Human Resource Management
Mock Exam
Course Introduction
Human Resource Management is a comprehensive study of the strategies, practices, and systems organizations use to effectively recruit, develop, motivate, and retain employees. The course explores core topics such as workforce planning, job analysis, recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and employee health and safety. Emphasis is placed on both the legal and ethical considerations within HR, as well as the role of human resources in supporting organizational goals and fostering an inclusive, high-performing work environment. Students gain practical knowledge and skills applicable to real-world HR challenges in a variety of organizational settings.
Recommended Textbook
Employee Training and Development 6th Edition by Raymond A. Noe
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11 Chapters
554 Verified Questions
554 Flashcards
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Chapter 1: Introduction to Employee Training and Development
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Sample Questions
Q1) ISO standards are involuntary.
A)True
B)False
Answer: False
Q2) A(n)_____ is an example of tacit knowledge.
A) employee's experience
B) business process
C) flowchart
D) formula
Answer: A
Q3) _____ refers to a systematic approach for developing training programs.
A) Total quality management
B) Continuous learning
C) Training design process
D) Orientation training program
Answer: C
Q4) Due to globalization,the supply for talented employees exceeds the demand.
A)True
B)False
Answer: False
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Chapter 2: Strategic Training
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Sample Questions
Q1) The process of identifying and collecting metrics is unrelated to training evaluation.
A)True
B)False
Answer: False
Q2) Tacit knowledge developed through experience and shared through interactions between employees is easy to imitate.
A)True
B)False
Answer: False
Q3) Which of the following positions is characterized by high value and low uniqueness?
A) Lab technician
B) Scientist
C) Secretarial staff
D) Legal adviser
Answer: A
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4
Chapter 3: Needs Assessment
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Sample Questions
Q1) Which of the following is considered as a part of "input" in the process for analyzing the factors that influence employee performance and learning?
A) Awareness of performance standard.
B) Social support.
C) Understanding the level of proficiency.
D) Work-group norms.
Answer: B
Q2) Which of the following statements is true of competency models?
A) They are not useful for recruitment and selection.
B) They fail to identify the best employees to fill open positions.
C) They cannot be used for performance management.
D) Traditionally, needs assessment failed to focus on competencies.
Answer: D
Q3) To motivate employees to learn in training programs,they need to be given a choice of what training programs to attend.
A)True
B)False
Answer: True
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Chapter 4: Learning and Transfer of Training
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Q1) Which of the following statements is true of organizing as a learning strategy?
A) It focuses on memorization of training content.
B) It focuses on learning through repetition of training content.
C) It requires the learner to find similarities and themes in the training material.
D) It requires the trainee to relate the training material to other, more familiar knowledge, skills, or behaviors.
Q2) Automatization of tasks increases memory demands.
A)True
B)False
Q3) _____ is a learning process that involves identifying learned material in long-term memory and using it to influence performance.
A) Generalizing
B) Semantic encoding
C) Retrieval
D) Gratifying
Q4) List some useful techniques for convincing trainees that the training program content is meaningful.
Q5) What is error management training?
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Chapter 5: Program Design
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Sample Questions
Q1) Explicit knowledge:
A) mainly consists of personal knowledge based on individual experience.
B) can be communicated only through discussion and demonstrations.
C) can be managed by a knowledge management system.
D) is highly influenced by perceptions and values.
Q2) What is a curriculum road map and what does it include?
Q3) What is program design? What are the three phases of the program design process?
Q4) Which of the following is a major cause for loss of explicit and tacit knowledge?
A) Creating chief information officer (CIO) and chief learning officer (CLO) positions.
B) Requiring employees to give presentations to other employees.
C) Older employees retiring.
D) Use of social networking sites in companies.
Q5) Giving trainees frequent breaks so that they can leave the room and return ready to start learning again is a good practice in training.
A)True
B)False
Q6) What is the role of chief learning officers (CLOs)in ensuring effective knowledge management?
Page 7
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Chapter 6: Training Evaluation
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Q1) It is necessary to limit return on investment analysis only to certain training programs as it can be costly.
A)True
B)False
Q2) _____ refers to the ease with which training outcome measures can be collected.
A) Reliability
B) Practicality
C) Acceptability
D) Relevance
Q3) Formative evaluation involves collecting qualitative data about a training program from trainees mainly through:
A) their opinions and feelings about the program.
B) measures of performance such as volume of sales.
C) tests and ratings of their behavior.
D) the return on investment method.
Q4) No evaluation design can ensure that the results of the evaluation are completely due to training.
A)True
B)False
Q5) Describe the evaluation process for training.
Page 8
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Chapter 7: Traditional Training Methods
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Q1) Write a note on Kaizen.
Q2) Key behavior practice sessions are most effective when they allow trainees to practice the behaviors _____.
A) multiple times
B) in a large group
C) in a group where evaluation apprehension is high
D) without any feedback
Q3) _____ best prepares team members to step in and take the place of a member who may temporarily or permanently leave the team.
A) Guided team self-correction
B) Cross training
C) Coordination training
D) Scenario-based training
Q4) Which of the following is the first stage of an experiential learning training program?
A) Take part in a behavioral simulation.
B) Analyze the activity.
C) Gain conceptual knowledge and theory.
D) Connect the theory and activity with on-the-job or real-life situations.
Q5) What should an effective on-the-job (OJT)training program include?
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Chapter 8: Technology-Based Training Methods
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Sample Questions
Q1) Virtual reality allows simulations to become even more realistic.
A)True
B)False
Q2) Under what conditions should managers and trainers in companies consider using new technology training methods?
Q3) How does use of technology benefit training and learning?
Q4) Which of the following technology-based training methods has a relatively low development cost?
A) Virtual reality.
B) Mobile learning.
C) Intelligent tutoring system.
D) Web-based learning.
Q5) The use of social media as a learning tool will be ineffective in a company that:
A) has a significant number of employees from the millennial generation.
B) requires substantial teamwork.
C) supports centralized decision making.
D) has geographically dispersed employees.
Q6) How can intelligent tutoring system (ITS)be distinguished from other new training technologies?
Page 10
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Chapter 9: Employee Development and Career Management
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Q1) According to the nine-box grid,the development plan for employees with outstanding performance but low potential typically emphasizes:
A) finding them experiences that will continue to facilitate creativity and innovation.
B) moving them to a position that best matches their skill set.
C) performance improvement in their current position.
D) developing them for leadership positions in the company.
Q2) In a protean career,employees do not take responsibility for managing their careers.
A)True
B)False
Q3) The _____ is a personality assessment tool used for team building and leadership development that identifies employees' preferences for energy,information gathering,decision making,and lifestyle.
A) nine-box grid
B) Myers-Briggs Type Inventory
C) Boston Consulting Group matrix
D) 360-degree assessment system
Q4) What are the roles that a coach can play to develop employees?
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Chapter 10: Social Responsibility: Legal Issues, Managing
Diversity, and Career
Challenges
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Q1) Which of the following is a disadvantage of job hopping?
A) Job hopping makes it difficult for a company to downsize if necessary.
B) Job hopping makes it difficult to sustain continuity in employee-customer relationships.
C) Job hopping reduces a company's opportunity to hire employees with a variety of experiences.
D) Hiring employees who job hop decreases the company's flexibility and adaptability.
Q2) Which of the following is true of repatriation?
A) Employees are guaranteed a higher standard of living in their home country than the host country when they return after the completion of the foreign assignment.
B) Employees may leave the company if the assignments given to them upon returning to their home country have less responsibility.
C) Expatriates experience no stress and anxiety when they return to their home country after the completion of foreign assignments.
D) Employees should not be asked to self-manage the repatriation process.
Q3) What does diversity training mean and what are its goals?
Q4) List the training-related situations that may result in legal action.
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Chapter 11: The Future of Training and Development
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Q1) Which of the following is a technology that provides realistic,life-sized holographic projections in which employees can hear and see collaborators as if they were physically present in the office?
A) Metaprogramming.
B) Cloud computing.
C) Teleimmersion.
D) Telecommuting.
Q2) Training serves an important role in helping organizations achieve sustainability goals.
A)True
B)False
Q3) Bernard has been working with Miller Advertising firm for a couple of years.He works from remote locations and does not work at the firm's office.He communicates with his colleagues through e-mails and videoconferencing.Which of the following indicates Bernard's work set up?
A) Blended learning.
B) Telecommuting.
C) Cloud computing.
D) Teleimmersion.
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Page 13