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We provide updated and real APMG-International AgilePM-Practitioner exam questions that are sufficient to clear the Agile Project Management (AgilePM) Practitioner Exam (AgilePM-Practitioner) exam in one go. The product of Braindumpsqa is created by seasoned professionals and is frequently updated to reflect changes in the content of the AgilePM-Practitioner Exam Questions.
| Section | Weight | Objectives |
|---|---|---|
| Governance, Quality and Risk | 15% | - Agile governance and control - Quality management in Agile - Risk management - Configuration management |
| Techniques and Practices | 25% | - Iterative development - Timeboxing - Facilitated workshops - Modelling and user stories - Estimation and planning - MoSCoW prioritization |
| Tailoring and Application | 10% | - Combining with other Agile methods (Scrum, Kanban) - Adapting AgilePM to project size and complexity - Scaling AgilePM for large/complex projects |
| AgilePM Principles and Philosophy | 15% | - Differences from traditional project management - Eight core principles of AgilePM - Agile philosophy and mindset |
| AgilePM Lifecycle | 20% | - Engineering - Foundation - Post-Project - Pre-Project - Deployment - Exploration - Feasibility |
| Roles and Responsibilities | 15% | - Role interactions and accountabilities - Governance roles - Project-level roles - Team and specialist roles |
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NEW QUESTION # 88
Several of the web developers working on the project have no Agile
experience. When answering the questions in the Project Approach
Questionnaire (PAQ), the Project Manager could not agree with the statement
'all members of the project understand and accept the DSDM approach'.
What action should the Project Manager take?
Answer: A
NEW QUESTION # 89
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: A,D
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 # 90
Which 2 actions should the Business Visionary take to implement the new Must Have requirement?
Answer: D,E
Explanation:
To implement the new Must Have requirement for the coffee shop insurance product website with financial transaction functionality, the Business Visionary should focus on actions that align with their role in guiding the project's vision and ensuring it meets business needs. The following actions are most appropriate for the Business Visionary:
Selected Actions for the Business Visionary:
A; Send a company-wide communication to explain the implications of the business change to all interested parties.
D: Ensure the marketing and sales teams are working together to deliver the most effective outcome.
A: As a Business Visionary, communicating the implications of significant business changes, such as the introduction of a new financial transaction functionality, is crucial. This helps in aligning all parts of the organization with the project's objectives and the strategic direction, ensuring everyone understands the change and its benefits.
D: The Business Visionary plays a key role in ensuring that different departments, such as marketing and sales, collaborate effectively to support the project's objectives. By ensuring these teams work together, the Business Visionary helps in maximizing the project's impact and effectiveness in meeting business goals.
Why Other Actions Are Less Suitable:
B: Assessing the impact of new requirements on the Business Case is important, but it's typically a responsibility shared with the Business Sponsor, who has a more direct role in managing the project's financial and strategic alignment.
C: Sourcing and hiring technical expertise is generally a task for the Project Manager or technical leads. The Business Visionary's role is more focused on strategic oversight rather than operational tasks.
E: Organizing and managing workshop details, such as circulating an agenda, might be supported by the Business Visionary, but it's often a task handled by the Project Manager or a designated coordinator to ensure efficient planning and execution of project activities.
NEW QUESTION # 91
Which 2 statements explain why the Timber Tigers' Site Manager would be an appropriate Solution Developer?
Answer: D,E
NEW QUESTION # 92
The change management team is creating the change analytics strategy for the change programme.
Below is an extract of recipients, measures and source data that have been proposed.
Answer the following question about the sources of conflict in change
situations.
Column 1 is a list of statements about sources of conflict in change situations.
Column 2 contains the names of the eight sources of conflict identified by Art Bell and Brett Hart. For each statement in Column 1, select from Column 2 the source of conflict to which it MOST relates. Each selection from Column 2 can be used once, more than once or not at all.
Answer:
Explanation:
Explanation:
In the UniCo case, the organization is undergoing significant changes that involve integrating the Selco team, revising internal processes, and preparing staff for a shift to mobile applications. Sources of conflict during such organizational change include misunderstandings, role ambiguity, and resistance to changes in work styles or policies.
Revised Answers (aligned with the UniCo case):
1. Instructions are understood by different people in different ways, influenced by their unique personal background.
C: Perceptions
In the UniCo scenario, perceptions are a key source of conflict, especially between the long-standing UniCo staff and the Selco team. For example, different views on the importance of the rebranding efforts reflect how unique personal backgrounds influence perceptions.
2. The revision of internal processes or systems has caused a lack of clarity on the responsibilities for certain tasks, resulting in activities being overlooked or duplicated.
F: Roles
This aligns with the UniCo case where process revisions are required to integrate Selco staff and adjust to the new business focus. A lack of clarity in responsibilities-like how teams should collaborate on mobile applications-creates role-based conflict.
3. Instructions on the project are given by different people using different levels of planning, formality, and decision-making approaches.
B: Styles
In the UniCo scenario, the cultural differences between the dynamic, fast-paced Selco team and the more structured UniCo team highlight conflicting work styles, which may result in tension during decision-making and task execution.
4. The parties involved are continually making amendments and extensions to delivery deadlines to accommodate the changing environment.
H: Unpredictable policies
In UniCo, the organizational changes, such as the relocation of the Selco staff and the integration of operational processes, require frequent adjustments. This creates uncertainty and frustration, which are classic symptoms of conflict due to unpredictable policies.
NEW QUESTION # 93
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