64. Person analysis:
a.
helps organizations in reviewing the job description and specifications to identify the task performed.
b.
helps organizations avoid the mistake of sending all employees into training when some do not need
it.
c.
involves self-improvement and self-directed training.
d.
examines the external labor market for needed skills.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
65. If an individual is responsible for developing a training program, his/her first step should be to:
a.
create a suitable training environment.
b.
create a design for the training program.
c.
perform the evaluation of behavior.
d.
perform the needs assessment.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
66. The desired outcomes of training programs are formally stated as:
a.
training goals.
b.
learning objectives.
c.
instructional objectives.
d.
learning goals.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
67. Performance-centered objectives might include all of the following phrases EXCEPT:
a.
“to repair”.
b.
“to appreciate”.
c.
“to assemble”.
d.
“to calculate”.
68. Which of the following is NOT an issue related to the design of a training program?
a.
b.
c.
d.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
69. By some estimates _____ of employee learning occurs via on the job training.
a.
20–30 percent
b.
40–50 percent
c.
60–70 percent
d.
80–90 percent
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
70. Goal setting:
a.
provides a real life demonstration to get the message across.
b.
provides learning through repetition.
c.
sets a road map for the training program, its objectives, and its learning points.
d.
sets a road map for breaking down tasks to facilitate modelling.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
71. Modeling:
a.
provides learning through repetition.
b.
demonstrates the desired behavior or method to be learnt.
c.
sets a road map for the training course, objectives, and learning points.
d.
breaks down tasks to facilitate learning.
Moderate
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
72. When people learn by mimicking other people, it is referred to as:
a.
modeling.
b.
distributed learning.
c.
reinforcing behavior.
d.
individual learning difference.
a
Easy
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
73. Whole-vs-Part Learning:
a.
builds a bridge between employees and the organization.
b.
provides learning through repetition.
c.
sets a road map for the training course, objectives, and learning points.
d.
breaks down tasks to facilitate learning.
Easy
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
74. Training given in one ten-hour period instead of five two hour periods is an example of:
a.
part learning.
b.
distributed learning.
c.
mass learning.
d.
active learning.
75. Spacing out the training will result in faster learning and longer retention. This is known as the principle of:
a.
part learning.
b.
retention.
c.
transfer of training.
d.
distributed learning.
Moderate
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
76. Periods in learning situations when progress does not occur because of either reduced motivation or ineffective
methods of task performance are called:
a.
learning blocks.
b.
lapses.
c.
plateaus.
d.
learning gaps.
c
Moderate
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
77. Learning curves show:
a.
that plateaus in performance are regular and predictable.
b.
that effective training programs eliminate plateaus.
c.
that performance plateaus are natural and are usually overcome with behavior modification.
d.
that performance plateaus are natural and are usually followed by a spontaneous recovery.
Moderate
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
c
Moderate
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
78. The objective of behavior modification is:
a.
to gradually shape behavior toward a desired profile.
b.
to reward all task behavior.
c.
to apply principles learned in the classroom to the job.
d.
to bridge the needs of the employee with the needs of the organization.
a
Easy
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
79. The appropriate training method for factual materials is:
a.
lecture.
b.
simulation.
c.
on-the-job training.
d.
apprenticeship.
a
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
80. Which of the following is NOT a component of the PROPER method of performing on the job training?
a.
Prepare
b.
Perform
c.
Explain
d.
Reassure
c
Moderate
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
81. All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT:
a.
developing realistic goals and/or measures for each on-the-job training area.
b.
tying employees’ pay to their training progress.
c.
planning a specific training schedule for each trainee.
d.
conducting periodic evaluations, after training is completed, to prevent regression.
82. Apprenticeship programs originated in:
a.
United States.
b.
Europe.
c.
Japan.
d.
India.
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
83. Generally, to start with, an apprentice is paid _____ percent of a skilled journey worker’s wage.
a.
30
b.
40
c.
50
d.
60
c
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
84. _____ covers a wide variety of applications such as web and computer-based training (CBT), and social networks.
a.
Vestibule instruction
b.
Modeling
c.
Videodisc instruction
d.
E-learning
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Moderate
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
85. E-learning provide all the following benefits EXCEPT:
a.
bringing the training to employees.
b.
replacing conventional learning experiences.
c.
facilitating just-in-time skill development.
d.
being more cost effective.
86. The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive
equipment is the:
a.
simulation method.
b.
classroom method.
c.
vestibule method.
d.
apprenticeship method.
a
Easy
MGHR.SNEL.17.7-4
United States – OH – DISC: HRM
87. A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging
in what type of on-the-job training?
a.
Case study
b.
Coaching
c.
Individual development
d.
Role modeling
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
88. When an employee is groomed to take over the supervisor’s job by gaining experience in handling important functions
of the job, it is known as:
a.
grooming.
b.
coaching.
Moderate
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
c.
understudy assignment.
d.
role modeling.
89. The method of providing a variety of hands–on work experiences to broaden the knowledge and understanding
required to manage more effectively is known as:
a.
job rotation.
b.
job promotion.
c.
individual development.
d.
role modeling.
a
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
90. Which of the following methods is NOT used to provide on-the-job experience to managerial employees?
a.
Understudy assignments
b.
Outplacement
c.
Lateral transfer
d.
Coaching
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
91. Which of the following training methods consists of having the trainee assume the attitudes and behavior of others?
a.
Job rotation
b.
Case study
c.
Simulation study
d.
Role-playing
Easy
MGHR.SNEL.17.7-4
c
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
92. Training delivered to trainees when and where they need it to do their jobs is known as:
a.
cross-training .
b.
apprenticeship training.
c.
just-in-time training.
d.
on-the-job training.
c
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
93. Which of the following is NOT a component of behavior modeling?
a.
Learning points
b.
Practice and role-play
c.
Decisional emulation
d.
Feedback and reinforcement
c
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
94. _____ refers to how well employees apply what they have learned to their jobs.
a.
Transfer of training
b.
Learning
c.
Training effectiveness index
d.
Compensatory modeling
a
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
95. _____ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.
a.
Transfer of training
b.
Benchmarking
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
c.
Training effectiveness index
d.
Compensatory modeling
96. Utility refers to:
a.
the usefulness of a training program.
b.
the costs incurred for a training program.
c.
training effectiveness in terms of increased outcomes.
d.
the benefits derived from training relative to the costs incurred.
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
97. The benefits of the training exceeds the cost of the program when:
a.
ROI=1.
b.
ROI<1.
c.
ROI>1.
d.
ROI ≠ 1.
c
Moderate
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
98. The process of measuring one’s own services and practices against the recognized leaders in order to identify areas for
improvement is _____.
a.
industry analysis
b.
modeling
c.
benchmarking
d.
environmental analysis
c
Easy
MGHR.SNEL.17.7-5
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
99. _____ goes beyond just orienting new employees to their new environments and brings them into the organization’s
fold so that they truly feel as if they are a part of it.
a.
Cross-training
b.
Onboarding
c.
On-the-job training
d.
Benchmarking
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
100. Basic skills training includes all of the following EXCEPT:
a.
computing.
b.
problem solving.
c.
speaking.
d.
modeling.
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
101. When comparing employee literacy levels of 1970 and today, it can be said:
a.
literacy levels have improved significantly.
b.
literacy levels are about the same.
c.
literacy levels have decreased significantly.
d.
it is impossible to make such a comparison.
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
102. Which of the following includes the different types of diversity training?
a.
Equal employment and affirmative action
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
b.
Process and behavior
c.
Awareness building and skill building
d.
Conventional and non-conventional
103. Government contractors and subcontractors with contracts that last for _____ or more and are for more than _____
are required by law to have business ethics codes and compliance policies and procedures.
a.
30 days; $5 million
b.
120 days; $5 million
c.
30 days; $10 million
d.
120 days; $10 million
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
104. The first step in task analysis is to:
a.
define descriptive terms.
b.
refer other similar jobs.
c.
identify the skills required.
d.
review the job description.
Easy
MGHR.SNEL.17.7-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
105. New college graduates often have a high desire for:
a.
structured jobs.
b.
close supervision.
c.
advancement.
d.
reassurance from supervisors.
c
Easy
c
Easy
MGHR.SNEL.17.7-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
106. Programmed instruction is also referred to as:
a.
mentoring.
b.
self-paced learning.
c.
simulation.
d.
observational learning.
Easy
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
107. Blogs and wikis are examples of tools used to facilitate learning via the _____ method.
a.
communities of practice
b.
simulation
c.
programmed learning
d.
mentoring
a
Easy
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
108. _____ involves the use of a learning management system (LMS), often custom built for the firm by software
vendors.
a.
Transfer of training
b.
E-learning
c.
On-the-job training
d.
Independent study
Moderate
MGHR.SNEL.17.7-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
109. Explain the four components involved in designing a training program.
MGHR.SNEL.17.7-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
110. Identify and discuss some of the desirable traits of a trainer.
111. On-the-job training has three drawbacks. Briefly discuss these and the possible solutions suggested by experts in the
field.
112. Explain the PROPER method of on-the-job training.
113. Explain on-the-job training. Additionally, provide some suggestions to overcome the drawbacks related to on-the-job
training.
114. Why is ethics training becoming more prevalent in companies?