Human Resource Management Test Bank
Course Introduction
Human Resource Management is an essential business course that explores the strategies and practices organizations use to attract, develop, motivate, and retain a productive workforce. This course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and employment law. Students will examine the role HR professionals play in shaping workplace culture, ensuring legal compliance, and aligning HR strategies with organizational goals. Through case studies and practical exercises, learners will develop skills for managing people effectively and fostering organizational success in a dynamic and diverse work environment.
Recommended Textbook
Employee Training and Development 7th Edition by Raymond Noe
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11 Chapters
568 Verified Questions
568 Flashcards
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Page 2
Chapter 1: Introduction to Employee Training and Development
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) ATD stands for the Association for Training and Development.
A)True
B)False
Answer: False
Q2) Describe why some have criticized the Instruction Design Systems (ISD) model. Answer: Some have criticized the ISD model for a number of reasons. The training design process rarely follows the neat, orderly, step by-step approach. Furthermore, adhering to the model may represent an administrative burden and be too costly. The ISD model also implies an end point. However, the training process is more dynamic, fluid, and iterative. Many companies claim to use an instructional design approach, but dilute its application. The ISD model certainly has value. Yet, the training design process should be flexible enough to adapt to changing business needs. Although it may not be realistic to follow the ISD model in a pure linear fashion, it is important that organizations focus on each of its component parts.
Q3) According to the ATD competency model, foundational competencies are used to a different extent in each role or specialization.
A)True
B)False
Answer: True
Page 3
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Chapter 2: Strategic Training
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56 Verified Questions
56 Flashcards
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Sample Questions
Q1) Justin Mason, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Mason's firm made it mandatory for all product managers to undergo skills training, he told his superior that he would be uncomfortable with the process. He added that he was certain of not being able to cope with the new developments. In this instance, Justin is demonstrating _____.
A) indifference to change
B) uniqueness
C) resistance to change
D) loss of control
Answer: C
Q2) A SWOT analysis is typically conducted in the _____ step of the strategic training and development process.
A) business strategy formulation and identification
B) strategic training and development initiatives
C) training and development activities
D) measures or metrics identification
Answer: A
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Chapter 3: Needs Assessment
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Competency models are typically only used for training purposes.
A)True
B)False
Answer: False
Q2) Which of the following issues is addressed by task analysis?
A) Who needs training?
B) What is the focus of training?
C) Does training support the company's strategic direction?
D) Should training be built or bought?
Answer: B
Q3) _____ are useful with complex or controversial issues.
A) Surveys
B) Observations
C) Focus groups
D) Historical data reviews
Answer: C
Q4) Surveys and interviews share common disadvantages as needs assessment methods.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Learning and Transfer of Training
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52 Verified Questions
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Sample Questions
Q1) In general, it is best to promote a performance orientation among trainees.
A)True
B)False
Q2) Which of the following creates a learning orientation in trainees?
A) Emphasizing trained task performance
B) Emphasizing competition among trainees
C) Ensuring trainees completely avoid errors and mistakes
D) Allowing trainees to experiment with new knowledge and skills
Q3) Identical elements are more appropriate for open skills as opposed to closed skills.
A)True
B)False
Q4) Describe how trainers can create a learning orientation among trainees in contrast to a performance orientation. (Be sure to define learning orientation and performance orientation in your answer to demonstrate your understanding of these concepts.)
Q5) The stimulus generalization approach emphasizes near transfer of training. A)True
B)False
Q6) Name and describe the three ways employees can learn through interaction.
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Chapter 5: Program Design
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Sample Questions
Q1) Name and describe the three phases of training program design.
Q2) How can opportunity to perform be measured? What might low levels of opportunity to perform indicate?
Q3) Fan-type seating is ineffective for training that includes trainees working in groups and teams.
A)True
B)False
Q4) A(n) _____ is a written document that includes the steps that a trainee and manager will take to ensure that training transfers to the job.
A) concept map
B) design document
C) performance appraisal
D) action plan
Q5) The pre-training phase primarily involves _____.
A) encouraging learners to apply what they have learned to their work
B) preparing a concept map and curriculum road map to facilitate learning
C) preparing, motivating, and energizing trainees to attend the learning event
D) preparing instruction (classes, courses, programs, lessons) to facilitate learning
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Chapter 6: Training Evaluation
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Sample Questions
Q1) Formative evaluation involves collecting 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) return on investment (ROI)
Q2) _____ demonstrates to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.
A) Reactions
B) Return on expectations (ROE)
C) Results
D) Return on investment (ROI)
Q3) Compare and contrast reaction and affective learning outcomes. Be sure to define each to demonstrate your understanding of these concepts.
Q4) The believability of study results refers to external validity.
A)True
B)False
Q5) Describe the various reasons for evaluating the effectiveness of training programs.
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Chapter 7: Traditional Training Methods
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Sample Questions
Q1) A potential disadvantage of a panel is that trainees who are relatively naive about a topic may have difficulty understanding important points.
A)True
B)False
Q2) Which of the following statements is true of business games?
A) Business games are non-competitive.
B) Trainees know for certain the consequences of their actions.
C) There are no limitations for participant behavior in business games.
D) Several alternative courses of action are available to trainees.
Q3) Presentation methods promote active participation among trainees.
A)True
B)False
Q4) It is generally considered best practice for role plays to be unstructured to enhance contextual learning.
A)True
B)False
Q5) Describe the 70-20-10 model and its implications for training.
Q6) Elaborate on the process used for developing cases.
Q7) Identify strategies to enhance role plays.
Page 9
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Chapter 8: Technology-Based Training Methods
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Sample Questions
Q1) Which of the following technology-based training methods provides the least opportunity for learner-instructor interaction?
A) Virtual reality
B) Mobile learning
C) Social media learning
D) Blended learning
Q2) With respect to maximizing the benefits of learner control, programs should allow trainees to control the amount of feedback they receive.
A)True
B)False
Q3) A _____refers to software tools that enable communication in short bursts of text, links, and multimedia through stand-alone applications or through online communities
A) blog
B) wiki
C) microblog
D) shared media
Q4) Describe the ways the use of new technology has benefited training and learning.
Q5) Describe recommendations for maximizing the benefits of learner control.
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Page 10
Chapter 9: Employee Development and Career Management
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Sample Questions
Q1) A protean career is defined by a series of upward career transitions.
A)True
B)False
Q2) Describe strategies that companies can employ to help ensure that employees approach transfers and promotions, particularly when relocation is involved, as development opportunities.
Q3) Which of the following is a limitation of 360-degree feedback?
A) Managers' behaviors are evaluated only by subordinates.
B) Employees cannot compare their own personal evaluations with the views of others.
C) A facilitator may be needed to help interpret the results.
D) The feedback is difficult to link to development plans.
Q4) The process of developing a succession plan typically begins with _____.
A) identifying the employees included in the succession plan
B) identifying the positions included in the succession plan
C) developing standards to evaluate positions
D) determining ways to measure employee potential
Q5) Why is it better for managers to hold separate discussions for performance appraisals and development?
11
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Chapter 10: Social Responsibility: Legal Issues, Managing
Diversity, and Career
Challenges
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Sample Questions
Q1) The _____ refers to a barrier to advancement for women and minorities.
A) adverse effect
B) funnel effect
C) glass ceiling
D) discrimination effect
Q2) In the _____ stage, individuals are largely concerned with achieving more responsibility and financial success.
A) exploration
B) decline
C) establishment
D) maintenance
Q3) Which of the following is true of early retirement programs?
A) They should be an integral part of a strategy to lay off employees.
B) Eligibility is usually based on age and years of service.
C) These programs should be informal.
D) These programs are often involuntary.
Q4) Virtual expatriates are more expensive than traditional expatriates.
A)True
B)False
Q5) List six training-related situations that may result in legal action.
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Chapter 11: The Future of Traini
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Sample Questions
Q1) Increased use of contingent workers and increased flexibility to meet customer needs will lead training departments to have a greater focus on _____.
A) traditional training methods
B) lecture and presentation methods
C) expert systems and electronic performance support systems
D) employee development
Q2) Advances in neuroscience research have demonstrated that long-term information recall is enhanced when individuals learn material all at once, contradicting previous findings.
A)True
B)False
Q3) _____ tracks learning activities, and costs, and relates learning results to product revenues or sales goals.
A) A learning management system (LMS)
B) An embedded learning system
C) Social learning
D) Cloud computing
Q4) Discuss how training program design is being influenced by neuroscience research.
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