Training and development

Training & Development MCQs - MBA
P a g e 1 | umera anjum
Training and Development MCQs
1. __________ refers to the learning opportunities designed to help employees grow.
a. Training
b. Development
c. Education
d. All of the above
ANSWER b. Development
2. How does training and development offer competitive advantage to an organisation?
a. Removing performance decencies
b. Deficiency is caused by a lack of ability
c. Individuals have the aptitude and motivation to learn
d. None of the above
ANSWER a. Removing performance decencies
3. Which of the following is a benefit of employee training?
a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co - ordination
ANSWER b. Helps people identify with organisational goals
Reason: Rest of the options are benefits in personnel and HR
4. Choose which of the following is a benefit to the individual while receiving training?
a. Creates an appropriate climate for growth, communication
b. Aids in increasing productivity and/ or quality of work
c. Satisfies a personal needs of the trainer
ANSWER c. Satisfies a personal needs of the trainer
Reason: Rest all the options are benefits of employee training
5. Which of this is a step in training process?
a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models
ANSWER d. Use of evaluation models

6. Which of the following is a method used in group or organisational training needs assessment?
a. Consideration of current and projected changes
b. Rating scales
c. Interviews
d. Questionnaires
ANSWER a. Consideration of current and projected changes
Reason: rest all the other options are individual training needs assessment
7. _________ seeks to examine the goals of the organisation and the trends that are likely to
affect these goals.
a. Organisational Support
b. Organisational analysis
c. Person analysis
d. Key skill abilities analysis
ANSWER b. Organisational analysis
8. Which of these is the benefit of needs assessment?
a. Assessment makes training department more accountable
b. Higher training costs
c. Loss of business
d. Increased overtime working
ANSWER a. Assessment makes training department more accountable
Reason: Rest all the options are consequence of absence of training needs assessment
9. Rearrange the steps in training programme.
A. What should be the level of training
B. What principles of learning
C. Who are the trainees?
D. What methods and techniques?
E. Where to conduct the programme?
F. Who are the trainers?
a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
ANSWER d. CFDABE
10. Which of these is an off - the - job training method?
a. Television
b. Job rotation
c. Orientation training
d. Coaching

ANSWER a. Television
Reason: Rest all other options are on - the job training method.
11. State true or false.
i. Vestibule training utilises equipment which closely resemble the actual ones used on the job.
a. True
b. False
ANSWER a. True
12. Match the following techniques of training with their correct description.
1. Tag Teams --------- A. Games to get team members know each other
2. Outward - bound training ----- B. Games to test ability to plan ahead
3. Mirroring ------ C. Training with an external perspective
4. Strategic planners ----- D. Adventure sports for teams
5. Ice breakers ----- E. one role played alternately by two participants
a. 1-E,2-D,3-C,4-B,5-A
b. 1-A,2-D,3-E,4-C,5-B
c. 1-D,2-A,3-C,4-E,5-B
d. 1-C,2-D,3-B,4-A,5-E
ANSWER a. 1-E,2-D,3-C,4-B,5-A
13. Which of the following is a learning principle?
a. Recognition of individual differences
b. Schedules of learning
c. Transfer of learning
d. All of the above
ANSWER d. All of the above
14. Which of the following is a technique of evaluation?
a. Longitudinal or time - series analysis
b. Transfer validity
c. Inter - organisational validity
ANSWER a. Longitudinal or time - series analysis
15. Which of these is a hindrance to effetive training?
a. Career planning workshop
b. Aggregate spending on training is inadequate
c. Mentoring
d. Career counselling

ANSWER b. Aggregate spending on training is inadequate
16-The following is (are) the benefit(s) of training.
(A) Increased productivity
(B) Reduced accidents
(C) Reduced supervision
(D) All of the above
(Ans: D)
17-The following training aims to provide broad training to enable the trainee to take up a wide
variety of tasks within his field of specialisation
(A) Demonstration
(B) On-the-job training
(C) Apprenticeship
(Ans: C)
18-Demonstration type of training method is used to train
(A) Workers
(B) Supervision
(C) Managers
(Ans: A)
19-The following is not a part of lower level management
(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)

20-A homogenous group of ____ men from the plant constitutes an ideal conference group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
21-The following method is used to give to trainees the important information in permanent form
for immediate of future use
(A) Lecture methods
(B) Conference
(C) Written instructional method
(D) Training within the industry (TWI)
(Ans: C)
22-Training within the industry (TWI) scheme imparts training in
(A) Job instructions
(B) Job rotation
(C) Job method
(Ans: D)
23-The following is not a on the job training method
(A) Understudies
(B) Job rotation
(C) Management by objectives (MBO)
(D) Case study method
(Ans: D)

24-The following is vertical expansion of the job
(A) Job rotation
(B) Job enrichment
(C) Management by objectives (MBO)
(Ans: B)
25-_____ is widely used for human relations and leadership training
(A) Business games
(B) Role playing
(C) Case study method
(D) Job rotation
(Ans: B)
26-Personnel management of an organisation specifically deals with human resources in respect of
(A) Their procurement
(B) Develop their skills, knowledge and attitude
(C) Their motivation towards the attainment of organisational objectives
(Ans: D)
27-Personnel management is a
(A) Point of view
(B) Technique of thinking
(C) Philosophy of management
(Ans: D)
28- MCQ. The completion time of training, cost of resources and number of trainees are variables
that must be considered in

A. selection of employees
B. delivery of productivity
C. delivery of training
D. delivery of performance
Ans: C
29. The usage of internet for training the employees of an organization is classified as
A. compression training
B. e-learning
C. outsource learning
D. supported learning
Answer B
30. The private organizational network which limits the access of information to the authorized
users is classified as
A. informal network
B. wide area network
C. extranet
D. intranet
Answer D
31. The most flexible type of training in which the employees are trained while performing the
tasks and responsibilities associated with the job is classified as
A. informal training
B. formal training
C. on the job training
D. off the job training
Answer C
32. In employee training, the last stage for trainee's on-the-job training is to
A. present the information
B. prepare the learners
C. do the follow up
D. practice of trainees
Answer C

33. In Lewin organization change process, the introduction of new attitudes and behaviors is
included in
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer B
34. The comparison of on-the-job behavior before and after training programs can be classified as
A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
Answer C
35. The training technique, which allows trainees to solve problems and work in different
departments is called
A. job rotation
B. action learning
C. lifelong learning
D. management development
Answer B
36. The changing process in which the change is formulated and implemented by employees is
called
A. organizational development
B. organizational change
C. Lewin change process
D. Maslow's change hierarchy
Answer A
37. A systematic method to teach skills for job while presenting facts and getting feedback is
called
A. job rotation
B. off the job training

C. job instruction training
D. programmed learning
Answer D
38. The measurement of results after training programs is classified as
Answer D
39. The category which is not included in 'organizational development' is
A. techno structural
B. strategic applications
C. human process
D. consolidation of gains
Answer D
40. The 'process consultation' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer A
41. The 'performance appraisal' is an example of
Answer D
42. The 'supply chain management' is included in
A. personal competencies

B. interpersonal competencies
C. business management
D. Both A and C
Answer C
43. The stage in which manager makes sure that past practices are still in continuation or not is
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer C
44. The training of employees during a job is called
A. on the job training
D. none of above
Answer A
45. 'Behaving ethically' is included in
D. Both A and C
Answer A
46. The 'controlled experimentation' is a technique, use for
A. designing of evaluation
B. the things to measure
C. in-house development
Answer A
47. An overview of knowledge, skills and behaviors in a single diagram is called

A. need analysis competency model
B. competency model
C. task analysis
D. Both A and C
Answer B
48. The work design is an example of
Answer B
49. The 'survey research' is an example is
C. strategic interventions
Answer A
50. The basis of 'organizational development' is
A. action research
B. customer research
C. marketing research
D. human research
Answer A
51. The 'quality circles' is an example of
Answer B

52. When an employee harms a third party because of inadequate employee training, it is called
A. training
B. negligent training
C. both A and B
D. none of above
Answer B
53. The 'culture change' is an example of
Answer C
54. Providing continuous learning, training and help to employees for expansion of horizon is
A. job rotation
B. job training
Answer C
55. The 'strategic change' is an example of
Answer C
56. Verification of deficiencies in performance to determine training or job rotation is called
B. competency model
C. task analysis
D. performance analysis

Answer D
57. The first step in training process is
A. need analysis
B. instructional design
C. implement
D. evaluate
Answer A
58. Providing new employees with the basic information regarding background is
A. employee orientation
B. employee training
C. both A and B
D. none of above
Answer A
59. 'Team building' is an example of
Answer A
60. The evaluation of trainee's reactions to a training program is classified as
Answer A
61. The process involved in recruiting, hiring, training, evaluating, compensating, and laying off
people is called:
a. selection.
b. recruiting.
c. human resource management.
d. human resource planning.

Answer "c"
62. The first step in the human resource planning process is:
a. assessing future demand.
b. assessing future supply.
c. preparing forecasts of future human resource needs.
d. preparing a job analysis.
Answer C
63. Which term describes a study of what is done by employees who hold various job titles?
a. job description.
b. job analysis.
c. job specification.
d. inventory.
Answer b
64. A job __________ is a summary of the objectives of the job, the type of work to be done, the
responsibilities and duties, the working conditions, and the relationships of the job to other
functions.
a. analysis
b. description
c. specification
d. design
Answer b
65. Which of the following is a written summary of the minimum qualifications required of a worker
to fill a specific job?
a. job design.
b. job analysis.
c. job description.
d. job specification.
Answer d
66. All of the following are sources of internal recruiting except:
a. transfers.
b. promotions.
c. advertisements.
d. retrained employees.
Answer C
67. Which is not a step in the selection process?
a. filling out an application.
b. taking a physical exam.
c. taking an employment test.
d. none of the above.
Answer d

68. Which function is not included in training and development programs?
a. helping new employees learn about and fit into the organization.
b. designing training activities.
c. evaluating training activities to meet the identified needs.
Answer a
69. The activity that orients new employees to the organization, to fellow employees, to their
supervisors, and to the policies of the company is called:
a. employee orientation.
b. on-the-job training.
c. networking.
d. off-the-job training.
Answer a
70. Which training programs are done in schools where employees are taught on equipment
similar to that used on the job?
a. job simulation.
b. vestibule training.
c. apprentice programs.
d. off the job training.
Answer b
71. Which of the following are features of a management training program?
a. job rotation.
b. understudy position.
c. on-the-job coaching.
d. all of the above.
Answer d
72. An evaluation in which the performance level of employees is measured against established
standards in order to make decisions about promotions, compensation, additional training or hiring
is called:
a. performance evaluation.
b. performance appraisal.
c. performance analysis.
d. orientation.
Answer b
73. Which of the following is not an employee benefit?
a. vacation pay.
b. sales bonus.
c. unemployment insurance.
d. sick leave.
Answer b

74. A work schedule that gives employees some freedom to adjust when they work is called:
a. compressed workweek.
b. core time.
c. flextime plans.
Answer C
75. In general, women's earnings are at __________ percent of men's earnings:
a. 80
b. 75
c. 50
d. 65
Answer d
80. The 'effective negotiation' is included in
D. Both A and C
Answer B
81. One of the organizational development category is
A. techno structural
B. mobilize commitment
C. consolidation of gains
D. monitoring and assessing programs
Answer A
82. The 'third-party intervention' is an example of
Answer A
83. A technique, in which trainees are shown films on management techniques is called
A. behavior modeling

B. role playing
C. in-house development center
D. Both A and B
Answer A
84. The 'total quality management' is an example of
Answer
86. Continuous learning:
1. A. refers to a seamless training that doesn`t allow learners to break away from the
training session.
2. B. requires employees to understand the entire work system including the relationships
among their jobs, their work units, and the company.
3. C. uses an instructional design process to ensure training effectiveness.
4. D. refers only to off-site training.
Answer B
87.Traditionally, the category of training emphasized by the most companies is:
1. A. basic and advanced skills.
2. B. orientation.
3. C. safety.
4. D. legally-mandated.
Answer A
88. Which of the following is not one of the job-related competencies critical for successful job
performance?
1. A. innovation
2. B. knowledge
3. C. skills
4. D. behaviors

Answer A
89. _____ is linked to strategic goals and objectives and benchmarks its training programs against
those of other companies.
1. A. Total Quality Management training
2. B. Continuous learning
3. C. High-leverage training
4. D. Six Sigma training
Answer C
90. In the training design process, selection of training methods is the _____ step.
1. A. first
2. B. third
3. C. final
4. D. next to final
Answer D
91. Person and task analysis are part of which step of the training design process?
1. A. ensuring transfer of training
2. B. developing an evaluation plan
3. C. conducting needs assessment
4. D. monitoring and evaluating the program
Answer C
92. At what point in the training design process should selection of training methods occur?
Directly following:
1. A. development of an evaluation plan.
2. B. needs assessment.
3. C. ensuring transfer of training.
4. D. development of learning objectives.
Answer A
93. The acronym ADDIE is most closely associated with:
1. A. high-leverage training.

2. B. ISD.
3. C. intellectual capital.
4. D. Six Sigma.
Answer B
94. Which of the following is not a force discussed by Noe as influencing the workplace and
training?
1. A. new laws regulating allocation of training funds in the US
2. B. economic cycles
3. C. new technology
4. D. high-performance work systems
Answer B
95. The process of moving jobs from the United States to other locations in the world is called:
1. A. outsourcing.
2. B. globalization.
3. C. offshoring.
4. D. virtual teams.
Answer C
96. All of the following except _____ capital are examples of intangible assets.
1. A. creative
2. B. intellectual
3. C. customer
4. D. social
Answer A
97. According to a survey of 50,000 employees, _____ percent have high levels of engagement.
1. A. 11
2. B. 31
3. C. 51
4. D. 71
Answer A

98. _____ is not one of the arguments for why greater diversity can help a company gain a
competitive advantage.
1. A. Creativity
2. B. Flexibility
3. C. Lower training costs
4. D. Problem solving
Answer C
99. _____ refers to attracting, retaining, developing, and motivating highly skilled employees and
managers.
1. A. Diversity management
2. B. Social capital
3. C. Human resource management
4. D. Talent management
Answer D
100. Companies report the most important talent management challenge they face is:
1. A. identifying and training employees with managerial talent.
2. B. getting more women and minorities into the company.
3. C. developing programs to retain older workers.
4. D. obtaining enough new workers with required skills.
Answer A
101. _____ involve(s) measuring progress with data, designing methods and processes to meet
internal and external customers and promoting cooperation with vendors, suppliers and
customers.
1. A. ISO 9000
2. B. TQM
3. C. Quality Circles
4. D. ISO 100-15
Answer B
102. Which of the following categories in the Malcolm Baldrige Award is most closely related to
training and development?
1. A. strategic planning
2. B. measurement, analysis and knowledge management

3. C. work force focus
4. D. customer and market focus
Answer C
103. _____ is a set of standards regarding how to establish quality standards and how to
document work processes.
1. A. Six Sigma
2. B. TQM
3. C. The Malcolm Baldrige award
4. D. ISO 9000
Answer D
104. Trainers with titles including Champions, Black Belts and Green Belts are associated with:
1. A. Six Sigma.
2. B. ISO 9000.
3. C. Crosby/Deming Quality.
4. D. ISO 10015.
Answer A
105. The Bureau of Labor Statistics estimates that _____ percent of the workforce consists of
alternative work arrangements such as independent contractors.
1. A. 5
2. B. 11
3. C. 19
4. D. 25
Answer B
106. _____ are teams separated by time, culture, organizational boundaries and that rely on
technology.
1. A. Quality circles
2. B. High performance work teams
3. C. Virtual teams
4. D. Six Sigma teams
Answer C

107. According to the 2008 ASTD State of the Industry Report, _____ is spent of training per
employee.
1. A. $250
2. B. $600
3. C. $1100
4. D. $1900
Answer B
108. According to the 2008 ASTD State of the Industry Report, _____ is the percentage of dollars
spent on training and development as a percentage of payroll.
1. A. 12
2. B. 8
3. C. 6
4. D. 2
Answer D
109. According to the 2004 ASTD Competency Model, which of the following is not one of the four
roles of a training professional?
1. A. change agent
2. B. project manager
3. C. business partner
4. D. professional specialist
Answer A
110. The technique, involving the trainees to act on role of specific person in real situation is
B. role playing
D. both A and B
Answer B
111. The convenient way in 'unfreezing stage' is
A. action research
B. survey research
D. human research

Answer B
112. The 'differentiation and integration' is an example of
Answer B
113. The 'integrated strategic management' is an example of
Answer C
114. The 'T-group' suggests that participation should be
A. voluntary
B. involuntary
D. lifelong learning
Answer A
115. The method in which teams consisting managers compete on solving problems is called
A. management game
B. action learning
D. case study method
Answer A
116. The diagrams and charts available to guide workers at job site, considered as
A. job rotation
B. job training
C. job aid

Answer C
117. Managing workforce diversity is an example of
Answer D
118. The graphic and comparative illustration, whether a change is needed or not is the part of
A. action research
B. survey research
D. human research
Answer B
119. The 'refreezing stage' considers
A. mobilize commitment
B. consolidation of gains
C. creating guiding coalition
D. reinforcement of new programs
Answer D
120. The method in which 'problem to be solved' is described for employees is called
A. job rotation
B. action learning
D. case study method
Answer D
121. The 'employ's wellness responsibility' is an example of

Answer D
122. Improving current and future management performance is called
A. job rotation
B. job training
D. management development
Answer D
123. A process of making workers highly skilled, with the help of on the job training and formal
learning is
A. job rotation
D. apprenticeship training
Answer D
124. Providing step by step training and enlisting job's basic tasks is
A. job rotation
D. apprenticeship training
Answer C
125. The two basic issues to address in training evaluation are
A. design of evaluation
B. the things to measure
D. Both A and B
Answer D
126. Formulating 'SMART' performance training objectives is included in

A. need analysis
B. instructional design
C. implement
D. evaluate
Answer B
127. Solving and implementing solutions in empowering employees to review problems can, best
classified as
A. action research
B. customer research
D. human research
Answer A
128. Career planning and development is an example of
Answer D
129. The 'reward systems' is an example of
Answer D
130. Comparison of company's performance, in context of before and after change is
C. monitoring and assessing programs
D. creating guiding coalition
Answer C

131. In Lewin organizational change process, the 'communication of shared vision' is
A. unfreezing stage
B. moving stage
C. refreezing stage
D. all of above
Answer C
132. The training effects that are to be measured consist of
A. reaction
B. learning
C. behavior
D. all of above
Answer D
133. The 'formal structural change' is an example of
Answer B
134. A category, testing the learned skills and principles, known as
Answer B
135. The reinforcement of new culture, by the organization's manager can be concluded in
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage

Answer C
136. The 'cooperative union-management projects' is an example of
Answer B
137. The 'integrated strategic management' is an example of
A. action research
B. survey research
D. human research
Answer A
138. The 'unfreezing stage' in Lewin organizational change process, considered as
D. creating guiding coalition
Answer A
139. The organizational development consists of
A. action search
B. applying behavioral knowledge
C. change toward empowerment
D. all of above
Answer D
140. The 'organizational confronting meeting' is an example of

Answer A
141. A technique, including formal methods for testing effectiveness of training program,
considered as
A. design of evaluation
B. controlled experimentation
Answer B
142. A stage, leaders create task forces to diagnose problem while carrying shared understanding,
regarded as
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer A
143. A method, executive's strengths and weaknesses are being questioned by external
consultant, known as
B. role playing
D. executive coach
Answer D
144. The 'moving stage' in Lewin's organizational change process considers
D. reinforcement of new programs
Answer B
145. The 'self-designing organizations' is an example of

Answer C
146. Formulating 'SMART' performance training objectives are a part of
Answer A
147. Analyzing and identifying specific skills, needed for specific job is called
B. competency model
C. task analysis
D. Both A and C
Answer C
148. Training is designed to start a new employee in a direction that is compatible with the firm's
mission, goals, and culure.
A) True
B) False
149. The success of a training program depends not only on the quality of the training
materials, but the selection of the trainer.
A) True
B) False
150. Using on-the-job training exclusively leads to a broader perspective and
encourages new ideas.
a) True
b) False
151. One study found that goal clarity and goal feedback were related to performance for
African-Americans only.
a)True
b) False
152. Team building has proved to be most successful when presented in consistent,
standardized fashion, regardless of the specific needs and problems of the groups involved.

a) True
b) False
153. Different degrees of orientation are often needed, based on the new employee's
____________________.
a) age
b) career path
c) experience
d) All of the above.
155. In smaller organizations, ____________________ usually does all the orienting.
a) the operating manager
b) a coworker
c) a union official
d) the HR manager
156. In the context of training, motivation ____________________.
a) influences a person's enthusiasm for training
b) keeps attention focused on the training activities
c) reinforces what is learned
157. A needs assessment involves analyzing all of the following except:
A) The organization's needs
B) The training budget
C) The knowledge, skill, and ability needed to perform the job
D) The jobholder's needs
158. What is the first step in determining behavioral discrepancy?
a) Identifying standards
b) Appraising employee performance
c) Determining the cost and value of training
d) Identifying obstacles
160. Trainers using the case method must guard against:
a) Dominating the discussion
b) A few people dominating the discussion
c) Leading the discussion to his/her preferred solution
161. The techniques of behaviorism include all of the following except:
a) Behavioral modelling
b) Role playing
c) Self assessment
d) Positive reinforcement
162. Coaching and counseling fail when ____________________.
a) inadequate time is set aside for them
b) the subordinate is not allowed to make mistakes
c) rivalry develops
163. Goal setting can be a powerful technique for motivating employees when:
a. Used correctly
b. Carefully monitored
c. Actively supported by managers
d. All of the above.

164. To achieve change and to convert to TQM, there must be changes in
____________________.
a. attitudes
b. communication
c. employee involvement
d. All of the above.

Training and development

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Training and development

Similar to Training and development (20)

More from Electronics - Embedded System

More from Electronics - Embedded System (11)

Recently uploaded

Recently uploaded (9)

Training and development