This document contains 60 multiple choice questions related to training and development. The questions cover topics such as training needs assessment, training methods, evaluation of training, and organizational development. Some key highlights include questions about the benefits of training, types of on-the-job and off-the-job training methods, Kirkpatrick's model of training evaluation, and Lewin's model of organizational change. The majority of the questions are in a multiple choice format with a single correct answer.
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
UGC NET - Question Bank - Fully Solved - More than 1500 Objective type/Multi...manumelwin
A fully solved question bank (More than 1500 Objective type/Multiple Choice questions with answer keys) for those preparing for UGC NET - prepared by Manu Melwin Joy
Short Quiz based on Human resource management.
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In this presentation, we will understand the needs of systematic training for a various jobs/ levels and the benefits reaped.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
MOTIVATION IN HUMAN RESOURCE MANGEMENT; WHAT IS MOTIVATION, NEED FOR MOTIVATING EMPLOYEES, PROCESS OF MOTIVATION, TYPES OF MOTIVATION- INTRINSIC AND EXTRINSIC. MOTIVATION THEORY. METHODS OF MOTIVATION.
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
UGC NET - Question Bank - Fully Solved - More than 1500 Objective type/Multi...manumelwin
A fully solved question bank (More than 1500 Objective type/Multiple Choice questions with answer keys) for those preparing for UGC NET - prepared by Manu Melwin Joy
Short Quiz based on Human resource management.
Subscribe on YouTube - https://www.youtube.com/channel/UCnSp_MjvR1ihLcSFDCfCbOg
Follow on Instagram - https://instagram.com/masroorbaig/
Catch up on Facebook - https://www.facebook.com/MasroorBaig1996
In this presentation, we will understand the needs of systematic training for a various jobs/ levels and the benefits reaped.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
MOTIVATION IN HUMAN RESOURCE MANGEMENT; WHAT IS MOTIVATION, NEED FOR MOTIVATING EMPLOYEES, PROCESS OF MOTIVATION, TYPES OF MOTIVATION- INTRINSIC AND EXTRINSIC. MOTIVATION THEORY. METHODS OF MOTIVATION.
HRM 326 TUTORIALS Lessons in Excellence / hrm326tutorials.comkopiko38
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This Tutorial contains 2 Sets of Papers/PPT for each Assignments
HRM 326 Week 1 Individual Assignment Consulting Assessment (2 Papers)
FOR MORE CLASSES VISIT
www.hrm326tutorials.com
This Tutorial contains 2 Sets of Papers/PPT for each Assignments
HRM 326 Week 1 Individual Assignment Consulting Assessment (2 Papers)
Virtual memory is a memory management capability of an OS that uses hardware and software to allow a computer to compensate for physical memory shortages by temporarily transferring data from random access memory (RAM) to disk storage.
Cognitive Radio (CR) is an adaptive, intelligent radio and network technology that can automatically detect available channels in a wireless spectrum and change transmission parameters enabling more communications to run concurrently and also improve radio operating behavior.
Radar is an object-detection system that uses radio waves to determine the range, angle, or velocity of objects. It can be used to detect aircraft, ships, spacecraft, guided missiles, motor vehicles, weather formations, and terrain. A radar system consists of a transmitter producing electromagnetic waves in the radio or microwaves domain, a transmitting antenna, a receiving antenna (often the same antenna is used for transmitting and receiving) and a receiver and processor to determine properties of the object(s).
Details: https://electronicsembeddedworld.blogspot.com/2018/06/performance-management-mcq.html
FM demodulation involves changing the frequency variations in a signal into amplitude variations at baseband, e.g. audio. There are several techniques and circuits that can be used each with its own advantages and disadvantages.
In any radio that is designed to receive frequency modulated signals there is some form of FM demodulator or detector. This circuit takes in frequency modulated RF signals and takes the modulation from the signal to output only the modulation that had been applied at the transmitter.
There are several types of FM detector / demodulator that can be used. Some types were more popular in the days when radios were made from discrete devices, but nowadays the PLL based detector and quadrature / coincidence detectors are the most widely used as they lend themselves to being incorporated into integrated circuits very easily...
Research methodology is the specific procedures or techniques used to identify, select, process, and analyze information about a topic. In a research paper, the methodology section allows the reader to critically evaluate a study’s overall validity and reliability.
Abstract: In present days, computers and laptops have become an inseparable part of our busy lives. One of the commonly
used devices for data transfers is Universal Serial Bus (USB) flash drives. Due to emerging technology, USB devices are
shrinking in size day by day, but not the equipment’s which is required to access them. Data transfer using portable devices is
the most important factor in today's scenario. Data transfer between two pen drives is generally done using laptops or desktops.
But it is not always possible to carry such a large size device to the particular location. So, to overcome this problem, we are
designing a hardware which is more compact to carry anywhere. With the help of this project we cannot only transfer the data
between devices but also, we can see the transfer of the particular file which we want to send by using LCD display. This
system pen drive to pen drive data transfer without PC is done by using Raspberry Pi. The pen drives are connected to USB
module through USB hub, the communication between two pen drives is done by using Raspberry Pi. Using this System, the
data transfer can be done from any place in the world.
Obstacle Avoiding Robot
Robotics is a branch of science that deals with Mechanical, Electrical and Software fields. Robots are the machines that are used in our day-to-day to life to reduce men power and work accurately without any distortions. Robots can be classified into two different sections basing upon their skills as Automated and Manual. Obstacle detector is a Automated robot which itself recognizes the obstacle in its path and moves in free direction. Robot detects the obstacle by using two IR Sensors placed in front.
The IR sensors are placed on left and right side of the robot through which continuous Infrared radiation is emitted for detection of obstacles in the path. These IR Sensors are connected to a controlling element AT89c51 µc. When a obstacle is placed in the path of robot IR beam is reflected to the sensor from the obstacle. On detecting obstacle in the path sensor sends 0 volts to µc. This 0 voltage is detected by Microcontroller which avoids the obstacle by taking left or right turn. Similarly if the sensor sends +5v to Microcontroller, the Microcontroller assumes it as clear path and makes the robot to move in straight.
Two motors namely right motor and left motor are connected to Motor driver IC (L293D). L293D is interface with Microcontroller. Microcontroller sends logic 0 & logic 1 as per the programming to driver IC which makes motors to rotate in clockwise and anticlockwise direction. Wheels attached to the motors rotate accordingly with the motor shaft causing in the moment of the robot by wheels. In front portion of the robot a free wheel is attached to move the robot easily in any direction as per the requirement.
A 12Volts DC battery is attached to the circuit. As the microcontroller and sensors requires only 5v, set of resistors and capacitors are used to supply 5v DC to them. Power Management System is not maintained in the circuit as the battery can be removed after the usage of robot. So it does not cause any loss in the power of battery.
This type of robots has multiple applications in various fields. They can be used to know the strength of the opposite army in defense system. They can be used as floor and wall cleaners. They are used in automated GPS vehicles to calculate the moment of the vehicle overhead. These robots are easy to construct and cheaper in cost with long durability.
Robotics is a branch of science that deals with Mechanical, Electrical and Software fields. Robots are the machines that are used in our day-to-day to life to reduce men power and work accurately without any distortions. Robots can be classified into two different sections basing upon their skills as Automated and Manual. Obstacle detector is a Automated robot which itself recognizes the obstacle in its path and moves in free direction. Robot detects the obstacle by using two IR Sensors placed in front.
The IR sensors are placed on left and right side of the robot through which continuous Infrared radiation is emitted for detection of obstacles in the path. These IR Sensors are connected to a controlling element AT89c51 µc. When a obstacle is placed in the path of robot IR beam is reflected to the sensor from the obstacle. On detecting obstacle in the path sensor sends 0 volts to µc. This 0 voltage is detected by Microcontroller which avoids the obstacle by taking left or right turn. Similarly if the sensor sends +5v to Microcontroller, the Microcontroller assumes it as clear path and makes the robot to move in straight.
Two motors namely right motor and left motor are connected to Motor driver IC (L293D). L293D is interface with Microcontroller. Microcontroller sends logic 0 & logic 1 as per the programming to driver IC which makes motors to rotate in clockwise and anticlockwise direction. Wheels attached to the motors rotate accordingly with the motor shaft causing in the moment of the robot by wheels. In front portion of the robot a free wheel is attached to move the robot easily in any direction as per the requirement.
A 12Volts DC battery is attached to the circuit. As the microcontroller and sensors requires only 5v, set of resistors and capacitors are used to supply 5v DC to them. Power Management System is not maintained in the circuit as the battery can be removed after the usage of robot. So it does not cause any loss in the power of battery.
This type of robots has multiple applications in various fields. They can be used to know the strength of the opposite army in defense system. They can be used as floor and wall cleaners. They are used in automated GPS vehicles to calculate the moment of the vehicle overhead. These robots are easy to construct and cheaper in cost with long durability.
Obstacle Avoiding robot is a self thinking robot which can take decisions itself using programmed brain without any guidance from human beings. In our Project we use Infrared to sense obstacles and take movements accordingly. Our Project
mainly used in military application, small toys and also used in mines by increasing IR sensors.
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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
d. None of the above
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
d. None of the above
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
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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
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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
d. None of the above
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
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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
(D) All of the above
(Ans: C)
18-Demonstration type of training method is used to train
(A) Workers
(B) Supervision
(C) Managers
(D) All of the above
(Ans: A)
19-The following is not a part of lower level management
(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)
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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
(D) All of the above
(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)
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24-The following is vertical expansion of the job
(A) Job rotation
(B) Job enrichment
(C) Management by objectives (MBO)
(D) All of the above
(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
(D) All of the above
(Ans: D)
27-Personnel management is a
(A) Point of view
(B) Technique of thinking
(C) Philosophy of management
(D) All of the above
(Ans: D)
28- MCQ. The completion time of training, cost of resources and number of trainees are variables
that must be considered in
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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
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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
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C. job instruction training
D. programmed learning
Answer D
38. The measurement of results after training programs is classified as
A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer D
42. The 'supply chain management' is included in
A. personal competencies
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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
B. off the job training
C. job instruction training
D. none of above
Answer A
45. 'Behaving ethically' is included in
A. personal competencies
B. interpersonal competencies
C. business management
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
D. consolidation of gains
Answer A
47. An overview of knowledge, skills and behaviors in a single diagram is called
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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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer B
49. The 'survey research' is an example is
A. human process intervention
B. techno structural interventions
C. strategic interventions
D. HRM 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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer B
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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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer C
54. Providing continuous learning, training and help to employees for expansion of horizon is
A. job rotation
B. job training
C. lifelong learning
D. programmed learning
Answer C
55. The 'strategic change' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer C
56. Verification of deficiencies in performance to determine training or job rotation is called
A. need analysis competency model
B. competency model
C. task analysis
D. performance analysis
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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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer A
60. The evaluation of trainee's reactions to a training program is classified as
A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
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.
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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
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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.
d. none of the above.
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
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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.
d. none of the above.
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
A. personal competencies
B. interpersonal competencies
C. business management
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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer A
83. A technique, in which trainees are shown films on management techniques is called
A. behavior modeling
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B. role playing
C. in-house development center
D. Both A and B
Answer A
84. The 'total quality management' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
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
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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.
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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
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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
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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
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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
A. behavior modeling
B. role playing
C. in-house development center
D. both A and B
Answer B
111. The convenient way in 'unfreezing stage' is
A. action research
B. survey research
C. marketing research
D. human research
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Answer B
112. The 'differentiation and integration' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer B
113. The 'integrated strategic management' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer C
114. The 'T-group' suggests that participation should be
A. voluntary
B. involuntary
C. in-house development
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
C. lifelong 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
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D. programmed learning
Answer C
117. Managing workforce diversity is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
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
C. marketing 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
C. lifelong learning
D. case study method
Answer D
121. The 'employ's wellness responsibility' is an example of
A. human process intervention
B. techno structural interventions
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C. strategic intervention
D. HRM interventions
Answer D
122. Improving current and future management performance is called
A. job rotation
B. job training
C. lifelong learning
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
B. off the job training
C. job instruction training
D. apprenticeship training
Answer D
124. Providing step by step training and enlisting job's basic tasks is
A. job rotation
B. off the job training
C. job instruction training
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
C. in-house development
D. Both A and B
Answer D
126. Formulating 'SMART' performance training objectives is included in
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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
C. marketing research
D. human research
Answer A
128. Career planning and development is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer D
129. The 'reward systems' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer D
130. Comparison of company's performance, in context of before and after change is
A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
D. creating guiding coalition
Answer C
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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
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer B
134. A category, testing the learned skills and principles, known as
A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
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
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Answer C
136. The 'cooperative union-management projects' is an example of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer B
137. The 'integrated strategic management' is an example of
A. action research
B. survey research
C. marketing research
D. human research
Answer A
138. The 'unfreezing stage' in Lewin organizational change process, considered as
A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
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
A. human process intervention
B. techno structural interventions
C. strategic intervention
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D. HRM interventions
Answer A
141. A technique, including formal methods for testing effectiveness of training program,
considered as
A. design of evaluation
B. controlled experimentation
C. in-house development
D. consolidation of gains
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
A. behavior modeling
B. role playing
C. in-house development center
D. executive coach
Answer D
144. The 'moving stage' in Lewin's organizational change process considers
A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
D. reinforcement of new programs
Answer B
145. The 'self-designing organizations' is an example of
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A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer C
146. Formulating 'SMART' performance training objectives are a part of
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer A
147. Analyzing and identifying specific skills, needed for specific job is called
A. need analysis competency model
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.
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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
d) All of the above.
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
d) All of the above.
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
d) All of the above.
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.
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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.