[2026年06月]更新のACMP Global CCMP問題集厳選された問題集でパスして、最短時間を目指そう
ACMP Global CCMP試験問題集で[2026年最新] 練習 高合格率な試験問題集問題
質問 # 56
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?
- A. Learning and development plan
- B. Resource plan
- C. Sustainability plan
- D. Risk mitigation plan
正解：B
解説：
Subject matter expertise is aresource requirement. If expertise is unavailable, theresource planis impacted, since this plan defines roles, skills, and availability required to support the change. Risk mitigation (B) may eventually address consequences, but the direct plan affected is the resource plan. Learning (A) and sustainability (D) come later, after execution and adoption.
(Reference: ACMP Standard, Process Group 3 - Develop Resource Plan; Identify skill requirements, assign resources, and address gaps in expertise.)
質問 # 57
What process identifies those affected by the change and those with the ability to influence the outcome?
- A. Learning needs analysis
- B. Competency assessment
- C. Sponsor assessment
- D. Stakeholder analysis
正解：D
解説：
Stakeholder analysisis the process of systematically identifying individuals and groups who are affected by the change and who have influence over its success. ACMP positions this as a foundational evaluation activity that informs communications, engagement, resistance management, and sponsorship strategy. Competency assessment focuses on skill gaps, sponsor assessment evaluates sponsor readiness, and learning needs analysis determines training requirements. The broad impact-influence mapping required here is stakeholder analysis.
(Reference: ACMP Standard, Process Group 1 - Evaluate; Activities: Conduct stakeholder analysis and assess influence and impact.)
質問 # 58
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?
- A. An evaluation of outcomes against objectives, a lessons learned report and agreement of transfer of ownership
- B. Lessons learned report, measurement and benefit realization plan and agreement of transfer of outcomes
- C. Lessons learned report, agreement of transfer of outcomes and remediation plan
- D. An evaluation of outcomes against objectives, lessons learned report and measurement and benefits realization plan
正解：A
解説：
ACMP outlinesclosure as a structured process. Before approval, three critical conditions must be satisfied:
* Evaluation of outcomes vs. objectives- validating adoption and benefits achievement.
* Lessons learned report- capturing successes, gaps, and recommendations for future efforts.
* Agreement of transfer of ownership- ensuring accountability is shifted from the project to operations for sustainability.Options A and B miss the explicit ownership transfer, while C lacks outcome evaluation. Option D captures all required closure conditions.(Reference: ACMP Standard, Process Group 5 - Close; Activities: Evaluate outcomes, document lessons, and transfer ownership to operational owners.)
質問 # 59
What resource component of the change management plan addresses the gap in skills of the impacted stakeholders before and after a major change?
- A. Physical resources
- B. Financial resources
- C. Information resources
- D. Human resources
正解：D
解説：
Human resources are central to addressingskill and capability gapsin impacted stakeholders. According to ACMP, theresource planmust account for training, coaching, and allocation of people with the right skills to support adoption. While physical (B), financial (C), and informational (A) resources are also necessary, they do not directly addressskills development. Human resources include internal staff, trainers, and external experts who enable stakeholders to transition successfully. Thus, option D is correct.
(Reference: ACMP Standard, Process Group 3 - Resource Plan; Identify human resources to close skill gaps and build adoption capability.)
質問 # 60
As the change lead for a new sanitation project in Nigeria, you are defining success criteria as well as measures to monitor if the implemented change is achieving its expected benefits. What are you developing?
- A. The measurement and benefit realization strategy
- B. The sustainability strategy
- C. The project evaluation strategy
- D. The outcome realization strategy
正解：A
解説：
Definingsuccess criteria and measures to track progressis the essence of ameasurement and benefits realization strategy. ACMP defines this plan as a framework for identifying metrics, assigning accountability, and monitoring progress toward adoption and benefits. Sustainability (B) focuses on reinforcement after adoption, while evaluation strategies (C, D) are generic terms not part of the ACMP Standard. Thus, option A is the accurate and standard-aligned choice.
(Reference: ACMP Standard, Process Group 3 - Measurement and Benefits Realization Plan; Purpose:
Define success criteria and measures to track adoption.)
質問 # 61
What is a primary purpose of conducting the lessons learned evaluation?
- A. To inform stakeholders of future changes that they can anticipate
- B. To evaluate and refine the metrics that are in place to sustain the change in the future
- C. To identify gaps and take corrective action for the change outcomes
- D. To identify improvements for future change management programs
正解：D
解説：
Theprimary purpose of lessons learnedis to identifyimprovements for future change programs. ACMP stresses that documenting successes, challenges, and corrective actions builds organizational capability for handling change. While metrics refinement (B) and gap correction (D) may occur, they are secondary.
Informing stakeholders of future changes (A) is unrelated. The main purpose is to improvefuture practices, making option C correct.
(Reference: ACMP Standard, Process Group 5 - Close; Activity: Conduct lessons learned evaluation to identify improvements for future efforts.)
質問 # 62
What are three main components you should include in a communications plan?
- A. Frequency of communication, RACI and communication strategy
- B. Target audience, key messages and desired outcomes
- C. Cost and resourcing, measures of success and monitoring feedback
- D. Communication channels, stakeholder analysis and learning and development plan
正解：B
解説：
ACMP defines a communication plan as specifyingwho (target audience), what (key messages), and why (desired outcomes). These three elements ensure communications are intentional, audience-centered, and outcome-oriented. Frequency, RACI, channels, and measures are helpful details, but the essential backbone is audience, message, and intended effect. Option B captures these essentials.
(Reference: ACMP Standard, Process Group 3 - Communication Plan; Required components: Audience segmentation, message definition, and outcomes alignment.)
質問 # 63
Which planning document includes activities designed to drive the behavior of those impacted by a change initiative?
- A. Sponsorship plan
- B. Stakeholder engagement plan
- C. Transition plan
- D. Resource plan
正解：B
解説：
Thestakeholder engagement planoutlines activities to influence, support, and drive the behavior of stakeholders impacted by the change. ACMP highlights that adoption is driven byinvolvement, reinforcement, and targeted interventions. Sponsorship plans (B) define leader roles, transition plans (C) focus on operational handoffs, and resource plans (D) address capacity. Only the stakeholder engagement plan (A) directly specifiesbehavior-driving activitiesfor adoption.
(Reference: ACMP Standard, Process Group 3 - Stakeholder Engagement Plan; Purpose: Define activities to influence and drive stakeholder behavior.)
質問 # 64
How can you measure if the project objectives and scope are understood?
- A. Sponsor assessments
- B. Monitor and feedback activities
- C. Change impact assessment
- D. Measurement and benefits realization
正解：B
解説：
Understanding of objectives and scope is measured throughmonitoring and feedback activities. ACMP emphasizes the need for feedback loops such as surveys, workshops, and check-ins that assess stakeholder clarity on project goals. Measurement and benefits realization (C) assesses adoption, not understanding.
Change impact assessments (D) identify scope but do not measure comprehension. Sponsor assessments (A) evaluate sponsorship effectiveness, not general stakeholder clarity. Therefore, option B aligns with ACMP guidance.
(Reference: ACMP Standard, Process Group 4 - Execute; Activity: Use feedback mechanisms to measure understanding of scope and objectives.)
質問 # 65
What key challenges can organizational culture create in relation to implementing change?
- A. Organizational culture has deep roots and strong networks that are only present within older organizations
- B. The culture of an organization can either propel or retard the change direction of an organization
- C. Organizational culture is agile and so it is more an enabler rather than a disabler of change
- D. The culture of an organization can easily be changed by inducements or instructions
正解：B
解説：
ACMP highlights that culture is apowerful enabler or barrierto change. Cultural norms, values, and shared assumptions can eitherpropel adoptionby aligning with the change vision orretard progressif they contradict the desired state. Culture cannot be quickly shifted by inducements or commands; it evolves slowly. Deep cultural traits exist in all organizations, not just old ones. It is not inherently agile, but rather contextual-supportive in some cases, resistant in others. Thus, the accurate framing is that culture can either propel or hinderthe direction of change.
(Reference: ACMP Standard, Process Group 1 - Evaluate; Assess organizational culture and readiness for change; Risks and opportunities.)
質問 # 66
What is the primary purpose of conducting a learning needs assessment?
- A. To define the knowledge, skills, social and behavioral abilities needed to sustain the future state
- B. To evaluate the most current learning approaches available to prepare for the future state
- C. To assess stakeholder availability for anticipated training and development
- D. To attain sponsor approval to fund the anticipated training program as needed
正解：A
解説：
Alearning needs assessmentidentifies theknowledge, skills, and behaviorsthat individuals and groups require to perform effectively in the future state. According to ACMP, this assessment is essential to determine gapsbetween current competencies and those required by the change. It informs the learning and development strategy that will close these gaps through training, coaching, or performance support. Availability (A) and methods (D) may influence design, but the fundamental purpose is defining thecapabilities needed to sustain the change. Sponsor approval (C) is an outcome of planning, not the purpose of assessment.
(Reference: ACMP Standard, Process Group 1 - Readiness; Activity: Conduct learning needs assessment; Input to Process Group 3 - Develop Learning and Development Plan.)
質問 # 67
You have been approached for a new job at a new employer. When you have your first in-person interview, the position the hiring manager describes to you is well beyond your qualifications, skills, experience and background. What section in ACMP's Code of Ethics might you want to review before accepting the assignment?
- A. Duty of Honesty
- B. Duty of Respect
- C. Duty of Fairness
- D. Duty of Responsibility
正解：D
解説：
The ACMPDuty of Responsibilityrequires practitioners to accept assignments only when they have the skills, qualifications, and experience to perform them competently. Taking on a role beyond one's expertise could put the organization, stakeholders, and the practitioner at risk. While Honesty (D) and Fairness (B) also apply to ethical behavior, the specific tenet addressing this situation isResponsibility- ensuring accountability and due diligence in accepting professional engagements. Respect (C) concerns valuing diversity and stakeholder perspectives. Thus, option A aligns directly with ACMP's Code of Ethics.
(Reference: ACMP Code of Ethics, Duty of Responsibility - practitioners must only undertake assignments they are qualified to perform.)
質問 # 68
What is the output from determining the organization's preparation for change?
- A. Organizational change readiness assessment
- B. Learning needs assessment
- C. Organizational change capacity assessment
- D. Communication needs assessment
正解：A
解説：
Determining how prepared an organization is for change produces anorganizational change readiness assessment. ACMP defines readiness as the degree to which stakeholders and structures are prepared to adopt and sustain the change. Learning needs (B) and communication needs (A) are sub-assessments, while capacity assessment (D) measures absorption ability. The correct overarching output is C.
(Reference: ACMP Standard, Process Group 1 - Evaluate; Output: Organizational change readiness assessment.)
質問 # 69
How can you improve your communications plan to ensure the right messages will be delivered at the right time?
- A. Ensure that all appropriate stakeholders are included
- B. Send the messages with greater repetition
- C. Ensure the message is clearly written
- D. Include feedback channels
正解：D
解説：
ACMP emphasizes that a good communications plan must includefeedback channels. These allow two-way communication, enabling leaders to check understanding, adjust messages, and ensure relevance. While clarity (C), repetition (B), and inclusivity (A) are valuable, the distinguishing factor of high-quality communication isfeedback and dialogue. This ensures that timing, content, and audience needs are properly aligned.
(Reference: ACMP Standard, Process Group 3 - Communication Plan; Best Practice: Incorporate feedback loops to confirm message effectiveness.)
質問 # 70
What describes the most important characteristic of an effective communications strategy?
- A. It has a clear top-down channel to announce the progress of the change
- B. It goes through formal ways to reach the target audience
- C. It includes the business rationale for what, why, who, how and when changes occur
- D. It consists of content for consistent messaging to different audiences
正解：C
解説：
The ACMP Standard highlights that themost critical component of a communication strategyis ensuring it communicates thebusiness rationale: why the change is needed, what it involves, who is affected, how it will be executed, and when it will occur. This ensures clarity, builds awareness, and drives buy-in. While consistent messaging (A), formal channels (C), and top-down updates (B) are valuable, they do not guarantee understanding. Option D reflects the true essence of effective communication - providing meaning and context so stakeholders understand the change.
(Reference: ACMP Standard, Process Group 3 - Communication Plan; Activity: Communicate the business rationale of the change clearly to all stakeholders.)
質問 # 71
Which risk would make it difficult for an employee to understand what is changing, how it benefits the organization, and how it will affect her daily job?
- A. Inadequate change planning
- B. Sponsor not actively involved
- C. Inadequate assessment of behavior change
- D. Case for change is weak
正解：D
解説：
If thecase for change is weak, employees struggle to understand why the change is necessary, how it benefits the organization, and what it means for their daily work. ACMP stresses that articulating a compelling case for change is foundational for awareness and buy-in. Inadequate planning (D) or behavior assessment (C) cause other risks, and weak sponsorship (A) compounds resistance, but thedirect barrier to understandingis a weak case for change.
(Reference: ACMP Standard, Process Group 2 - Formulate; Activity: Define the case for change to establish rationale and benefits.)
質問 # 72
Why is a stakeholder analysis important in the evolution of change impact and organizational readiness?
- A. It identifies the impact of pitfalls and barriers on people
- B. It facilitates the understanding of risks on people
- C. It facilitates the planning of focus groups and communications strategies
- D. It identifies those that would be impacted by the change
正解：D
解説：
Stakeholder analysis is thefoundational activitythat identifies individuals and groups affected by the change.
ACMP explains that without knowingwho 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 tomap out the population of stakeholders and their level of impact
/influence. Thus, option C is correct.
(Reference: ACMP Standard, Process Group 1 - Stakeholder Analysis; Outputs: List of impacted stakeholders with impact/influence mapping.)
質問 # 73
Why is a sponsor important in a change effort?
- A. Sponsor(s) are primarily responsible for providing consistent feedback
- B. Sponsor(s) are individually responsible for ensuring adoption of the change
- C. Sponsor(s) are the primary identifier and mitigators of risks
- D. Sponsor(s) validate the change management plan
正解：B
解説：
ACMP positions sponsorship as theaccountablerole for realizing benefits and securing adoption within the sponsor's span of control. Sponsors authorize, prioritize, visibly lead, and ensure middle managers and teams adopt new ways of working. While they also validate plans, give feedback, and help mitigate risks, their defining responsibility isensuring adoptionandbenefits realizationthrough visible, sustained leadership.
(Reference:ACMP Standard, cross-cutting role of Sponsorship; Process Groups 2-5: Define sponsorship strategy, engage sponsors, coach sponsors, and sustain visible leadership.)
質問 # 74
Which components of the change management plan need to be completed prior to executing the plan?
- A. Benefits analysis, resource plan and sustainability plan
- B. Resources, strategies, timelines, communications and learnings
- C. Project schedule, stakeholder engagement plan and resource plan
- D. Timelines, communications, and project plan
正解：C
解説：
Before execution, theproject schedule, stakeholder engagement plan, and resource planmust be finalized.
ACMP specifies these as foundational inputs ensuring clarity of timing, stakeholder involvement, and capacity. Timelines and communications (B) or strategies (A) are useful, but without explicit scheduling, resourcing, and engagement planning, execution may lack alignment. Benefits analysis and sustainability (D) are addressed later. Thus, option C is the correct prerequisite for execution.
(Reference: ACMP Standard, Process Group 3 - Develop Plan; Required plans include stakeholder engagement, communication, resource allocation, and scheduling.)
質問 # 75
Which section of the change management plan stresses how the change will become the organization's normal functioning?
- A. Sustainability plan
- B. Benefits realization plan
- C. Stakeholder engagement plan
- D. Business case
正解：A
解説：
Thesustainability planensures that new behaviors, processes, and systems are embedded into everyday organizational functioning. According to ACMP, sustainability activities include reinforcement mechanisms, monitoring adoption, and integrating changes into performance systems. Benefits realization (B) measures outcomes, while the business case (C) provides rationale. Stakeholder engagement (D) supports adoption but does not ensure permanence. Thus, the sustainability plan (A) is the section that institutionalizes change.
(Reference: ACMP Standard, Process Group 4 - Sustainability Plan; Outcome: Integrate change into the organization's ongoing operations.)
質問 # 76
The scope, controls and monitoring methods of a change effort are a part of which process?
- A. The project management plan
- B. The change management plan
- C. The business model strategy
- D. The change management strategy
正解：B
解説：
Thechange management plandetails the scope of people-related activities, controls for governance, and monitoring methods for adoption and benefits realization. ACMP differentiates between the strategy (D), which defines the overarching approach, and the plan (C), which provides actionable detail. Project management plans (A) cover deliverables, not adoption. Business models (B) address strategic design, not execution controls. Thus, option C is correct.
(Reference: ACMP Standard, Process Group 3 - Develop Plan; Outputs: Scope, monitoring, and controls for change activities.)
質問 # 77
How would you ensure a competency for managing change exists in your organization?
- A. Define a process to determine sponsorship effectiveness
- B. Identify positive outcomes from each change project and opportunities for improvement
- C. Identify clarity around change goals and outcomes achieved
- D. Assess change readiness in the organization in an ongoing fashion
正解：D
解説：
Building organizational competency in change requiresongoing assessment of readiness. ACMP emphasizes institutionalizing practices such as evaluating capacity, leadership alignment, stakeholder preparedness, and cultural enablers. While reviewing outcomes (A), sponsorship effectiveness (C), and goal clarity (D) contribute to maturity, the most comprehensive practice for competency building iscontinuous readiness assessment, ensuring the organization is prepared for future changes.
(Reference: ACMP Standard, Process Group 1 - Evaluate; Activity: Conduct ongoing readiness assessments to build organizational change competency.)
質問 # 78
After communication meetings with all employees impacted by a change initiative, the feedback was that many of them do not understand the reasons for this change. Which part of the communications strategy is most likely to be revised to achieve desired outcome of change communication?
- A. Stakeholders should be able to change
- B. Stakeholders should know how to change
- C. Stakeholders should be adaptable and focused on the future
- D. Business rationale as case for change
正解：D
解説：
If employees do not understandwhythe change is happening, the issue lies in thebusiness rationale/case for changecomponent of the communication strategy. ACMP stresses that building awareness starts with a clear explanation of why change is needed, risks of not changing, and expected benefits. The other options (B-D) deal with ability, adaptability, or future readiness, which follow only after a strong rationale is understood.
Thus, revising thebusiness rationale(A) is necessary.
(Reference: ACMP Standard, Process Group 3 - Communication Plan; Activity: Communicate business rationale to build awareness and alignment.)
質問 # 79
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