Training and Development Pre-Test
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Course Introduction
Training and Development explores the theories, strategies, and practical approaches used to enhance employee skills, knowledge, and performance within organizations. This course covers the entire training process, including needs assessment, program design, instructional methods, implementation, and evaluation of training effectiveness. Students will examine how organizations identify skill gaps, create training materials and programs, utilize technology for learning, and measure outcomes to ensure continuous improvement. Emphasis is placed on aligning training initiatives with organizational goals, fostering a culture of learning, and understanding the evolving landscape of workforce development in diverse, global environments.
Recommended Textbook
Human Resource Development 5th Edition by
Jon M. Werner
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16 Chapters
900 Verified Questions
900 Flashcards
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Chapter 1: Introduction to Human Resource Development
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Sample Questions
Q1) According to the Upjohn institute what percent of hourly employees lack some basic skills?
A)75
B)25-40
C)3-5
D)about 10 percent
Answer: B
Q2) The Human Relations movement began as an 'anti-factory' movement due to poor working conditions in many factories.
A)True
B)False
Answer: True
Q3) The Human Relations movement began in the:
A)Late 1930's
B)Late 1890's
C)Late 1940's
D)1950's at Harvard
Answer: A
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Chapter 2: Influences on Employee Behavior
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Sample Questions
Q1) The following are factors in the work environment that effect an employee's behavior
EXCEPT:
A)supervision
B)coworkers
C)organizational design
D)outcomes
Answer: C
Q2) Organizational Citizenship Behaviors (OCB) can include behaviors such as:
A)the specific job task
B)organizational responsibility
C)organizational ethics
D)an organization's commitment to innovation and initiative taking
Answer: D
Q3) Internal forces that impact employee behavior:
A)Include the nature of the organization
B)Include motivation, attitude and KSA'S
C)Are those things outside the employee him/her self
D)Would include praise for a job well done
Answer: B
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Page 4
Chapter 3: Learning and HRD
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Sample Questions
Q1) Training a firefighter to do their job by showing them videos of a fire would violate the principle of:
A)Transfer of training
B)Identical elements
C)Contiguity
D)Fidelity
Answer: B
Q2) Gagne argued that training could be improved using 3 principles. They are:
A)Task association, component task achievement, task sequencing
B)Task analysis, component task achievement, task spacing
C)Task analysis, component task achievement, task sequencing
D)Task analysis, component task analysis, task sequencing
Answer: C
Q3) ACT* theory assumes that the learning process is the same regardless of the material being learned.
A)True
B)False
Answer: True
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5
Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) A gap can be identified by:
A)Subtracting what is known from what should be known
B)Adding what is known to what should be known
C)Subtracting what is should be known from what is known
D)Subtracting what is known from what we already do know
Q2) Which of the following is NOT a barrier to conducting HRD needs assessment?
A)assessment can be difficult
B)research is valued over action
C)information already exist that identifies organizational needs
D)there is a lack of support for needs assessment
Q3) Supervisors and job incumbents evaluate a task list in terms of its importance and time spent performing it in which method of task identification?
A)Critical incident
B)Time sampling
C)Job inventory questionnaire
D)Stimulus-response-feedback
Q4) The ultimate goal of HRD is to improve an organization's effectiveness.
A)True
B)False
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Chapter 5: Implementing HRD Programs
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Sample Questions
Q1) The three categories of training are: on the job, classroom and trial and error.
A)True
B)False
Q2) Which of the following is true about on the job training (OJT):
A)It is rarely used
B)It involves going to an off- work location
C)It is done only by professional trainers
D)It involves training at a trainees regular work station
Q3) The use of internal computer networks for training purposes is known as
A)intranet based training
B)computer based training
C)e-learning
D)e-education
Q4) Role plays are most effective when they include:
A)A feedback session after the role play
B)Only experienced managers
C)Only inexperienced trainees
D)Females and minorities
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) What is true about training manuals?
A)They provide a hands-on approach to the subject
B)They provide a broad of the subject
C)They are difficult for the organization to reproduce
D)They are never used in real training programs
Q2) Alexander consulting group found that an Instructor guide was used by only a small percentage of SME's.
A)True
B)False
Q3) Scheduling an HRD program when employees are busy with their jobs is the best way to do it.
A)True
B)False
Q4) According to Mager and the text a good objective would be:
A)Discuss principles and techniques of computer programming
B)Write a program to calculate arithmetic means using Cobol
C)Illustrate principles and techniques of computer programming
D)Understand how a computer works
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) A case study involves training followed by post training measurement.
A)True
B)False
Q2) Sackett and Mullen begin their analysis of nonexperimental research design by asking the question "How much change has occurred".
A)True
B)False
Q3) Which of the following is NOT a factor used to compute a utility estimate?
A)"A" ( available number of employees for training
B)"N" ( number of employees trained
C)"T" ( length of time benefits of training is expected to last
D)"C" ( cost of conducting the training
Q4) The text supports separating behaviors into two segments: training and per training.
A)True
B)False
Q5) ROI stands for results of inventory.:
A)True
B)False
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Page 9
Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Newcomers to an organization need to be successful in the socialization into their new organization. Insiders can provide newcomers with all of the following EXCEPT:
A)accurate expectations
B)knowledge base
C)other insiders
D)cultural bias
Q2) A problem with orientation programs is they almost never contain enough information.
A)True
B)False
Q3) An effective program to get people started in an organization (e.g., an orientation program) is important because:
A)it will help get rid of poor performers
B)it makes sure everyone understands all company policies
C)it reduces benefit costs
D)it reduces start-up costs
Q4) Realistic job previews tend to increase job satisfaction.
A)True
B)False
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) A control group is a group of people of the same age as the trainees.
A)True
B)False
Q2) Testing refers to:
A)Gaining job experience
B)The effect of a pretest on a posttest score
C)Differential loss of respondents from various groups
D)Using different procedures to select individuals for experimental and control groups
Q3) Differential selection refers to:
A)Gaining job experience
B)The effect of a pretest on a posttest score
C)Differential loss of respondents from various groups
D)Using different procedures to select individuals for experimental and control groups
Q4) Collecting data in a pretest and posttest design allows us to:
A)Be certain the training caused any change
B)See what has changed after training
C)Develop the cost effectiveness of our training
D)Know whether or not we should revise the training design.
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) Which kinds of training may be needed to prepare new immigrants to enter the U.S. workforce?
A)Basic skills
B)Homemaking
C)English as a second language
D)Both A & C will be needed
Q2) 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
Q3) Customer service training does not need any financial incentive to be effective.
A)True
B)False
Q4) VPP stands for the Voluntary Protection Program.
A)True
B)False
Q5) Teams should be created just to have them.
A)True
B)False
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Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) Which of the following is not a type of deviant workplace behavior?
A)Personal aggression
B)Property deviance
C)Production deviance
D)Poor performance
Q2) Causal attribution theory:
A)Describes the process by which people assign causes for their own and other's behavior.
B)Describes the process by which people assign causes for their own, but not other people's behavior.
C)Describes the process by which people assign causes for other people's behavior. but not their own.
D)None of the above are correct
Q3) Participative management involves:
A)Empowering employees to take action
B)Making supervisors the only decision makers
C)Creating teams of managers to run the place
D)Hiring new managers from outside the organization
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13
Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) Using role-play techniques is a good way to training supervisors in their role in employee counseling.
A)True
B)False
Q2) Most managers and supervisors are well-trained to deal with serious employee personal problems.
A)True
B)False
Q3) The benefits of health and wellness programs:
A)Have never been studied
B)Generally far outweigh the cost of such programs
C)Are far less than the cost of these programs
D)Have been found to be about the same as the costs of such programs.
Q4) Employee counseling services should always be outsourced to get the best possible program.
A)True
B)False
Q5) Stress is easy to define and identify?
A)True
B)False
14
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Chapter 13: Career Management and Development
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Sample Questions
Q1) Which of the following is not a method to increase career motivation?
A)Define career plateau's
B)Enhance career insight
C)Build career identity
D)Support career self resilience
Q2) According to Greenhaus & colleagues a career is best defined as::
A)the pattern of work experiences over one's lifetime
B)advancement in jobs
C)staying with one job for a long time
D)something a doctor has, but a bricklayer does not
Q3) The career counseling process can be viewed as having three stages.
A)True
B)False
Q4) An expert focuses on building knowledge.
A)True
B)False
Q5) Generativity (according to Erikson) is when people focus on the generations that have gone before them.
A)True
B)False
Page 15
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Chapter 14: Management Development
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Sample Questions
Q1) Prospector, developed by Spreitzer and others is designed to do what?
A)Identify managers with the greatest potential to be international executives
B)Identify potential supervisors
C)Identify managers for US jobs
D)Find new managers for an organization
Q2) Needs assessment in management training is critical to program success.
A)True
B)False
Q3) Behavior modeling typically involves five steps. These five steps include: lecture, taking notes, memorization, repeating and learning.
A)True
B)False
Q4) 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
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Page 16
Chapter 15: Organization Development and Change
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Sample Questions
Q1) In organizational development, a cooperative agreement between unions and management:
A)takes the place of the labor contract
B)give the unions what they what with nothing given back on the part of the unions
C)is not needed - management runs the organization
D)requires trust on both sides - but is essential for organizational change to take place in a unionized organization
Q2) The culture of an organization has not impact on organization learning.
A)True
B)False
Q3) Which of the following is NOT an example of an alternative work schedule?
A)compressed work week
B)job narrowing
C)flex time
D)flex schedule
Q4) A high performing work system is based on eight core principles.
A)True
B)False
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Equal employment law:
A)covers situations where the opportunities for particular groups (such as women and minorities) are limited,
B)applies only to hiring employees on a fair basis
C)does not apply to the training of employees
D)includes training ( but only covers disability and age discrimination
E)g., they are not allowed into training programs
Q2) Affirmative action can require organizations to practice preferential recruiting and hiring.
A)True
B)False
Q3) Access discrimination occurs when:
A)Minorities are rejected when they apply for job
B)Training is not offered to females
C)Pay raises are not given to minorities
D)Females are harassed at work
Q4) Equal opportunity is the giving of preferences to women and minorities in employment decisions.
A)True
B)False
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