HR04 Online Exam Assignment AIMA 2020

Subject Code: HR04

Subject Name: TRAINING & DEVELOPMENT

Component name: Term end

Question 1:- What is the difference between training and development?

1. a) Training is more long term and development is more short term
2. b) Development is more closely tied to selection than training
3. c) The lower the entry skill levels, the less development you will need
4. d) Training usually addresses current needs while development addresses future needs

Question 2:- Which of the following statements about training and development is true?

1. a) Active participation by all stakeholders is not required.
2. b) The support of top management is all that is needed to guarantee a successful training and development program.         
3. c) All employees should be actively involved in designing and delivering training systems.
4. d) None of the statements about training and development is true.

Question 3:- When the objective of training is to improve job performance, that training:

1. a) should require active participation by all stakeholders
2. b) should be designed using job analysis information about what is required to do the work
3. c) should be aligned with the selection criteria used when hiring people into higher-level positions
4. d) must be focused on past performance factors

Question 4:- Short-term effects of the effectiveness of training and development include all of the following except:

1. a) changes in attitudes and feelings of line managers and their employees
2. b) changes in organizational culture
3. c) changes in work behaviours
4. d) HR Professionals seen as contributing to strategic business issues

Question 5:- All of the following are primary components of a training needs analysis except:

1. a) Culture
2. b) Job
3. c) Organization
4. d) Person

Question 6:- Research shows that a supportive training climate at an organization enhances transfer of training. Which of the following is an indicator of a supportive climate?

1. a) Employees compete for training opportunities
2. b) No overtime on training nights for the employees enrolled
3. c) Training is held off site
4. d) Employees encourage each other to practice newly learned skills

Question 7:- Without a(n) _____, an organization has no assurance that the right training will be provided to the right trainee.

1. a) human resource analysis
2. b) organizational appraisal
3. c) training control system
4. d) needs assessment

Question 8:- A properly executed organizational needs analysis:

1. a) results in a clear statement of training goals
2. b) includes an assessment of the organizational climate            
3. c) identifies available resources and constraints
4. d) is accurately described by all the given choices (A, B and C)

Question 9:- A job-needs analysis:

1. a) examines the ethics of each employee in the organization
2. b) uses information gathered from job analysis and competency modelling
3. c) includes an assessment of how each employee adds to the organizational culture
4. d) should be performed after a person-needs analysis

Question 10:- A person-needs analysis:

1. a) is performed before a job-needs analysis
2. b) is derived from job analysis and competency modelling
3. c) identifies gaps between a person`s current capabilities and those identified as necessary for a particular job         
4. d) is derived from job analysis

Question 11:- Who would be most likely to provide the initial organizational orientation to a new sales employee in a large insurance company?

1. a) the insurance sales manager             
2. b) a member of the company`s human resources department
3. c) the new employee with the aid of self-paced instructional materials
4. d) All of the above

Question 12:- In many organizations, on-the-job training is the only form of training offered. In these circumstances, _____ almost always are the providers of whatever training employees receive.

1. a) Supervisors
2. b) Co-workers      
3. c) Employees
4. d) None of the above

Question 13:- During the recent management workshop Martin attended, he practiced learning how to talk to his co-workers, how to listen to what they are saying, and how to read their nonverbal communication. This workshop was designed to produce:

1. a) cognitive knowledge
2. b) improved interpersonal skills
3. c) a more versatile skills inventory
4. d) more intelligent employees

Question 14:- Which of the following is a type of on-the-job training?

1. a) internships
2. b) role playing
3. c) interactive video training
4. d) programmed instruction

Question 15:- Off-the-job training:

1. a) is inappropriate when the employees are expected to master complex competencies
2. b) is usually more appropriate to conduct when the consequence of error is high.
3. c) creates learning that is easily transferred back to the job
4. d) is inappropriate when the employer wants affective outcomes

Question 16:- Which of the following learning formats present situations that approximate actual job conditions and allow trainees to practice how to behave in those situations?

1. a) video teleconference  
2. b) e-learning
3. c) simulation
4. d) sensitivity training

Question 17:- To set the stage for learning, a trainer or manager needs to:

1. a) consider the beliefs of trainees regarding their personal task-specific competencies
2. b) provide clear instructions
3. c) provide a visual demonstration for the trainee of the desired behaviour
4. d) All of the above               

Question 18:- The four phases of a systems approach to training are:

1. a) needs assessment, program design, program implementation, and evaluation.
2. b) organization analysis, task analysis, person analysis, and performance analysis.
3. c) needs assessment, person assessment, program implementation, and evaluation.
4. d) organization assessment, KSA assessment, person assessment, and evaluation.

Question 19:- If you were responsible for developing a training program, your first step should be to:

1. a) create a suitable training environment.
2. b) select the proper training method.
3. c) determine the knowledge in the group.
4. d) performing a needs assessment.

Question 20:- All of the following are characteristics of successful trainers except:

1. a) possessing knowledge of the subject.
2. b) being experimental.
3. c) having enthusiasm.
4. d) being adaptable.

Case Study

“Training Employees in a Small Business”

Small businesses need workers who can perform their tasks and satisfy customers. Some workers, however, have some areas of deficit. For example, one worker might have difficulty with technical aspects of a job, such as measuring and estimating costs for customers. Other employees might have great quantitative skills and have no problem with this technical aspect of the job. However, some of these employees may have inadequate interpersonal skills and have difficulty interacting with customers and making sales.

Question 21:- The first step in training needs assessment in a small business is:

1. a) task analysis
2. b) organization analysis
3. c) person analysis     
4. d) market analysis

Question 22:- An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs in a small business is referred to as:

1. a) task analysis
2. b) needs assessment
3. c) competency assessment
4. d) job analysis

Question 23:- Training programs are more likely to be effective in a small business organization if they incorporate all of the following except:

1. a) goal setting.
2. b)
3. c)        
4. d) active practice.

Question 24:- In small organizations, employees mostly learn by watching others perform a task, this is known as:

1. a) modelling
2. b) active repetition
3. c) reinforcing behaviour
4. d) individual style difference

Question 25:- Which of the following methods of training is likely to be most effective for training non-managerial employees in a small business:

1. a) vestibule training
2. b) computer-based instruction
3. c) on-the-job training
4. d) apprenticeships