Training programs for training staff and line managers

1. Which of the following training programs is most likely to be provided by the training staff, line managers and co-workers

  1. On-the-Job Training
  2. Orientation Training
  3. Diversity Training
  4. Management Development

1 points   

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1. Which one of the following is an effective way to conduct a needs analysis?

  1. Survey top leadership on organizational needs.
  2. Train employees to use technology more productively.
  3. Get feedback from managers in identifying problems and concerns.
  4. Apply the rules and regulations on discrimination to the training process.

1 points   


1. Which one of the following is a form of on-the-job (OJT) training?

  1. Job Enlargement
  2. Job Enrichment
  3. Job Rotation
  4. Realistic Job Preview

1 points   


1. The four steps of training in ordinary sequence are

  1. benchmarking, course development, needs assessment and feedback.
  2. needs assessment, benchmarking, course development and evaluation.
  3. needs assessment, course development, delivery and evaluation.
  4. benchmarking, course development, feedback and delivery.

1 points   


1. The longest and most difficult method for evaluating training effectiveness is

  1. surveying participants about their satisfaction with the training program.
  2. identifying exactly what knowledge and skills participants learned in the training.
  3. measuring participants’ changes in behavior on the job.
  4. determining trainees’ achievement of objectives and contributions to the organization.

1 points   


1. Management development is intended for

  1. entry level employees.
  2. executives and vice presidents.
  3. professional level employees.
  4. older minority employees.

1 points   


1. Which one of the following is used in management development programs?

  1. A Management Inventory
  2. A Job Analysis
  3. A Career Development Plan
  4. On-the-Job Training

1 points   


1. Mentoring and coaching are

  1. training methods for solving problems.
  2. comparable to psychological counseling.
  3. included in employee assistance programs.
  4. development approaches emphasizing one-to-one learning.

1 points   


1. The management development method designed to give an individual broad experience through exposure to many different areas of the organization without ultimate accountability is called

  1. understudy assignments.
  2. job rotation.
  3. web-based training.
  4. classroom training.

1 points   


1. Which one of the following management development methods simulates a realistic situation that involves decision-making on a daily basis?

  1. Classroom training.
  2. In-Basket technique.
  3. Case studies.
  4. Web-based training.

1 points   


1. Which one of the following provides a setting of a company and its environment that requires teams of players to make decisions involving company operations in competition with other teams?

  1. In-Baskedt Technique
  2. Adventure Learning
  3. Business Simulations
  4. Succession Planning

1 points   


1. Which one of the following is a method using trained observers to evaluate various personality traits of participants based on the performance in specially chosen exercises?

  1. Assessment Centers
  2. Career Centers
  3. Understudy Assignments
  4. Adventure Learning

1 points   


1. The correct sequence of phases in organizational development is

  1. evaluation, strategy planning, education and diagnosis.
  2. education, strategy planning, diagnosis and evaluation.
  3. strategy planning, diagnosis, evaluation and education.
  4. diagnosis, strategy planning, education and evaluation.

1 points   


1. Which one of the following looks at careers through the eyes of individual employee?

  1. Career development.
  2. Career planning.
  3. Organizational development.
  4. Organizational planning.

1 points   


1. Which one of the following addresses the specifics of progressing from one job to another in the organization?

  1. Career self-management.
  2. Succession planning.
  3. Career pathing.
  4. Management development.

1 points   


1. The point in a career when the likelihood of additional hierarchical promotion is very low is identified as

  1. career pathing.
  2. a career plateau.
  3. a career-related myth.
  4. outplacement.

1 points   


1. Which one of the following is most true about performance management systems?

  1. Any kind of a performance appraisal is better than no performance appraisal.
  2. Supervisors need little training in how to conduct effective performance appraisals.
  3. HR departments develop the systems while managers implement the practice.
  4. Performance appraisals need not follow EEO guidelines required for employee selection.

1 points   


1. Performance appraisal

  1. involves only the relationship between employee and supervisor or manager.
  2. affects nearly all of the human resource management functions.
  3. is frequently used by employees in career planning and development.
  4. is of more value at lower levels than higher levels in an organization.

1 points   


1. Which one of the following is directly related to an appraisal of an employee’s achievement of goals

  1. Traits such as attitude and initiative.
  2. Behaviors such as leadership role and teamwork.
  3. Possession of technical knowledge and skills.
  4. Management by objectives.

1 points   


1. The person with primary responsibility for conducting a performance appraisal is the –

  1. immediate supervisor of an employee.
  2. edmployee’s peers and colleagues.
  3. subordinates of the employee.
  4. company management using customer feedback.

1 points   


1. BARS are based upon

  1. work standards.
  2. job-related and personal characteristics.
  3. specific behavioral anchors.
  4. comparisons with the performance of other employees.

1 points   


1. Which one of the following requires that the evaluation describe an employee’s performance in written narrative form?

  1. Critical Incident Appraisal
  2. Checklist
  3. Forced Choice Rating
  4. Behaviorally Anchored Rating Scales

1 points   


1. Which appraisal method requires the rater to compare the performance of employees and place a certain percentage of employees at various performance levels?

  1. Alternation Ranking
  2. Forced Distribution
  3. Paired Comparison Ranking
  4. Forced Choice Rating

1 points   


1. Evaluating employee performance based on a single prominent characteristic that influences the rater’s judgment on each separate item in the performance appraisal is identified as –

  1. the halo effect.
  2. leniency.
  3. central tendency.
  4. stereotyping.

1 points   


1. Which one of the following is used most frequently for production employees as a form of goal setting?

  1. Central tendency.
  2. Halo effect.
  3. Recency.
  4. Work standards.

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