McqMate
Chapters
| 1. |
An effective training design should be |
| A. | Learner-focused |
| B. | Trainer focused |
| C. | Company focused |
| D. | Environment focused |
| Answer» A. Learner-focused | |
| 2. |
Training Design involves |
| A. | Stating the training objectives |
| B. | Identifying the learning activities |
| C. | Sequencing the activities in which they have to be held |
| D. | All of the above |
| Answer» D. All of the above | |
| 3. |
The learners who prefer learning by group work practices are called |
| A. | Collaborative Learners |
| B. | Individual Learners |
| C. | Dependent Learners |
| D. | Associative Learners |
| Answer» A. Collaborative Learners | |
| 4. |
The training model that recognizes outside factors to have an impact on the design process is |
| A. | Open Model |
| B. | Closed Model |
| C. | Defined Model |
| D. | Undefined Model |
| Answer» A. Open Model | |
| 5. |
A good training objective should have |
| A. | Desired Outcome |
| B. | Conditions |
| C. | Standards |
| D. | All above |
| Answer» D. All above | |
| 6. |
A course in ___________ designed by the training designer help salesperson to assist the Customers in getting the product to work effectively. |
| A. | Interpersonal skills |
| B. | Product Knowledge |
| C. | Technical Expertise |
| D. | Active Listening |
| Answer» C. Technical Expertise | |
| 7. |
Trainees are generally reluctant to |
| A. | Rewards |
| B. | Role plays |
| C. | Feedback |
| D. | Punishment |
| Answer» B. Role plays | |
| 8. |
Individuals who are given a specific, hard or challenging goal perform better than those given |
| A. | Specific easy goal |
| B. | “Do the best you can” goal |
| C. | No goal |
| D. | All of the above |
| Answer» D. All of the above | |
| 9. |
Performance Goal Orientation focuses on: |
| A. | End Result |
| B. | Learning process |
| C. | Performance |
| D. | Problems |
| Answer» A. End Result | |
| 10. |
The trainer can facilitate the encoding process through a technique called |
| A. | Guided Discovery |
| B. | Symbolic coding |
| C. | Symbolic Rehearsal |
| D. | Unguided Coding |
| Answer» A. Guided Discovery | |
| 11. |
Which of the following is not true about training? |
| A. | It is a short-duration exercise. |
| B. | It is technical in nature. |
| C. | It is primarily for managers and executives. |
| D. | It is concerned with specific job skills. |
| Answer» A. It is a short-duration exercise. | |
| 12. |
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 |
| Answer» A. Organization analysis | |
| 13. |
Training concentrates 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. |
| Answer» A. coaching the members of an organization how to perform effectively in their current jobs | |
| 14. |
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 |
| Answer» D. none of the above | |
| 15. |
E-learning is all about: |
| A. | computers and computing |
| B. | being technology-driven |
| C. | electronics |
| D. | experience |
| Answer» A. computers and computing | |
| 16. |
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 |
| Answer» D. programmed learning | |
| 17. |
Which one of the following is a source of assessing training needs? |
| A. | performance evaluation |
| B. | attitude survey |
| C. | advisory panel |
| D. | all of the above |
| Answer» A. performance evaluation | |
| 18. |
Laboratory training is also known by the name |
| A. | sensitivity training |
| B. | job instruction training |
| C. | apprenticeship training |
| D. | none of the above |
| Answer» B. job instruction training | |
| 19. |
_______ method creates 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 |
| Answer» C. The case study | |
| 20. |
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 |
| Answer» D. group-based e-learning asynchronously | |
| 21. |
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. |
| Answer» D. determining whether training programmes are effective. | |
| 22. |
Training can result in the following outcome/es |
| A. | Positive transfer |
| B. | Zero transfer |
| C. | Negative transfer |
| D. | All of the above |
| Answer» D. All of the above | |
| 23. |
The process of providing trainees with continued practice far beyond the point where they perform the task successfully is__________ learning |
| A. | Whole |
| B. | Par |
| C. | Extra |
| D. | Over |
| Answer» A. Whole | |
| 24. |
___________ is generally conceptualized as the perception of salient characteristics of the organization |
| A. | Climate |
| B. | Culture |
| C. | Reward System |
| D. | Code of Conduct |
| Answer» B. Culture | |
| 25. |
Lectures and demonstrations are most effective in covering the _______of the trainee |
| A. | Retention |
| B. | Attention |
| C. | Behavioural reproduction |
| D. | All of the above |
| Answer» D. All of the above | |
| 26. |
Organising the coded information into already existing or new cognitive structures is what social learning theorists call |
| A. | Retention |
| B. | Attention |
| C. | Behavioural reproduction |
| D. | Cognitive organisation |
| Answer» A. Retention | |
| 27. |
The process of designing the simulators to replicate as closely as possible, the physical aspects of the equipment and operating environment, trainees will find at their job site is |
| A. | Physical Fidelity |
| B. | Psychological fidelity |
| C. | Management game |
| D. | Simulation |
| Answer» A. Physical Fidelity | |
| 28. |
The role rotation method of training begins as a |
| A. | Single role play |
| B. | Multiple role play |
| C. | Structured role play |
| D. | Spontaneous role play |
| Answer» A. Single role play | |
| 29. |
The process of providing one on one guidance and instruction to improve knowledge, skills and work performance is |
| A. | Coaching |
| B. | Mentoring |
| C. | Apprenticeship Training |
| D. | Internship |
| Answer» A. Coaching | |
| 30. |
The term human resource development reflects the fact that it is no longer appropriate in Modern organizations to focus on just the development of which group? |
| A. | workers |
| B. | employees |
| C. | consultants |
| D. | part timers |
| Answer» C. consultants | |
| 31. |
According to your text-book, which of the following is most important for HRD? |
| A. | to be clearly related to the organization’s objectives |
| B. | to be clearly related to the expertise in the department |
| C. | to be flexible to be able to respond to sudden crisis |
| D. | to operate as an extension of the HRM department |
| Answer» B. to be clearly related to the expertise in the department | |
| 32. |
Which of the following is the best definition of a learning organisation? |
| A. | An organisation which facilitates the learning of all its members and continuously |
| B. | Transforms itself. |
| C. | An organisation in which the managers are encouraged to develop |
| D. | An organisation which facilitates the learning of all its members in order to preserve the status quo |
| Answer» A. An organisation which facilitates the learning of all its members and continuously | |
| 33. |
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 | |
| 34. |
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» D. mentors | |
| 35. |
Formulating SMART performance training objectives is included in |
| A. | human process intervention |
| B. | techno structural interventions |
| C. | strategic intervention |
| D. | HRM interventions |
| Answer» A. human process intervention | |
| 36. |
The analysis to Identify 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. task analysis | |
| 37. |
Which of the following is true of the business-embedded (BE) model? |
| A. | The BE function is customer-focused. |
| B. | BE training function views trainees as marketers. |
| C. | A BE training function does not guarantee that training will improve performance. |
| D. | Training functions organized by the BE model does not involve line managers. |
| Answer» A. The BE function is customer-focused. | |
| 38. |
Seth Mason, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Mason's firm made it mandatory for all product managers to undergo a series of skills trainings, he told his superior that he would be uncomfortable with the process. He added that he was certain of not being able to cope with the new developments. In this instance, Seth Mason is demonstrating _____. |
| A. | indifference to change |
| B. | uniqueness |
| C. | resistance to change |
| D. | loss of control |
| Answer» C. resistance to change | |
| 39. |
_____ relates change to managers’ and employees’ ability to obtain and distribute valuable resources such as data, information, or money. |
| A. | Power |
| B. | Control |
| C. | Vision |
| D. | Outsourcing |
| Answer» B. Control | |
| 40. |
GreenTel, a telecom giant, has been using the service of Orpheus Inc. for training its employees. According to a deal signed by the two companies, Orpheus Inc. is not only responsible for training GreenTel’s employees but also for providing comprehensive administrative services to the telecom giant. In this instance, GreenTel engages in _____. |
| A. | task redefinition |
| B. | internal analysis |
| C. | disinvestment |
| D. | outsourcing |
| Answer» D. outsourcing | |
| 41. |
Which of the following is true of centralized training? |
| A. | Centralized training function helps drive stronger alignment with business strategy. |
| B. | In centralized training, training and development programs, resources, and professionals are housed in a number of different locations and decisions about training investment, programs, and delivery methods are made from those departments. |
| C. | A centralized training function hinders the development of a common set of metrics or scorecards to measure and report rates of quality and delivery. |
| D. | A centralized training function is largely ineffective in assisting companies manage talent with training and learning during times of change. |
| Answer» A. Centralized training function helps drive stronger alignment with business strategy. | |
| 42. |
Which of the following is true of the corporate university model? |
| A. | The model allows a company to gain the advantages of decentralized training. |
| B. | The client group includes stakeholders outside the company. |
| C. | Corporate universities do not facilitate the use of new technology. |
| D. | The model is characterized by five competencies: strategic direction, product |
| Answer» B. The client group includes stakeholders outside the company. | |
| 43. |
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? |
| A. | workers |
| B. | employees |
| C. | consultants |
| D. | part timers |
| Answer» B. employees | |
| 44. |
According to your text-book, which of the following is most important for HRD? |
| A. | to be clearly related to the organisation’s objectives |
| B. | to be clearly related to the expertise in the department |
| C. | to be flexible to be able to respond to sudden crisis |
| D. | to operate as an extension of the HRM department |
| Answer» C. to be flexible to be able to respond to sudden crisis | |
| 45. |
What may be particularly necessary as part of the training process where people are working in another country? |
| A. | e-learning |
| B. | discovery learning |
| C. | cross-cultural training |
| D. | activist learning |
| Answer» B. discovery learning | |
| 46. |
What is the term used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers? |
| A. | action learning |
| B. | discovery learning |
| C. | sitting by Nellie |
| D. | induction |
| Answer» A. action learning | |
| 47. |
Type of practice which considers several sessions scheduled on different intervals of time such as days or hours is classified as |
| A. | active practice |
| B. | spaced practice |
| C. | massed practice |
| D. | spatial practice |
| Answer» B. spaced practice | |
| 48. |
Kind of training which addresses issues such as lack of interpersonal skills and supervisory skills is classified as |
| A. | required training |
| B. | innovative training |
| C. | problem solving training |
| D. | developmental training |
| Answer» C. problem solving training | |
| 49. |
Kind of training given to employees about product procedures, customer relations and product knowledge is classified as |
| A. | innovative training |
| B. | technical training |
| C. | interpersonal training |
| D. | problem solving training |
| Answer» B. technical training | |
| 50. |
Type of training which focuses on long term enhancement of organizational and individual capabilities is classified as |
| A. | required training |
| B. | innovative training |
| C. | developmental training |
| D. | both b and c |
| Answer» D. both b and c | |
| 51. |
Training technique which discuss problems such as organizational change, problems in executive development and business practices is classified as |
| A. | development and innovative training |
| B. | problem solving and interpersonal |
| C. | job and technical training |
| D. | regular training |
| Answer» A. development and innovative training | |
| 52. |
Cooperative training type in which job training is combined with instructions from college classes is classified as |
| A. | internships |
| B. | apprentice training |
| C. | school-to-work transition |
| D. | distance training |
| Answer» A. internships | |
| 53. |
Apprentice training, internships and school-to-work transitions are classified as types of |
| A. | instructor led classroom training |
| B. | cooperative training |
| C. | conference training |
| D. | distance training |
| Answer» B. cooperative training | |
| 54. |
Cooperative training method which combines on-the-job experiences and classroom training is classified as |
| A. | internships |
| B. | apprentice training |
| C. | school-to-work transition |
| D. | distance training |
| Answer» C. school-to-work transition | |
| 55. |
Training done in guidance of instructor on one place and having trainees at different locations is classified as |
| A. | tactile training |
| B. | instructor led classroom training |
| C. | distance training |
| D. | e-training |
| Answer» C. distance training | |
| 56. |
Type of cooperative training in which trainees have on-the-job experience with guidance of skilled supervisor is classified as |
| A. | school-to-work transition |
| B. | distance training |
| C. | internships |
| D. | apprentice training |
| Answer» D. apprentice training | |
| 57. |
An intense internal force that motivates behavior is known as a(n) |
| A. | incentive. |
| B. | drive. |
| C. | reinforcement. |
| D. | reward. |
| Answer» B. drive. | |
| 58. |
What, according to Hull, is reinforcing? |
| A. | drive reduction |
| B. | drive induction |
| C. | incentive reduction |
| D. | incentive deduction |
| Answer» A. drive reduction | |
| 59. |
If drive motivation is based on deprivation, incentive motivation is based on |
| A. | drive reduction. |
| B. | habit strength. |
| C. | inhibition. |
| D. | reward value. |
| Answer» D. reward value. | |
| 60. |
Environmental stimuli can acquire the ability to produce an internal drive state. Hull called these |
| A. | environmental drives. |
| B. | acquired drives. |
| C. | conditioned drives. |
| D. | unconditioned drives. |
| Answer» B. acquired drives. | |
| 61. |
Habit strength increases based on |
| A. | incentive induction. |
| B. | drive reduction. |
| C. | inhibition induction. |
| D. | behavioral induction. |
| Answer» B. drive reduction. | |
| 62. |
When a response continues to fail to produce drive reduction, it is permanently suppressed via |
| A. | reactive inhibition. |
| B. | latent inhibition. |
| C. | conditioned inhibition. |
| D. | higher order inhibition. |
| Answer» C. conditioned inhibition. | |
| 63. |
Crespi's findings regarding the effect of reward magnitude on running speed forced Hull to propose that |
| A. | reward magnitude directly influences motivation. |
| B. | reward magnitude has no effect on motivation. |
| C. | shifts in reward result in forgetting. |
| D. | learning is reduced with large reward. |
| Answer» A. reward magnitude directly influences motivation. | |
| 64. |
According to Amsel, the extinction of an instrumental response is due to |
| A. | anger. |
| B. | frustration. |
| C. | repression. |
| D. | anxiety. |
| Answer» B. frustration. | |
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