CCMP Certified Change Management Professional Exam Free Dumps

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CCMP Certified Change Management Professional exam is easy to take. The CCMP is a way for professionals to demonstrate their investment in ongoing development while successfully applying their experience to respond to a breadth of change management situations. There are 150 questions in real CCMP exam, and you have 3 hours to answer all the questions. The available language is English. We provide the latest Certified Change Management Professional CCMP exam dumps, which can ensure you pass the test easily. Free Certified Change Management Professional CCMP exam dumps are available below.

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1. What two activities are most critical to focus on when managing employee resistance?

Clarifying the expectations of managers and informing them how the change is progressing

Creating a training delivery plan and demonstrating sponsor commitment to the change

Identifying and addressing rumors and explaining how the change is being implemented

Raising awareness of why change is needed and informing employees how change will impact them

2. What should the change manager do before formally closing her work to evaluate the change management effort?

Compare the change outcomes to the original change and project objectives

Transfer ownership of change outcomes to stakeholder operational resources

Release all change resources

Seek formal approval from the sponsor to close the change management effort

3. Why is a sponsor important in a change effort?

Sponsor(s) validate the change management plan

Sponsor(s) are primarily responsible for providing consistent feedback

Sponsor(s) are individually responsible for ensuring adoption of the change

Sponsor(s) are the primary identifier and mitigators of risks

4. How would you best define a change sponsor?

An individual who expects the change implementation to happen

An individual who is accountable for the change implementation

An individual who is enthusiastic about the change implementation

An individual who clearly understands benefits and costs of the change implementation

5. What refers to the extent to which an organization uses change management and project management methodologies, techniques, and tools?

Change alignment

Change capacity

Change absorption

Change maturity

6. What is an important step to complete to ensure sustainability at the end of a change management effort?

Transfer of ownership for the change outcome to operational resources

Archive the change project outcomes for future reference

Release of change resources back to their roles of primary responsibility

Creation of final summary report that is shared with senior leaders

7. What is recommended when evaluating outcomes against the change objectives?

Review outcomes with appropriate leaders/stakeholders

Design metrics to ensure a common understanding of outcomes

Ensure stakeholders truly understand what the change is about

Create a final stakeholder communications plan

8. What is the key factor to consider when assessing the organizational readiness for a change?

The change leader's track record with past changes

The organizational policy leaders are following regarding governance

The rigor applied to establish the business case

The gaps between the change leaders’ expectations and the collective organizational view

9. What is the main purpose of assessing how well new change initiatives are aligned to the strategic objectives and performance measures of an organization?

To set a priority listing for all new change initiatives

To ensure that the change would add value in supporting the organization

To gather the views of a wide cross-section of employees

To examine and test the validity of performance measures in the organization

10. As the change manager on a large IT project, what is the purpose of identifying effective sponsors for the IT change effort?

Differentiate accountable individuals and groups

Connect the change to its owners and determine accountability requirements

Ensure adequate financial support

Provide tangible, measurable and manageable goals for the project

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11. When conducting a change risk assessment, which key source inputs should you take into consideration when identifying potential risks?

Stakeholder analysis, change impact assessment, learning needs assessment and culture assessment

Stakeholder analysis, change impact assessment, organizational change capacity assessment and culture assessment

Stakeholder analysis, change impact assessment, organizational strategy, objectives and performance management and culture assessment

Stakeholder analysis, change impact assessment, sponsor appetite and culture assessment

12. A recommendation by a change manager to the senior executives of an organization to use consultants to fill key roles in a big change effort was rejected.

What could be the reason?

The gap analysis indicated that the skills required exist in the organization

The skills and capabilities were not well defined on the resource request

External vendors can provide human resources to assist with the change

Resources were not appropriately budgeted for in the project plan

13. What is the role of human resource management in a major change effort?

The department with the responsibility of hiring and firing

A strategic function for identifying the most effective use of people

The art of ensuring that discipline and focus is well maintained

A process that ensures there is a good working relationship between the project and change management teams

14. You are developing the communications strategy and as part of the process are considering who will deliver specific messages to employees. One of the key messages you wish to be delivered is the “What’s in it for me” from the employees’ perspective.

Who should be the preferred sender of this message?

Human resources representative

Employees’ supervisor

Change management team leader

Executive manager

15. When developing a strategy to engage stakeholders, what level of engagement should be the goal of the strategy?

Highest among senior stakeholder groups and lowest among front-line stakeholder groups

Uniform across all stakeholder groups

Uniform among internal stakeholder groups and among external stakeholder groups

The level of engagement will depend on what each stakeholder group needs to know and do in the change

16. Which change management topics should the change manager review during sponsor coaching?

Lessons learned from previous projects

Common project manager mistakes

Role, responsibilities and actions to visibly support the change

Requests for additional funding for change management activities

17. What process identifies those affected by the change and those with the ability to influence the outcome?

Competency assessment

Stakeholder analysis

Sponsor assessment

Learning needs analysis

18. What is the intended outcome of a measurement and benefits realization plan?

Measure stakeholder commitment and sponsor satisfaction

Identify when change effort is not meeting goals and mitigation strategies are required

Identify when a change effort is meeting goals and rewards are appropriate

Measure when a change effort has achieved desired adoption levels

19. Midway through a change the change manager identifies that key performance indicators are signaling the project is falling short of its goals.

What plan has the change manager likely reviewed?

Transition plan

Stakeholder engagement plan

Measurement and benefits realization plan

Sustainability plan

20. What key challenges can organizational culture create in relation to implementing change?

The culture of an organization can either propel or retard the change direction of an organization

The culture of an organization can easily be changed by inducements or instructions

Organizational culture has deep roots and strong networks that are only present within older organizations

Organizational culture is agile and so it is more an enabler rather than a disabler of change

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21. As a change manager you identify and leverage employees who can positively affect the overall success of the change.

What strategy document is the likely output of this task?

Sponsorship engagement strategy

Stakeholder analysis strategy

Communication engagement strategy

Stakeholder engagement strategy

22. What is the primary purpose of conducting a learning needs assessment?

To assess stakeholder availability for anticipated training and development

To define the knowledge, skills, social and behavioral abilities needed to sustain the future state

To attain sponsor approval to fund the anticipated training program as needed

To evaluate the most current learning approaches available to prepare for the future state

23. What should be included in the process of assessing an organization’s readiness for change?

Market factors, capacity and saturation

Market factors, sponsorship and level of comprehension

Level of comprehension, culture and sponsorship

Perceptions, level of comprehension and culture

24. What is the primary purpose of executing the change management plan?

To monitor, measure and control delivery against baseline plans

To ensure resources, communication and activities are carried out

To provide guidance and minimize the risk of resisting the change

To get agreement on who carries out the change

25. An organizational design project involving the restructuring of the sales force has just gotten underway and the change management lead is planning where (s)he can apply the recently completed stakeholder analysis assessment.

What set of plans would a stakeholder analysis be used to develop?

Stakeholder engagement plan, communication plan and training plan

Resistance management plan, coaching plan and training plan

Sponsorship plan, coaching plan, and training plan

Sponsorship plan, communication plan and training plan

26. The change project aims at growing market shares for division X. Over the past weeks customers have been indicating that they are not ready for the new product line.

What do you need to do to decrease the speed of change?

Modify the feedback mechanism

Modify the organizational readiness assessment

Modify the change management plan execution

Modify the measurement plan

27. What is a recommended practice for aligning stakeholders around benefits and value of a change?

Conduct a risk assessment of the dangers and impediments to implementing the change

Analyze the learning capabilities of the organization impacted by the change

Use both formal and informal channels to communicate the business rationale for the change

Evaluate the final outcome of the change against the original objectives of the change

28. A credit card organization currently has multiple related change initiatives. The second initiative is taking longer than expected due to delayed access to subject matter expertise in a particular area.

Which portion of the change management plan for the delayed initiative is directly impacted by this subject matter expertise requirement?

Learning and development plan

Risk mitigation plan

Resource plan

Sustainability plan

29. As a project change lead, where would you document the activities designed to address the outcomes of the stakeholder analysis?

Stakeholder resource plan

Stakeholder engagement plan

Stakeholder risk charter

Stakeholder sustainability plan

30. What is a key input to the development of the sponsorship strategy?

Success measures

Research

Stakeholder analysis

Business case

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31. What closure conditions need to be met so the stakeholder steering committee, senior sponsor or client can approve the closure of a change management effort?

An evaluation of outcomes against objectives, lessons learned report and measurement and benefits realization plan

Lessons learned report, measurement and benefit realization plan and agreement of transfer of outcomes

Lessons learned report, agreement of transfer of outcomes and remediation plan

An evaluation of outcomes against objectives, a lessons learned report and agreement of transfer of ownership

32. There are numerous activities that are part of executing the sustainability plan.

What is the risk if they are not effective?

There is a retreat to the prior current state

The change will take much longer to happen

The customers will not demonstrate the intended behavior

The vision for the program may not be achieved

33. During a program-planning meeting, a team participant suggests that all communications to the business be contained within a standard weekly email delivered at the same time using a standardized format.

What reasons could the change lead use for ignoring this suggestion?

Email is too old school; we need modern messaging to reflect adoption of changing times

Some email spam filters may prevent their delivery

People retain more if communication is delivered in various formats

The email could become too routine and people will quit reading them

34. What are the essential tools that when used together minimize the risk of unsustainability of a change effort?

Sponsorship plan, stakeholder engagement plan and learning and development plan

Vision statement, project charter and strategy plan

Resource plan, project schedule and sponsorship plan

Communication plan, learning and development plan and reward and recognition system

35. How does metric tracking support and sustain change that has been implemented?

Ensures staff are motivated to adopt change if they know their reactions will be tracked

Provides content for a rewards and recognition program

Guides the development of policies and procedures

Provides short-term evidence of change progress and results

36. Which task in change management defines the approach, scope, roles and responsibilities in undertaking detailed impact analysis and readiness planning for implementing the change?

Stakeholder engagement strategy

Develop the measurement and benefit realization strategy

Develop the change impact and readiness strategy

Develop the learning and development strategy

37. What are the two inputs in a change impact and readiness strategy that are critically important?

Stakeholder engagement strategy and change impact assessment

Stakeholder engagement strategy and impact results

Stakeholder engagement and resource plan

Stakeholder engagement strategy and sponsor’s budget

38. What is the most significant indicator of an effective communications plan?

The feedback channels provide impacted employees the opportunity to engage

The communications strategy is clear and contains key messages and responsibilities

Stakeholders are able to build awareness, establish understanding and define core ownership around delivery of messages

Subject matter experts are engaged to give guidance in the delivery of the communication

39. What are three main components you should include in a communications plan?

Frequency of communication, RACI and communication strategy

Target audience, key messages and desired outcomes

Cost and resourcing, measures of success and monitoring feedback

Communication channels, stakeholder analysis and learning and development plan

40. What deliverables are relevant to develop a clear vision of the future state?

Business case, charter and strategic plan

Organization vision/mission/values, stakeholder analysis and charter

Business case, stakeholder analysis and strategic plan

Organizational vision, mission, values, business case and strategic planning

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41. Who should be involved to ensure the credibility of measuring change achievements?

The most charismatic leader in the organization

Someone from the impacted business unit

The stakeholder with the highest risk

The sponsor with the highest formal role

42. What document should provide guidance and best practices for future change initiatives?

Risk log

Project charter

Change management plan

Lessons learned evaluation

43. What should a learning and development strategy be able to demonstrate?

The impact a change brought to an individual

The current training methods and tools

The methods of developing a useful training strategy

The skills and competencies needed to perform in the changed environment

44. What statement describes “physical resources” when developing a resource plan?

Physical resources are the systems hardware, software, facilities, workspaces, furniture etc.

Physical resources are the number of people required to support the change management effort

Physical resources are staff identified and budgeted as part of the overall project plan

Physical resources are the cost of all resources supporting the change effort

45. The ACMP Code of Ethics is divided into sections containing tenets of conduct outlined within duties identified as most important to the global change management community.

What are the duties?

Responsibility, Respect, Fairness, Honesty, Confidentiality of Information

Honesty, Responsibility, Respect, Objectivity, Advancing the Discipline and Supporting Practitioners

Integrity, Respect, Due Diligence, Fairness, Advancing the Discipline and Supporting Practitioners

Honesty, Responsibility, Fairness, Respect, Advancing the Discipline and Supporting Practitioners

CCMP Certified Change Management Professional Exam Free Dumps

CCMP Certified Change Management Professional Exam Free Dumps

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