Strategic Human Resource Development
Exam Solutions
Course Introduction
Strategic Human Resource Development explores the integration of human resource development (HRD) into the broader strategic objectives of organizations. The course examines how HRD initiatives, such as training, talent management, leadership development, and organizational learning, can be designed and implemented to drive competitive advantage and organizational effectiveness. Emphasis is placed on aligning employee development activities with business goals, utilizing data-driven decision-making, fostering a learning culture, and measuring the impact of HRD programs. Through case studies, theoretical frameworks, and practical applications, students gain the knowledge and skills necessary to develop and manage HRD strategies that contribute to long-term organizational success.
Recommended Textbook
Managing Performance through Training and Development 6th Edition by
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Page 2
Alan M Saks
Chapter 1: The Training and Development Process
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) An example of strategic training would be an enterprise offering cultural training given that its strategy calls for international expansion.
A)True
B)False
Answer: True
Q2) Performance management is often based on a single event like a training program.
A)True
B)False
Answer: False
Q3) The majority of organizations follow all the steps in the ISD model when introducing training programs.
A)True
B)False Answer: False
Q4) 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
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Chapter 2: Organizational Learning
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Sample Questions
Q1) According to research conducted by the Conference Board of Canada,what percentage of respondents indicated that systems and structures exist within their organizations to ensure that important knowledge is coded,stored,and made available to those who need it?
A) 11 percent
B) 21 percent
C) 31 percent
D) 41 percent
Answer: C
Q2) Why is the concept of informal learning receiving so much attention from managers?
A) because of the need to reduce expenditure in training and development
B) because of the speed of change and demographic realities
C) because of the level of attention the topic of informal learning has received from academics and management gurus
D) because it requires fewer resources and management attention
Answer: B
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Chapter 3: Learning and Motivation
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Sample Questions
Q1) Why does ACT theory have important implications for learning and training?
A) It suggests that motivational interventions might be more or less effective depending on the stage of learning.
B) It recognizes that learning is a stage-like process that involves four important stages.
C) It indicates that similar types of learning take place at different stages throughout the learning process.
D) It relies on a complete assessment of the training needs of the participants prior to designing the training event.
Answer: A
Q2) List and briefly describe the four characteristics goals must have in order to be motivational.
Answer: In order for a goal to be motivational,it must be specific in terms of its level and time frame,challenging enough to be difficult but not impossible to achieve,be accompanied by feedback in order to know whether or not progress is being made,and finally there must be a commitment to achieving the goal.
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5
Chapter 4: The Needs Analysis Process
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Sample Questions
Q1) According to the textbook,which of the following represents Level 4 in A Competency Profile for Senior Leaders?
A) communicates new directions so that everyone affected knows the new directions
B) leads team through discussions and research to identify key new themes and goals that everyone can accept and use
C) key stakeholders are consulted and have input into direction-setting
D) all stakeholders are engaged in a process to rewrite the new directions in terms that relate specifically to their roles
Q2) Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.
A)True
B)False
Q3) What is the most often used method of collecting data for a needs analysis?
A) work samples
B) observations
C) surveys
D) interviews
Q4) Identify and briefly describe the three steps in the person analysis process.
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Chapter 5: Training Design
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Sample Questions
Q1) Which statement is congruent with the notion of distributed practice?
A) learning is enhanced when cramming is used by trainees
B) learning is enhanced when material is provided in a single session
C) distributed training sessions tend to result in lower learning levels over time
D) distributed training sessions tend to result in higher learning levels over time
Q2) Feedback or knowledge of results provides trainers with feedback and information about their performance on the training program.
A)True
B)False
Q3) A cost-benefit analysis is necessary to determine the best option for a training program.
A)True
B)False
Q4) Analogical tasks are tasks that are performed by employees that resemble tasks performed in training.
A)True
B)False
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Chapter 6: Off-The-Job Training Methods
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Sample Questions
Q1) During the development phase of role play,trainees are given specific roles and details pertaining to their roles.Simply put,the role-play scenarios are given to trainees.
A)True
B)False
Q2) What may a trainer do to overcome some of the shortcomings of the discussion method?
A) ensure that trainees have similar experiences with the company, and generally have the same level of education
B) ensure that groups have at least ten participants
C) have a senior executive stop by the session to share his/her viewpoint at the start of the session
D) have a setting arrangement that encourages within-group discussion, ideally a circle
Q3) What are drawback(s)of training that relies solely on the lecture method?
A) too much information is transferred in a short period of time
B) linkage between content and learning outcomes is usually weak
C) too much emphasis on accommodating different learning styles
D) not an effective method to develop skills and change behaviours
Q4) List at least five purposes or benefits of using the discussion method.
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Page 8
Chapter 7: On-The-Job Training Methods
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Sample Questions
Q1) What term describes performance aids that leverage technology?
A) electronic performance-support systems
B) electronic aid-support systems
C) digital enhanced-support systems
D) performance-support platforms
Q2) What is the training method that requires cooperation among three parties: labour,industry,and government?
A) simulations
B) mentoring
C) apprenticeship
D) job instruction
Q3) The supervisor allows the trainee to complete the entire job during job instruction training.What type of intervention should the supervisor use to encourage successful job completion with appropriate behaviours by the trainee?
A) reinforce correct behaviour
B) determine the level of comprehension
C) encourage questions
D) tell why, as well as how
Q4) Compare and contrast mentoring and coaching.
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Chapter 8: Technology-Based Training Methods
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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.What method would you recommend?
A) EPSS
B) video conferencing
C) self-directed conference
D) asynchronous
Q2) Which of the following is NOT an important design factor for computer-based training programs?
A) stories
B) feedback
C) games
D) lectures
Q3) Mobile learning is particularly effective for learning complex processes as well as providing a platform for data analysis.
A)True
B)False
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Page 10
Chapter 9: Training Delivery
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Sample Questions
Q1) Which of the following is information that is NOT included in a training plan?
A) how much the training will cost the organization
B) which individuals in an organization need to be trained
C) the type of training that is required
D) the method by which training will be delivered
Q2) Evidence supports the notion that a good lesson plan should provide a general overview of learning outcomes,allowing the trainer to personalize the actual content and lesson format.
A)True
B)False
Q3) Trainers can generate interest and increase trainees' motivation by using seductive details in the delivery of the training program with physical animation and linguistic devices.
A)True
B)False
Q4) Most common training delivery problems fit into one of three basic themes.Identify the three themes and provide one problem example for each.
Q5) What is a trainability test? How is it useful for training employees?
Q6) Describe how a lesson plan can play a role in implementing a training program.
Page 11
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Chapter 10: Transfer of Training
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Q1) What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process?
A) external environment and internal environment
B) training environment and on-the-job environment
C) pre-training environment and post-training environment
D) specific and general environment
Q2) Authors H.Hutchins and L.Burke attempted to identify potential gaps in knowledge transfer amongst training professionals.What was the main conclusion of their report?
A) Most training professionals seem to be in general agreement on the main input factors.
B) There is an apparent gap between available research and application in specific areas of training transfer knowledge.
C) Only half of respondents were able to answer the survey questions correctly.
D) On average, training professionals were fully utilizing all research-based best practices.
Q3) Describe things that management can do before,during,and after training to improve the transfer of training.
Q4) List at least 6 barriers to the transfer of training.
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Page 12
Chapter 11: Training Evaluation
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Sample Questions
Q1) Which of the following is considered to be a pragmatic barrier to training evaluation?
A) Senior management may not be stressing the need for training programs to be evaluated against goals and objectives.
B) Training departments may be assessed based on the number of programs offered. To take resources away to conduct evaluations may be seen as counterproductive.
C) Some trainers may feel that poor results may reflect poorly on the trainer's performance.
D) Some trainers use conflict of interest arguments to forgo training evaluations.
Q2) If management wants to use observation as an assessment method to measure behaviour transfer,how would a human resources representative instruct management so as to mitigate the main issue associated with observation techniques?
A) instruct management to limit contact with trainees
B) instruct management to focus on specific behaviours displayed by trainees
C) allow management to use judgment in rating performance
D) instruct management to focus on general behaviours displayed by the trainee
Q3) Compare and contrast the concepts of perceived support and anticipated support.
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13
Chapter 12: The Costs and Benefits of Training Programs
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Q1) If a training program is expected to reduce the amount of scrap in the production of a product,then a cost-effectiveness evaluation would indicate how much the training program cost and the impact on the bottom line caused by the reduction in scrap.
A)True
B)False
Q2) When calculating utility,what is the concept that measures the true difference in performance between average trained and untrained employees in standard deviation units?
A) the standard deviation of untrained employees in dollars
B) the benefits-cost ratio
C) the effect size
D) return on investment
Q3) Identity and briefly outline the advantages and disadvantages of the three ways to administer training accounts.
Q4) Direct costs include the trainer's salary,food and refreshments,cost of travel,and administrative salaries.
A)True
B)False
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Chapter 13: Training Programs
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Sample Questions
Q1) According to the textbook,what is the dollar value of lost productivity attributed to low literacy levels?
A) $250 million
B) $25 billion
C) $2.5 billion
D) $750 million
Q2) Define diversity training and provide at least five reasons why training and education on diversity are important to both employees and to the organization.
Q3) What is the concept that refers to training programs that are designed to improve the functioning and effectiveness of teams in areas such as communication and coordination?
A) communication training
B) team training
C) essential skills training
D) team effectiveness training
Q4) Team training focuses on two general types of skills including behavioural skills and teamwork skills.
A)True
B)False
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Chapter 14: Management Development
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Q1) Emotional intelligence,unlike IQ,is believed to be controllable and learnable.
A)True
B)False
Q2) As managers undertake the functions of management they play one or more of the interpersonal,decisional,and informational roles,drawing on skills associated with each of these three roles.
A)True
B)False
Q3) On which category of employees do Canadian organizations spend the most on a per-capita basis?
A) front-line employees
B) administrative and clerical employees
C) management
D) technical employees
Q4) Within the context of interpersonal roles,managers play three key functions: they motivate others,act as liaison,and play a representational function.
A)True
B)False
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Page 16
Chapter 15: The Evolution and Future of Training and Development
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Sample Questions
Q1) Describe how an aging workforce impacts the training and development function.
Q2) Three advantages associated with outsourcing of training and development programs are cost,variety,and improved in-house training skills.
A)True
B)False
Q3) An organization needs to increase the level of cultural sensitivity training.A review of internal expertise indicates a lack of knowledge within the organization.What is the most likely option available to this organization?
A) outsource this particular program
B) use internal sources as coaches
C) provide on-the-job training to employees
D) develop an online training program
Q4) TELUS's philosophical change in training approach resulted in a complete review of training methodologies and an increase in the number of external service providers.The rationale for increasing the number of providers was centred on the need to have a much more focused approach to training content.
A)True
B)False
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