PMP · Question #908
A project manager is assigned to a strategic communication project that involves subject matter experts (SMEs), interns, and new recruits. The project manager discovers that the project is not…
The correct answer is A. Identify the sources and specifics of the knowledge gap from the interns and new recruits. D. Put the interns and new recruits into groups and assign a SME as a mentor. Given exhausted training budget and time constraints, the project manager should first identify the exact knowledge gaps of interns and new recruits. Then, leverage existing resources by pairing them with SMEs as mentors for on-the-job knowledge transfer.
Question
A project manager is assigned to a strategic communication project that involves subject matter experts (SMEs), interns, and new recruits. The project manager discovers that the project is not gaining much traction due to knowledge gaps from the interns. The budget for training is exhausted and the project needs to be delivered without delay. Which two actions should the project manager take? (Choose two.)
Options
- AIdentify the sources and specifics of the knowledge gap from the interns and new recruits.
- BInitiate a project change request for additional budget to train the interns and new recruits.
- CIgnore the issues with the project and try to deliver the project successfully without asking for
- DPut the interns and new recruits into groups and assign a SME as a mentor.
- EHire more SMEs and inform the human resources manager to lay off the nonperforming interns
How the community answered
(46 responses)- A83% (38)
- B2% (1)
- C4% (2)
- E11% (5)
Why each option
Given exhausted training budget and time constraints, the project manager should first identify the exact knowledge gaps of interns and new recruits. Then, leverage existing resources by pairing them with SMEs as mentors for on-the-job knowledge transfer.
Before implementing any solution, it is crucial to understand the exact nature and extent of the knowledge gaps. Identifying the specific sources and details of these gaps allows the project manager to tailor the most effective, targeted, and budget-conscious interventions, ensuring resources are used efficiently.
Initiating a change request for additional budget for training is explicitly contradicted by the question stating "The budget for training is exhausted" and "project needs to be delivered without delay," making this an unfeasible and time-consuming option.
Ignoring the identified knowledge gaps will inevitably lead to project failure or significant quality issues, which directly contradicts the goal of delivering the project successfully.
With no budget for formal training and a need for immediate delivery, leveraging the expertise of existing Subject Matter Experts (SMEs) through mentorship is a highly effective and cost-efficient strategy. Grouping interns and new recruits with SMEs facilitates on-the-job learning, knowledge transfer, and provides direct guidance, helping to bridge knowledge gaps without incurring additional training costs or delays.
Laying off interns for performance issues without attempting to address their knowledge gaps or support their development is premature and detrimental to team morale; hiring more SMEs would also likely incur additional, unbudgeted costs.
Concept tested: Resource management, knowledge transfer, and problem-solving with constraints
Topics
Community Discussion
9
Brenda K.Nov 20, 2025A and D are your two picks, and this is a quick win if you spot the resource management angle. The budget is gone so B is a time waster to even consider, and C and E are absurd distractors you can eliminate in five seconds. A makes sense because you always identify the root cause of a gap before fixing it, and D leverages the SMEs you already have to mentor the junior folks at zero extra cost.
Carlos M.Nov 22, 2025Agreed on A and D, but worth noting D also doubles as a retention play since your SMEs feel valued and your juniors get up to speed faster, which indirectly helps close future gaps.
Carlos M.Dec 11, 2025Saw this last month, A and D all the way. Mentoring costs nothing and assess first.
Hiroshi T.Dec 11, 2025Agreed on A and D, though it is worth noting the official well architected guidance frames assessment as a continuous activity rather than a one time prerequisite, so mentoring and assessment should run in parallel, not strictly sequential.
Hiroshi T.Nov 22, 2025A and D, got this on my exam last month, PMI wants mentoring over more budget.
Carlos M.Nov 23, 2025Agree on A but D is a trap, PMI also wants you to use the lessons learned register as an input before jumping to mentoring.
Prof. SaraNov 28, 2025A and D are the blueprint-perfect pair because A covers the assess-before-you-act principle from the Resource Management domain, while D leverages your existing SMEs for on-the-job knowledge transfer without touching that exhausted budget. Since mentoring is technically an informal development method versus formal training, how would you classify the difference between coaching and mentoring if the exam asks you to distinguish between the two?
Toby R.Dec 7, 2025Got A and D on my exam last month. The budget being exhausted is the trap that makes B look tempting, but D is the giveaway because mentoring by SMEs costs nothing and A is just standard gap analysis before you act.
Brenda K.Dec 8, 2025Solid call, but remember the real clock move here: the moment you see "SME" in an answer choice, pick it and move on, because they design these people-cost questions to bait you into overthinking the budget angle and burning 90 seconds you do not have.