Employee Training and Development
Exam Materials
Course Introduction
Employee Training and Development explores the theories, practices, and strategies used to enhance the knowledge, skills, and performance of employees within organizations. This course examines the training process from needs assessment to program design, delivery, and evaluation, considering both traditional and contemporary methods such as e-learning and on-the-job training. Students will analyze the role of training in organizational growth, employee engagement, and talent management, while also considering legal and ethical issues. Through real-world case studies and practical exercises, learners will develop skills to design effective training programs that align with organizational goals and support continuous professional development.
Recommended Textbook
Human Resource Development 5th Edition by
Jon M. Werner
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Page 2
Chapter 1: Introduction to Human Resource Development
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Sample Questions
Q1) The Human Resource Certificate Institute offers all of the following except:
A)Professional in Human Resources
B)Master Professional in Human Resources
C)Senior Professional in Human Resources
D)Global Professional in Human Resources
Answer: B
Q2) In order to more fully integrate HRM with the strategic needs of the organization to two types of fit are needed: External and upward alignment
A)True
B)False
Answer: False
Q3) The Human Relations movement began as an 'anti-factory' movement due to poor working conditions in many factories.
A)True
B)False
Answer: True
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Chapter 2: Influences on Employee Behavior
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Sample Questions
Q1) According to path-goal theory of leadership motivation and job satisfaction will be high if:
A)The leader identifies the goals and clarifies the paths employees can take to reach these goals.
B)The leader identifies the goals and lets the employees seek their own path to reach these goals.
C)The leader lets the employee identify their own goals and then ignores their efforts
D)None of the above are true
Answer: A
Q2) According to Social Learning Theory a person's self-efficacy expectations will determine:
A)Whether or not they will do the task correctly
B)How much effort a person will spend on a task
C)The size of the reward they expect
D)Whether or not they like doing the task
Answer: B
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4
Chapter 3: Learning and HRD
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Sample Questions
Q1) Before training Joe produced 20 widgets per day. Four months after training he is producing 30 widgets per day. This is an example of:
A)Zero transfer
B)Positive transfer
C)Negative transfer
D)None of the above
Answer: B
Q2) Interference refers to:
A)Your supervisor being mad at you
B)A noisy training room
C)Material learned before the session or information received after training
D)None of the above are interference
Answer: C
Q3) Learning is defined as:
A)A permanent change in behavior, cognition or affect.
B)A temporary change in behavior, cognition or affect.
C)Memorizing some material from a book.
D)None of the above are correct definitions.
Answer: A
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Page 5
Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job?
A)job inventory questionnaire
B)time sampling
C)critical incident method
D)card sort
Q2) "Found data" is data that comes from new surveys conducted by the HRD department.
A)True
B)False
Q3) An ability is a general or enduring trait that a person possesses.
A)True
B)False
Q4) A needs assessment is often not conducted for which of the following reasons?
A)It can be difficult and time consuming to do
B)Line managers prefer action to research
C)There is lack of support from management for this step
D)All of the above are true
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Chapter 5: Implementing HRD Programs
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Sample Questions
Q1) Which training method is generally thought to be most effective at developing the analytical and problem-solving skills of trainees?
A)videotape
B)lecture
C)case study method
D)teleconferencing
Q2) When properly done the lecture method can be an effective way to facilitate the transfer of:
A)New skills
B)Using a computer program
C)Factual information
D)Lecture doesn't work well for any of the above
Q3) CBT stands for:
A)Company based training
B)Census bureau training
C)Computer based training
D)Company bureaucrat training
Q4) On the job training (OJT) is the most common type of training found?
A)True
B)False
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) A lesson plan is:
A)A trainers guide for the actual delivery of the training content
B)Good for handouts to trainees
C)Needed only by new, inexperienced trainers
D)Most a waste of time and paper
Q2) It is expected that e-learning use will increase in coming years.
A)True
B)False
Q3) HRD objectives describe the intent and desired result of an HRD program.
A)True
B)False
Q4) Training competency involves the knowledge and skills needed to design and implement training programs.
A)True
B)False
Q5) It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions.
A)True
B)False
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) Relational research involves measuring two or more variables to see if they are measuring the same thing.
A)True
B)False
Q2) Internal validity can be affected by all of the following, except:
A)Instrumentation
B)Testing
C)Differential investigation
D)Experimental mortality
Q3) The most popular and influential framework for evaluating training was developed by:
A)Goldstein
B)Kirkpatrick
C)Phillips
D)Brinkerhoff
Q4) Trainee reaction to a training program is:
A)critical - if they don't like it, they can't learn
B)limited because it does not tell us if the program met its objective
C)in most cases, the only evaluation method that can be accomplished
D)the only level of evaluation worth doing
Page 9
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Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Role ambiguity means that:
A)The employee sees the job as more then they can do.
B)The employee is unclear of their role in the organization
C)The employee receives mixed messages about their job
D)The group norms are being violated
Q2) Role conflict occurs when people get mixed signals about what is expected of them on the job.
A)True
B)False
Q3) All of the following are problems with new employee orientation EXCEPT:
A)too much emphasis on paperwork
B)too much selling of the organization
C)too much emphasis on an organization's mission, vision and values
D)one shot mentality
Q4) Norms are established by the employees themselves.
A)True
B)False
Q5) An RJP can be effective during times of low unemployment.
A)True
B)False
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Internal validity can be affected by all of the following, except:
A)History
B)Maturation
C)Differential selection
D)Statistical abnormality
Q2) According to the text what is true about experimental design evaluations:
A)They are easy to use in almost any organization
B)They are cheaper to do than case studies
C)They should be the only method used for evaluating HRD programs
D)They are difficult to use due to organizational constraints
Q3) A pre/post comparison is used to evaluate learning so that:
A)we know how much change took place during the program
B)we can calculate a t-test to get nice-looking statistics
C)we can compare the trained group to the control group
D)we know where the group was at the start
Q4) A quasi-experimental research design could be:
A)A non equivalent control group
B)A time series
C)A pre post test
D)Both A and B are quasi-experimental designs
Page 11
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) VPP stands for the Voluntary Protection Program.
A)True
B)False
Q2) Which of the following lists the common characteristics of designing basic skills/ literacy programs?
A)performance test / one-on-one tutoring
B)performance test / small group discussion
C)aptitude test / small group instruction and one-on-one tutoring
D)aptitude test / small group instruction
Q3) The Worker Adjustment and Retraining Notification Act (WARN) requires:
A)Unemployment pay for fired workers
B)60 days notice of plant closures for employers with over 100 employees
C)100 days notice of plant closures for employers with over 60 employees
D)notice only to senior managers of plant closings
Q4) Over 20% of U.S. adults can be classified as below basic in "quantitative literacy"?
A)True
B)False
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12
Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) The fundamental attribution error refers to:
A)the tendency to over attribute a behavior to a cause within the person, rather than to the situation
B)the tendency to over attribute a behavior to a cause within the situation, rather than to the person.
C)the tendency to show bias towards people who are different from yourself
D)the tendency to remember recent employee behaviors better than ones that occurred some time ago
Q2) Which of the following skills are necessary for effective coaching?
A)immediacy
B)objectivity
C)planning
D)affirming
E)all of the above are needed
Q3) Poor performance:
A)Depends on the standards for performance
B)Is defined by ASTD
C)Is known to all employees
D)Is a standard all companies can easily define
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Page 13
Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) Potential negative outcomes of employee counseling programs include all of the following except:
A)Increased worker's compensation costs
B)Conflicts between smokers and non-smokers
C)Increased scheduling problems due to program participation
D)Reduced motivation and job satisfaction
Q2) An effective employee counseling service requires:
A)Top management support
B)A clear set of policies and guidelines
C)Coverage of services by the health insurance plan
D)All of the above are needed
Q3) According to studies:
A)mental health is not a problem
B)mental health medical claims are almost never made
C)mental health in the US has been almost eliminated
D)almost one-quarter of US has some type of diagnosable mental disorder each year
Q4) A stressor is an internal force affecting an individual.
A)True
B)False
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Chapter 13: Career Management and Development
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Sample Questions
Q1) Outplacement focuses on keeping people happy within the organization.
A)True
B)False
Q2) How does one's personal life impact their career choices?
A)No impact - the two are totally separate
B)A link between these two is illegal
C)Any link would be silly - what about privacy
D)It has a major impact on the decisions one makes about jobs
Q3) Hall and colleagues Protean career emphasizes::
A)Individuals drive their own careers
B)Organizations drive a person's career
C)Careers are determined by the God Proteus
D)None of the above are true
Q4) Mentoring occurs between:
A)Male and female employees
B)People who work in the same department
C)Junior and senior members of the organization
D)Different supervisors
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Page 15
Chapter 14: Management Development
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Q1) Prospector, developed by Spreitzer and others is designed to do what?
A)Identify managers with the greatest potential to be international executives
B)Identify potential supervisors
C)Identify managers for US jobs
D)Find new managers for an organization
Q2) Which type of manager plays the role of strategist for the organization, coordinator of transactions across national borders and architect for asset configuration?
A)business manager
B)country manager
C)inter-continental manager
D)corporate manager
Q3) Which of the following is not a component of management development?
A)Mentoring and coaching
B)Management education
C)Management training
D)On-the-job experiences
Q4) Business degrees are the most popular undergraduate degrees offered in the US.
A)True
B)False
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Chapter 15: Organization Development and Change
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Q1) What role should senior management take in a TQM program?
A)hands-off - it is the workers' program
B)they need to guide the implementation of the program
C)they need to facilitate the TQM training
D)none
Q2) The role of the change agent is all of the following except:
A)Fact finder
B)Alternative identifier
C)Production Manager
D)Technical specialist
Q3) To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to:
A)unfreeze them - motivate them to look at something new
B)restructure them - give them a mentor for change
C)take them to the woods (threaten punishment) to get their attention
D)have management issue a new operating manual
Q4) Organization development appears to be currently in a state of flux.
A)True
B)False
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Equal opportunity is the giving of preferences to women and minorities in employment decisions.
A)True
B)False
Q2) Females have both moved up in organizations and achieved pay equity with men over the last 20 years.
A)True
B)False
Q3) Artifacts and patterns of behavior play an important role in the socialization process.
A)True
B)False
Q4) Traditionally, a key element in moving into higher level positions in organizations is having a mentor.
A)True
B)False
Q5) The focus on a managing diversity program is on inclusion.
A)True
B)False
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