Workforce Learning and Development Study Guide Questions
Course Introduction
Workforce Learning and Development explores the strategies, theories, and practices involved in enhancing the skills, knowledge, and performance of employees within organizations. The course covers the design, implementation, and evaluation of training and development programs, considers the impact of technology on learning, and examines legal and ethical considerations. Students will develop the ability to assess workforce needs, align learning initiatives with organizational goals, and foster a culture of continuous improvement and lifelong learning. Through case studies and practical applications, this course prepares students to contribute effectively to the growth and adaptability of an evolving workforce.
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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Page 2
Chapter 1: Introduction to Human Resource Development
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90 Flashcards
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Sample Questions
Q1) Strategic management involves all of the following except?
A)Strategy formulation
B)Control
C)Strategy recording
D)Strategy implementation
Answer: C
Q2) The HRD Manager used to be called the Corporate Personnel Manager.
A)True
B)False
Answer: False
Q3) The first privately funded vocational school in the US was founded by:
A)Jon Werner
B)DeWitt Clinton
C)George Washington
D)Donald Kirkpatrick
Answer: B
Q4) The learning strategist focuses on entry level employee training.
A)True
B)False
Answer: False
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Chapter 2: Influences on Employee Behavior
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60 Flashcards
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Sample Questions
Q1) Abilities
A)Are a combination of what you can do and what you have learned over time
B)Reflects what you have been trained to do
C)Are an understanding you have of a particular subject
D)Are a general capacity to perform a task
Answer: D
Q2) In equity theory employees compare themselves to their goals.
A)True
B)False
Answer: False
Q3) Organizational rewards:
A)Includes only things like pay and benefits
B)Has no impact on employee behavior
C)Includes pay and intangible things like recognition.
D)Work most effectively when they are used as control mechanisms
Answer: C
Q4) Outcomes can be either personal to the employee or organizationally focused.
A)True
B)False
Answer: True
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Chapter 3: Learning and HRD
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75 Flashcards
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Sample Questions
Q1) Research suggests that experts develop what through experience?
A)A reputation as an expert
B)Self efficacy
C)More knowledge
D)Self regulation and control strategies
Answer: D
Q2) A student who studied for this exam for two hours a day for four days would most clearly be using (or demonstrating):
A)whole learning
B)spaced practice
C)Overlearning
D)massed practice
Answer: B
Q3) Learning is defined as a permanent change in behavior, cognition or affect.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) Having a trained observer watch an employee perform a task and note the nature and frequency of activities is an example of which method of task identification?
A)Critical incident
B)Time sampling
C)Job inventory questionnaire
D)Stimulus-response-feedback
Q2) Which of the following is true about a 360 degree performance appraisal?
A)Only the employee's supervisor rates the employee's performance
B)Multiple people will rate each employee's performance
C)Very few companies currently use this method of evaluation
D)It focuses on only one or two perspectives of an employee's job
Q3) 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
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Chapter 5: Implementing HRD Programs
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60 Flashcards
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Sample Questions
Q1) Behavior modeling does not include:
A)Observing a model of performance
B)Discussing the model
C)Practicing the behavior
D)Listening to a lecture on how to do something
Q2) A key disadvantage of the lecture method of training is the lack of sharing of ideas among trainees.
A)True
B)False
Q3) A simulation requiring participants to make management decisions is called:
A)case study
B)scenario study
C)behavioral modeling
D)business game
Q4) Which of the following is not a design principle for effective e-learning materials?
A)Select a realistic problem
B)Focus on only 1 of the senses to avoid confusing learners
C)Provide the simplest possible instructions
D)Try to incorporate both flexible and structured lessons.
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) 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
Q2) A train the trainer program is cheap and easy to do.
A)True
B)False
Q3) Which of the following is not a part of the program outline?
A)Course objectives
B)Tools needed for the program
C)A tentative schedule of events
D)A list of participants
Q4) Training competency involves the knowledge and skills needed to design and implement training programs.
A)True
B)False
Q5) Subject matter expertise refers to mastery of the subject and of training.
A)True
B)False
8
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) 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
Q2) Goldstein has suggested that training evaluation has moved through ______ stages since the 1960's.
A)4
B)5
C)2
D)22
Q3) When writing a questionnaire you should limit the number of response options.
A)True
B)False
Q4) Recent efforts to combine data from different research studies are known as:
A)macro-analysis
B)meta-analysis
C)combined analysis
D)collaborative analysis
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Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Role overload occurs when the employee does not have enough work to do.
A)True
B)False
Q2) Norms are:
A)The requirements of the job
B)Company policies
C)Unwritten rules of conduct established by the group
D)Determined by Federal and State laws.
Q3) An RJP can be delivered via
A)Printed media
B)Discussions
C)Audiovisuals
D)All of the above
Q4) Realistic job previews increase job satisfaction because:
A)people who get these are generally paid more money
B)it keeps people with the organization, even if it is not the place for them
C)it increases their level of personal commitment to the job and the organization
D)research shows it does not increase job satisfaction
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Sackett and Mullen begin their analysis of nonexperimental research design by asking the question "How much change has occurred".
A)True
B)False
Q2) Relational research involves measuring two or more variables to see if they are measuring the same thing.
A)True
B)False
Q3) 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
Q4) Which of the following is not a form of research design validity?
A)Internal
B)External
C)Statistical conclusion
D)Statistical initial
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) Surveys have found that 73% of recent high school graduates lack:
A)A driver's license
B)Grammar and spelling skills
C)Computer skills
D)The ability to speak English
Q2) A 1995 report by the Organization of Economic Cooperation and Development estimated that what percent of US adults had reading levels below primary school.
A)5
B)21
C)50
D)2
Q3) ISO 9000 was revised in 2000.
A)True
B)False
Q4) Team building is:
A)Hiring new team members
B)Making a team based organizational chart
C)A form of team training
D)Worthless in the US - we are all part of the team
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Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) The definition of coaching:
A)Is easy to find
B)Is something everyone agrees on
C)Is difficult to arrive at, but can vary from very narrow to very broad
D)Is always a very narrow definition.
Q2) The coaching analysis assumes that unsatisfactory performance has only one cause - poor effort by the employee
A)True
B)False
Q3) If the coaching discussion does not change the behavior the next step should be:
A)Let HR handle it
B)Give up and tell the employee it really does not matter
C)Follow the organization's discipline policy
D)Immediate termination
Q4) Performance goals are most likely to be met if the employees does not participate in the final discussion.
A)True
B)False
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13
Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) An employee wellness program encourages employees to:
A)lose weight
B)eat better
C)develop an exercise program
D)these are all part of the program
Q2) In general internal EAP's offer more services than do external EAP's.
A)True
B)False
Q3) An EAP is an:
A)Educational Assistance Plan
B)Employee Assistance Program
C)Employers Asset Plan
D)Employee Aid Program
Q4) A necessary ingredient for an effective employee counseling program is:
A)Support of top management
B)Health insurance benefit coverage for services
C)Union cooperation
D)All of these are needed
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Page 14
Chapter 13: Career Management and Development
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Sample Questions
Q1) During mid career the two events likely to occur are:
A)Plateauing and obsolesce
B)Disinterest and illness
C)Happiness and satisfaction
D)Laziness and loss of appetite
Q2) HRD's role in career development is to make a plan for every employee.
A)True
B)False
Q3) Hall and colleagues Protean career emphasizes::
A)Individuals drive their own careers
B)Organizations drive a person's career
C)Careers are determined by the God Proteus
D)None of the above are true
Q4) An expert focuses on building knowledge.
A)True
B)False
Q5) In the 'traditional' employment relationship, employees often felt that had joined the company 'family'.
A)True
B)False
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Chapter 14: Management Development
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40 Flashcards
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Sample Questions
Q1) Behavior modeling typically involves five steps. These five steps include: lecture, taking notes, memorization, repeating and learning.
A)True
B)False
Q2) What is TRUE about action learning?
A)it uses cases developed by universities like Harvard
B)it is basically a case study approach ( where the case is a problem existing in your own organization
C)it is 'hypothetical' and not real to the managers
D)it is losing popularity in today's leaner organizations
Q3) Behavior modeling typically involves five steps. These are
A)modeling, retention, rehearsal, feedback, and transfer of training
B)modeling, retention, rehearsal, feedback, and correction
C)modeling, retention, rehearsal, feedback, and execution
D)modeling, retention, rehearsal, feedback, and planning
Q4) The characteristics approach involves interviewing managers.
A)True
B)False
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Chapter 15: Organization Development and Change
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Sample Questions
Q1) A learning organization focuses on:
A)Education
B)Continuous learning by everyone
C)Lots of training programs
D)Having a good corporate library
Q2) TQM stands for Total Quality Maintenance.
A)True
B)False
Q3) 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
Q4) The most prestigious award recognizing quality in an organization is known as:
A)Department of Commerce Award
B)Malcolm Forbes Award
C)Malcolm Baldrige Award
D)Harvard Business School Award
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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32 Verified Questions
32 Flashcards
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Sample Questions
Q1) Diversity training is:
A)Common among organizations today
B)Required by law
C)Declining in importance as fewer women and minorities enter the workforce
D)Required by Executive order
Q2) Females have both moved up in organizations and achieved pay equity with men over the last 20 years.
A)True
B)False
Q3) Over one-half of US companies offer some form of cross-cultural training.
A)True
B)False
Q4) Traditionally, a key element in moving into higher level positions in organizations is having a mentor.
A)True
B)False
Q5) Affirmative action can require organizations to practice preferential recruiting and hiring.
A)True
B)False
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