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1 …………is the resources that provide utility value to all other resources.
a. Men
b. Material
c. Money
d. Machinery
10 A philosophy of management…
a. Doesn't exist
b. Is the assumptions managers make about people
c. Is more than a single ingredient
d. Is a style of management
11 Treating employees as people or as economic resources are:
a. A choice all managers have to make
b. Mutually exclusive
c. A question of balance which will be affected by the context of each organisation
d. A matter of luck
13 The HRD systems focus an employee welfare and QWL by continually examining
employee needs and meeting them to the best possible extent.
(a) True (b) False
15 The human resource movement has over-emphasized Resource and considerably de-
emphasized the Human element.
(a) True (b) False
19 In HRD unions are encouraged to make a trust towards the psychological and social
well-being of workers.
(a) True (b) False
1 The first phase of a training programmed is a training needs analysis. What does this
aim to do?
a. Establish the training resources required
b. Identify the training objectives
c. Produce selection criteria
d. All of these
2 An evaluation of where one stands on the basis of their job responsibilities, leadership,
qualities etc will be a good starting point for marketing plans for success.
(a) True (b) False
3 Evaluation forms the final stage of the training programmed and various models of
evaluation have been produced to meet this aspect. Whose model has the four levels of
Reaction, Learning, Behavior, and Results?
a. Cooper and Robertson
b. Alliger and Janak
c. Goldstein
d. Kirkpatrick
5 Transfer of learning to the workplace needs to be made for the training programmed to
have been successful. Which of the following can hinder this process?
a. All of the below
b. Low self-efficacy
c. Lack of managerial support
d. Ridicule from colleagues
15 Brech identifies four main elements of management. They are planning, control, co-
ordination and:
a. The division of work.
b. Centralization.
c. Motivation.
d. Discipline
16 Which of the following is the output of Source Selection?
a. Proposals
b. Evaluation criteria
c. Contract negotiation
d. Contract
17 The considerable debate on the nature and structure of the HR function has altogether
addressed the particular challenges of the training function.
(a) True (b) False
1 Training needs analysis can take place at organizational, task, and person levels. At the
organizational level, it broadly examines what are the organization’s strategic plans and
where is training and development needed to fit into the planning. Organizational
training needs generally occur when:
a. Government provides additional funding.
b. Information technology systems need upgrading.
c. Other competing organizations are conducting extensive training programmes.
d. There is some kind of barrier hindering the achievement of organizational aims
and objectives which is best removed by training.
2 The first phase of a training programmed is a training needs analysis. What does this
aim to do?
a. Identify the training objectives
b. Produce selection criteria
c. Establish the training resources required
d. All of the above
5 Which of these methods can be used for training needs analysis for the organisation?
a. Appraisal, training programmes
b. Considering key events and the learning needs associated with them
c. An analysis of longer term objectives and the skills and knowledge required to
meet them
d. Assessment centers and job interviews
6 In which type of analysis are corporate goals and plans compared with the existing
manpower inventory to determine the training needs?
a. Organization analysis
b. Operation analysis
c. Individual analysis
d. None of the above
7 Training concentrate on
a. Coaching the members of an organization how to perform effectively in their
current jobs
b. Expansion of the knowledge and skills of the members of an organization
c. Preparing the employees to take on new responsibilities.
d. None of the above
8 The process of enhancing the technical skills of workers in a short period is called
a. Education
b. Training
c. Development
d. None of the above
10 Training need analysis takes place during which phase of the training process?
a. Deciding what to teach
b. Deciding how to maximize participant learning
c. Choosing appropriate instructional methods
d. Determining whether training programmes are effective
13 Training Need analysis at operational level focuses on the work that is being assigned
to the employees.
a. Organizational Level
b. Individual Level
c. Operational Level
d. All of these
15 The technological changes taking place is not the main cause of identification of the
training needs in an organization.
(a) True (b) False
16 The allocation of human and ………..and their efficient utilization in meeting the
operational targets should be analyzed.
a. Organizational resources
b. Physical resources
c. Both (a) and (b)
d. None of these
18 There may be a number of reasons why you want to evaluate a training program,
including:
a. Discover how to improve a program
b. Identify future learning needs
c. Assess whether a program is cost-effective
d. All of these
4 Job rotations is the practice of being moved around to different positions/locations for
the purpose of securing a broad skill and experience base.
(a) True (b) False
5 _____ provides new employees with the basic background information required to
perform their jobs satisfactorily.
a. Employee recruitment
b. Employee selection
c. Employee orientation
d. Employee development
6 The methods used to give new or present employees the skills they need to perform
their jobs are called _____.
a. Orientation
b. Training
c. Development
d. Appraisal
8 _____ is a detailed study of the job to determine what specific skills the job requires.
a. Needs analysis
b. Task analysis
c. Performance analysis
d. Training strategy
9 Optimal training conditions are difficult to achieve on the job; the primary concern is
with results and there is less scope for instructional events to be systematically arranged
to meet individual needs and requirements.
(a) True (b) False
12 Games and Simulations are structured and sometimes unstructured, that are usually
played for enjoyment sometimes are not used for training purposes as an educational
tool.
(a) True (b) False
18 The trainee learns more about themselves, specially their weakness and emotions.
(a) True (b) False
19 EPSS stands for
a. Electronic Process Support System
b. Electronic Performance Support System
c. Electronic Product Support System
d. All of these
20 Video conferencing has become a key teaching and training technology for
universities, businesses and training organizations.
(a) True (b) False
6 Which of the following is a common tool to assess employee reasons for leaving?
a. Position analysis
b. Job rotation
c. Exit interview
d. Discharge notification
14 Training is not the systematic modification of behavior through learning which occurs
as a result of instruction, education, development and planned experience.
(a) True (b) False
16 Tracking the progress of an employee who has exhibited less than satisfactory
………..is imperative for a development plan to be effective.
a. Process
b. Performance
c. Product
d. None of these
17 Career plateauing occurs when employees reach a point in their career where the
likelihood of additional promotion is very……..
a. High
b. Low
c. Both (a) and (b)
d. None of these
2 In which type of analysis are corporate goals and plans compared with the existing
manpower inventory to determine the training needs?
a. Organization analysis
b. Operation analysis
c. Individual analysis
d. None of the above
3 Training concentrate on
a. Coaching the members of an organization how to perform effectively in their
current jobs
b. Expansion of the knowledge and skills of the members of an organization
c. Preparing the employees to take on new responsibilities.
d. None of the above.
4 The process of enhancing the technical skills of workers in a short period is called
a. Training
b. Development
c. Education
d. None of the above
6 The planned use of networked information and communications technology for the
delivery of training is called
a. E-learning
b. Role playing
c. Case study
d. Programmed learning
9 _______ methods create a situation that is as far as possible a replica of the real
situation for imparting training.
a. The programmed learning
b. The Simulation
c. The case study
d. The lecture
10 A team of learners working online in a real-time mode using the Internet is known as
a. Individualized self-paced e-learning online
b. Individualized self-paced e-learning offline
c. Group-based e-learning synchronously
d. Group-based e-learning asynchronously
11 According to social learning theory, which of the following is NOT a feature relevant
to explaining aggression?
14 Training and Development is the framework for helping employees to develop their
personal and organizational skills, knowledge, and abilities.
(a) True (b) False
17 The cognitive learning theory views learning in terms of the _______ that underlie
learning.
a. Social skills
b. Thought processes
c. Psychophysics
d. Conditionings
4 Learning styles
a. Are unimportant compared to teaching styles?
b. Are predominately auditory for us. students.
c. Reveal significant and pervasive genetic differences between girls and boys.
d. Are unique to the individual.
11 The computer pallet is not a device that replaces the computer screen.
(a) True (b) False
12 A training program should contain the following attributes are defining as:
a. The Trainer
b. Training Climate
c. Trainees’ learning style
d. All of these
14 MS stands for
a. Market Support
b. Managerial Support
c. Both (a) and (b)
d. None of these
18 Shortages of resources are endemic in many classrooms and are often worse in poorly
performing institutions.
(a) True (b) False
20 This attribute estimates the degree that learners plan and commit deliberate, strategic
effort to accomplish learning.
(a) True (b) False
a. Global HRD
b. National HRD
c. HRD
d. None of these
11. Which of the following terms was also used before the language of modern HRM?
Select all that apply.
a. Personal management.
b. Labor relations.
c. Industrial relations.
d. Personnel management.
12. Which of the following is not a function normally performed by the HR department?
a. Employee relations.
b. Training and development.
c. Accounting.
d. Pay and reward.
13. The early roots of contemporary HRM can be traced to which period?
a. 1940s.
b. 1970s.
c. 1890s.
d. 1947
14. When did diversity research begin to emerge in the management literature?
a. Late 1980s.
b. Late 1960s.
c. Late 1970s.
d. Late 1990s.
15. Which of the following trends are expected to affect the EU workforce over the next
30 years? Select all that apply.
a. The workforce is becoming on average older.
b. The workforce is expected on average to become younger.
c. To become more dominated by women.
d. To have more workers working part-time.
16. What is the key difference between Equal Opportunities (EO) and Diversity? Select all
that apply.
a. Diversity is concerned with the celebration of the characteristics of diverse
groups.
b. EO focused upon rewarding employers who promoted diversity.
c. EO focuses upon compliance with legislation.
d. Diversity is driven by a business case for EO.
17. What are the characteristics of diversity? Select all that apply.
a. Legally driven.
b. Business needs driven.
c. Externally initiated.
d. Internally initiated.
18. Which of the following interventions may characterize diversity initiatives? Select all
that apply.
a. Support groups.
b. Advisory groups.
c. Fitness meetings.
d. Fast track development of targeted groups.
19. Which of the following statements are true? Select all that apply.
a. US cultural dominance may be reinforced by a US model being applied globally.
b. Most of the studies into diversity are American.
c. Diversity training may reinforce stereotypes.
d. Few studies look at the impact of diversity policies on organizational
performance.
1. Careers are often said to be more difficult to manage now than in the past because:
(a) Definitions of career are changing
(b) The nature of jobs and organizations is changing rapidly
(c) Retirement age is increasing
(d) People are not taught how to do it
3. 'An area of the self-concept that is so central that a person will not give it up even if
forced to make a difficult choice' is a definition of:
a. Career development
b. The subjective career
c. Career anchor
d. Matching theories of career choice
5. Which of the following does not generally threaten the quality of career decision-
making?
(a) A low level of self-efficacy
(b) The fact that our ratings of our own abilities are not very closely connected to our
actual abilities
(c) The use of 'gut feeling' rather than systematic thought to make decisions after
gathering the necessary information
(d) A low level of exploration of alternative occupations
7. A person's career includes many significant events and experiences but in which areas
has work psychology been able to make a contribution?
a. Mentoring
b. Career counseling
c. Career choice
d. All of these.
10. Counselors who help clients understand, accept, and resolve problems by using basic
counseling techniques so that their clients can lead more satisfying, well-adjusted lives are
providing
a. Group counseling
b. Personal counseling
c. Career counseling
d. Vocational guidance and job placement
11. Counseling that focuses on the realm of the counselee's work life would be defined as:
a. Group counseling
b. Personal counseling
c. Career counseling
d. Vocational guidance and job placement
13. Career management services are designed to help both organizations and retained
employees effectively handle career challenges.
(a) True (b) False
16. Eight members are considered to be the norm as to the no. of members constituting a
QC.
(a) True (b) False
18. Employee development is important to the success of the individual as well as to the
company.
a. Employee motivation
b. Employee development
c. Employee satisfaction
d. None of these.
19. The HRM is a process of planning, testing, training, appraising and compensating
employees and complying with their health and safety, labor relations and fairness
concern.
(a) True (b) False
4. Why might an organization use multiple systems of appraisal? Select all that apply.
a. Different systems for different part of the organization.
b. To separate reward and non-reward aspects of appraisal.
c. Different systems for different organizational groups.
d. To provide employees with a choice of methods.
13. The process of evaluating an employee’s current and/or past performance relative to
his or her performance standards is called _____.
a. recruitment
b. employee selection
c. performance appraisal
d. organizational development
14. When goal setting, performance appraisal, and development are consolidated into a
single, common system designed to ensure that employee
performance supports a company’s strategy, it is called _____.
a. strategic organizational development
b. performance management
c. performance appraisal
d. human resource management
15. Performance management combines performance appraisal with _____ to ensure that
employee performance is supportive of corporate goals.
a. goal setting
b. training
c. incentive systems
d. all of the above
16. Managers following a performance management approach to appraisals will usually
meet with employees on a _____ basis.
a. weekly
b. monthly
c. bi-annual
d. yearly
17. Managers following a traditional performance appraisal system will typically
meet with employees on a _____ basis.
a. daily
b. weekly
c. monthly
d. yearly
18. The lateral or vertical movement (promotions, transfer demotion or separation) of an
employee within an organization is called ……….
a. role clarification
b. goal alignment
c. developmental goal setting
d. internal mobility.
19. Performance Appraisal helps in chalking out compensation packages for employees.
a) True
b) False
20. Which of the following is not a characteristic of the Hot Stove Rule of Discipline?
a. immediacy
b. consistency
c. forewarning
d. secrecy