Complete the mcq:
1. Input into the developmental phase of the training model comes from
a. needs analysis.
b. design.
c. evaluation.
d. both B & C.
e. none of the above.
2. Learning is
a. a temporary change in cognition that results from experience and may influence behavior.
b. a relatively permanent change in understanding and thinking that results from experience and directly influences behavior.
c. a relatively permanent change in understanding and thinking that models behavior.
d. a temporary change in understanding and thinking.
e. a relatively permanent change in cognition that results from self efficacy and indirectly influences behavior.
3. A broad grouping of knowledge, skills, and abilitiesenablin a person to be successful at a number of similar tasks is known as a
a. competency
b. test
c. job analysis
d. strategy
e. skill set
4. The human resources development function should be involved in strategic planning by
a. helping shape strategy.
b. influencing the HR strategy.
c. developing its own strategy in line with the strategic plan.
d. both B & C.
e. all of the above.
5. Organizational design refers to
a. the type of technology used.
b. the type and style of decision-making used.
c. how the division of labor is set up.
d. both B & C.
e. none of the above.
6. A decentralized training department results in
a. less training costs.
b. more relevant training.
c. more control over training content.
d. less likelihood of the transfer of training.
7. What can be done to reduce resistance to change?
a. Focus on changing one level (organizational, group, and individual) at a time.
b. Involve employees.
c. Let those who are satisfied with the status quo lead the way.
d. Both A & B.
e. All of the above.
8. Mintzberg identified three types of managerial roles that managers took on. They were
a. informational, interpersonal, and decisional.
b. authority, assignment, and monitor.
c. rewarder, discipliner, and monitor.
d. none of the above.
9. Which of the following is not an advantage to using externally based training programs for mangers?
a. Exposes managers to current thinking and theory in the management area
b. Quality of instruction is superior
c. Allows an interchange of ideas among managers from different organizations
d. Costs less per person for the training
10. Which of the following statements about corporate universities is not true?
a. Their numbers are increasing
b. Able to control what is taught to fit company needs
c. Corporate universities are much less expensive
d. Only viable for large organizations
11. This approach uses simulations and feedback from observers to provide trainees with ways of interacting more effectively with others. It is an approach that makes managers more aware of how their behavior influences the way that others perceive them and react to them.
a. Interactive skills training
b. Grid management
c. Role motivation
d. Transactional analysis
12. Which of the following is not a special strategy for developing executives?
a. Coaching
b. Being a mentor
c. Action learning
d. Job rotation
e. They are all special strategies
13. When a Training Needs Analysis is conducted it
a. guarantees that the time and money spent on training is spent wisely.
b. determines the benchmark for evaluation of training.
c. provides an essential component in the implementation of the strategic plan.
d. both B & C.
14. In an organizational analysis who do you ask about job design issues?
a. Top management
b. Relevant supervisors
c. Incumbents
d. Both B & C
e. All of the above
15. A competency based approach focuses on
a. knowledge and skills.
b. attitudes and personality.
c. all characteristics that underlie successful performance.
d. motivational characteristics.
16. Behavioral tests measure
a. situational reaction.
b. development.
c. skills.
d. learning capability.
e. none of the above.
17. _____ is the capacity needed to perform a set of tasks.
a. Automaticity
b. Skill
c. Knowledge
d. Attitude
18. Retention involves which processes?
a. Symbolic coding
b. Cognitive organization
c. Symbolic rehearsal
d. Both A & C
e. All of the above
19. Business games have been developed and used for
a. improving interpersonal skills.
b. teaching initiating structure.
c. strengthening executive management skills.
d. changing attitudes toward diversity.
20. If the goal is to train interpersonal skills, _____ is the favored method.
a. behavior modeling
b. the case study
c. the simulator
d. the business game
e. the ice breaker
21. Which of the following is true about OJT?
a. It is one of the more expensive training methods
b. Most OJT done by small businesses uses the JIT method
c. When using the JIT method of OJT, the first step is "Present"
d. OJT generally uses experienced coworkers or supervisors as trainers
22. Which of the following statements regarding the "solutions trainees come to" in a case study is true?
a. The proper solution must be arrived at by trainees before new material is introduced.
b. The solution has no relevance to the exercise.
c. There should be only one solution.
d. The solution is not as important as the understanding of the advantages and disadvantages that go along with the solution.
e. Case studies have so many solutions that feedback should be limited to comments about the validity of the case study in the job's context.
23. Behavioral Modeling is based on which theory?
a. Bandura's social learning theory
b. Goldstein's training model
c. Vroom's expectancy theory
d. Skinner's reinforcement theory
e. The general theory that people learn from observing.
24. Role playing (particularly role reversal) is an especially effective technique for creating _____.
a. procedural knowledge
b. attitude change
c. skill automaticity
d. strategic knowledge
e. process knowledge
25. The most frequently used training method (especially in smaller businesses) is
a. simulation.
b. role play.
c. lecture.
d. behavioral modeling.
e. on the job training.
26. Which training technique has its roots back to the Middle Ages?
a. Apprenticeship training
b. Behavioral Modeling
c. Simulations
d. In baskets
e. Coaching
27. _____ are measures of the trainee's perceptions, emotions, and subjective evaluations of the training experience.
a. Reaction outcomes
b. Learning outcomes
c. Job behavior outcomes
d. Organizational results
e. Value outcomes
28. A speed test is an example of how to measure the _____ of a skill.
a. compilation
b. aggressiveness
c. automaticity
d. knowledge
29. Training was developed to improve productivity. When assessing training's influence on trainees at the organizational results level, which of the following would be the most appropriate result to focus your attention on?
a. Organizational profitability
b. Work unit productivity
c. Market share
d. Corporate strategy
e. All of the above
30. The training manager is likely interested in which of the evaluation outcomes?
a. Reaction, learning, and behavior
b. Reaction, learning, behavior, and results
c. Learning and behavior
d. Behavior and results
e. None of the above