The career-related consequence of the delayering of organisations most likely option is:

Related MCQs

• The career-related consequences of the delayering of organisations include:
• Organisations develop through training and development which bring benefits to Employees as well as the organisations. Which of the following would not be regarded as a common feature that would result from training in today's modern workplace?
• In an economic downturn, training budgets are likely to be cut and the case for training needs to be strongly made. Recent research by Anderson (2007) has confirmed previous findings that relatively few organisations perform thorough evaluations. Why could this be?
• One of the major changes in recent years has been the advance of technology and this is evident in training. A CIPD (2008) survey reported nearly 60% of surveyed organisations were already using e-learning which could be described as learning supported by the use of computing technology. The survey also found:
• When evaluating interventions, organisations often resort to the lowest level of Kirkpatrick’s model and only gather reaction level data. However, reaction level data can be improved by asking trainees:
• The term human resource development reflects the fact that it is no longer appropriate in modern organisations to focus on just the development of which group?
• Which of the following organisations are responsible for ‘the enhancement and improvement of the performance of people involved in development, management, health and safety and representation of people in the workplace’?
• Which of the following organisations aims at improving the quality of training and development practices by setting national standards and by linking these to the achievement of business goals?
• A viable option of training when the population is large and widely dispersed
• _________ seeks to examine the goals of the organisation and the trends that are likely to affect these goals.