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Chapter-1: Human Resource Development Self Assessment Questions 1 …………is the resources that provide utility value to all other resources. a. Men b. Material c. Money d. Machinery 2 The term procurement stands for a. Recruitment and selection b. Training and development c. Pay and benefits d. Health and safety 3 The characteristics of human resources are ________ in nature a. Homogeneous b. Heterogeneous c. Ductility d. None of the above 4 Identify the managerial function out of the following functions of HR managers. a. Procurement b. Development c. Organizing d. Performance appraisal 5 Which of the following is an example of operative function of HR managers? a. Planning b. Organizing c. Procurement d. Controlling 6 The scope of human resource management includes a. Procurement b. Development c. Compensation d. All of the above 7 Human resource management is normally ________ in nature. a. Proactive b. Reactive c. Combative d. None of the above 8 The human resource management functions aim at a. Ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully
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Page 1: Chapter-1: Human Resource Development Self Assessment ...iimts.com/faculty/wp-content/uploads/2013/01/MANAGEMENT-OF... · Chapter-1: Human Resource Development Self Assessment Questions

Chapter-1: Human Resource Development

Self Assessment Questions

1 …………is the resources that provide utility value to all other resources.

a. Men

b. Material

c. Money

d. Machinery

2 The term procurement stands for

a. Recruitment and selection

b. Training and development

c. Pay and benefits

d. Health and safety

3 The characteristics of human resources are ________ in nature

a. Homogeneous

b. Heterogeneous

c. Ductility

d. None of the above

4 Identify the managerial function out of the following functions of HR managers.

a. Procurement

b. Development

c. Organizing

d. Performance appraisal

5 Which of the following is an example of operative function of HR managers?

a. Planning

b. Organizing

c. Procurement

d. Controlling

6 The scope of human resource management includes

a. Procurement

b. Development

c. Compensation

d. All of the above

7 Human resource management is normally ________ in nature.

a. Proactive

b. Reactive

c. Combative

d. None of the above

8 The human resource management functions aim at

a. Ensuring that the human resources possess adequate capital, tool, equipment and

material to perform the job successfully

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b. Helping the organization deal with its employees in different stages of

employment

c. Improving an organization’s creditworthiness among financial institutions

d. None of the above

9 The HRD process is facilitated by mechanisms (instruments or sub-systems) like:

a. Performance appraisal

b. Training

c. Organizational Development (OD)

d. All of these

10 A philosophy of management…

a. Doesn't exist

b. Is the assumptions managers make about people

c. Is more than a single ingredient

d. Is a style of management

11 Treating employees as people or as economic resources are:

a. A choice all managers have to make

b. Mutually exclusive

c. A question of balance which will be affected by the context of each organisation

d. A matter of luck

12 The HRD is needed by every organization that is interested in:

a. Stabilizing itself

b. Growth

c. Playing leadership roles.

d. All of these

13 The HRD systems focus an employee welfare and QWL by continually examining

employee needs and meeting them to the best possible extent.

(a) True (b) False

14 The goal of HRD systems is to develop:

a. The capabilities of each employee as an individual.

b. The capabilities of each individual in relation to his or her present role.

c. Both (a) and (b)

d. None of these

15 The human resource movement has over-emphasized Resource and considerably de-

emphasized the Human element.

(a) True (b) False

16 The main advantages of using ‘on-the-job’ learning are:

a. It is the most effective method

b. It is flexible and adaptable to individual needs

c. It is job specific and immediately relevant

d. It can be haphazard and accidental

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17 Which of these methods can be used for training needs analysis for the organisation?

a. Assessment centers and job interviews

b. An analysis of longer term objectives and the skills and knowledge required to

meet them

c. Appraisal, training programmes

d. Considering key events and the learning needs associated with them

18 QWL stands for

a. Question of Work Life

b. Quantity of Work Life

c. Quality of Work Life

d. All of these

19 In HRD unions are encouraged to make a trust towards the psychological and social

well-being of workers.

(a) True (b) False

20 The HRD is a process, merely a set of mechanisms and techniques.

(a) True (b) False

Answers for Self Assessment Questions

1. (a) 2.(a) 3.(b) 4.(c) 5.(c) 6.(d) 7.(a) 8.(b) 9.(d) 10.(c)

11.(c) 12.(d) 13.(a) 14.(c) 15.(a) 16.(a) 17.(b) 18.(c) 19.(a) 20.(b)

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Chapter-2: Training

Self Assessment Questions

1 The first phase of a training programmed is a training needs analysis. What does this

aim to do?

a. Establish the training resources required

b. Identify the training objectives

c. Produce selection criteria

d. All of these

2 An evaluation of where one stands on the basis of their job responsibilities, leadership,

qualities etc will be a good starting point for marketing plans for success.

(a) True (b) False

3 Evaluation forms the final stage of the training programmed and various models of

evaluation have been produced to meet this aspect. Whose model has the four levels of

Reaction, Learning, Behavior, and Results?

a. Cooper and Robertson

b. Alliger and Janak

c. Goldstein

d. Kirkpatrick

4 When evaluating interventions, organizations often resort to the lowest level of

Kirkpatrick’s model and only gather reaction level data. However, reaction level data can

be improved by asking trainees:

a. How useful and enjoyable they found the training.

b. How difficult and useful they found the training.

c. How difficult they found the training.

d. How much they enjoyed the training.

5 Transfer of learning to the workplace needs to be made for the training programmed to

have been successful. Which of the following can hinder this process?

a. All of the below

b. Low self-efficacy

c. Lack of managerial support

d. Ridicule from colleagues

6 Which of the following is NOT an influence on organizational purposes?

a. Minor stakeholders.

b. Business ethics.

c. Corporate governance.

d. The organizational mission.

7 The governance framework determines:

a. Whom the organisation is there to serve.

b. Whom the organisation is there to serve and how the purposes and priorities of

the organisation should be decided.

c. The legal framework for the administration of the organisation.

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d. The regulatory framework in which the organisation operates.

8 Stakeholders are the individuals or groups who:

a. Depend on the organisation to fulfill their own goals and on whom the

organisation depend.

b. Are shareholders in key competitors?

c. Dominate the strategy development process in an organisation.

d. Determine operational issues.

9 The purpose of stakeholder mapping is to:

a. Outline policies on stakeholder relationships.

b. Geographically locate different stakeholders.

c. Identify stakeholder power.

d. Identify stakeholder interest and power.

10 Training and development aim at developing competences such as technical, human,

conceptual and managerial for the furtherance of individual and organization growth.

(a) True (b) False

11 Training is a means of communicating new knowledge and skills and changing

attitudes.

(a) True (b) False

12 The trainee is a major ………….in a training program.

a. Borrower

b. Stakeholder

c. Lender

d. All of these

13 Some personal factors that affect the trainee’s learning are:

a. Family Situation

b. Level of self esteem

c. Identifying training needs

d. Both (a) and (b)

14 Some environmental factors that affect the trainee’s learning are:

a. Training team

b. Trainer team

c. Environment in the program

d. All of these

15 Brech identifies four main elements of management. They are planning, control, co-

ordination and:

a. The division of work.

b. Centralization.

c. Motivation.

d. Discipline

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16 Which of the following is the output of Source Selection?

a. Proposals

b. Evaluation criteria

c. Contract negotiation

d. Contract

17 The considerable debate on the nature and structure of the HR function has altogether

addressed the particular challenges of the training function.

(a) True (b) False

18 Organizations predicted that training and development staff will need to be

increasingly skilled in a number of areas, with the biggest predicted needs in:

a. Business awareness

b. Influencing and negotiation

c. Project management

d. All of these

19 The training is ………of the organization.

a. Role process

b. Core process

c. Both (a) and (b)

d. None of these

20 Human resource and organizational development professionals have generated a lot

of interest in the notion of competencies as a key element and measure of human

performance.

(a) True (b) False

Answers for Self Assessment Questions

1. (b) 2.(a) 3.(d) 4.(b) 5.(a) 6.(d) 7.(b) 8.(a) 9.(d) 10.(a)

11.(a) 12.(b) 13.(d) 14.(d) 15.(c) 16.(d) 17.(d) 18.(b) 19.(a) 20.(a)

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Chapter-3: Assessment of Training Needs

Self Assessment Questions

1 Training needs analysis can take place at organizational, task, and person levels. At the

organizational level, it broadly examines what are the organization’s strategic plans and

where is training and development needed to fit into the planning. Organizational

training needs generally occur when:

a. Government provides additional funding.

b. Information technology systems need upgrading.

c. Other competing organizations are conducting extensive training programmes.

d. There is some kind of barrier hindering the achievement of organizational aims

and objectives which is best removed by training.

2 The first phase of a training programmed is a training needs analysis. What does this

aim to do?

a. Identify the training objectives

b. Produce selection criteria

c. Establish the training resources required

d. All of the above

3 Training Needs Analysis is important because it:

a. Determines who should receive training first

b. Provides a profile of an individual’s training needs

c. Identifies the training objectives

d. Enables managers to work out the cost of training

4 Which of the following should not be included in a training objective?

a. The standard of performance of the behavior

b. The conditions under which the behavior is to be exhibited

c. The criterion behavior

d. The location of where the behavior should be exhibited

5 Which of these methods can be used for training needs analysis for the organisation?

a. Appraisal, training programmes

b. Considering key events and the learning needs associated with them

c. An analysis of longer term objectives and the skills and knowledge required to

meet them

d. Assessment centers and job interviews

6 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

7 Training concentrate on

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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

8 The process of enhancing the technical skills of workers in a short period is called

a. Education

b. Training

c. Development

d. None of the above

9 Which one of the following is a source of assessing training needs?

a. Performance evaluation

b. Attitude survey

c. Advisory panel

d. All of these

10 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

11 Training need analysis at organizational level focuses on strategic planning, business

need, and goals.

(a) True (b) False

12 Training need analysis at………….focuses on each and every individual in the

organization.

a. Organizational Level

b. Individual Level

c. Operational Level

d. All of these

13 Training Need analysis at operational level focuses on the work that is being assigned

to the employees.

a. Organizational Level

b. Individual Level

c. Operational Level

d. All of these

14 Organizational problems lay in the way an office or program is organized.

(a) True (b) False

15 The technological changes taking place is not the main cause of identification of the

training needs in an organization.

(a) True (b) False

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16 The allocation of human and ………..and their efficient utilization in meeting the

operational targets should be analyzed.

a. Organizational resources

b. Physical resources

c. Both (a) and (b)

d. None of these

17 Training is defined as a continuous learning process in which the employees will

acquire knowledge, enhance professional skills and improve attitudes and behaviors to

excel well on the job.

(a) True (b) False

18 There may be a number of reasons why you want to evaluate a training program,

including:

a. Discover how to improve a program

b. Identify future learning needs

c. Assess whether a program is cost-effective

d. All of these

19 Training programs help in increasing skill, aptitude and abilities of workers.

(a) True (b) False

20 The quality of………. required by the organization has to be carefully analyzed.

a. Task

b. Manpower

c. Organizational

d. All of these

Answers for Self Assessment Questions

1. (d) 2.(a) 3.(c) 4.(d) 5.(c) 6.(a) 7.(a) 8.(b) 9.(d) 10.(a)

11.(a) 12.(b) 13.(c) 14.(a) 15.(b) 16.(b) 17.(a) 18.(d) 19.(a) 20.(b)

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Chapter-4: Training Methodology

Self Assessment Questions

1 The various methods that come under Behavioral approach are:

a. Games and simulations

b. Behavior modeling

c. Business games

d. All of these

2 CBT stands for

a. Common based training

b. Computer based training

c. Capital based training

d. All of these

3 What was a lecture series based on?

a. Writing successful books.

b. Lessons learned from life.

c. Life altering illnesses.

d. Love in the family.

4 Job rotations is the practice of being moved around to different positions/locations for

the purpose of securing a broad skill and experience base.

(a) True (b) False

5 _____ provides new employees with the basic background information required to

perform their jobs satisfactorily.

a. Employee recruitment

b. Employee selection

c. Employee orientation

d. Employee development

6 The methods used to give new or present employees the skills they need to perform

their jobs are called _____.

a. Orientation

b. Training

c. Development

d. Appraisal

7 The fourth step in the training process is to _____.

a. Assess the program’s successes or failures

b. Present the program to a small test audience

c. Design the program content

d. Train the targeted group of employees

8 _____ is a detailed study of the job to determine what specific skills the job requires.

a. Needs analysis

b. Task analysis

c. Performance analysis

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d. Training strategy

9 Optimal training conditions are difficult to achieve on the job; the primary concern is

with results and there is less scope for instructional events to be systematically arranged

to meet individual needs and requirements.

(a) True (b) False

10 Common methods of off-the-job training include:

a. Distance learning / evening classes

b. Sponsored courses in higher education

c. Self-study, computer-based training

d. All of these

11 Main features of lecture method are:

a. Less expensive

b. Knowledge building exercise

c. Both (a) and (b)

d. None of these

12 Games and Simulations are structured and sometimes unstructured, that are usually

played for enjoyment sometimes are not used for training purposes as an educational

tool.

(a) True (b) False

13 CIT stands for

a. Critical Incident Technique

b. Control incident Technique

c. Common incident Technique

d. All of these

14 Which of the following are advantages of simulation?

a. Simulation allows "what-if?" type of questions.

b. Simulation can usually be performed by hand or using a small calculator.

c. Simulation does not interfere with the real-world system.

d. Both (a)and (c)

15 The first step in simulation is to

a. Set up possible courses of action for testing.

b. Construct a numerical model.

c. Validate the model.

d. Define the problem.

16 Which of the following are disadvantages of simulation?

a. Inability to analyze large and complex real-world situations

b. Time compression" capability

c. Could be disruptive by interfering with the real-world system

d. Is not usually easily transferable to other problems

17 …………..is a technique of off the job training methods.

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a. G Group Training

b. T Group Training

c. J Group Training

d. All of these

18 The trainee learns more about themselves, specially their weakness and emotions.

(a) True (b) False

19 EPSS stands for

a. Electronic Process Support System

b. Electronic Performance Support System

c. Electronic Product Support System

d. All of these

20 Video conferencing has become a key teaching and training technology for

universities, businesses and training organizations.

(a) True (b) False

Answers for Self Assessment Questions

1. (d) 2.(b) 3.(b) 4.(a) 5.(c) 6.(d) 7.(b) 8.(d) 9.(a) 10.(c)

11.(d) 12.(b) 13.(a) 14.(d) 15.(d) 16.(d) 17.(b) 18.(a) 19.(b) 20.(a)

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Chapter-5: Employee Development

Self Assessment Questions

1 Employers are responding to the problem of functional illiteracy by _____.

a. Testing the basic skills of job candidates

b. Instituting literacy programs at work

c. Conducting literacy audits

d. All of these

2 The _____ process consists of 1) anticipating management needs, 2) reviewing the

firm’s management skills inventory, and 3) creating replacement charts.

a. Management development

b. Management skills inventory

c. Succession planning

d. Action planning

3 Employee development programs make positive contributions to organizational

performance.

(a) True (b) False

4 Discharge turnovers is usually due to ___________.

a. A site or plant closing

b. Permanent layoff

c. Poor employee performance

d. None of the above

5 An employee's intention to leave an organization is influenced by __________.

a. Perceived desirability of movement

b. Perceived ease of movement

c. Alternatives available to the employee

d. All of the above

6 Which of the following is a common tool to assess employee reasons for leaving?

a. Position analysis

b. Job rotation

c. Exit interview

d. Discharge notification

7 The purpose of training and management development programs is to improve

employee capabilities and organizational capabilities.

(a) True (b) False

8 Investing in human resources through training and management development

improves individual employee capabilities and organizational capabilities.

(a) True (b) False

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9 Replacement costs associated with voluntary turnover include __________.

a. contagion

b. HR staff induction costs

c. mentoring

d. severance pay

10 As assessment of employee success in reaching goals, ratings of competencies, and

suggestions for improvement are all part of _____.

a. Performance planning

b. Performance appraisal

c. Performance execution

d. Progressive discipline

11 Recruitment is widely viewed as a _______ process.

a. Positive

b. Negative

c. Both positive and negative

d. None of these

12 The process of developing an applicants’ pool for job openings in an organization is

called

a. Hiring

b. Recruitment

c. Selection

d. Retention

13 Communication is one of the most crucial interpersonal skills to be practiced at the

workplace.

(a) True (b) False

14 Training is not the systematic modification of behavior through learning which occurs

as a result of instruction, education, development and planned experience.

(a) True (b) False

15 A learning organisation requires:

a. A stable hierarchy.

b. A questioning culture.

c. A shared vision and culture which is challenging and questioning.

d. Knowledge management systems.

16 Tracking the progress of an employee who has exhibited less than satisfactory

………..is imperative for a development plan to be effective.

a. Process

b. Performance

c. Product

d. None of these

17 Career plateauing occurs when employees reach a point in their career where the

likelihood of additional promotion is very……..

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a. High

b. Low

c. Both (a) and (b)

d. None of these

18 The evaluations reviewed indicate a frequent confusion between the concepts of

training and awareness creation in the design of training programs.

(a) True (b) False

67. Which organizational development application involves examples like goal

setting, performance appraisal, and employee wellness?

a. Human process

b. Strategic

c. Techno structural

d. Human resource management

20 Employees should play an integral role in the development of IMC.

(a) True (b) False

Answers for Self Assessment Questions

1. (d) 2.(c) 3.(a) 4.(c) 5.(d) 6.(c) 7.(a) 8.(a) 9.(b) 10.(b)

11.(a) 12.(b) 13.(a) 14.(b) 15.(c) 16.(b) 17.(b) 18.(a) 19.(d) 20.(a)

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Chapter-6: Employee Learning and Development

Self Assessment Questions

1 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.

2 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

3 Training concentrate 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.

4 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

5 E-learning is all about

a. Computers and computing

b. Being technology-driven

c. Electronics

d. Experience

6 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

7 Which one of the following is a source of assessing training needs?

a. Performance evaluation

b. Attitude survey

c. Advisory panel

d. All of these

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8 Laboratory training is also known by the name

a. Apprenticeship training

b. Sensitivity training

c. Job instruction training

d. None of the above

9 _______ methods create 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

10 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

11 According to social learning theory, which of the following is NOT a feature relevant

to explaining aggression?

a. The likelihood of an aggressive being punished or rewarded.

b. Success for behaving aggressively in the past.

c. The person's level of testosterone.

d. A person's previous experience of aggressive behavior.

12 Which is not a basic assumption of social cognitive theory?

a. Behavior is directed toward particular goals

b. Reinforcement and punishment have several indirect effects (rather than a direct

effect) on learning and behavior

c. People can learn by observing others

d. Learning is an external process that is only reflected in other people's behavior

13 Which of the following is not part of self-regulated learning?

a. Goal-setting

b. Application of learning strategies

c. Planning

d. Peer-motivational strategies

14 Training and Development is the framework for helping employees to develop their

personal and organizational skills, knowledge, and abilities.

(a) True (b) False

15 Learning is acquiring new, or modifying existing, knowledge, behaviors, skills, values,

or preferences and may involve synthesizing different types of information.

(a) True (b) False

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16 Employee developments designed to enable employees to learn and be not challenged

in new and different ways.

(a) True (b) False

17 The cognitive learning theory views learning in terms of the _______ that underlie

learning.

a. Social skills

b. Thought processes

c. Psychophysics

d. Conditionings

18 In learning theory, the naturally occurring response is called the:

a. Unconditioned response.

b. Conditioned stimulus.

c. Conditioned response.

d. All of these

19 …………..is the process of shaping behavior by controlling the consequences of the

behavior.

a. Social theory

b. Reinforcement theory

c. Adult theory

d. Expectancy theory

20 Which of the following statements about expectancy theory concepts is wrong?

a. Valence is the preference people have for outcomes

b. Extrinsic outcomes are rewards people receive from someone else

c. Blockages have two forms: individual and organizational

d. Performance outcome expectancy is the link between a person's effort and a

desired performance level

Answers for Self Assessment Questions

1. (c) 2.(a) 3.(a) 4.(a) 5.(d) 6.(a) 7.(d) 8.(b) 9.(b) 10.(c)

11.(c) 12.(d) 13.(d) 14.(a) 15.(a) 16.(b) 17.(a) 18.(a) 19.(b) 20.(d)

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Chapter-7: Designing the Training Program

Self Assessment Questions

1 A Learning Organisation is most accurately described as which of the following?

a. A company where a lot of training takes place

b. A company that facilitates the learning of all its members and consciously

transforms itself and its context

c. A company in which Human Resource Development is aligned to the business

strategy

d. All of these

2 Among the issues faced by HRD and HRD practitioners are:

a. The decline in formal training courses and a shift to an emphasis on learning and

learning outcomes

b. Understanding the link between training and learning and the organizational

strategy

c. Designing and delivering effective learning interventions

d. All of these

3 The affective domain refers to

a. Physiological factors.

b. Academic development.

c. Information processing.

d. Attitudes and motivation.

4 Learning styles

a. Are unimportant compared to teaching styles?

b. Are predominately auditory for us. students.

c. Reveal significant and pervasive genetic differences between girls and boys.

d. Are unique to the individual.

5 Training is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance

of employees.

(a) True (b) False

6 Learning Orientations consider these ………….to describe how individuals generally

want and intend to approach learning.

a. Four Learning Attributes

b. Three Learning Attributes

c. Two Learning Attributes

d. Five Learning Attributes

7 Identify the domain of learning to be targeted:

a. Knowledge,

b. Skills

c. Attitude

d. All of these

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8 A planned and systematic effort to modify or develop knowledge skills and attitudes

through a knowledge, skills and attitudes through a learning experience

(a) True (b) False

9 To Move towards Learning Goals:

a. Structure

b. Direction

c. Leadership

d. All of these

10 Standard and Customized Training Modules:

a. Presentation skills

b. Change management

c. Both (a) and (b)

d. None of these

11 The computer pallet is not a device that replaces the computer screen.

(a) True (b) False

12 A training program should contain the following attributes are defining as:

a. The Trainer

b. Training Climate

c. Trainees’ learning style

d. All of these

13 Employers must always pay employees for attending training programs.

(a) True (b) False

14 MS stands for

a. Market Support

b. Managerial Support

c. Both (a) and (b)

d. None of these

15 Which of the following is not measured to evaluate a training program?

a. Organizational productivity

b. Participants’ reactions to the program

c. What trainees learned from the program

d. Changes in on-the-job behavior

16 The overhead projector is one of the most useful training aids.

(a) True (b) False

17 Effective teachers/trainers possess rich repertoires of instructional moves and………

a. Program

b. Techniques

c. Both (a) and (b)

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d. None of these

18 Shortages of resources are endemic in many classrooms and are often worse in poorly

performing institutions.

(a) True (b) False

19 The various constraints that lay in the trainers mind are:

a. Time

b. Furnishings and equipments

c. Budget

d. All of these

20 This attribute estimates the degree that learners plan and commit deliberate, strategic

effort to accomplish learning.

(a) True (b) False

Answers for Self Assessment Questions

1. (b) 2.(a) 3.(d) 4.(d) 5.(a) 6.(b) 7.(d) 8.(a) 9.(d) 10.(c)

11.(b) 12.(d) 13.(b) 14.(b) 15.(a) 16.(a) 17.(b) 18.(a) 19.(d) 20.(a)

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Chapter-8: HRD and Diversity Self Assessment Questions

1. …………………means the representation, in one social system, of people with

distinctly different group affiliations of cultural significance.

a. Diversity

b. HRD

c. Cultural diversity

d. None of these

2. Diversity can refer to job-related functions.

a. True b. False

3. Cultural diversity as an issue in the workplace may deal with any differences among

people who work together.

a. True b. False

4. Cultural diversity as used here does include diversity based on non-cultural identity

groups.

a. True b. False

5. Diversity is also a factor in international business.

a. True b. False

6. ……………can be conceptualized beyond its effects on individuals and organizations;

it has the potential to contribute at the societal level.

a. Global HRD

b. National HRD

c. HRD

d. None of these

7. ………………… can be characterized as primarily being concerned with the strategic

development of HRD and OD systems and practices in the global organization.

a. Global HRD

b. National HRD

c. HRD

d. None of these

8. …………………….. refers to the development of a ‘national’ policy of skills

development and is normally devised by governmental administration departments.

a. Global HRD

b. National HRD

c. HRD

d. None of these

9. Among the issues faced by HRD and HRD practitioners are:

a. Designing and delivering effective learning interventions

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b. Understanding the link between training and learning and the organizational

strategy

c. The decline in formal training courses and a shift to an emphasis on learning and

learning outcomes

d. None of these

10. What is the meaning of the acronym HRM?

a. Human Relations Management.

b. Humane Resource Management.

c. Humanistic Resource Management.

d. Human Resource Management.

11. Which of the following terms was also used before the language of modern HRM?

Select all that apply.

a. Personal management.

b. Labor relations.

c. Industrial relations.

d. Personnel management.

12. Which of the following is not a function normally performed by the HR department?

a. Employee relations.

b. Training and development.

c. Accounting.

d. Pay and reward.

13. The early roots of contemporary HRM can be traced to which period?

a. 1940s.

b. 1970s.

c. 1890s.

d. 1947

14. When did diversity research begin to emerge in the management literature?

a. Late 1980s.

b. Late 1960s.

c. Late 1970s.

d. Late 1990s.

15. Which of the following trends are expected to affect the EU workforce over the next

30 years? Select all that apply.

a. The workforce is becoming on average older.

b. The workforce is expected on average to become younger.

c. To become more dominated by women.

d. To have more workers working part-time.

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16. What is the key difference between Equal Opportunities (EO) and Diversity? Select all

that apply.

a. Diversity is concerned with the celebration of the characteristics of diverse

groups.

b. EO focused upon rewarding employers who promoted diversity.

c. EO focuses upon compliance with legislation.

d. Diversity is driven by a business case for EO.

17. What are the characteristics of diversity? Select all that apply.

a. Legally driven.

b. Business needs driven.

c. Externally initiated.

d. Internally initiated.

18. Which of the following interventions may characterize diversity initiatives? Select all

that apply.

a. Support groups.

b. Advisory groups.

c. Fitness meetings.

d. Fast track development of targeted groups.

19. Which of the following statements are true? Select all that apply.

a. US cultural dominance may be reinforced by a US model being applied globally.

b. Most of the studies into diversity are American.

c. Diversity training may reinforce stereotypes.

d. Few studies look at the impact of diversity policies on organizational

performance.

20. …………………..is an inclusive process since all employees belong to a culture,

including those from the organization’s traditionally dominant cultural group.

a. Diversity

b. Diversity management

c. Cultural diversity

d. None of these

Answers for Self Assessment Questions

1. (c) 2.(a) 3.(b) 4.(b) 5.(a)

6. (c) 7.(a) 8.(b) 9.(c) 10.(b)

11. (a) 12.(c) 13.(c) 14.(a) 15.(a)

16. (c) 17.(d) 18.(d) 19.(d) 20.(b)

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Chapter-9: Careers and Career Management

Self Assessment Questions

1. Careers are often said to be more difficult to manage now than in the past because:

(a) Definitions of career are changing

(b) The nature of jobs and organizations is changing rapidly

(c) Retirement age is increasing

(d) People are not taught how to do it

2. The career-related consequences of the delivering of organizations include:

(a) Promotion being a bigger step when it happens

(a) Lateral moves becoming scarcer

(c) A higher proportion of job moves being demotion

(d) All of the these

3. '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. Career development

b. The subjective career

c. Career anchor

d. Matching theories of career choice

4. Which of the following is sometimes used as an indicator of subjective career success?

a. Career satisfaction

b. Working hard

c. A person's values

d. Income growth over a period of years

5. Which of the following does not generally threaten the quality of career decision-

making?

(a) A low level of self-efficacy

(b) The fact that our ratings of our own abilities are not very closely connected to our

actual abilities

(c) The use of 'gut feeling' rather than systematic thought to make decisions after

gathering the necessary information

(d) A low level of exploration of alternative occupations

6. Which of the following is not generally thought of as a potential problem in

organizational career management?

(a) Prioritizing development versus short-term performance

(b) Expecting hard-pressed line managers to play a major part

(c) Assessing competencies versus assessing values and interests

(d)Who owns the information arising from an intervention?

7. A person's career includes many significant events and experiences but in which areas

has work psychology been able to make a contribution?

a. Mentoring

b. Career counseling

c. Career choice

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d. All of these.

8. Career counseling was originally called:

a. Counseling

b. Vocational guidance

c. Job and vocational exploration

d. Retooling

9. Career counseling evolved as a result of:

a. The need to understand the world of work and how to best prepare individuals

to enter it

b. The need to find a suitable match between the demands of the workplace and the

needs of the worker

c. The need to find a suitable match between the skills and needs of individuals

within the workplace

d. All of these.

10. Counselors who help clients understand, accept, and resolve problems by using basic

counseling techniques so that their clients can lead more satisfying, well-adjusted lives are

providing

a. Group counseling

b. Personal counseling

c. Career counseling

d. Vocational guidance and job placement

11. Counseling that focuses on the realm of the counselee's work life would be defined as:

a. Group counseling

b. Personal counseling

c. Career counseling

d. Vocational guidance and job placement

12. The primary organization representing career counselors is:

a. ACA

b. NBCC

c. NVGA

d. NCDA

13. Career management services are designed to help both organizations and retained

employees effectively handle career challenges.

(a) True (b) False

14. ……….is one of the significant departments in a company.

a. Human Resource Management

b. Human Resource Planning

c. Human Resource Development

d. both (a) and (b)

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15. What is concerned with developing a pool of candidates in line with the human

resources plan?

a. Development

b. Recruitment

c. Organization

d. None of these

16. Eight members are considered to be the norm as to the no. of members constituting a

QC.

(a) True (b) False

17. SDI stands for:

a. Strength Deployment Inventory

b. Strength Development Inventory

c. Static Deployment inventory

d. None of these.

18. Employee development is important to the success of the individual as well as to the

company.

a. Employee motivation

b. Employee development

c. Employee satisfaction

d. None of these.

19. The HRM is a process of planning, testing, training, appraising and compensating

employees and complying with their health and safety, labor relations and fairness

concern.

(a) True (b) False

20. Career development program model do not involve:

a. Content

b. Processes

c. Structure

d. None of these.

Answers for Self Assessment Questions

1. (b) 2.(a) 3.(c) 4.(a) 5.(c) 6.(c) 7.(d) 8.(b) 9.(d) 10.(b)

11.(c) 12.(d) 13.(a) 14.(a) 15.(b) 16.(a) 17.(a) 18.(b) 19.(a) 20.(d)

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Chapter-10 Performance Appraisal Self Assessment Questions

1. 1. Which of the following is an objective of employee discipline?

a. goal accomplishment

b. changing employee behavior

c. promoting industrial relations

d. All of the above

2. Performance Appraisal is a primary HRM process that links employees and

organizations and provides input for other processes through these means

a. Identification, Measurement, Management

b. Assessment, Direction, Development

c. Recruitment, Selection, Onboarding

d. Skill, Effort, Responsibility

3. Which of the following is not a type of performance appraisal?

a. Customer appraisals.

b. Appraisal of managers.

c. Team based appraisal.

d. 45 degree appraisal.

4. Why might an organization use multiple systems of appraisal? Select all that apply.

a. Different systems for different part of the organization.

b. To separate reward and non-reward aspects of appraisal.

c. Different systems for different organizational groups.

d. To provide employees with a choice of methods.

5. The threat of punishment as a key to imposing discipline is the basis of

a. negative discipline

b. positive discipline

c. progressive discipline

d. None of the above

6. A good potential appraisal system provides opportunities continuously for the

employee to know his strengths and weaknesses.

a) True

b) False

7. Which of the following is not a disciplinary action against employees?

a. dismissal

b. increments

c. discharge

d. disciplinary demotion

8. Performance management in government is the managerial activity necessary to

promote well-performing policy management and service delivery.

a) True

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b) False

9. Which of the following statements indicates a good disciplinary system?

a. An employee must be reprimanded in public.

b. An employee must not be reprimanded at all.

c. An employee must be reprimanded in private.

d. None of the above

10. What is the meaning of upward appraisal?

a. Line managers rate the performance of employees.

b. Employees rate the performance of their peers.

c. Senior managers rate the performance of line managers.

d. Employees rate the performance of their manager.

11. Indiscipline is a ………………that is classified as an act of delinquency

a. behavioral

b. behavioral order

c. behavioral disorder

d. None of these

12. Performance planning is not the first crucial component of any performance

management process which forms the basis of performance appraisals.

a) True

b) False

13. The process of evaluating an employee’s current and/or past performance relative to

his or her performance standards is called _____.

a. recruitment

b. employee selection

c. performance appraisal

d. organizational development

14. When goal setting, performance appraisal, and development are consolidated into a

single, common system designed to ensure that employee

performance supports a company’s strategy, it is called _____.

a. strategic organizational development

b. performance management

c. performance appraisal

d. human resource management

15. Performance management combines performance appraisal with _____ to ensure that

employee performance is supportive of corporate goals.

a. goal setting

b. training

c. incentive systems

d. all of the above

16. Managers following a performance management approach to appraisals will usually

meet with employees on a _____ basis.

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a. weekly

b. monthly

c. bi-annual

d. yearly

17. Managers following a traditional performance appraisal system will typically

meet with employees on a _____ basis.

a. daily

b. weekly

c. monthly

d. yearly

18. The lateral or vertical movement (promotions, transfer demotion or separation) of an

employee within an organization is called ……….

a. role clarification

b. goal alignment

c. developmental goal setting

d. internal mobility.

19. Performance Appraisal helps in chalking out compensation packages for employees.

a) True

b) False

20. Which of the following is not a characteristic of the Hot Stove Rule of Discipline?

a. immediacy

b. consistency

c. forewarning

d. secrecy

Answers for Self Assessment Questions

1. (d) 2.(a) 3.(d) 4.(c) 5.(a)

6. (a) 7.(b) 8. (a) 9.(c) 10.(d)

11.(c) 12.(b) 13.(c) 14.(b) 15. (d)

16.(a) 17.(d) 18.(d) 19.(a) 20. (d)