Practice Training and Development mcq set 5 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 5
QN201: Companies now view career development as a way to meet a variety of goals, including:
- A. reinforcing affirmative action
- B. reducing job burnout
- C. Improving quality of work life
- D. Furthering organizational and individual goals
Answer
Answer C. Improving quality of work life.
QN202: Initially, companies viewed career development as a program to meet organizational need. Now, it is also looked upon as a way to meet employees’ needs. This shift in perspective is due to:
- A. The pressures of downsizing
- B. the pressures of technological change
- C. employee demands for more career advancement opportunities
- D. all of the above
Answer
Answer D. all of the above
QN203: In recent years, the career development field has changed very rapidly as
- A. job hopping has become less prevalent
- B. downsizing among companies becomes more popular
- C. technological change requires that Employees keep pace with new ways to perform their jobs
- D. b and c
Answer
Answer D. b and c
QN204: Career development differs from training in that:
- A. Career development has a short-term focus. Training has a long-term focus
- B. Career development is initiated by Employees and training is initiated by the organization
- C. Career development has a wider focus and broader scope than training
- D. career development is more beneficial to the organization and training is more beneficial to the individual employee
Answer
Answer C. Career development has a wider focus and broader scope than training.
QN205: Career development
- A. usually involves a one-time event or opportunity to enhance long-term skills’
- B. is a formal, organized, ongoing effort to develop people’s skills
- C. Has been in existence since the turn of the century
- D. Is usually a highly selective Process which guarantees success through that’s electivity?
Answer
Answer B. is a formal, organized, ongoing effort to develop people’s skills
QN206: When it comes to career development, workers:
- A. Generally know precisely what they want to do with their careers
- B. Usually take sufficient action to ensure that they will be considered for new career opportunities
- C. Seldom experience a mismatch between their goals and career opportunities
- D. Usually don’t have sufficient experience to warrant promotion to the positions they desire
Answer
Answer D. Usually don’t have sufficient experience to warrant promotion to the positions they desire.
QN207: When businesses do not provide career development to employees, it increases the possibilities that:
- A. Turnover will decrease
- B. All Employees will begin self-development
- C. Employees will be encouraged by promotion possibilities
- D. the business will not keep pace with the changing business environment
Answer
Answer D. the business will not keep pace with the changing business environment
QN208: In the talent management end to end process, the workforce compensation management leads to
- A. succession planning
- B. performance management
- C. learning management systems
- D. e-recruiting
Answer
Answer B. performance management
QN209: Professional competence and consistency is exhibited by
- A. effective mentors
- B. performance manager
- C. appraisal manager
- D. None of the above
Answer
Answer B. performance manager
QN210: Careers are often said to be more difficult to manage now than in the past because:
- A. The nature of jobs and organisations is changing rapidly
- B. Retirement age is increasing
- C. People are not taught how to do it
- D. Definitions of career are changing
Answer
Answer A. The nature of jobs and organisations is changing rapidly
QN211: Which of the following is sometimes used as an indicator of subjective career success?
- A. Income growth over a period of years
- B. A person’s values
- C. Career satisfaction
- D. Working hard
Answer
Answer C. Career satisfaction
QN212: A number of events and forces in the business environment have shaped the move in career development from corporate to individual responsibility, including:
- A. Growing employee ownership of companies
- B. the empowerment movement
- C. the decreasing competitiveness of Japan in U.S. markets
- D. More and more companies using a Japanese management model
Answer
Answer B. the empowerment movement
QN213: Modifying selection procedures for senior Employees is a step to
- A. keep retirees
- B. keep employees
- C. retirement benefits
- D. talent management
Answer
Answer A. keep retirees
QN214: The Process of attracting, selecting, training and promoting Employees through a particular firm is called
- A. phased retirement
- B. preretirement counseling
- C. talent management
- D. modifying selection procedure
Answer
Answer C. talent management
QN215: In the talent management end to end process, the workforce and succession planning leads to
- A. compensation management
- B. performance management
- C. learning management systems
- D. e-recruiting
Answer
Answer A. compensation management
QN216: In career development focus, the information about individual interests and preferences is part of
- A. training and development
- B. performance appraisal
- C. recruiting and placement
- D. human resource planning
Answer
Answer D. human resource planning
QN217: In career development focus, the addition of development plans is part of
- A. training and development
- B. performance appraisal
- C. recruiting and placement
- D. compensation and benefits
Answer
Answer B. performance appraisal
QN218: In career development, providing support in employee development plans is part of
- A. individual role
- B. manager role
- C. employer role
- D. line manager
Answer
Answer B. manager role
QN219: In traditional focus, the rewards based on the production is part of
- A. training and development
- B. performance appraisal
- C. recruiting and placement
- D. compensation and benefits
Answer
Answer D. compensation and benefits
QN220: Which of the following organizations were established in 2001 to cover learning and skills development in a wide range of areas?
- A. Training and Enterprise Councils
- B. Local Enterprise Councils
- C. Learning and Skills Council
- D. The Qualifications and Curriculum Authority
Answer
Answer A. Training and Enterprise Councils
QN221: Which of the following organisations are responsible for ‘the enhancement and improvement of the performance of people involved in development, management, health and safety and representation of people in the workplace’?
- A. The Qualifications and Curriculum Authority
- B. The Employment National Training Organisation
- C. Training and enterprise councils
- D. Investors in People UK
Answer
Answer B. The Employment National Training Organisation
QN222: Which of the following organisations aims at improving the quality of training and development practices by setting national standards and by linking these to the achievement of business goals?
- A. Investors in People UK
- B. Training and enterprise councils
- C. The Employment National Training Organisation
- D. The Qualifications and Curriculum Authority
Answer
Answer A. Investors in People UK
QN223: Which national training schemes exist at advanced and foundation level?
- A. New deal
- B. NVQs
- C. GNVQs
- D. Modern apprenticeships
Answer
Answer D. Modern apprenticeships
QN224: Which level of NVQ does the following specification describe? This level Recognises competence in the performance of complex, technical and professional work activities performed in a variety of settings. There is likely to be a substantial degree of personal autonomy and responsibility, and it is usually necessary to demonstrate competence in allocating resources and in management or supervision.
- A. level 2
- B. level 3
- C. level 4
- D. level 5
Answer
Answer D. level 5
QN225: Which of the following is not a current version of New Deal?
- A. New Deal 25 plus
- B. New Deal 50 plus
- C. New Deal 60 plus
- D. New Deal for lone parents
Answer
Answer A. New Deal 25 plus
QN226: Which of the following is true of modern apprenticeships?
- A. employers had no involvement in developing the national standards
- B. employers were involved in developing national standards so they are geared to each industry sector’s requirements
- C. different standards are set to meet local needs without any regard to national standards
- D. modern apprentice do not have to complete NVQs or any other qualifications while working
Answer
Answer A. employers had no involvement in developing the national standards
QN227: In mentoring relationships, first mentoring stage which consists of six to twelve months period is classified as
- A. Initiation
- B. Cultivation
- C. Separation
- D. Redefinition
Answer
Answer D. Redefinition
QN228: Situation which occurs when an employee learns new ideas and returns to workplace where people follow same old ideas is classified as
- A. capsulated training
- B. encapsulated training
- C. capsulated development
- D. encapsulated development
Answer
Answer B. encapsulated training
QN229: Relationship between Employees in which experienced managers help individual Employees in their early career is classified as
- A. career modeling
- B. mentoring
- C. simulation
- D. communication
Answer
Answer D. communication
QN230: In mentoring relationships, second mentoring stage which consists of two to five years and helps Employees gaining self-confidence is considered as
- A. separation
- B. redefinition
- C. initiation
- D. cultivation
Answer
Answer D. cultivation
QN231: Method in which problem to be solved is described for Employees is called
- A. job rotation
- B. action learning
- C. lifelong learning
- D. case study method
Answer
Answer D. case study method
QN232: Improving current and future management performance is called
- A. job rotation
- B. job training
- C. lifelong learning
- D. management development
Answer
Answer A. job rotation
QN233: Method in which teams consisting managers compete on solving problems is called
- A. management game
- B. action learning
- C. lifelong learning
- D. case study method
Answer
Answer B. action learning
QN234: Technique, involving trainees to act on role of specific person in real situation is
- A. behavior modeling
- B. role playing
- C. in-house development center
- D. both A and B
Answer
Answer A. behavior modeling
QN235: A technique, in which trainees are shown films on management techniques, is called
- A. behavior modeling
- B. role playing
- C. in-house development center
- D. Both A and B
Answer
Answer A. behavior modeling
QN236: In an organisation initiating career planning, the career path model would essentially form the basis for
- A. Placement
- B. Transfer
- C. Rotation
- D. All of the above
Answer
Answer A. Placement
QN237: Which traditional theorist believed that behavior involves purpose, goals, and expectations?
- A. Tolman
- B. Hull
- C. Thorndike
- D. Skinner
Answer
Answer C. Thorndike
QN238: Spence’s anticipatory goal concept is comparable to Tolman’s
- A. cathexis
- B. cognitive map
- C. equivalence belief principle
- D. law of effect
Answer
Answer B. cognitive map.
QN239: Which traditional learning theorist believed that the use of hypothetical constructs does not Contribute to our understanding of behavior?
- A. Hull
- B. Skinner
- C. Tolman
- D. Rotter
Answer
Answer D. Rotter
QN240: Guthrie rejected Thorndike’s
- A. law of exercise
- B. law of readiness
- C. law of equivalence
- D. law of effect
Answer
Answer B. law of readiness.
QN241: According to Tolman, reward is not required for learning but is required for
- A. extinction
- B. performance
- C. memory
- D. direction
Answer
Answer C. memory.
QN242: In a career development, offering and discussing variety of paths for career development,included
- A. individual role
- B. manager role
- C. employer role
- D. line manager
Answer
Answer C. employer role
QN243: In career development, providing assistance programs for academic learning is an art of
- A. individual role
- B. manager role
- C. employer role
- D. line manager
Answer
Answer B. manager role
QN244: In career development focus, individual goal setting is the part of
- A. training and development
- B. performance appraisal
- C. recruitment and placement
- D. human resource planning
Answer
Answer A. training and development
QN245: In career development, seeking out career resources is included in
- A. individual role
- B. manager role
- C. employer role
- D. line manager
Answer
Answer A. individual role
QN246: According to the systematic training cycle which of the following is not defined as astage in it.:
- A. Evaluation
- B. Assessing training needs
- C. Planning the training
- D. Job instruction on a one-to-one basis
Answer
Answer D. Job instruction on a one-to-one basis
QN247: Which of the following is least relevant for Learning in any Training exercise?
- A. Costly Equipment
- B. Design & Implementation of Training
- C. Motivation of trainees
- D. Climate of Organization
Answer
Answer A. Costly Equipment
QN248: What is a learning organization?
- A. An organization which facilitates the learning of all its members and continuously transform itself
- B. An organization in which the managers are encouraged to develop
- C. An organization which facilitates the learning of all its members in order to preserve the status quo
- D. An organization which does a lot of training on an ad hoc basis
Answer
Answer A. An organization which facilitates the learning of all its members and continuously transform itself.
QN249: Planned and associated with specific outcomes refers to learning that is:
- A. That is imposed from above
- B. Structured learning
- C. Is theoretical in nature
- D. Is text book learning
Answer
Answer B. Structured learning
QN250: What is explicit knowledge?
- A. Involves factual knowledge about a task without having learned conditions of applicability
- B. Learners go from knowing what into knowing how and when to apply knowledge
- C. Learn skills irrespective of having knowledge or not
- D. Knowing Procedure of assigned work
Answer
Answer B. Learners go from knowing what into knowing how and when to apply knowledge
