Final test & certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. What is the best understanding of an IDP?

   AA list of courses signed up at year-endBA plan for which capability to develop, how, and by when — serving performance and careerCA salary review

2. Question 2. What are the three inputs of a good IDP?

   ACapability – Performance – Career directionBSalary – Bonus – AllowanceCMorning – Noon – Afternoon

3. Question 3. What did Adobe replace the annual review with in 2012?

   AStricter forced rankingB'Check-in' — short, frequent dialogue about expectations, feedback, and developmentCAbolishing performance management entirely

4. Question 4. What is the Adobe Check-in lesson for IDPs?

   ADevelopment is a flow of continuous dialogue, not a year-end eventBThe more forms the betterCYou should only review once a year

5. Question 5. What does a SMART IDP goal need?

   ASpecific, measurable, achievable, relevant, time-boundBThe vaguer the more flexibleCJust needs to sound nice

6. Question 6. Why does an 'all courses' IDP almost certainly fail?

   ABecause courses are expensiveBBecause 90% of development comes from experience and others — missing the 70 and 20 misses most of itCBecause courses are banned

7. Question 7. In an IDP, who is the OWNER of development?

   AThe L&D departmentBThe employee themselvesCThe director

8. Question 8. What is L&D's role in an IDP?

   AWrite the IDP for each employeeBEnable: provide the competency framework, tools, and train managers to hold development dialoguesCDecide promotions

9. Question 9. What should the first step of a development conversation be?

   AImmediately assign a course listBAsk about ASPIRATION: which direction they want to growCAnnounce the new salary

10. Question 10. What is the most effective way to sustain an IDP?

    AWrite it then file it in a drawer until next yearBSet a regular check-in rhythm (e.g., monthly) to update progress and unblockCOnly review it when there's a problem