Management of Human Capital Exam Preparation Guide
Course Introduction
Management of Human Capital explores the strategic role that people play in creating value within organizations. This course examines key concepts and practices in human resource management, including talent acquisition, employee development, performance management, compensation strategies, and workforce planning. Students will learn how effective management of human capital contributes to organizational success and competitive advantage, and will analyze current trends such as diversity and inclusion, technology in HR, and the evolving nature of work. Through case studies and practical exercises, participants will develop skills to align human capital strategies with business objectives and foster a high-performance organizational culture.
Recommended Textbook
Managing Performance through Training and Development 7th Edition by Robert Haccoun
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15 Chapters
835 Verified Questions
835 Flashcards
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Chapter 1: The Training and Development Process
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/37637
Sample Questions
Q1) Development is described as a planned effort to develop employees' knowledge,skills,and abilities to help employees perform better at their current jobs.
A)True
B)False
Answer: False
Q2) When applying the ISD model of training and development,the process often begins with the identification of a concern.
A)True
B)False
Answer: True
Q3) Technology developments in the external environment influence the training needs within an organization because employees will require technology training for what reason
A)to be marketable for other jobs
B)to capture efficiencies associated with improved technology
C)to satisfy their own intrinsic benefits
D)to meet global demands
Answer: B
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Chapter 2: Organizational Learning
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57 Verified Questions
57 Flashcards
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Sample Questions
Q1) Intellectual capital is knowledge that may or may not have value to a company.
A)True
B)False
Answer: False
Q2) According to the opening vignette,Vancity uses a combination of in-house and external courses to support employee growth and development.
A)True
B)False
Answer: True
Q3) Which of the following characteristics are congruent with the notion of informal learning
A)spontaneous, immediate, and task-specific
B)strategic, goal-oriented, and long-term focused
C)structured, group-focused, and unplanned
D)defined, organization-wide, and explicit
Answer: A
Q4) An example of structural capital would be a company's policy manual.
A)True
B)False
Answer: True
Page 4
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Chapter 3: Learning and Motivation
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56 Verified Questions
56 Flashcards
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Sample Questions
Q1) John Anderson's ACT theory describes learning as a process across three stages.Which of these stages is <b>NOT</b> part of the ACT theory
A)declarative knowledge
B)knowledge compilation
C)adaptive knowledge
D)procedural knowledge
Answer: C
Q2) You have been asked to write a short report highlighting key points on how condition theory principles may be used in training.Which of the following points is <b>NOT</b> likely to be included in your report
A)training material should be broken up into logical parts
B)trainees should be rewarded and encouraged throughout the training process
C)generalization means that the conditioned response occurs in circumstances different from those in the training environment
D)trainees should only be rewarded when they are able to generalize concepts learned in the training process
Answer: D
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Chapter 4: The Needs Analysis Process
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Sample Questions
Q1) Johnathan,a training specialist,is undertaking a needs analysis for an organization.He is attempting to determine which specific jobs in the organization are contributing to a specific "itch." What step in the needs analysis process is Johnathan most likely performing
A)stakeholder consultation
B)organizational analysis
C)task analysis
D)person analysis
Q2) Ideally,what should a manager do if an employee has a genuine skill deficiency and does not have the potential to learn a new task
A)fire the employee immediately
B)give the task to another individual, even if it impacts productivity negatively
C)notwithstanding the lack of potential to learn, double up the training effort
D)if possible, simplify the task, lower expectations, or transfer the employee
Q3) Questionnaires,structured interviews,and observation are techniques used in a task analysis to survey a sample of job incumbents.
A)True
B)False
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Chapter 5: Training Design
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Sample Questions
Q1) According to the textbook,training content should be anchored on which of the following
A)the employee who is to perform the desired behaviour
B)the needs and objectives of the training
C)the standard that will evaluate the behaviour
D)the time when the new content will be needed
Q2) Compare and contrast the advantages and disadvantages of developing training programs internally versus purchasing packaged programs.
Q3) Coaching and performance aids are two examples of blended training.
A)True
B)False
Q4) a)Explain the purposes of training objectives in terms of their importance to trainers,trainees,and managers,providing at least one example for each.
b)A final written training objective should include three components.Identify and describe those three components.
Q5) Distinguish between error training and error-avoidant training.
Q6) Describe the differences between massed and distributed practice,and explain the benefits of each.
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Chapter 6: Off The Job Training Methods
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Sample Questions
Q1) Compare and contrast the case study and the case incident methods.
Q2) The lecture method offers tremendous advantages over other training methods particularly if the learning outcomes are geared toward changing behaviour or acquisition of skills.
A)True
B)False
Q3) The lecture method is the most widely used instructional method.Which of the following is an ideal match for choosing the lecture method
A)learning outcomes are centred around changing behaviour
B)learning outcomes are centred around changing attitudes
C)trainees want a passive learning experience and cost considerations are important
D)trainees have different levels of knowledge
Q4) In which training method do trainees discuss,analyze,and solve problems based on a real-life situation
A)group discussion
B)case incident
C)case study
D)role play
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Chapter 7: On The Job Training Methods
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Sample Questions
Q1) A successful mentoring program should have specific evaluation criteria against which the success of the program will be measured.
A)True
B)False
Q2) The most widely used on-the-job training method is the lecture method.
A)True
B)False
Q3) Coaching and mentoring are synonymous,focusing on broad skill needs of trainees.
A)True
B)False
Q4) a)Compare and contrast mentoring and coaching.b)If you were implementing a mentoring program in your company,what best practices would you implement to improve the chances of developing successful learning outcomes from your mentoring program
Q5) In order for coaching to be effective a few critical elements are needed.Some of the most important are trust between coach and trainee and a planned approach to the process.
A)True B)False
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Chapter 8: Technology Based Training Methods
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58 Flashcards
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Sample Questions
Q1) ABC Inc.has a sales force that is dispersed across Canada.ABC has contracted a world-renowned sales expert to conduct training sessions with all its employees.The VP of human resources asks you for a cost-effective training method that would allow the training to occur without incurring transportation and lodging cost,while retaining some element of human interaction.What method would you recommend A)EPSS
B)virtual classroom
C)self-directed learning
D)asynchronous e-training system
Q2) The major disadvantage of computer-based training for organizations is the cost of system maintenance,especially for sophisticated multimedia programs.
A)True
B)False
Q3) The ability of trainees to choose between classroom and computer-based training appears to be a determining factor when comparing the effectiveness of these two methods.
A)True
B)False
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10
Chapter 9: Training Delivery
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Sample Questions
Q1) Britnee is a training manager at a local credit union and is trying to determine how best to schedule her training program.Which of the following training variables should Britnee consider most important in helping her develop a training schedule
A)nature of the business
B)training motivation
C)training content
D)self-efficacy
Q2) Which of the following scenarios is potentially the best possible outcome from a training program
A)trainees reflect on the training and provide positive responses
B)trainees make suggestions for future improvements to the program
C)trainees share with co-workers their satisfaction with the training experience
D)trainees' behaviour and performance show a positive change
Q3) In order to be conducive to learning,a training site should be comfortable in terms of space,lighting,and temperature.
A)True
B)False
Q4) What is a trainability test
How is it useful for training employees
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Chapter 10: Transfer of Training
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Sample Questions
Q1) According to the textbook,near transfer of training occurs when trainees are able to apply skills learned in training to situations that are very different from those experienced in training.
A)True
B)False
Q2) You are putting together a series of slides for a lecture you are leading in which you address the challenges associated with having "learning transfer." You want the focus of your lecture to be on individual trainee characteristics that are found to align with strong training transfer.Which of the following trainee characteristics would you identify as the strongest
A)cognitive ability
B)motivation to transfer
C)self-efficacy
D)learning goal orientation
Q3) Which of the following is <b>NOT</b> a barrier to the transfer of training
A)resources not available to use the skills
B)no time provided to use the skills
C)the culture does not support the training
D)poor training methodology
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Page 12
Chapter 11: Training Evaluation
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56 Flashcards
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Sample Questions
Q1) Which common shortcoming is shared by all three descriptive training evaluation models described in the textbook
A)the results and data collected are simply not applicable to most training programs
B)the collection of the data is almost always very expensive and time consuming
C)the results and data collection methods do not account for external variables that may contaminate results
D)implementation of descriptive evaluation models requires mastery of statistical analysis techniques
Q2) The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.
A)True
B)False
Q3) One of the main implications of the Kirkpatrick model of evaluation is the interdependencies among the four levels of evaluation.In practical terms,"(L1)should cause trainee learning (L2),which in turn should cause behaviour (L3),and so on."
A)True
B)False
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13
Chapter 12: The Costs and Benefits of Training Programs
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Sample Questions
Q1) Which of the following statements is <b>NOT</b> supported by content in the textbook relating to "training and the bottom line"
A)calculating the return on investment of a training program tends to increase the program's effectiveness
B)companies increasingly want to know the return on their training investments
C)the training function faces increased pressure to justify the costs of training programs
D)74 percent of CEOs want to see ROI data supporting training initiatives
Q2) What costing concept refers to costs that are not part of any one particular program but are needed to support training activities and cannot be recovered even if the program is cancelled
A)developmental costs
B)overhead costs
C)indirect costs
D)standard costs
Q3) Calculations of ROI and utility could be described as "one part science and one part art."
A)True
B)False
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14
Chapter 13: Training Programs
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Sample Questions
Q1) Which of the following is <b>NOT</b> a component of WHMIS training for employees
A)identify WHMIS hazard symbols
B)read and apply information on the MSDS
C)practise clean-up techniques for hazardous chemicals
D)read WHMIS supplier and workplace labels
Q2) Which type of training content is most popular among Canadian organizations
A)professional skills training
B)information technology skills training
C)basic skills training
D)management and supervisory skills
Q3) Evidence on safety training suggests that instructional methods such as simulations and hands-on training have a positive impact on trainees' ability to learn and transfer.
A)True
B)False
Q4) a)What is total quality management (TQM)and how may it impact organizational effectiveness and efficiencies
b)What specifically are areas that TQM requires employees to be trained in
Q5) Describe the components that should be included in an effective ethics training program.
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Chapter 14: Management and Leadership Development
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Sample Questions
Q1) Which of the following statements relating to emotional intelligence (EI)and intellectual intelligence (IQ)is <b>NOT</b> supported by evidence
A)both EI and IQ arelearnable and changeable over time
B)EI can be developed indirectly through exposure and feedback
C)empirical research has shown that managers with higher levels of EI are more effective versus managers with low EI
D)IQ is a relatively stable and enduring characteristic over one's life
Q2) The textbook describes one type of conflict as being not necessarily bad.What type of conflict may actually lead to a better outcome for the organization
A)interpersonal conflict
B)intrapersonal conflict
C)issue-based conflict
D)product-based conflict
Q3) Based on material presented by the authors of this textbook,the lines between leaders and managers are becoming more difficult to separate.
A)True
B)False
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16
Chapter 15: The Evolution and Future of Training and Development
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45 Verified Questions
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Sample Questions
Q1) Evidence provided in the textbook indicates a shift in training philosophy away from instructor-led to a philosophy that embraces other methods including blended and collaborative learning approaches.
A)True
B)False
Q2) Which of the following is <b>NOT</b> included in the member code of ethics established by the Canadian Society for Training and Development
A)respect individual rights
B)support the growth of the CSTD
C)trainers should use only original material
D)ensure client confidentiality
Q3) Define and discuss the ethics of training and development.
Q4) What was the catalyst behind TELUS changing its corporate learning philosophy
A)realization of the significant role technology plays in learning
B)the result of a strategic corporate-level review of their processes
C)realization that internal programs were simply too expensive
D)realization that learning is not an event but rather an ongoing multifaceted process
Q5) Describe how an aging workforce impacts the training and development function.
Page 17
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