McqMate
Chapters
| 1. |
Training and development differ on the basis of |
| A. | Focus |
| B. | Use of work experiences |
| C. | Goal |
| D. | All of the above |
| Answer» D. All of the above | |
| 2. |
Which of the following approaches are used to develop employees: |
| A. | Formal Education |
| B. | Assessment |
| C. | Job Experiences |
| D. | All of the above |
| Answer» D. All of the above | |
| 3. |
Formal Education programs may include |
| A. | Lectures by business experts/professors |
| B. | Business games and simulations |
| C. | Adventure learning |
| D. | All of the above |
| Answer» D. All of the above | |
| 4. |
Tuition reimbursement refers to the practice of reimbursing |
| A. | Employees costs for college and university courses and degree programs |
| B. | Tuition fees of the courses undertaken by the employees |
| C. | Tuition fees of the kids of the employees |
| D. | None of the above |
| Answer» A. Employees costs for college and university courses and degree programs | |
| 5. |
Assessment involves collecting information and providing feedback to the employees about their |
| A. | Behavior |
| B. | Communication style |
| C. | Values and skills |
| D. | All of the above |
| Answer» D. All of the above | |
| 6. |
Assessment is most frequently used to identify __________ of the employees. |
| A. | Potential and Strengths |
| B. | Weaknesses |
| C. | Both a and b |
| D. | None of the above |
| Answer» C. Both a and b | |
| 7. |
MBTI is the most popular test for |
| A. | Employee development |
| B. | Need analysis |
| C. | Assessment of employees |
| D. | None of the above |
| Answer» A. Employee development | |
| 8. |
MBTI identifies individual’s preferences for |
| A. | Energy |
| B. | Information gathering |
| C. | Decision making |
| D. | All of the above |
| Answer» D. All of the above | |
| 9. |
A viable option of training when the population is large and widely dispersed |
| A. | CBT |
| B. | PI |
| C. | ACAI |
| D. | ITS |
| Answer» B. PI | |
| 10. |
The term most often used in private industry or government for training employees using computer assisted instructions is |
| A. | CBT |
| B. | PI |
| C. | ACAI |
| D. | ITS |
| Answer» A. CBT | |
| 11. |
The training room should be preferably ___________ in shape |
| A. | Circle |
| B. | Square |
| C. | Rectangular |
| D. | Any of the above |
| Answer» B. Square | |
| 12. |
A game or exercise that prompts trainees to get involved in meeting and talking with others |
| A. | Icebreaker |
| B. | Role-play |
| C. | Virtual Reality |
| D. | Behaviour Modeling |
| Answer» A. Icebreaker | |
| 13. |
The trainees that set out to ruin the training session for everyone are |
| A. | Quiet trainee |
| B. | Talkative trainee |
| C. | Angry trainee |
| D. | Comedian |
| Answer» C. Angry trainee | |
| 14. |
__________ is designed to determine the value and clarity of the various pieces of the training program in a controlled setting. |
| A. | Dry run |
| B. | Pilot program |
| C. | Cold run |
| D. | Anticipatory program |
| Answer» A. Dry run | |
| 15. |
The outcomes that measure the trainee’s perceptions, emotions and subjective evaluations of the training experience |
| A. | Reaction outcomes |
| B. | Learning outcomes |
| C. | Job behavior outcomes |
| D. | Work outcomes |
| Answer» A. Reaction outcomes | |
| 16. |
Careers are often said to be more difficult to manage now than in the past because: |
| A. | The nature of jobs and organisations is changing rapidly |
| B. | Retirement age is increasing |
| C. | People are not taught how to do it |
| D. | Definitions of career are changing |
| Answer» A. The nature of jobs and organisations is changing rapidly | |
| 17. |
The career-related consequences of the delayering of organisations include: |
| A. | A higher proportion of job moves being demotion |
| B. | Promotion being a bigger step when it happens |
| C. | Lateral moves becoming scarcer |
| D. | All of the above |
| Answer» B. Promotion being a bigger step when it happens | |
| 18. |
'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. | The subjective career |
| B. | Career anchor |
| C. | Career development |
| D. | Matching theories of career choice |
| Answer» B. Career anchor | |
| 19. |
Which of the following is sometimes used as an indicator of subjective career success? |
| A. | Income growth over a period of years |
| B. | A person's values |
| C. | Career satisfaction |
| D. | Working hard |
| Answer» C. Career satisfaction | |
| 20. |
In most companies the current answer to the question, “Who's responsible for an employee’s career development,” is: |
| A. | The employee’s manager. |
| B. | The company. |
| C. | The employee. |
| D. | no one and that’s why little career development is being done |
| Answer» D. no one and that’s why little career development is being done | |
| 21. |
A number of events and forces in the business environment have shaped the move in career development from corporate to individual responsibility, including: |
| A. | Growing employee ownership of companies. |
| B. | the empowerment movement |
| C. | the decreasing competitiveness of Japan in U.S. markets |
| D. | More and more companies using a Japanese management model. |
| Answer» B. the empowerment movement | |
| 22. |
The purpose of career development has changed over time: |
| A. | From a focus on the organization to a focus on both the organization and the individual. |
| B. | From a focus on the individual to a focus on the organization. |
| C. | From a focus on the organization to a focus on the individual. |
| D. | To become less important than it was in the 1970s and 1980s. |
| Answer» D. To become less important than it was in the 1970s and 1980s. | |
| 23. |
Companies now view career development as a way to meet a variety of goals, including: |
| A. | reinforcing affirmative action. |
| B. | reducing job burnout |
| C. | Improving quality of work life. |
| D. | Furthering organizational and individual goals. |
| Answer» C. Improving quality of work life. | |
| 24. |
Initially, companies viewed career development as a program to meet organizational need. Now, it is also looked upon as a way to meet employees’ needs. This shift in perspective is due to: |
| A. | The pressures of downsizing. |
| B. | the pressures of technological change |
| C. | employee demands for more career advancement opportunities |
| D. | all of the above |
| Answer» D. all of the above | |
| 25. |
In recent years, the career development field has changed very rapidly as |
| A. | job hopping has become less prevalent. |
| B. | downsizing among companies becomes more popular |
| C. | technological change requires that employees keep pace with new ways to perform their jobs. |
| D. | b and c |
| Answer» D. b and c | |
| 26. |
Career development differs from training in that: |
| A. | Career development has a short-term focus. Training has a long-term focus. |
| B. | Career development is initiated by employees and training is initiated by the organization. |
| C. | Career development has a wider focus and broader scope than training. |
| D. | career development is more beneficial to the organization and training is more beneficial to the individual employee |
| Answer» C. Career development has a wider focus and broader scope than training. | |
| 27. |
Career development |
| A. | usually involves a one-time event or opportunity to enhance long-term skills’ |
| B. | is a formal, organized, ongoing effort to develop people’s skills |
| C. | Has been in existence since the turn of the century. |
| D. | Is usually a highly selective process which guarantees success through that’s electivity? |
| Answer» B. is a formal, organized, ongoing effort to develop people’s skills | |
| 28. |
When it comes to career development, workers: |
| A. | Generally know precisely what they want to do with their careers. |
| B. | Usually take sufficient action to ensure that they will be considered for new career opportunities. |
| C. | Seldom experience a mismatch between their goals and career opportunities. |
| D. | Usually don't have sufficient experience to warrant promotion to the positions they desire. |
| Answer» D. Usually don't have sufficient experience to warrant promotion to the positions they desire. | |
| 29. |
When businesses do not provide career development to employees, it increases the possibilities that: |
| A. | Turnover will decrease. |
| B. | All employees will begin self-development. |
| C. | Employees will be encouraged by promotion possibilities. |
| D. | the business will not keep pace with the changing business environment |
| Answer» D. the business will not keep pace with the changing business environment | |
| 30. |
In the talent management end to end process, the workforce compensation management leads to |
| A. | succession planning |
| B. | performance management |
| C. | learning management systems |
| D. | e-recruiting |
| Answer» B. performance management | |
| 31. |
Professional competence and consistency is exhibited by |
| A. | effective mentors |
| B. | performance manager |
| C. | appraisal manager |
| D. | None of the above |
| Answer» B. performance manager | |
| 32. |
Modifying selection procedures for senior employees is a step to |
| A. | keep retirees |
| B. | keep employees |
| C. | retirement benefits |
| D. | talent management |
| Answer» A. keep retirees | |
| 33. |
The process of attracting, selecting, training and promoting employees through a particular firm is called |
| A. | phased retirement |
| B. | preretirement counseling |
| C. | talent management |
| D. | modifying selection procedure |
| Answer» C. talent management | |
| 34. |
In the talent management end to end process, the workforce and succession planning leads to |
| A. | compensation management |
| B. | performance management |
| C. | learning management systems |
| D. | e-recruiting |
| Answer» A. compensation management | |
| 35. |
In traditional focus, providing opportunities for learning is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» A. training and development | |
| 36. |
In career development focus, the information about individual interests and preferences is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» D. human resource planning | |
| 37. |
In career development focus, the addition of development plans is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | compensation and benefits |
| Answer» B. performance appraisal | |
| 38. |
In career development, providing support in employee development plans is part of |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» B. manager role | |
| 39. |
In traditional focus, the rewards based on the production is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | compensation and benefits |
| Answer» D. compensation and benefits | |
| 40. |
Which of the following is not a stage in the systematic training cycle? |
| A. | evaluation |
| B. | assessing training needs |
| C. | planning the training |
| D. | job instruction on a one to one basis |
| Answer» C. planning the training | |
| 41. |
Which of the following organizations were established in 2001 to cover learning and skills development in a wide range of areas? |
| A. | Training and Enterprise Councils |
| B. | Local Enterprise Councils |
| C. | Learning and Skills Council |
| D. | The Qualifications and Curriculum Authority |
| Answer» A. Training and Enterprise Councils | |
| 42. |
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’? |
| A. | The Qualifications and Curriculum Authority |
| B. | The Employment National Training Organisation |
| C. | Training and enterprise councils |
| D. | Investors in People UK |
| Answer» B. The Employment National Training Organisation | |
| 43. |
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. | Investors in People UK |
| B. | Training and enterprise councils |
| C. | The Employment National Training Organisation |
| D. | The Qualifications and Curriculum Authority |
| Answer» A. Investors in People UK | |
| 44. |
Which national training schemes exist at advanced and foundation level? |
| A. | New deal |
| B. | NVQs |
| C. | GNVQs |
| D. | Modern apprenticeships |
| Answer» D. Modern apprenticeships | |
| 45. |
Which of the following is not one of the four principles that underpin the Investors in people standard? |
| A. | evaluating |
| B. | appraising |
| C. | commitment |
| D. | action |
| Answer» C. commitment | |
| 46. |
Which of the following is the best term to describe people who guide and suggest suitable learning experiences for their proteges? |
| A. | human resource directors |
| B. | line managers |
| C. | coaches |
| D. | mentors |
| Answer» A. human resource directors | |
| 47. |
Which level of NVQ does the following specification describe? This level recognises competence in the performance of complex, technical and professional work activities performed in a variety of settings. There is likely to be a substantial degree of personal autonomy and responsibility, and it is usually necessary to demonstrate competence in allocating resources and in management or supervision. |
| A. | level 2 |
| B. | level 3 |
| C. | level 4 |
| D. | level 5 |
| Answer» D. level 5 | |
| 48. |
Which of the following is not a current version of New Deal? |
| A. | New Deal 25 plus |
| B. | New Deal 50 plus |
| C. | New Deal 60 plus |
| D. | New Deal for lone parents |
| Answer» A. New Deal 25 plus | |
| 49. |
Which of the following is true of modern apprenticeships? |
| A. | employers had no involvement in developing the national standards |
| B. | employers were involved in developing national standards so they are geared to each industry sector’s requirements |
| C. | different standards are set to meet local needs without any regard to national standards |
| D. | modern apprentice do not have to complete NVQs or any other qualifications while working |
| Answer» A. employers had no involvement in developing the national standards | |
| 50. |
In mentoring relationships, first mentoring stage which consists of six to twelve months period is classified as |
| A. | Initiation |
| B. | Cultivation |
| C. | Separation |
| D. | Redefinition |
| Answer» D. Redefinition | |
| 51. |
Situation which occurs when an employee learns new ideas and returns to workplace where people follow same old ideas is classified as |
| A. | capsulated training |
| B. | encapsulated training |
| C. | capsulated development |
| D. | encapsulated development |
| Answer» B. encapsulated training | |
| 52. |
Relationship between employees in which experienced managers help individual employees in their early career is classified as |
| A. | career modeling |
| B. | mentoring |
| C. | simulation |
| D. | communication |
| Answer» D. communication | |
| 53. |
In mentoring relationships, second mentoring stage which consists of two to five years and helps employees gaining self-confidence is considered as |
| A. | separation |
| B. | redefinition |
| C. | initiation |
| D. | cultivation |
| Answer» D. cultivation | |
| 54. |
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. case study method | |
| 55. |
Improving current and future management performance is called |
| A. | job rotation |
| B. | job training |
| C. | lifelong learning |
| D. | management development |
| Answer» A. job rotation | |
| 56. |
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» B. action learning | |
| 57. |
Technique, involving 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» A. behavior modeling | |
| 58. |
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. behavior modeling | |
| 59. |
In an organisation initiating career planning, the career path model would essentially form the basis for |
| A. | Placement |
| B. | Transfer |
| C. | Rotation |
| D. | All of the above |
| Answer» A. Placement | |
| 60. |
Which traditional theorist believed that behavior involves purpose, goals, and expectations? |
| A. | Tolman |
| B. | Hull |
| C. | Thorndike |
| D. | Skinner |
| Answer» C. Thorndike | |
| 61. |
Spence's anticipatory goal concept is comparable to Tolman's |
| A. | cathexis. |
| B. | cognitive map. |
| C. | equivalence belief principle. |
| D. | law of effect. |
| Answer» B. cognitive map. | |
| 62. |
Which traditional learning theorist believed that the use of hypothetical constructs does not contribute to our understanding of behavior? |
| A. | Hull |
| B. | Skinner |
| C. | Tolman |
| D. | Rotter |
| Answer» D. Rotter | |
| 63. |
Guthrie rejected Thorndike's |
| A. | law of exercise. |
| B. | law of readiness. |
| C. | law of equivalence. |
| D. | law of effect. |
| Answer» B. law of readiness. | |
| 64. |
According to Tolman, reward is not required for learning but is required for |
| A. | extinction. |
| B. | performance. |
| C. | memory. |
| D. | direction. |
| Answer» C. memory. | |
| 65. |
In a career development, offering and discussing variety of paths for career development, included |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» C. employer role | |
| 66. |
In career development, providing assistance programs for academic learning is an art of |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» B. manager role | |
| 67. |
In career development focus, individual goal setting is the part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruitment and placement |
| D. | human resource planning |
| Answer» A. training and development | |
| 68. |
In career development, seeking out career resources is included in |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» A. individual role | |
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