Human Resource Development
Mock Exam
Course Introduction
Human Resource Development is a course designed to explore the processes, strategies, and best practices involved in enhancing the skills, knowledge, and competencies of an organizations workforce. The course covers key topics such as employee training, career development, organizational learning, talent management, and performance improvement initiatives. Students will examine the role of HRD in aligning employee growth with organizational objectives, analyze instructional design models, evaluate methods for assessing training needs and outcomes, and discuss contemporary challenges in fostering a culture of continuous learning and professional development within diverse organizations.
Recommended Textbook
Human Resource Development 5th Edition by
Jon M. Werner
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16 Chapters
900 Verified Questions
900 Flashcards
Source URL: https://quizplus.com/study-set/2103
Page 2
Chapter 1: Introduction to Human Resource Development
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90 Verified Questions
90 Flashcards
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Sample Questions
Q1) ASTD stands for:
A)The Alaskan Society for Training & Development
B)The American Society for Training & Development
C)The American Society for Teaching Drama
D)The American Society for Technical Development
Answer: B
Q2) During World War II the TWI (Training within Industry) was established by the:
A)Federal Government
B)State of New York
C)US Chamber of Commerce
D)General Electric
Answer: A
Q3) Scientific Management recognized that people are more important in efficient production than are machines.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Influences on Employee Behavior
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60 Flashcards
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Sample Questions
Q1) Maslow's need theory of motivation:
A)Contains 2 factors
B)Contains 5 categories of needs
C)Focuses on existence, relatedness and growth
D)None of the above are true
Answer: B
Q2) Goals do not need to be agreed to by employees to be effective.
A)True
B)False
Answer: False
Q3) According to path-goal theory of leadership motivation and job satisfaction will be high if the leader identifies the goals and clarifies the paths employees can take to reach these goals.
A)True
B)False
Answer: True
Q4) In equity theory employees compare themselves to their goals.
A)True
B)False
Answer: False
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Chapter 3: Learning and HRD
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75 Flashcards
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Sample Questions
Q1) Declarative knowledge is knowing what to do
A)True
B)False Answer: True
Q2) Which of the following is correct:
A)Concrete experiences focuses on thinking
B)Abstract conceptualization focuses on feeling
C)Reflective observation focuses on watching
D)Active experimentation focuses on feeling and watching Answer: C
Q3) Interference refers to things you learned before the training session or information received after the training.
A)True
B)False Answer: True
Q4) ACT* theory assumes that the learning process is the same regardless of the material being learned.
A)True
B)False Answer: True
Page 5
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Chapter 4: Assessing HRD Needs
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56 Flashcards
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Sample Questions
Q1) When an effort is made to discover the reasons for an employee's work performance, this is referred to as:
A)psychoanalysis
B)card sort analysis
C)summary person analysis
D)diagnostic person analysis
Q2) Boeing was recognized by the ASTD as part of its benchmarking forum.
A)True
B)False
Q3) Which of the following is not a method of task identification?
A)Simultaneous repository file
B)Time sampling
C)Critical incident technique
D)Job inventory
Q4) A task analysis asks the question: What must be done to perform the job effectively.
A)True
B)False
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Chapter 5: Implementing HRD Programs
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Sample Questions
Q1) Computer based training will be less important in the next 20 years.
A)True
B)False
Q2) In using the discussion method one of the trainer's jobs is to see that only really smart people participate in the discussion.
A)True
B)False
Q3) Behavior modeling does not include:
A)Observing a model of performance
B)Discussing the model
C)Practicing the behavior
D)Listening to a lecture on how to do something
Q4) Which of the following is not a primary category of classroom training?
A)Job instructional training
B)Lecture
C)Audiovisual methods
D)Discussion
Q5) The three categories of training are: on the job, classroom and trial and error.
A)True
B)False
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) Which of the following is not a part of the program outline?
A)Course objectives
B)Tools needed for the program
C)A tentative schedule of events
D)A list of participants
Q2) What is true about training manuals?
A)They provide a hands-on approach to the subject
B)They provide a broad of the subject
C)They are difficult for the organization to reproduce
D)They are never used in real training programs
Q3) Preparing a lesson plan requires the trainer to do which of the following:
A)Determine the sequence of activities
B)Determine what material is to be covered
C)Determine how much time to spend on each area
D)All of the above are needed for a good lesson plan
Q4) A lesson plan is:
A)A waste of time and paper
B)A good idea - it tells everyone what is going on and when
C)Needed only by new trainers
D)Used only for on-line courses
Page 8
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) Which of the following is not a form of research design validity?
A)Internal
B)External
C)Statistical conclusion
D)Statistical initial
Q2) Utility analysis is easy for trainers to calculate
A)True
B)False
Q3) A case study research design:
A)Is easy to use to evaluate training
B)Is questionable since there is no pre training information
C)Measures only results
D)Is very commonly used to evaluate training
Q4) A control group is:
A)a second group of trainees
B)of no value in helping us evaluate training programs
C)often critical to determining whether changes were due to a training program rather than some other factor
D)an added cost that is generally too expensive
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Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Newcomers need all of the following except?
A)accurate expectations
B)a knowledge base
C)other insiders to compare their judgements with D)a friendly supervisor
Q2) A key element in designing an effective orientation program is to:
A)include frequent interaction with supervisors and peers
B)include frequent interaction with top management
C)include frequent interaction with the HR department
D)keep the new employees in the classroom for the entire program
Q3) 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
Q4) Organizational insiders possess all of the following, except:
A)Accurate expectations
B)Other insiders
C)A mentor
D)A knowledge base
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) A case study research design:
A)Is easy to use to evaluate training
B)Is questionable since there is no pre training information
C)Measures only results
D)Is very commonly used to evaluate training
Q2) Internal validity deals with the question - could something besides the training program have caused the observed change to occur.
A)True
B)False
Q3) History means that unrelated events occur during the training process that influence the training measurements.
A)True
B)False
Q4) A case study involves training followed by post training measurement.
A)True
B)False
Q5) A control group is just a second group of trainees
A)True
B)False
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) A team is:
A)A group of individuals
B)A group of individuals seen as linked in a social structure
C)The members of any work department
D)Postal workers - all part of the postal team
Q2) All of the following are types of teams EXCEPT:
A)department
B)quality circle
C)self managed
D)cross functional
Q3) TQM stands for Total Quality Maintenance
A)True
B)False
Q4) Joint training programs involve the company and
A)The Federal Government
B)The IRS
C)A labor union
D)A University
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Page 12
Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) Paraphrasing is:
A)Making a new paragraph when needed
B)Rewriting the last paragraph in different terms
C)A concise restatement of what the other person just said
D)A written skill used in evaluating performance
Q2) 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
Q3) Criticism of employees
A)Should be general in nature
B)Should be specific and kept to a minimum
C)Should be saved for the performance review
D)Should never be given
Q4) Poor performance is caused by many things.
A)True
B)False
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Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) The act that requires mental health coverage be equivalent to other medical benefits for many employers is the:
A)ADA
B)Drug-Free Workplace Act
C)Mental Health Parity Act
D)Healthcare Rebuilding Act
Q2) EAP's are based on the assumption that work is the cause of an employee's problems.
A)True
B)False
Q3) Stress on the job is:
A)Rare
B)Found but costs US companies little money
C)Expressed most frequently as job dissatisfaction
D)Common but not seen as really impacting work
Q4) Exercise and fitness programs are popular among large employers
A)True
B)False
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Chapter 13: Career Management and Development
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Sample Questions
Q1) HRD's role in career development is to make a plan for every employee.
A)True
B)False
Q2) Managers and supervisors should be trained to fill all of the following roles except:
A)Coach
B)Appraiser
C)Critic
D)Adviser
Q3) Career models can focus on:
A)The individual, organization and team
B)The individual, organization and department or plant
C)The department, organization and union
D)The union, organization and individual
Q4) The systems view of career management includes all of the following except:
A)The people system
B)The job market system
C)The organizational system
D)The management and information system
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Page 15
Chapter 14: Management Development
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Sample Questions
Q1) A learning point is:
A)Telling trainees what to look for during training
B)Learning objectives
C)A great help to learning
D)All of these are true
Q2) A key characteristic of transformational leaders is:
A)Intelligence
B)Computer knowledge
C)Charisma
D)Decisiveness
Q3) When globalizing organizations 4 categories of managers are needed. These types include both business managers and functional managers.
A)True
B)False
Q4) Behavior modeling typically involves five steps. These five steps include: lecture, taking notes, memorization, repeating and learning.
A)True
B)False
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Page 16
Chapter 15: Organization Development and Change
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Sample Questions
Q1) All of the following are limitations of research supporting OD Theories EXCEPT:
A)lack of true experimental designs
B)lack of resources available to OD practitioners
C)limitations of field research designs
D)OD is a relatively new field, so there hasn't been time to do research
Q2) An Intervention strategy is
A)the primary means for organizational change and improvement
B)an unplanned corporate event
C)a new government regulation
D)a major problem encountered for the first time by an organization
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) True experimental design is easy to find in OD research.
A)True
B)False
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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32 Verified Questions
32 Flashcards
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Sample Questions
Q1) The main federal EEO law is derived from:
A)Civil Rights Acts of 1991
B)Title IX
C)Title VII of the Civil Rights Act of 1964
D)The Taft-Hartley Act
Q2) Artifacts and patterns of behavior play an important role in the socialization process.
A)True
B)False
Q3) A managing diversity approach requires all of the following except:
A)Some one-shot diversity training programs
B)Long term commitment to change
C)A substantive change in culture
D)Modified definitions of leadership and management
Q4) Which of the following is not a step in meeting affirmative action guidelines;
A)Analyze the surrounding labor market
B)Prepare a policy statement on equal employment opportunity
C)Develop goals to correct underrepresented groups
D)Hire women and minorities no matter what their qualifications for a job
Page 18
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