XAN Insurance Company Web Project and considering the Agile Project Management approach, particularly the Dynamic Systems Development Method (DSDM) framework which emphasizes business value and active user involvement, the Business Case should justify the project in terms of cost, benefit, and risk.
Selected Statements for the Business Case:
D: The Sales Manager has calculated that the new coffee shop insurance product will increase revenues by
10% each week.
E: Market research shows that the number of coffee shop patrons taking legal action against retailers has increased by 200% over the past two years.
D: This statement provides a clear financial projection for the benefits of the project, which is a critical component of a Business Case. It quantifies the expected revenue increase, offering a tangible benefit to justify the project investment.
E: This statement outlines a market trend that necessitates the project, highlighting the increased demand for insurance due to rising legal actions against coffee shops. It underscores the relevance and timeliness of the project, adding to the justification for undertaking the project.
Why Other Statements Are Excluded:
A: While high-level functional and non-functional requirements are essential for project planning, they typically belong in project requirements documentation or the Project Brief, rather than the Business Case.
B: This statement provides market insight but does not directly justify the project from a cost-benefit-risk perspective. The relevance of selling Fairtrade products and alcohol to the insurance product project is tangential.
C: The request for a report on past sales provides background information but does not in itself justify the project investment. It might be used to inform the Business Case but is not a direct component of it.
NEW QUESTION # 168
The Change Manager is discussing the relocation of the Selco staff to the UniCo office with the Operations Director. They are using the SCARF framework of people's social experience to guide management actions.
Answer the following questions about the use of David Rock's SCARF framework to increase the motivation for change.
The founder of Selco, now the Applications Manager, is moving from an individual office to a desk in the shared area for the Operations Director's leadership team in the UniCo building. At the last Operations' group meeting, the Operations Director thanked the Applications Manager for cooperating fully with the relocation.
Is this an appropriate approach to reward the brain in the need for 'status', and why?
Answer: B
Explanation:
This question examines the application of David Rock's SCARF framework, which identifies five social drivers influencing motivation: Status, Certainty, Autonomy, Relatedness, and Fairness. In this scenario, the focus is on status, which refers to the perception of one's standing or importance relative to others in a group.
1. Understanding the Status Domain in SCARF
* Status is one of the core social needs in the SCARF framework.
* It is linked to how individuals perceive their importance or recognition within an organization.
* Acknowledging contributions publicly enhances status by signaling respect and appreciation, which motivates individuals to engage and cooperate.
2. Why Option D is Correct
* In this scenario, the Operations Director's public praise of the Applications Manager acknowledges their cooperation in relocating to a shared workspace.
* This public acknowledgment improves the Applications Manager's informal status within the group by:
* Showing that their efforts are valued.
* Positioning them as a cooperative and contributing member of the leadership team.
* Enhancing status in this way fosters motivation and strengthens engagement in the change process.
3. Analysis of Other Options
* Option A: No, because 'status' should be rewarded by ensuring open, two-way communication using rich channels.
* While two-way communication is important for building relatedness or addressing concerns, it does not directly address the brain's need for status, which is driven by recognition and acknowledgment.
* Eliminate.
* Option B: No, because the Application Manager's knowledge and skills are still relevant and there is no threat to 'status'.
* This misinterprets the concept of status. The relevance of skills is unrelated to the need for recognition. Status can still be boosted even when skills are intact, especially in a new environment where informal recognition is key.
* Eliminate.
* Option C: Yes, because highlighting cooperation provides an opportunity for the Applications Manager to learn and develop.
* While cooperation can contribute to learning and development, the focus here is on public acknowledgment of contributions to improve status, not on skill-building or development.
* Eliminate.
4. Practical Implications
* The public acknowledgment at the Operations group meeting serves to:
* Reinforce positive behavior (cooperation during relocation).
* Increase the Applications Manager's informal standing within the leadership team.
* Such actions align with the SCARF framework by addressing social motivations and fostering collaboration.
5. Reference to SCARF Framework
* Status: Enhancing motivation by recognizing contributions publicly, which boosts an individual's perceived value.
* Threats to status (e.g., moving to a shared workspace) can be mitigated by public praise, maintaining the individual's perception of importance.
NEW QUESTION # 169
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