McqMate
Chapters
| 1. |
According to the systematic training cycle which of the following is not defined as a stage in it.: |
| A. | Evaluation |
| B. | Assessing training needs |
| C. | Planning the training |
| D. | Job instruction on a one-to-one basis |
| Answer» D. Job instruction on a one-to-one basis | |
| 2. |
Which of the following is least relevant for Learning in any Training exercise? |
| A. | Costly Equipment |
| B. | Design & Implementation of Training |
| C. | Motivation of trainees |
| D. | Climate of Organization |
| Answer» A. Costly Equipment | |
| 3. |
Which of the following is not true about training? |
| A. | Training is independent activity and not related to Organizational Strategy. |
| B. | Training is coherent whole with each program building on the learning from previous program |
| C. | Training is developed and implemented in partnership with line managers. |
| D. | Approach Training as a process and not just a program. |
| Answer» A. Training is independent activity and not related to Organizational Strategy. | |
| 4. |
What is a learning organization? |
| A. | An organization which facilitates the learning of all its members and continuously transform itself. |
| B. | An organization in which the managers are encouraged to develop |
| C. | An organization which facilitates the learning of all its members in order to preserve the status quo |
| D. | An organization which does a lot of training on an ad hoc basis |
| Answer» A. An organization which facilitates the learning of all its members and continuously transform itself. | |
| 5. |
Planned and associated with specific outcomes refers to learning that is: |
| A. | That is imposed from above |
| B. | Structured learning |
| C. | Is theoretical in nature |
| D. | Is text book learning |
| Answer» B. Structured learning | |
| 6. |
What is explicit knowledge? |
| A. | Involves factual knowledge about a task without having learned conditions of applicability |
| B. | Learners go from knowing what into knowing how and when to apply knowledge |
| C. | Learn skills irrespective of having knowledge or not |
| D. | Knowing Procedure of assigned work |
| Answer» B. Learners go from knowing what into knowing how and when to apply knowledge | |
| 7. |
Which of the following is general increasing of knowledge for the purpose of using it in future life? |
| A. | Training |
| B. | Development |
| C. | Education |
| D. | Mentoring |
| Answer» C. Education | |
| 8. |
The stage in which the learning curve stops growing and stagnated: |
| A. | Learning stage |
| B. | Discouraging stage |
| C. | Over learning period |
| D. | Learning plateau stage |
| Answer» D. Learning plateau stage | |
| 9. |
It results when a person gives meaning to its feeling through senses: |
| A. | Effect |
| B. | Readiness |
| C. | Sensitivity |
| D. | Perception |
| Answer» D. Perception | |
| 10. |
This domain is concerned with a learner’s emotions |
| A. | Affective domain |
| B. | Cognitive domain |
| C. | Psychomotor domain |
| D. | Conceptualization domain |
| Answer» A. Affective domain | |
| 11. |
Learning Process consists of: |
| A. | Cognitive process |
| B. | Emotional process |
| C. | Both a and b |
| D. | None of the above |
| Answer» C. Both a and b | |
| 12. |
Learning directed by identifying one’s own learning objectives and motivation refers to: |
| A. | Other directed learning |
| B. | Self-directed learning |
| C. | Structured learning |
| D. | Unstructured learning |
| Answer» B. Self-directed learning | |
| 13. |
Which of the following is not external environmental factor that influences the learning process? |
| A. | Training strategies, methods and techniques |
| B. | Trainer/training team |
| C. | General learning environment in the program |
| D. | Desire for personal growth and development |
| Answer» C. General learning environment in the program | |
| 14. |
Learning to prepare the individual related to specific future job is called: |
| A. | Training |
| B. | Counseling |
| C. | Development |
| D. | Education |
| Answer» A. Training | |
| 15. |
Training needs analysis can take place at organizational, task, and person levels. Organizational training needs generally occur when: |
| A. | There is some kind of barrier hindering the achievement of organisational aims and objectives which is best removed by training. |
| B. | Information technology systems need upgrading. |
| C. | Other competing organisations are conducting extensive training programmes. |
| D. | Government provides additional funding. |
| Answer» A. There is some kind of barrier hindering the achievement of organisational aims and objectives which is best removed by training. | |
| 16. |
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 working4 |
| Answer» A. Assessment makes training department more accountable | |
| 17. |
The next step to Training Needs Analysis is: |
| A. | Determines who should receive training first |
| B. | Enables managers to work out the cost of training |
| C. | Identifies the training objectives |
| D. | Provides a profile of an individual’s training need. |
| Answer» C. Identifies the training objectives | |
| 18. |
What is explicit purpose of assigning KSA to positions? |
| A. | Create a foundation for bonus structures. |
| B. | Designate the set of competencies required by a position. |
| C. | Be able to transfer skill information to the employee's resume. |
| D. | Assist in structuring employment contracts. |
| Answer» B. Designate the set of competencies required by a position. | |
| 19. |
Which of the following is not helpful of preparing Instructional design? |
| A. | Development of training objectives |
| B. | Creation of a plan of instruction that detail how and in what sequence training content should be delivered |
| C. | The incorporation of learning principles into the design of training program to maximize chances of learning |
| D. | Copy other organizations’ design. |
| Answer» D. Copy other organizations’ design. | |
| 20. |
Which of the following is not part of well written training objectives’ characteristics? |
| A. | A training objective includes capability or desired terminal behavior |
| B. | Specify the conditions under which the behavior will be performed or demonstrated during training |
| C. | Criterion of acceptable performance |
| D. | They should be absolute |
| Answer» D. They should be absolute | |
| 21. |
_________ 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 | |
| 22. |
Which of the following should not be included in a training objective? |
| A. | The location of where the behaviour should be exhibited |
| B. | The conditions under which the behaviour is to be exhibited |
| C. | The criterion behaviour |
| D. | The standard of performance of the behavior |
| Answer» A. The location of where the behaviour should be exhibited | |
| 23. |
Declarative knowledge refers to: |
| A. | The ability to explain how to perform a task |
| B. | Knowing what is required in order to perform a task |
| C. | Factual or explicit knowledge |
| D. | Knowing how to do something |
| Answer» C. Factual or explicit knowledge | |
| 24. |
In assessing training needs, an examination of production efficiency, labor costs, turnover, and accidents would be part of which training needs analysis? |
| A. | Individual |
| B. | Task |
| C. | organizational |
| D. | All of the above |
| Answer» D. All of the above | |
| 25. |
The analysis to Identify specific skills needed for specific job is called |
| A. | Individual Analysis |
| B. | Organizational Analysis |
| C. | task analysis |
| D. | All of the above |
| Answer» C. task analysis | |
| 26. |
Which of the following factors did not identify as Important in the transfer of learning to the workplace? |
| A. | Financial support (resources, funds for training) |
| B. | Work environment (support and opportunities to use) |
| C. | Trainee characteristics (ability, personality and motivation) |
| D. | Training design (use of principles of learning, appropriate content) |
| Answer» A. Financial support (resources, funds for training) | |
| 27. |
Uniqueness refers to: |
| A. | The employee potential to improve company effectiveness and efficiency. |
| B. | The extent to which training and learning is centralized in an organization. |
| C. | The extent to which employees are rare and specialized and not highly available in the labor market. |
| D. | The picture of the future an organization wants to achieve. |
| Answer» C. The extent to which employees are rare and specialized and not highly available in the labor market. | |
| 28. |
Critical and Highly Skilled Job-based employees are characterized by: |
| A. | High value and high uniqueness. |
| B. | High value and low uniqueness. |
| C. | Low value and low uniqueness. |
| D. | low value and high uniqueness |
| Answer» A. High value and high uniqueness. | |
| 29. |
Which of the following positions is characterized by low value and low uniqueness? |
| A. | Lab technician |
| B. | Scientist |
| C. | Secretarial staff |
| D. | Legal adviser |
| Answer» C. Secretarial staff | |
| 30. |
The unique characteristics of a learning organization is that: |
| A. | the members teach outsiders |
| B. | it has the capacity to gather new information and use it for improvement |
| C. | it focuses on selecting new employees who love learning and are highly skilled |
| D. | employees are rewarded for submitting creative suggestions |
| Answer» B. it has the capacity to gather new information and use it for improvement | |
| 31. |
The career-related consequence of the delayering of organisations most likely option is: |
| 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 | |
| 32. |
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 | |
| 33. |
Generally, in big companies who is responsible for an employee’s career development: |
| A. | The employee’s manager. |
| B. | The company. |
| C. | The employee. |
| D. | The HRM department |
| Answer» D. The HRM department | |
| 34. |
The purpose of career development is: |
| A. | focus on both the organization and the individual. |
| B. | focus on the individual |
| C. | focus on the organization |
| D. | focus on management development |
| Answer» A. focus on both the organization and the individual. | |
| 35. |
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. | The need for some businesses to meet affirmative action goals. |
| Answer» C. employee demands for more career advancement opportunities | |
| 36. |
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. | (c) and (b) |
| Answer» D. (c) and (b) | |
| 37. |
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. | |
| 38. |
Career development is: |
| 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. | Is usually a highly selective process which guarantees success through that’s electivity? |
| D. | Focuses on individual over organizational needs. |
| Answer» B. is a formal, organized, ongoing effort to develop people’s skills | |
| 39. |
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 | |
| 40. |
When businesses do not provide career development to employees, it increases the possibilities that: |
| A. | All employees will begin self-development. |
| B. | Employees will be encouraged by promotion possibilities. |
| C. | Employees will specialize in their specific jobs. |
| D. | the business will not keep pace with the changing business environment |
| Answer» B. Employees will be encouraged by promotion possibilities. | |
| 41. |
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» D. e-recruiting | |
| 42. |
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 | |
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