Practice Training and Development mcq set 4 for your mba bba courses and you can give online quiz exam of Training and Development for assess your knowledge.
MCQ of Training and Development Set 4
QN151: The term human resource development reflects the fact that it is no longer appropriate in Modern organizations to focus on just the development of which group?
- A. workers
- B. employees
- C. consultants
- D. part timers
Answer
Answer C. consultants
QN152: According to your text-book, which of the following is most important for HRD?
- A. to be clearly related to the organization’s objectives
- B. to be clearly related to the expertise in the department
- C. to be flexible to be able to respond to sudden crisis
- D. to operate as an extension of the HRM department
Answer
Answer B. to be clearly related to the expertise in the department
QN153: Which of the following is not one of the four principles that underpin the Investors in People standard?
- A. evaluating
- B. appraising
- C. commitment
- D. action
Answer
Answer C. commitment
QN154: Which of the following is the best term to describe people who guide and suggest suitable learning experiences for their proteges?
- A. human resource directors
- B. line managers
- C. coaches
- D. mentors
Answer
Answer D. mentors
QN155: Formulating SMART performance training objectives is included in
- A. human Process intervention
- B. techno structural interventions
- C. strategic intervention
- D. HRM interventions
Answer
Answer A. human Process intervention
QN156: The analysis to Identify specific skills needed for specific job is called
- A. need analysis competency model
- B. competency model
- C. task analysis
- D. Both A and C
Answer
Answer C. task analysis
QN157: Which of the following is true of the business-embedded (BE) model?
- A. The BE function is customer-focused
- B. BE training function views trainees as marketers
- C. A BE training function does not guarantee that training will improve performance
- D. Training functions organized by the BE model does not involve line managers
Answer
Answer A. The BE function is customer-focused.
QN158: Seth Mason, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Mason’s firm made it mandatory for all product managers to undergo a series of skills trainings, he told his superior that he would be uncomfortable with the process. He added that he was certain of not being able to cope with the new developments. In this instance, Seth Mason is demonstrating___
- A. indifference to change
- B. uniqueness
- C. resistance to change
- D. loss of control
Answer
Answer C. resistance to change
QN159: ___relates change to managers’ and employees’ ability to obtain and distribute valuable resources such as data, information, or money.
- A. Power
- B. Control
- C. Vision
- D. Outsourcing
Answer
Answer B. Control
QN160: GreenTel, a telecom giant, has been using the service of Orpheus Inc. for training its employees. According to a deal signed by the two companies, Orpheus Inc. is not only responsible for training GreenTel’s Employees but also for providing comprehensive administrative services to the telecom giant. In this instance, GreenTel engages in___
- A. task redefinition
- B. internal analysis
- C. disinvestment
- D. outsourcing
Answer
Answer D. outsourcing
QN161: Which of the following is true of centralized training?
- A. Centralized training function helps drive stronger alignment with business strategy
- B. In centralized training, training and development programs, resources, and professionals are housed in a number of different locations and decisions about training investment, programs, and delivery methods are made from those departments
- C. A centralized training function hinders the development of a common set of metrics or scorecards to measure and report rates of quality and delivery
- D. A centralized training function is largely ineffective in assisting companies manage talent with training and learning during times of change
Answer
Answer A. Centralized training function helps drive stronger alignment with business strategy.
QN162: Which of the following is true of the corporate university model?
- A. The model allows a company to gain the advantages of decentralized training
- B. The client group includes stakeholders outside the company
- C. Corporate universities do not facilitate the use of new technology
- D. The model is characterized by five competencies: strategic direction, product
Answer
Answer B. The client group includes stakeholders outside the company.
QN163: The term human resource development reflects the fact that it is no longer appropriate in modern organisations to focus on just the development of which group?
- A. workers
- B. employees
- C. consultants
- D. part timers
Answer
Answer B. employees
QN164: Kind of training which addresses issues such as lack of interpersonal skills and supervisory skills is classified as
- A. required training
- B. innovative training
- C. problem solving training
- D. developmental training
Answer
Answer C. problem solving training
QN165: Kind of training given to Employees about product procedures, customer relations and product knowledge is classified as
- A. innovative training
- B. technical training
- C. interpersonal training
- D. problem solving training
Answer
Answer B. technical training
QN166: Type of training which focuses on long term enhancement of organizational and Individual capabilities is classified as
- A. required training
- B. innovative training
- C. developmental training
- D. both b and c
Answer
Answer D. both b and c
QN167: Training technique which discuss problems such as organizational change, problems in executive development and business practices is classified as
- A. development and innovative training
- B. problem solving and interpersonal
- C. job and technical training
- D. regular training
Answer
Answer A. development and innovative training
QN168: Cooperative training type in which job training is combined with instructions from college classes is classified as
- A. internships
- B. apprentice training
- C. school-to-work transition
- D. distance training
Answer
Answer A. internships
QN169: Apprentice training, internships and school-to-work transitions are classified as types of
- A. instructor led classroom training
- B. cooperative training
- C. conference training
- D. distance training
Answer
Answer B. cooperative training
QN170: Cooperative training method which combines on-the-job experiences and classroom training is classified as
- A. internships
- B. apprentice training
- C. school-to-work transition
- D. distance training
Answer
Answer C. school-to-work transition
QN171: Training done in guidance of instructor on one place and having trainees at different locations is classified as
- A. tactile training
- B. instructor led classroom training
- C. distance training
- D. e-training
Answer
Answer C. distance training
QN172: Type of cooperative training in which trainees have on-the-job experience with guidance of skilled supervisor is classified as
- A. school-to-work transition
- B. distance training
- C. internships
- D. apprentice training
Answer
Answer D. apprentice training
QN173: An intense internal force that motivates behavior is known as a(n)
- A. incentive
- B. drive
- C. reinforcement
- D. reward
Answer
Answer B. drive.
QN174: What, according to Hull, is reinforcing?
- A. drive reduction
- B. drive induction
- C. incentive reduction
- D. incentive deduction
Answer
Answer A. drive reduction
QN175: If drive motivation is based on deprivation, incentive motivation is based on
- A. drive reduction
- B. habit strength
- C. inhibition
- D. reward value
Answer
Answer D. reward value.
QN176: Environmental stimuli can acquire the ability to produce an internal drive state. Hull called these
- A. environmental drives
- B. acquired drives
- C. conditioned drives
- D. unconditioned drives
Answer
Answer B. acquired drives.
QN177: Habit strength increases based on
- A. incentive induction
- B. drive reduction
- C. inhibition induction
- D. behavioral induction
Answer
Answer B. drive reduction.
QN178: When a response continues to fail to produce drive reduction, it is permanently suppressed via
- A. reactive inhibition
- B. latent inhibition
- C. conditioned inhibition
- D. higher order inhibition
Answer
Answer C. conditioned inhibition.
QN179: Crespi’s findings regarding the effect of reward magnitude on running speed forced Hull to propose that
- A. reward magnitude directly influences motivation
- B. reward magnitude has no effect on motivation
- C. shifts in reward result in forgetting
- D. learning is reduced with large reward
Answer
Answer A. reward magnitude directly influences motivation.
QN180: According to Amsel, the extinction of an instrumental response is due to
- A. anger
- B. frustration
- C. repression
- D. anxiety
Answer
Answer B. frustration.
QN181: Type of practice which considers several sessions scheduled on different intervals of time such as days or hours is classified as
- A. active practice
- B. spaced practice
- C. massed practice
- D. spatial practice
Answer
Answer B. spaced practice
QN182: Training and development differ on the basis of
- A. Focus
- B. Use of work experiences
- C. Goal
- D. All of the above
Answer
Answer D. All of the above
QN183: Which of the following approaches are used to develop employees:
- A. Formal Education
- B. Assessment
- C. Job Experiences
- D. All of the above
Answer
Answer D. All of the above
QN184: Formal Education programs may include
- A. Lectures by business experts/professors
- B. Business games and simulations
- C. Adventure learning
- D. All of the above
Answer
Answer D. All of the above
QN185: Tuition reimbursement refers to the practice of reimbursing
- A. Employees costs for college and university courses and degree programs
- B. Tuition fees of the courses undertaken by the employees
- C. Tuition fees of the kids of the employees
- D. None of the above
Answer
Answer A. Employees costs for college and university courses and degree programs
QN186: Assessment involves collecting information and providing feedback to the Employees about their
- A. Behavior
- B. Communication style
- C. Values and skills
- D. All of the above
Answer
Answer D. All of the above
QN187: Assessment is most frequently used to identify___of the employees.
- A. Potential and Strengths
- B. Weaknesses
- C. Both a and b
- D. None of the above
Answer
Answer C. Both a and b
QN188: MBTI is the most popular test for
- A. Employee development
- B. Need analysis
- C. Assessment of employees
- D. None of the above
Answer
Answer A. Employee development
QN189: MBTI identifies individual’s preferences for
- A. Energy
- B. Information gathering
- C. Decision making
- D. All of the above
Answer
Answer D. All of the above
QN190: A viable option of training when the population is large and widely dispersed
- A. CBT
- B. PI
- C. ACAI
- D. ITS
Answer
Answer B. PI
QN191: The term most often used in private industry or government for training Employees using computer assisted instructions is
- A. CBT
- B. PI
- C. ACAI
- D. ITS
Answer
Answer A. CBT
QN192: The training room should be preferably___in shape
- A. Circle
- B. Square
- C. Rectangular
- D. Any of the above
Answer
Answer B. Square
QN193: A game or exercise that prompts trainees to get involved in meeting and talking with others
- A. Icebreaker
- B. Role-play
- C. Virtual Reality
- D. Behaviour Modeling
Answer
Answer A. Icebreaker
QN194: The trainees that set out to ruin the training session for everyone are
- A. Quiet trainee
- B. Talkative trainee
- C. Angry trainee
- D. Comedian
Answer
Answer C. Angry trainee
QN195: ___is designed to determine the value and clarity of the various pieces of the training program in a controlled setting.
- A. Dry run
- B. Pilot program
- C. Cold run
- D. Anticipatory program
Answer
Answer A. Dry run
QN196: The outcomes that measure the trainee’s perceptions, emotions and Subjective evaluations of the training experience
- A. Reaction outcomes
- B. Learning outcomes
- C. Job behavior outcomes
- D. Work outcomes
Answer
Answer A. Reaction outcomes
QN197: The career-related consequences of the delayering of organisations include:
- A. A higher proportion of job moves being demotion
- B. Promotion being a bigger step when it happens
- C. Lateral moves becoming scarcer
- D. All of the above
Answer
Answer B. Promotion being a bigger step when it happens
QN198: ‘An area of the self-concept that is so central that a person will not give it up even if forced to make a difficult choice’ is a definition of:
- A. The subjective career
- B. Career anchor
- C. Career development
- D. Matching theories of career choice
Answer
Answer B. Career anchor
QN199: In most companies the current answer to the question, “Who’s responsible for an employee’s career development,” is:
- A. The employee’s manager
- B. The company
- C. The employee
- D. no one and that’s why little career development is being done
Answer
Answer D. no one and that’s why little career development is being done
QN200: The purpose of career development has changed over time:
- A. From a focus on the organization to a focus on both the organization and the individual
- B. From a focus on the individual to a focus on the organization
- C. From a focus on the organization to a focus on the individual
- D. To become less important than it was in the 1970s and 1980s
Answer
Answer D. To become less important than it was in the 1970s and 1980s.
