Tuesday, November 9, 2010

Human Resource Development and Training - 2

This paper has been contributed by Shalini Hareesh
Thanks to Shalini Hareesh for this paper and writing the questions from the images as images sometimes are difficult to upload and read by users.

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Human Resource Development and Training
Attempted questions and answers:
Multiple choice single answer:

1)      Combination of Trainee’s level of ability and motivation with his/her perceptions of the work environment:
Ans: Trainability

2) Organisation structures have been typically:
Ans: Hierarchial

3)      What is the main benefit of internet to attract applicant;
Ans: Speedy response

4) Symbolic architectures rely heavily on the notion that human beings process information in the form of:
Ans: Symbols and language

5) A training budget is likely to be made on
Ans: Last year plus inflation basis.

6)      A task which often use motor function typically require the manipulation of
Ans: Instruments and equipments

7) Contrast errors are
Ans: Employees evaluation is affected by the evaluation just previously done,

8)      Program objectives that lack performance, condition and criteria are often
Ans: Ambigious,

Multiple choice multiple answer:

9)      Expected results of a training in a workplace may be seen in  :
Ans: Increased sales and increased profits
Fewer complaints from customers
Fewer rejects at quality inspection stage

10)  What is the most convenient and appropriate method for attracting the attention of the specialist staff:
Ans: Advertisement in the press/media, private employment agencies, professional agencies.

11)  Kolb defined four learning styles:
Ans: Convergent, divergent , assimilation, accommodative.

12)  Immediate benefits of an effective training plan may be seen in the
Ans: Shorter learning time, reduced travel cost, lower costs per participant.

13)  Total training cost include
Ans: Participants ongoing salaries, overheads during training, cost of R&D in training needs analysis.

14)  An employees attitude towards career exploration and job involvement affects
Ans: Learning, applications, overlearning.

15)  In order to structure a training session, the trainer needs to have
Ans: Diagnostic skills, range of technical skills , interpersonal and judgemental skills.

16)  Trait method have
Ans: High potential for errors, not useful for rewards, useful for counseling.

17)  Good QWL creates
Ans: Cordial atmosphere, good understanding, concentration on work.

Select the blank

18)  Prospective participants can be decided upon through
Ans: Evaluation

19)  Halo effect is to assign ---- values to the employees.
Ans:  Excessive

20)  With today’s business of bottomline, a program’s cost effectiveness is ---
Ans: Crucial.

21)  Performance appraisal is the same as-----
Ans: Performance evaluation.

22)  ----- tries to discover the reasons for an employees effective or ineffective performance
Ans: Diagnostic person analysis.

23) A shift in the nature of contract between employer and ---- is also a trend affecting modern HRD.
Ans:  employees.

24)  Both descriptive and judgemental  information is required for an ---- evaluation.
Ans: HRD

True of false

25)  Applicant’s full name, address and telephone number are the most important items of the application form.--False
26)  Performance appraisal is done only by supervisors.—False.
27)  Retention of what is learnt is the final victory of training—True.
28)  Fringe benefits gives a sense of gaining something more. ---True.
29)  Tension related to power imbalance created by the new system is a figment of the imagination. --True
30)  Employees tend to drift from a job which promises growth—False.
31)  Incase of a serious gap between management;s intent  and perceived reality, the audit team should be able to bridge the gap. –True.

Match the following
  • Tool for right selection Ans: Job analysis.
  • Major cost of selection Ans: employee leaving the organisation before contributing
  • Human resource development—Ans: Career planning
    1. Major inputs of selection process—Ans: confidential information about candidates
  • Performance standards
Ans: derived from job analysis
  • Strategic relevance
Ans: standards relating to strategic objectives
  • Criterion deficiency
Ans: standards not focusing on all criteria
  • Criterion contamination
Ans: standards that are not in the employees control

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