매달, 우리는 1000명 이상의 사람들이 시험 준비를 잘하고 시험을 잘 통과할 수 있도록 도와줍니다.
Certified Change Management Professional 온라인 연습
최종 업데이트 시간: 2025년10월07일
당신은 온라인 연습 문제를 통해 ACMP Global CCMP 시험지식에 대해 자신이 어떻게 알고 있는지 파악한 후 시험 참가 신청 여부를 결정할 수 있다.
시험을 100% 합격하고 시험 준비 시간을 35% 절약하기를 바라며 CCMP 덤프 (최신 실제 시험 문제)를 사용 선택하여 현재 최신 150개의 시험 문제와 답을 포함하십시오.
정답:
Explanation:
A lessons learned evaluation captures what worked well and what did not during a change effort, producing insights for future initiatives. ACMP specifies that documenting lessons is essential for organizational learning and improving maturity in change management. While transferring ownership (B) and evaluating outcomes (D) are important closure steps, the action that most directly enhances the organization’s ability to handle future changes is conducting and sharing a lessons learned evaluation.
(Reference: ACMP Standard, Process Group 5 C Close; Activity: Document lessons learned and share with organization.)
정답:
Explanation:
Stakeholder analysis is the foundational activity that identifies individuals and groups affected by the change. ACMP explains that without knowing who is impacted, it is impossible to design effective communications, engagement, resistance management, or training. While risks, pitfalls, and strategies are informed by analysis, the primary reason for conducting it is to map out the population of stakeholders and their level of impact/influence. Thus, option C is correct.
(Reference: ACMP Standard, Process Group 1 C Stakeholder Analysis; Outputs: List of impacted stakeholders with impact/influence mapping.)
정답:
Explanation:
The change management lead is accountable for ensuring change management activities are properly coordinated, applied, and monitored. While sponsors provide leadership and stakeholders participate, the change management lead ensures integration of plans, tracks progress, and adjusts activities as needed. Change agents support by influencing peers, but they are not accountable for overall coordination. ACMP clearly defines the change lead’s role as orchestrator of the process across all groups.
(Reference: ACMP Standard, Process Groups 2C5; Role of Change Lead: Develop, coordinate, execute, and monitor change management activities.)
정답:
Explanation:
A communication strategy must build on an understanding of existing communication channels, tools, and methods within the organization. According to ACMP, this ensures messages are delivered through trusted and accessible means for employees. Risk management (B), maturity (C), and benefits realization (D) are relevant at other stages, but the foundation of effective communication planning is tailoring the approach to current communication practices and stakeholder preferences.
(Reference: ACMP Standard, Process Group 3 C Develop Communication Plan; Inputs: Current communication environment and stakeholder analysis.)
정답:
Explanation:
ACMP defines organizational change capacity as the ability to take on and sustain change. While historical experience, budgets, and project size influence readiness, the most significant element is whether key stakeholders can adopt the change. Adoption is the ultimate enabler or constraint: without willingness and ability of stakeholders, resources and planning have limited impact. This aligns with ACMP’s focus on people as the primary determinant of benefits realization. Thus, option C is the most accurate.
(Reference: ACMP Standard, Process Group 1 C Evaluate; Activities: Assess capacity and stakeholder readiness to adopt change.)
정답:
Explanation:
ACMP highlights that readiness assessments should consider external environment factors such as market conditions, regulations, competition, and economic stability. The purpose is not just to list these factors but to determine how they will enable or constrain the change effort. Competitors (A) and policies (B) are examples, and SWOT (C) is a method, but the broader and most compelling reason is option D.
(Reference: ACMP Standard, Process Group 1 C Evaluate; Activity: Assess external environment and identify enablers/constraints.)
정답:
Explanation:
ACMP explains that project management focuses on delivering outputs (scope, schedule, budget, quality), whereas change management focuses on ensuring adoption, usage, and benefits realization by addressing the people side of change. This difference in focus is the clearest and most fundamental distinction. While differences in plans, stakeholders, and levels of focus exist, option A captures the primary clarification needed: methodologies differ in focus and objectives.
(Reference: ACMP Standard, Introduction; Distinction between project management outputs and change management outcomes.)
정답:
Explanation:
ACMP identifies sponsorship as the single most important success factor in change. Effective sponsorship requires active and visible participation throughout the project. This includes building awareness of the need for change, championing the case for change, modeling behaviors, and
engaging stakeholders. While clear roles (B), coaching (C), and communication skills (D) are essential enablers, the hallmark of sponsorship success is ongoing, visible engagement from start to finish.
(Reference: ACMP Standard, Process Group 2 C Sponsorship Strategy; Outcomes: Active, visible, and continuous sponsorship engagement.)
정답:
Explanation:
The resource plan outlines what human resources are needed and what skills and capabilities each role must possess. ACMP stresses defining competencies and filling gaps with training, reassignment, or external sourcing. Financial resources and costs are managed in budgets, not in the resource plan itself. Benefits are addressed in the business case and measurement plan, not the resource plan. Thus, option C reflects the ACMP definition.
(Reference: ACMP Standard, Process Group 3 C Develop Resource Plan; Define roles, skills, and competencies needed for change success.)
정답:
Explanation:
ACMP identifies change capacity and saturation as key evaluation factors. In a regulated, mature industry, the operational ability to absorb change is often constrained by compliance demands, rigid processes, and simultaneous initiatives. While historical experience and tools matter, the limiting factor is the practical ability of the organization to absorb and execute change without disrupting core operations. Thus, option D is correct.
(Reference: ACMP Standard, Process Group 1 C Evaluate; Activity: Assess change capacity and saturation.)
정답:
Explanation:
The ACMP Code of Ethics establishes five duties: Honesty, Responsibility, Respect, Objectivity, and Advancing the Discipline and Supporting Practitioners. These duties guide ethical behavior in decision-making, stakeholder engagement, and professional conduct.
Options A, C, and D include terms not explicitly codified (e.g., Integrity, Due Diligence, Confidentiality) or omit “Objectivity.” The correct reference is option B, which matches the official ACMP Code of Ethics structure.
(Reference: ACMP Code of Ethics, Sections: Duties of Honesty, Responsibility, Respect, Objectivity, and Advancing the Discipline.)
정답:
Explanation:
ACMP distinguishes between human, financial, and physical resources. Physical resources include tangible assets such as facilities, workspaces, equipment, technology, and tools necessary to support the change. They are not people (B), staff (C), or costs (D) but the material infrastructure required. Identifying these ensures that adoption is not hindered by inadequate tools or environments. Thus, option A correctly defines physical resources in the context of the resource plan.
(Reference: ACMP Standard, Process Group 3 C Resource Plan; Categories: Human, financial, and physical resources.)
정답:
Explanation:
The purpose of a learning and development strategy is to close skills and competency gaps identified in the learning needs assessment. It must demonstrate what knowledge, skills, and behaviors are required for success in the future state and how these will be built. While training methods (B, C) are included in planning, the core demonstration is the competency framework aligned to the change. Individual impact (A) may be measured later but is not the strategy’s primary output. Thus, option D best aligns with ACMP guidance.
(Reference: ACMP Standard, Process Group 3 C Develop Learning and Development Plan; Outputs: Defined competencies and skill-building activities.)
정답:
Explanation:
At closure, ACMP requires practitioners to conduct a lessons learned evaluation, documenting successes, challenges, and recommendations. This evaluation informs future change initiatives by providing a repository of best practices and pitfalls to avoid. A risk log (A) captures risks during execution but does not focus on future learning. The charter (B) and change management plan (C) are current-project tools, not future-facing. Therefore, the lessons learned evaluation (D) is the document explicitly created for future guidance.
(Reference: ACMP Standard, Process Group 5 C Close; Activities: Document lessons learned and share across the organization.)
정답:
Explanation:
ACMP stresses that measurement must be credible to stakeholders. This credibility comes when impacted business units are directly involved in tracking and validating results. Including them ensures data reflects real adoption, usage, and performance outcomes rather than only top-down metrics. While sponsors (D) provide authority, credibility rests on operational evidence. Risk stakeholders (C) or charismatic leaders (A) may influence perceptions but not measurement accuracy. Thus, someone from the impacted business unit provides the necessary trust and operational validation of results.
(Reference: ACMP Standard, Process Group 5 C Close; Evaluate outcomes against objectives; Engage impacted groups in benefits validation.)