Talent Management Practice Exam
Course Introduction
Talent Management explores strategies and best practices for attracting, developing, retaining, and optimizing an organizations workforce. The course covers key topics such as workforce planning, talent acquisition, onboarding, succession planning, employee development, performance management, and the use of analytics in managing talent. Emphasis is placed on aligning talent management initiatives with organizational goals, fostering a diverse and inclusive work environment, and leveraging technology to enhance talent processes. Students will engage with real-world case studies and develop practical skills to implement effective talent management strategies that drive organizational success.
Recommended Textbook
Human Resource Development 6th Edition by
Jon M. Werner
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15 Chapters
873 Verified Questions
873 Flashcards
Source URL: https://quizplus.com/study-set/2119
Page 2
Chapter 1: Introduction to Human Resource Development
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90 Verified Questions
90 Flashcards
Source URL: https://quizplus.com/quiz/42230
Sample Questions
Q1) In the U.S.only about 20% of the jobs require at least a High School education.
A)True
B)False
Answer: False
Q2) Certification for HRD professionals is
A) Offered by SHRM
B) Scheduled to begin in 2010
C) The certified professional in Learning and performance
D) Offered by the US Government
Answer: C
Q3) The Human Relations movement highlighted
A) The need for more factory schools
B) The importance of machine efficiency
C) The importance of well trained managers
D) The importance of human behavior on the job
Answer: D
Q4) Yeomanries were the forerunners of modern labor unions.
A)True
B)False
Answer: True
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Chapter 2: Influences on Employee Behavior
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Alderfer's theory of motivation:
A) Contains 2 factors - hygiene and motivator factors
B) Contains 5 categories of needs
C) Focuses on existence, relatedness and growth
D) None of the above are true
Answer: C
Q2) A person's general feeling of favorableness or unfavorable toward some object is the definition of a(n):
A) ability
B) outcome
C) motivation
D) attitude
Answer: D
Q3) The behavioral intentions model:
A) Explains why attitudes always predict actual behaviors
B) Impact behavior only to the extent that they influence one's intentions
C) Is the best way to evaluate a training program
D) Has no link to employee's intentions to use what they learn during a training program.
Answer: B
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Page 4
Chapter 3: Learning and HRD
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Overlearning
A) would be good for training emergency procedures (e.g., CPR)
B) is a waste of the training budget
C) means that training stops once people have achieved basic mastery of the skill
D) means that the training is over the trainees head
Answer: A
Q2) Suppose an attribute-treatment interaction was found between the type of computer training provided (lecture versus self-paced)and the learning styles of different trainees.In particular,trainees who were strong in Abstract Conceptualization (AC)did much better in the self-paced training than did trainees who scored lower on this attribute.Based on this,if the trainer wants the most effective outcomes possible,which of the following statements is TRUE?
A) all trainees should receive lecture-based training
B) all trainees should receive self-paced training
C) trainees who score low on AC should not be placed in the self-paced training Condition
D) trainees who score low on AC should not be placed in the lecture-based training
Answer: C
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Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) In needs assessment,a focus on environmental constraints would occur as part of which analysis
A) person
B) strategic/organizational
C) task
D) ergonomic
Q2) Which of the following is not a component in the stimulus-response-feedback method of task identification?
A) The ego identifier
B) The response or behavior
C) The stimulus or cue
D) Feedback
Q3) A task analysis is best defined as:
A) A systematic collection of data about every jobs in the company
B) A systematic collection of data about specific jobs or groups of job
C) Asking the people who do the job to describe what they do all day long to justify their pay checks
D) A systematic collection of information on how people think their jobs should be performed
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Page 6
Chapter 5: Designing Effective HRD Programs
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Sample Questions
Q1) Training competency involves the knowledge and skills needed to design and implement training programs.
A)True
B)False
Q2) A program announcement should include the purpose of the program.
A)True
B)False
Q3) According to Mager if you do not know where you are going:
A) You might wind up somewhere else and not even know it
B) You should wind up where you want to be
C) You might accomplish a more important objective
D) You cannot know when you get where you want to be
Q4) Executive development programs is the most frequent type of training offered by organizations.
A)True B)False
Q5) It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions.
A)True
B)False
Page 7
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Chapter 6: Implementing HRD Programs
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) In Job Instruction Training,which of the following shows the steps in their proper order?
A) show the behavior, trainee practice, motivate the trainee, follow-up
B) show the behavior, motivate the trainee, trainee practice, follow-up
C) motivate the trainee, show the behavior, trainee practice, follow-up
D) motivate the trainee, trainee practice, show the behavior, follow-up
Q2) Experiential training methods include all of the following except:
A) Case studies
B) Role Play
C) Seeing a video
D) Management games
Q3) Discussion is a form of classroom training.
A)True
B)False
Q4) A key element of JIT is preparing the learner.
A)True
B)False
Q5) Computer based training will be less important in the next 20 years.
A)True
B)False
8
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Chapter 7: Evaluating HRD Programs
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84 Flashcards
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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) A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity".
A)True
B)False
Q3) Validity asks the question:
A) Does the information evaluate a trainees reaction
B) Is the measure consistent
C) Does the data measure what it is supposed to measure
D) Is the data legal
Q4) Which of the following is not a purpose of training evaluation?
A) deciding who should participate in future programs
B) helping to design future training programs
C) establishing a data base for management
D) all of the above are purposes of training evaluation
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Chapter 8: Employee Socialization and Orientation
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50 Flashcards
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Sample Questions
Q1) Expectations of new employees should be:
A) Very low - they are new
B) Very high - challenge them
C) Never used for new employees
D) Reasonable to reduce turnover
Q2) Anticipatory socialization occurs before the individual joins the organization.
A)True
B)False
Q3) Orientation programs often suffer from a lack of follow-up with the newcomer.
A)True
B)False
Q4) 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
Q5) Role ambiguity means that the employee is unclear about their role in the organization.
A)True
B)False
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Chapter 9: Skills and Technical Training
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52 Flashcards
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Sample Questions
Q1) Which of the following is TRUE of the School to Work Opportunities Act?
A) federal grants are made to schools
B) success is dependent upon a coordinated effort of all participants
C) employers benefit from a trained labor pool
D) all of the above are parts of this Act
Q2) 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
Q3) One role of the HRD group is to monitor that training is going as planned.
A)True
B)False
Q4) According to OSHA the lost work day index average is
A) 30 days per 100 employees
B) 300 days per 10 employees
C) 2.4 days per 100 employees
D) 300 days per 100 employees
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Chapter 10: Coaching and Performance Management
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49 Verified Questions
49 Flashcards
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Sample Questions
Q1) In coaching,the supervisor:
A) is not involved - it is the training department's problem
B) bears the primary responsibility for the effectiveness of the program
C) assigns employees to the coaching program, but does not get involved in the Program
D) is responsible only for the evaluation of the program
Q2) Deviant behavior differs from poor performance in that it 'threatens' the organization,
A)True
B)False
Q3) After a performance problem has been identified the supervisor should:
A) Talk to HR to get their view
B) Decide if it is worth the time and effort to deal with it
C) Immediately tell the employee to fix the problem
D) Take several weeks to see if it goes away by itself.
Q4) To be an effective manager of employee performance requires supervisors to be controllers,not coaches.
A)True
B)False
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Chapter 11: Employee Counseling and Wellness Services
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Sample Questions
Q1) Which of the following statements is TRUE concerning employee assistance programs (EAPS)?
A) the number of EAPS in the United States has decreased significantly since the 1970s
B) they began in the 1940s to help employees deal with illegal drug use
C) they are based on the premise that work is very important to people
D) they focus primarily on drug and alcohol problems, rather than work
Performance problems
Q2) Using role-play techniques is a good way to training supervisors in their role in employee counseling.
A)True
B)False
Q3) A stressor is an internal force affecting an individual.
A)True
B)False
Q4) Confidentiality is of no concern to employees in counseling?
A)True
B)False
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Chapter 12: Career Management and Development
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Sample Questions
Q1) A key competency for individuals proposed by Jones and DeFillippi is "Knowing whom" to form work relationships with.
A)True
B)False
Q2) How does one's personal life impact their career choices?
A) No impact - the two are totally separate
B) A link between these two is illegal
C) Any link would be silly - what about privacy
D) It has a major impact on the decisions one makes about jobs
Q3) Which of the following is true of mentoring:
A) It must be assigned by HRD
B) The mentoring relationship is very complex
C) It does not need to tie to the strategic plan of the organization
D) It serves the needs of the junior member but does nothing for the senior member
Q4) All of the following are career concepts EXCEPT:
A) linear
B) horizontal
C) spiral
D) transitory
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Chapter 13: Management Development
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) The four-dimensional model depicts the managerial role as having all of the following dimensions except:
A) 6 function
B) 4 roles
C) 5 targets
D) 12 managerial styles
Q2) When globalizing organizations 4 categories of managers are needed.These types include both business managers and functional managers.
A)True
B)False
Q3) Which of the following is not a guiding principle for making strategic links according to Seibert and colleagues?
A) HRD should focus on itself, not its customer
B) Put job experiences before classroom activities
C) Be opportunistic
D) Support experience based learning
Q4) The characteristics approach involves interviewing managers.
A)True
B)False
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Chapter 14: Organization Development and Change
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Sample Questions
Q1) The change agent needs a knowledge of OD theories.
A)True
B)False
Q2) Which of the following is TRUE about self-managed teams (SMTs)?
A) SMTs requires little organizational change
B) SMTs have authority beyond TQM teams
C) SMTs work only in small organizations
D) SMTs are part of the larger organizational transformation
Q3) OD enhances the effectiveness of the organization.
A)True
B)False
Q4) Organization culture is:
A) A bunch of people from the same country
B) Everyone is related to each other
C) A group of "good old boys"
D) A system with shared values and beliefs
Q5) A high performing work system is based on eight core principles.
A)True
B)False
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Chapter 15: HRD and Diversity: Diversity Training and Beyond
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33 Verified Questions
33 Flashcards
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Sample Questions
Q1) Cultural diversity is:
A) Mandated by the EEOC
B) People from different cultures in a work place
C) Legal is you have an affirmative action plan
D) Dictated by Title VII
Q2) 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
Q3) Valuing differences::
A) Is also called awareness training
B) Is a form of diversity training
C) Respects each person's cultural differences
D) All of these are true about valuing differences
Q4) Artifacts and patterns of behavior play an important role in the socialization process.
A)True
B)False
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