T&D External Mcq-Merged

1.
__________ refers to the learning opportunities designed to help

employees grow.
a. Training
b. Development
c. Education
d. All of the above
View Answer / Hide Answer
ANSWER: b. Development
2. How does training and development offer competitive advantage to an

organisation?
a. Removing performance decencies

b. Deficiency is caused by a lack of ability
c. Individuals have the aptitude and motivation to learn
d. None of the above
ANSWER: a. Removing performance decencies
3. Which of the following is a benefit of employee training?
a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co - ordination
4. Choose which of the following is a benefit to the individual while

receiving training?
a. Creates an appropriate climate for growth, communication

b. Aids in increasing productivity and/ or quality of work
c. Satisfies a personal needs of the trainer

ANSWER: c. Satisfies a personal needs of the trainer
Reason: Rest all the options are benefits of employee training
5. Which of this is a step in training process?
a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models
ANSWER: d. Use of evaluation models
6. Which of the following is a method used in group or organisational

training needs assessment?
a. Consideration of current and projected changes

b. Rating scales
c. Interviews
d. Questionnaires
7. _________ seeks to examine the goals of the organisation and the

trends that are likely to affect these goals.
a. Organisational Support
b. Organisational analysis
c. Person analysis
d. Key skill abilities analysis
ANSWER: b. Organisational analysis
8. Which of these is the benefit of needs assessment?
a. Assessment makes training department more accountable

b. Higher training costs
c. Loss of business
d. Increased overtime working
ANSWER: a. Assessment makes training department more accountable
Reason: Rest all the options are consequence of absence of training needs
assessment
9. Rearrange the steps in training programme.
A. What should be the level of training

B. What principles of learning
C. Who are the trainees?
D. What methods and techniques?
E. Where to conduct the programme?
F. Who are the trainers?
a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
ANSWER: d. CFDABE
10. Which of these is an off - the - job training method?
a. Television
b. Job rotation
c. Orientation training
d. Coaching
11. State true or false.
i. Vestibule training utilises equipment which closely resemble the actual ones
used on the job.
a. True
b. False
ANSWER: a. True
12. Match the following techniques of training with their correct

description.
1. Tag Teams --------- A. Games to get team members know each other
2. Outward - bound training ----- B. Games to test ability to plan ahead
3. Mirroring ------ C. Training with an external perspective
4. Strategic planners ----- D. Adventure sports for teams
5. Ice breakers ----- E. one role played alternately by two participants
a. 1-E,2-D,3-C,4-B,5-A
b. 1-A,2-D,3-E,4-C,5-B
c. 1-D,2-A,3-C,4-E,5-B
d. 1-C,2-D,3-B,4-A,5-E
ANSWER: a. 1-E,2-D,3-C,4-B,5-A
13. Which of the following is a learning principle?
a. Recognition of individual differences

b. Schedules of learning
c. Transfer of learning
d. All of the above
ANSWER: d. All of the above
14. Which of the following is a technique of evaluation?
a. Longitudinal or time - series analysis

b. Transfer validity
c. Inter - organisational validity
15. Which of these is a hindrance to effective training?
a. Career planning workshop

b. Aggregate spending on training is inadequate
c. Mentoring
d. Career counselling
ANSWER: b. Aggregate spending on training is inadequate
26. Dollard and Miller classify the situation

where we have to choose between two equally
attractive goals as:
A. approach-approach conflict.
B. avoidance-avoidance conflict
C. approach-avoidance conflict
D. double approach-avoidance conflict
Discussion
A. approach-approach conflict.
27. The processes that drive behaviour in

Bandura's model are called:
A. reciprocal determinism.
B. principle of opposites
C. motivational forces
D. internal self-regulatory processes.
Discussion
A. reciprocal determinism.
28. In Bandura's model, the situation where an
individual enlists someone else to help change
some aspect of their life is called:
A. Interpersonal agency
B. personal agency
C. collective agency
D. proxy agency
Discussion
D. proxy agency
29. It is future oriented:

A. Training
B. Development
C. Education
D. Mentoring
Discussion
A. Training
30. HRM is associated with the management of;
A. General people
B. Financial resources
C. Organizational people
D. Community members
Discussion
C. Organizational people
31. Cost of human resources refers to;
A. Company profits
B. Employee shares
C. Salary packages
D. Earned revenues
Discussion
C. Salary packages
32. Top level managers require

__________________ skills the most;
A. Technical
B. Interpersonal
C. Conceptual
D. Mechanical
Discussion
C. Conceptual
33. Matching the job description with the

individuals’ qualification is an important
aspect of;
A. IS
B. MIS
C. HRIS
D. DBMS
Discussion
C. HRIS
34. HR managers are generally the
_______________ managers;
A. Line
B. Middle
C. Staf
D. Top
Discussion
C. Staf
35. Manufacturing was the main concern of

personnel department during;
A. Mechanistic period
B. Catalytic period
C. Organist period
D. Strategic period
Discussion
A. Mechanistic period
36. SWOT Analysis is a tool for;

A. Determining organization’s mission
B. Developing organizational goals
C. Formulating strategies
D. Environmental scanning
Discussion
D. Environmental scanning
37. Jobs are identified & grouped while;

A. Planning
B. Organizing
C. Leading
D. Controlling
Discussion
B. Organizing
38. According to the Hawthorne studies, the
productivity of employees;
A. Increased by increasing light
B. Decreased by decreasing light
C. Increased by observing them
D. No change in their productivity
Discussion
C. Increased by observing them
39. Organizational goals should be;

A. Achievable
B. Ambiguous
C. Random
D. Vague
Discussion
A. Achievable
40. Which of the following is true about a

learning organization?
A. A learning organization discourages learning at the group and
organizational levels.
B. A learning organization restricts employees from experimenting

with products and services.
C. In a learning organization, employees learn from failure and from

successes.
D. In a learning organization, employees are discouraged from asking
questions and admitting mistakes.
Discussion
C. In a learning organization, employees learn from failure and from

successes.
41. The strategic training and development

process begins with:
A. Choosing strategic training and development initiatives.
B. Identifying the business strategy.
C. Developing websites for knowledge sharing.
D. Identifying measures or metrics.
Discussion

42. The final step of the strategic training and
development process involves:
A. Choosing strategic training and development initiatives.
C. Identifying measures or metrics.
D. Creating concrete training and development activities.
Discussion
C. Identifying measures or metrics.

43. _____ typically includes information on the
customers served, why the company exists,
whatthe company does, the value received by the
customers, and the technology used.
A. Balanced scorecard
B. Vision
C. Mission
D. Code of conduct
Discussion
C. Mission
44. A SWOT analysis is typically conducted in the

_____ step of the strategic training and
development process.
A. business strategy formulation and identification
B. strategic training and development initiatives
C. training and development activities
D. measures or metrics identification
Discussion
A. business strategy formulation and identification

45. _____ involves examining a company’s
operating environment to identify opportunities
and threats.
A. Internal analysis
B. Gap analysis
C. External analysis
D. Pareto analysis
Discussion
C. External analysis
46. Which of the following is true with regard
to SWOT analysis?
A. In a SWOT analysis, external analysis attempts to identify the
company’s Strengths and weaknesses.
B. A SWOT analysis represents the strategy believed to be the best

alternative to achieve the company goals.
C. A SWOT analysis is typically conducted in the strategic training and

development initiatives identification step of the strategic training
and development process.
D. A SWOT analysis provides a company the information needed to

generate several alternative business strategies and make a strategic
choice.
Discussion
D. A SWOT analysis provides a company the information needed to

generate several alternative business strategies and make a strategic
choice.
47. Business-level outcomes chosen to measure
the overall value of training or learning
initiatives are referred to as _____.
A. values
B. goals
C. business strategies
D. metrics
Discussion
D. metrics
48. The _____ considers four different
perspectives: customer, internal, innovation
and learning,and financial.
A. SWOT analysis
B. value chain analysis
C. BCG matrix
D. balanced scorecard
Discussion
D. balanced scorecard
49. Which of the following is true of roles of

managers?
A. Line managers spend lesser time managing individual performance
and developing employees than midlevel managers or executives do.
B. Midlevel managers or executives are not involved in planning and

allocating resources, coordinating interdependent groups, and
managing change.
C. The roles that managers have in a company do not influence the

focus of training development, and learning activity.
D. Regardless of their level in a company, all managers are expected

to serve as spokespersons to other work units, managers, and vendors.
Discussion
D. Regardless of their level in a company, all managers are expected

to serve as spokespersons to other work units, managers, and vendors.
50. __________ refers to the learning

opportunities designed to help employees grow.
A. Training
B. Development
C. Education
D. All of the above
Discussion
B. Development
51. How does training and development offer

competitive advantage to an organisation?
A. Removing performance decencies
B. Deficiency is caused by a lack of ability
C. Individuals have the aptitude and motivation to learn
D. None of the above
Discussion
A. Removing performance decencies

52. Which of the following is a benefit of
employee training?
A. Improves morale
B. Helps people identify with organisational goals
C. Provides a good climate for learning, growth and co – ordination
Discussion

53. Choose which of the following is a benefit
to the individual while receiving training?
A. Creates an appropriate climate for growth, communication
B. Aids in increasing productivity and/ or quality of work
C. Satisfies a personal needs of the trainer

Discussion
C. Satisfies a personal needs of the trainer

A. KSA deficiency
B. Provide proper feedback
C. Obstacles in the system
D. Use of evaluation models
Discussion
D. Use of evaluation models

55. Which of the following is a method used in
group or organisational training needs
assessment?
A. Consideration of current and projected changes
B. Rating scales
C. Interviews
D. Questionnaires
Discussion
A. Consideration of current and projected changes

56. _________ seeks to examine the goals of the
organisation and the trends that are likely to
affect these goals.
A. Organisational Support
B. Organisational analysis
C. Person analysis
D. Key skill abilities analysis

Discussion
57. Which of these is the benefit of needs

assessment?
A. Assessment makes training department more accountable
B. Higher training costs
C. Loss of business
D. Increased overtime working
Discussion

58. Which of these is an off - the - job training
method?
A. Television
B. Job rotation
C. Orientation training
D. Coaching
Discussion
A. Television
59. In his contribution to understanding
learning and learning outcomes, Gagne produced
six types of learning related to human
performance which he called capabilities, but
which of the following is correct?
A. All of the below
B. Motor Skills
C. Basic learning
D. Cognitive strategies
Discussion
A. All of the below

60. There is no one theory of learning that can
be applied to any training programme. The social
learning theory has been used successfully in
many settings and can be broken down into
component parts involving observation, practise,
and feedback. Bandura found that various factors
also enhanced training such as:
A. all of the below.
B. models being the same race and gender as the trainee.
C. high status models.
D. models perceived to be friendly and helpful.
Discussion
A. all of the below.

61. Anderson's theory of skill development
distinguishes between declarative and
procedural knowledge. Procedural knowledge
refers to knowing how to do something, but what
is declarative knowledge?
A. Factual knowledge about a task
B. Automatic task processing
C. Muscle memory
D. Associative knowledge of the task
Discussion
62. Transfer of learning to the workplace needs
to be made for the training programme to have been
successful. Which of the following can hinder
this process?
A. All of the below
B. Lack of managerial support
C. Ridicule from colleagues
D. Low self-efficacy
Discussion
A. All of the below

63. Which of the following is a benefit of
employee training?
A. Improves morale
C. Provides a good climate for learning, growth and co - ordination
Discussion

Unit 2
64. One of the major changes in recent years has
been the advance of technology and this is
evident in training. A CIPD (2008) survey
reported nearly 60% of surveyed organisations
were already using e-learning which could be
described as learning supported by the use of
computing technology. The survey also found:
A. it cannot usefully be blended with other training methods.
B. it is not as effective as traditional training methods.
C. it is most often used to complement other forms of learning and

development.
D. none of the above.
Discussion
C. it is most often used to complement other forms of learning and

development.
65. Organisations develop through training and

development which bring benefits to Employees as
well as the organisations. Which of the following
would not be regarded as a common feature that
would result from training in today's modern
workplace?
A. Same job for life
B. Be able to move more easily between jobs and other organisations
C. Improve chances of promotion
D. Develop a range of transferable skills
Discussion

66. Training needs analysis can take place at
organisational, task, and person levels. At the
organisational level, it broadly examines what
are the organisation's strategic plans and where
is training and development needed to fit into
the planning. Organisational training needs
generally occur when:
A. There is some kind of barrier hindering the achievement of
organisational aims and objectives which is best removed by training.
B. Information technology systems need upgrading.
C. Other competing organisations are conducting extensive training

programmes.
D. Government provides additional funding.
Discussion

67. The first phase of a training programme is
a training needs analysis. What does this aim to
do?
A. Establish the training resources required
B. Produce selection criteria
C. Identify the training objectives
D. All of the above
Discussion

68. In his contribution to understanding
learning and learning outcomes, Gagne produced
six types of learning related to human
performance which he called capabilities, but
which of the following is correct?
A. All of the below
B. Cognitive strategies
C. Basic learning
D. Motor Skills
Discussion
A. All of the below

A. All of the below.
B. Models being the same race and gender as the trainee.
C. Models perceived to be friendly and helpful.
D. High status models
Discussion

B. Muscle memory
C. Automatic task processing
Discussion
71. Evaluation forms the final stage of the
training programme and various models of
evaluation have been produced to meet this aspect.
Whose model has the four levels of Reaction,
Learning, Behaviour, and Results?
A. Kirkpatrick
B. Goldstein
C. Cooper and Robertson
D. Alliger and Janak
Discussion
A. Kirkpatrick
72. When evaluating interventions,
organisations often resort to the lowest level
of Kirkpatrick’s model and only gather reaction
level data. However, reaction level data can be
improved by asking trainees:
A. How difficult they found the training.
B. How difficult and useful they found the training.
C. How useful and enjoyable they found the training.
D. How much they enjoyed the training.
Discussion

this process?
A. All of the below
B. Ridicule from colleagues
C. Low self-efficacy
D. Lack of managerial support
Discussion
A. All of the below
74. In an economic downturn, training budgets are

likely to be cut and the case for training needs
to be strongly made. Recent research by Anderson
(2007) has confirmed previous findings that
relatively few organisations perform thorough
evaluations. Why could this be?
A. A threat of union action
B. Training success is obvious and no detailed assessment is required
C. Managers do not want to be associated with a training programme

that could be assessed as a waste of resources
Discussion

75. The concept of communities of practice (CoP)
has grown in the past decade and can evolve
formally or informally using communication and
information technology. What is an appropriate
description of a CoP?
A. A gathering of experts in a particular field who allow their work to
be disseminated over the internet
B. Groups of people who interact regularly on issues important to
them and share best practice for their mutual benefit
C. A workplace based group willing to communicate with others using

the internet and intranet
D. An individual who is willing to disseminate relevant information to

interested parties
Discussion

76. Training needs assessment is usually related
to:
A. Organizational performance
B. Individual
C. Both organizational and individual performance
Discussion
77. The social and cultural barrier to TNA can

be met by:
A. Building organizational trust and confidence
B. Assistance of external consultants
C. Effective monitoring
D. All of the above
Discussion
D. All of the above

78. When the time is less, which techniques are
recommended for TNA:
A. Interview
B. Work samples
C. Focus group discussion
D. Test
Discussion

79. Areas of improvement like knowledge, skills
etc. are identified which needs improvement
through:
A. Job analysis
B. Performance gap analysis
C. Monitoring
D. Training delivery
Discussion

80. Aptitude-Treatment Interaction refers to
which of the following?
A. Individuals with higher aptitude learn more quickly
B. Different individuals benefit from different types of training

methodology
C. The interaction between an individual’s ability to perform a task

and how they are treated by trainers
D. The relationship between trainers’ personality and trainee

satisfaction
Discussion

methodology
81. The best reason for presenting a training
program is because:
A. it contributes to the organization's goals and objectives
B. it has been highly advertised.
C. Competitors are using the training.
D. Concern about federal agency pressure.
Discussion
A. it contributes to the organization's goals and objectives

Unit 2
82. ____ refers to dynamic and analytical
understanding of theories, concepts, principles
and issues related to the job of the participants
and their application to specific situations in
the performance of the job or in the social
interactions.
A. Knowledge
B. Skills
C. Competencies
D. Attitude
Discussion
A. Knowledge
83. Training Needs Analysis is important because
it:
A. Determines who should receive training first
B. Enables managers to work out the cost of training
C. Identifies the training objectives
D. Provides a profile of an individual’s training need.
Discussion
84. Which of the following is not included in

Gagné’s six types of learning?
A. Basic learning
B. Affective learning
C. Cognitive strategies
D. Motor Skills
Discussion
85. According to Kirkpatrick’s model, which of
the following is the order in which
A. training evaluation should take place?
B. Reaction, learning, behaviour, results
C. Results, learning, reaction, behaviour
D. Learning, behaviour, results, reaction
Discussion

86. Which of the following should not be included
in a training objective?
A. The location of where the behaviour should be exhibited
B. The conditions under which the behaviour is to be exhibited

C. The criterion behaviour
D. The standard of performance of the behavior
Discussion

87. Fitts (1962) proposed that skill development
occurs in which of the following orders?
A. Affective, cognitive, associative, autonomous
B. Associative, cognitive, autonomous
C. Cognitive, affective, associative, autonomous
D. Cognitive, associative, autonomous
Discussion
88. Declarative knowledge refers to:

A. The ability to explain how to perform a task
B. Knowing what is required in order to perform a task
C. Factual or explicit knowledge
D. Knowing how to do something
Discussion

89. Reaction level data can be improved by asking
trainees
A. How much they enjoyed the training
B. How difficult and useful they found the training
C. How useful and enjoyable they found the training
D. How difficult they found the training

Discussion
90. Which of the following factors did Baldwin

and Ford (1988) not identify as
A. Important in the transfer of learning to the workplace?
B. Financial support (resources, funds for training)
C. Work environment (support and opportunities to use)
D. Trainee characteristics (ability, personality and motivation)
Discussion

91. What are the three main groups of learning
outcomes according to Kraiger, Ford andSalas
(1993)?
A. skill-based, cognitive and affective
B. Skill-based, motivational and affective
C. Affective, motivational and cognitive
D. Motivational, skill-based and cognitive
Discussion
C. Affective, motivational and cognitive

organizational, task, and person levels. At the
Organizational level, it broadly examines what
are the organization’s strategic plans and where
the planning. Organizational training needs
A. Government provides additional funding.
C. There is some kind of barrier hindering the achievement of

organizational aims and objectives which is best removed by training.
D. Other competing organisations are conducting extensive training

programmes.
Discussion
A. Government provides additional funding.
93. The first phase of a training programme is

a training needs analysis. What does this aim to
do?
A. Identify the training objectives
C. Establish the training resources required
D. All of the above
Discussion
A. Identify the training objectives

94. Communicating leadership' is included in
A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Discussion
D. Both A and C
95. The unique characteristics of a learning
organization is that the members learn about each
other
A. it has the capacity to gather new information and use it for
improvement
B. it focuses on selecting new employees who love learning and are

highly skilled
C. employees are rewarded for submitting creative suggestions and

participating in their implementation
D. none
Discussion
B. it focuses on selecting new employees who love learning and are

highly skilled
96. The systems model of training contains three
phases: __________, training and Development,
and evaluation.
A. Preparation
B. Assessment
C. Introduction
D. Organizing
Discussion
C. Introduction
97. In assessing training needs, an examination
of production efficiency, labor costs, turnover,
and accidents would be part of which training
needs analysis?
A. Personnel
B. Task
C. operations
D. organizational
Discussion
B. Task
98. The major difference between training and

education is that
A. education refers more to acquiring specific skills.
B. education is more closely related to learning a particular job.
C. training provides more general knowledge.
D. training narrows the range of responses while education broadens

the range.
Discussion

the range.
99. As a marketing agent, the CEO of a company
is responsible for:
A. Promoting the company’s commitment to learning by advocating
it in speeches, annual reports, interviews, and other public relations
tools.
B. serving as a role model for learning for the entire company and
demonstrating a
C. Willingness to learn constantly.
D. developing new learning programs for the company and providing

resources online
Discussion
B. serving as a role model for learning for the entire company and
demonstrating a
100. _____ refers to the company’s decisions
regarding where to find employees, how to select
them, and the desired mix of employee skills and
statuses.
A. Concentration strategy
B. Staffing strategy
C. External growth strategy
D. Disinvestment strategy
Discussion
A. Concentration strategy
101. Companies that emphasize innovation and

creativity are labeled as _____.
A. clubs
B. academies
C. fortresses
D. baseball teams
Discussion
B. academies
102. In _____, financial and other resources are
not available for development so companies tend
to rely on hiring talent from the external labor
market.
A. clubs
B. fortresses
C. baseball teams
D. academies
Discussion
D. academies
103. Uniqueness refers to:
A. The employee potential to improve company effectiveness and
efficiency.
B. The extent to which training and learning is centralized in an

organization.
C. The extent to which employees are rare and specialized and not
highly available in the labor market.
D. The picture of the future an organization wants to achieve.
Discussion
104. Job-based employees are characterized by:

A. High value and high uniqueness.
B. High value and low uniqueness.
C. Low value and low uniqueness.
D. low value and high uniqueness
Discussion

105. Which of the following positions is
characterized by high value and low uniqueness?
A. Lab technician
B. Scientist
C. Secretarial staff
D. Legal adviser
Discussion
B. Scientist
106. Companies adopting the _____ strategy need
to train employees in job-search skills and to
focus on cross-training remaining employees.
A. concentration
B. disinvestment
C. external growth
D. internal growth
Discussion
D. internal growth
107. A (n) _____ strategy focuses on new market
and product development, innovation, and joint
ventures.
A. disinvestment
B. privatization
C. external growth
D. internal growth
Discussion
B. privatization
108. Development of organizational culture that
values creative thinking and analysis is
typically the training implication of the _____
strategy.
A. concentration
B. disinvestment
C. internal growth
D. external growth
Discussion
C. internal growth

organization is that:
A. the members learn about each other
B. it has the capacity to gather new information and use it for

improvement
C. it focuses on selecting new employees who love learning and are

highly skilled
D. employees are rewarded for submitting creative suggestions and

participating in their implementation
Discussion

improvement
110. The major difference between training and

education is that:
A. education refers more to acquiring specific skills.
B. education is more closely related to learning a particular job.
C. training provides more general knowledge.

the range.
Discussion
the range.
111. The best method for conducting a training
needs analysis when data needs to be obtained
from a large number of employees is
A. Interviews
B. Observations
C. Questionnaires
D. focus groups
Discussion
C. Questionnaires
112. A legitimate difference between andragogy
versus methods for teaching children focuses on
A. the ability to utilize past experience in the training
B. the desire to participate in the learning experience
C. the desire for relevant learning that is problem-centered
D. the need to involve the learner in the learning process
Discussion
A. the ability to utilize past experience in the training

113. Carefully preparing a training manual so
that each idea effectively builds on the previous
ideas illustrates which training principle?
A. Stimulus: meaningful organization of materials
B. Response: practice and repetition
C. Feedback: knowledge of results
D. Transfer of Training: sequencing the learning

Discussion
A. Stimulus: meaningful organization of materials
114. Communicating leadership' involves

D. both A and C
Discussion
115. 'Managing tasks effectively' comes under
D. Both A and C
Discussion
116. Analyzing and identifying specific skills,

needed for specific job is called
A. need analysis competency model
B. competency model
C. task analysis
D. Both A and C
Discussion
C. task analysis
117. The 'effective negotiation' is included in
D. Both A and C
Discussion
118. A Verification of deficiencies in

performance to determine training or job
rotation is called
B. competency model
C. task analysis
D. performance analysis
Discussion
D. performance analysis
more mcqs
119. The systems model of training contains three
phases: __________, training and development,
and evaluation.
A. Preparation
B. assessment
C. introduction
D. organizing
Discussion
B. assessment
120. The process of selectively reinforcing a
response to change the behavior of a person is
associated with
A. behavioral modeling
B. operant conditioning
C. education
D. learning
Discussion
B. operant conditioning
121. The concept in social cognitive theory that
behavior is influenced by the environment and
personality, and that the environment is
likewise influenced by behavior and personality,
is called
A. dynamic homeostasis
B. reciprocal determinism
C. reverse interactionism
D. inverse influence
Discussion
B. reciprocal determinism
122. The basic managerial skill(s) is(are)

A. To supervise
B. To stimulate
C. To motivate
D. All of the above

Discussion
D. All of the above

Unit 3
needs analysis?
A. Personnel
B. Task
C. Operations
D. organizational
Discussion
D. organizational
124. What may be particularly necessary as part
of the training process where people are working
in another country?
A. e-learning
B. discovery learning
C. cross-cultural training
D. activist learning
Discussion
125. What is the term used to describe the process

of helping a new employee to settle quickly into
their job so they become efficient and productive
workers?
A. action learning
C. sitting by Nellie
D. induction
Discussion
D. induction
126. The collection of all the exercises and

instrument that are used to identify individual
needs for development is classified as
A. psychological testing
B. performance appraisals
C. assessment centers
D. both a and c
Discussion
C. assessment centers
127. The testing techniques which furnish the
information about interpersonal traits, job
preferences and leadership style are classified
as
A. assessment centers
B. succession appraisals
C. psychological testing
D. performance appraisals
Discussion
A. assessment centers
128. The psychological testing, performance
appraisals and the assessment centers are
methods usedto assess
A. development needs
B. staffing needs
C. tactile learning
D. massed learning
Discussion
A. development needs
129. The first step in training process is
A. need analysis
B. instructional design
C. implement
D. evaluate
Discussion
A. need analysis
130. Providing new employees with the basic
information regarding background is
A. employee orientation
B. employee training
C. both A and B
D. none of above
Discussion
A. employee orientation
more mcqs
131. An effective training design should be
A. Learner-focused
B. Trainer focused
C. Company focused
D. Environment focused
Discussion
A. Learner-focused
132. Training Design involves

A. Stating the training objectives
B. Identifying the learning activities
C. Sequencing the activities in which they have to be held
D. All of the above
Discussion
D. All of the above

133. The learners who prefer learning by group
work practices are called
A. Collaborative Learners
B. Individual Learners
C. Dependent Learners
D. Associative Learners
Discussion
A. Collaborative Learners
Unit 3
134. The training model that recognizes outside
factors to have an impact on the design process
is
A. Open Model
B. Closed Model
C. Defined Model
D. Undefined Model
Discussion
A. Open Model
135. A good training objective should have

A. Desired Outcome
B. Conditions
C. Standards
D. All above
Discussion
D. All above
136. A course in ___________ designed by the
training designer help salesperson to assist the
Customers in getting the product to work
effectively.
A. Interpersonal skills
B. Product Knowledge
C. Technical Expertise
D. Active Listening
Discussion
C. Technical Expertise
137. Trainees are generally reluctant to

A. Rewards
B. Role plays
C. Feedback
D. Punishment
Discussion
B. Role plays
138. Individuals who are given a specific, hard
or challenging goal perform better than those
given
A. Specific easy goal
B. “Do the best you can” goal
C. No goal
D. All of the above
Discussion
D. All of the above

139. Performance Goal Orientation focuses on:
A. End Result
B. Learning process
C. Performance
D. Problems
Discussion
A. End Result
140. The trainer can facilitate the encoding
process through a technique called
A. Guided Discovery
B. Symbolic coding
C. Symbolic Rehearsal
D. Unguided Coding
Discussion
A. Guided Discovery
141. Which of the following is not true about
training?
A. It is a short-duration exercise.
B. It is technical in nature.
C. It is primarily for managers and executives.
D. It is concerned with specific job skills.
Discussion
A. It is a short-duration exercise.
142. In which type of analysis are corporate

goals and plans compared with the existing
manpower inventory to determine the training
needs?
A. Organization analysis
B. Operation analysis
C. Individual analysis
Discussion
A. Organization analysis
143. Training concentrates on
A. coaching the members of an organization how to perform
effectively in their current jobs
B. expansion of the knowledge and skills of the members of an

organization
C. preparing the employees to take on new responsibilities.
D. none of the above.
Discussion
A. coaching the members of an organization how to perform

effectively in their current jobs
144. The process of enhancing the technical
skills of workers in a short period is called:
A. Training
B. Development
C. Education
D. none of the above
Discussion

145. E-learning is all about:
A. computers and computing
B. being technology-driven
C. electronics
D. experience
Discussion
A. computers and computing

146. The planned use of networked information and
communications technology for the delivery of
training is called
A. e-learning
B. role playing
C. case study
D. programmed learning
Discussion
D. programmed learning
147. Which one of the following is a source of
assessing training needs?
A. performance evaluation
B. attitude survey
C. advisory panel
D. all of the above
Discussion
A. performance evaluation
148. Laboratory training is also known by the

name
A. sensitivity training
B. job instruction training
C. apprenticeship training
Discussion
B. job instruction training

149. _______ method creates a situation that is
as far as possible a replica of the real
situationfor imparting training.
A. The programmed learning
B. The Simulation
C. The case study
D. The lecture
Discussion
C. The case study

150. A team of learners working online in a
real-time mode using the Internet is known as
A. individualized self-paced e-learning online
B. individualized self-paced e-learning offline
C. group-based e-learning synchronously
D. group-based e-learning asynchronously
Discussion
D. group-based e-learning asynchronously
151. Training need analysis takes place during

which phase of the training process?
A. deciding what to teach
B. deciding how to maximize participant learning
C. choosing appropriate instructional methods
D. determining whether training programmes are effective.
Discussion
D. determining whether training programmes are effective.

152. Training can result in the following
outcome/es
A. Positive transfer
B. Zero transfer
C. Negative transfer
D. All of the above
Discussion
D. All of the above

153. The process of providing trainees with
continued practice far beyond the point where
they perform the task successfully is__________
learning
A. Whole
B. Par
C. Extra
D. Over
Discussion
A. Whole
154. ___________ is generally conceptualized as

the perception of salient characteristics of
theorganization
A. Climate
B. Culture
C. Reward System
D. Code of Conduct
Discussion
B. Culture
155. Lectures and demonstrations are most

effective in covering the _______of the trainee
A. Retention
B. Attention
C. Behavioural reproduction
D. All of the above
Discussion
D. All of the above

156. Organising the coded information into
already existing or new cognitive structures is
whatsocial learning theorists call
A. Retention
B. Attention
C. Behavioural reproduction
D. Cognitive organisation
Discussion
A. Retention
157. The process of designing the simulators to
replicate as closely as possible, the physical
aspects of the equipment and operating
environment, trainees will find at their job site
is
A. Physical Fidelity
B. Psychological fidelity
C. Management game
D. Simulation
Discussion
A. Physical Fidelity
158. The role rotation method of training begins
as a
A. Single role play
B. Multiple role play
C. Structured role play
D. Spontaneous role play
Discussion
A. Single role play
159. The process of providing one on one guidance

and instruction to improve knowledge, skills and
work performance is
A. Coaching
B. Mentoring
C. Apprenticeship Training
D. Internship
Discussion
A. Coaching
160. 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
Discussion
C. consultants
161. 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
Discussion

162. Which of the following is the best
definition of a learning organisation?
A. An organisation which facilitates the learning of all its members
and continuously
B. Transforms itself.
C. An organisation in which the managers are encouraged to develop
D. An organisation which facilitates the learning of all its members in

order to preserve the status quo
Discussion

and continuously
163. 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
Discussion
C. commitment
164. 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
Discussion
D. mentors
165. Formulating SMART performance training
objectives is included in
A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Discussion
A. human process intervention
166. The analysis to Identify specific skills

B. competency model
C. task analysis
D. Both A and C
Discussion
C. task analysis
167. 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.
Discussion
A. The BE function is customer-focused.
168. 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
Discussion
C. resistance to change
169. _____ 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
Discussion
B. Control
170. 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
Discussion
D. outsourcing
171. 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.
Discussion
A. Centralized training function helps drive stronger alignment with

business strategy.
172. 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
Discussion
B. The client group includes stakeholders outside the company.

173. 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
Discussion
B. employees
174. According to your text-book, which of the
following is most important for HRD?
A. to be clearly related to the organisation’s objectives
D. to operate as an extension of the HRM department
Discussion

175. What may be particularly necessary as part
of the training process where people are working
in another country?
A. e-learning
D. activist learning
Discussion
176. What is the term used to describe the process
of helping a new employee to settle quickly into
their job so they become efficient and productive
workers?
A. action learning
C. sitting by Nellie
D. induction
Discussion
A. action learning
177. 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
Discussion
C. problem solving training

178. 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

Discussion
B. technical training
179. Type of training which focuses on long term

enhancement of organizational and
individualcapabilities is classified as
A. required training
B. innovative training
C. developmental training
D. both b and c
Discussion
D. both b and c
180. 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
Discussion
A. development and innovative training

181. 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
Discussion
A. internships
182. Apprentice training, internships and
school-to-work transitions are classified as
types of
A. instructor led classroom training
B. cooperative training
C. conference training
Discussion
B. cooperative training
183. Cooperative training method which combines
on-the-job experiences and classroom training is
classified as
A. internships
B. apprentice training
Discussion
184. 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
Discussion
C. distance training
185. 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
Discussion
D. apprentice training
186. An intense internal force that motivates
behavior is known as a(n)
A. incentive.
B. drive.
C. reinforcement.
D. reward.
Discussion
B. drive.
187. What, according to Hull, is reinforcing?

A. drive reduction
B. drive induction
C. incentive reduction
D. incentive deduction
Discussion
A. drive reduction
188. If drive motivation is based on deprivation,
incentive motivation is based on
A. drive reduction.
B. habit strength.
C. inhibition.
D. reward value.
Discussion
D. reward value.
189. 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.
Discussion
B. acquired drives.
190. Habit strength increases based on

A. incentive induction.
B. drive reduction.
C. inhibition induction.
D. behavioral induction.
Discussion
B. drive reduction.
191. 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.
Discussion
C. conditioned inhibition.
192. 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.
Discussion
A. reward magnitude directly influences motivation.

193. According to Amsel, the extinction of an
instrumental response is due to
A. anger.
B. frustration.
C. repression.
D. anxiety.
Discussion
B. frustration.
more mcqs
194. 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
Discussion
B. spaced practice
Unit 4
195. Training and development differ on the basis
of
A. Focus
B. Use of work experiences
C. Goal
D. All of the above
Discussion
D. All of the above

196. Which of the following approaches are used
to develop employees:
A. Formal Education
B. Assessment
C. Job Experiences
D. All of the above
Discussion
D. All of the above

197. Formal Education programs may include
A. Lectures by business experts/professors
B. Business games and simulations
C. Adventure learning
D. All of the above
Discussion
D. All of the above

198. 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
Discussion

programs
199. 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
Discussion
D. All of the above

200. Assessment is most frequently used to
identify __________ of the employees.
A. Potential and Strengths
B. Weaknesses
C. Both a and b
Discussion
C. Both a and b
201. MBTI is the most popular test for

A. Employee development
B. Need analysis
C. Assessment of employees
Discussion
202. MBTI identifies individual’s preferences
for
A. Energy
B. Information gathering
C. Decision making
D. All of the above
Discussion
D. All of the above

203. A viable option of training when the
population is large and widely dispersed
A. CBT
B. PI
C. ACAI
D. ITS
Discussion
B. PI
204. 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
Discussion
A. CBT
205. The training room should be preferably
___________ in shape
A. Circle
B. Square
C. Rectangular
D. Any of the above
Discussion
B. Square
206. 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
Discussion
A. Icebreaker
207. The trainees that set out to ruin the
training session for everyone are
A. Quiet trainee
B. Talkative trainee
C. Angry trainee
D. Comedian
Discussion
C. Angry trainee
208. __________ 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
Discussion
A. Dry run
209. The outcomes that measure the trainee’s
perceptions, emotions and subjectiveevaluations
of the training experience
A. Reaction outcomes
B. Learning outcomes
C. Job behavior outcomes
D. Work outcomes
Discussion
210. 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
Discussion
211. '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
Discussion
B. Career anchor
212. 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
Discussion

213. 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.
Discussion

214. 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.
Discussion
215. 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
Discussion
D. all of the above
216. 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
Discussion
D. b and c
217. 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
Discussion

training.
218. 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?
Discussion
219. 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.
Discussion

the positions they desire.
220. 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
Discussion
environment
221. 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
Discussion
222. Professional competence and consistency is

exhibited by
A. effective mentors
B. performance manager
C. appraisal manager
Discussion
B. performance manager
more mcqs
223. 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
Discussion

224. 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
Discussion
225. 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.
Discussion

226. Modifying selection procedures for senior
employees is a step to
A. keep retirees
B. keep employees
C. retirement benefits
D. talent management
Discussion
A. keep retirees
227. 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
Discussion

the workforce and succession planning leads to
A. compensation management
D. e-recruiting
Discussion
A. compensation management
229. In traditional focus, providing
opportunities for learning is part of
A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Discussion

230. In career development focus, the
information about individual interests and
preferences is part of
Discussion
231. In career development focus, the addition

of development plans is part of
D. compensation and benefits
Discussion
232. In career development, providing support in
employee development plans is part of
A. individual role
B. manager role
C. employer role
D. line manager
Discussion
B. manager role
233. In traditional focus, the rewards based on
the production is part of
Discussion

234. Which of the following is not a stage in the
systematic training cycle?
A. evaluation
B. assessing training needs
C. planning the training
D. job instruction on a one to one basis
Discussion
C. planning the training
235. 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
Discussion
A. Training and Enterprise Councils
236. 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
Discussion
B. The Employment National Training Organisation

237. 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
Discussion
A. Investors in People UK
238. Which national training schemes exist at
advanced and foundation level?
A. New deal
B. NVQs
C. GNVQs
D. Modern apprenticeships
Discussion
D. Modern apprenticeships
239. 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
Discussion
C. commitment
240. Which of the following is the best term to
describe people who guide and suggest
suitablelearning experiences for their
proteges?
B. line managers
C. coaches
D. mentors
Discussion

241. 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
Discussion
D. level 5
242. 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
Discussion
A. New Deal 25 plus

243. 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
Discussion
A. employers had no involvement in developing the national

standards
244. 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
Discussion
D. Redefinition
245. 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
Discussion
B. encapsulated training
246. 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
Discussion
D. communication
247. 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
Discussion
D. cultivation
248. 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
Discussion

249. Improving current and future management
performance is called
A. job rotation
B. job training
D. management development
Discussion
A. job rotation
250. Method in which teams consisting managers
compete on solving problems is called
A. management game
B. action learning
Discussion
B. action learning
251. 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
Discussion
252. A technique, in which trainees are shown
films on management techniques, is called
B. role playing
C. in-house development center
D. Both A and B
Discussion
253. 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
Discussion
A. Placement
254. Which traditional theorist believed that
behavior involves purpose, goals,
andexpectations?
A. Tolman
B. Hull
C. Thorndike
D. Skinner
Discussion
C. Thorndike
255. Spence's anticipatory goal concept is
comparable to Tolman's
A. cathexis.
B. cognitive map.
C. equivalence belief principle.
D. law of effect.
Discussion
B. cognitive map.
256. Which traditional learning theorist
believed that the use of hypothetical constructs
does notcontribute to our understanding of
behavior?
A. Hull
B. Skinner
C. Tolman
D. Rotter
Discussion
D. Rotter
257. Guthrie rejected Thorndike's
A. law of exercise.
B. law of readiness.
C. law of equivalence.
D. law of effect.
Discussion
B. law of readiness.
258. According to Tolman, reward is not required
for learning but is required for
A. extinction.
B. performance.
C. memory.
D. direction.
Discussion
C. memory.
259. 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
Discussion
C. employer role
260. 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
Discussion
B. manager role
261. In career development focus, individual
goal setting is the part of
C. recruitment and placement
Discussion

262. In career development, seeking out career
resources is included in
A. individual role
B. manager role
C. employer role
D. line manager
Discussion
A. individual role
more mcqs
263. 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
Discussion
D. Job instruction on a one-to-one basis
264. 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
Discussion
A. Costly Equipment
265. Which of the following is not true about
training?
A. Training is independent activity and not related to Organizational
Strategy.
B. Training is coherent whole with each program building on the

learning from previous program
C. Training is developed and implemented in partnership with line

managers.
D. Approach Training as a process and not just a program.
Discussion
A. Training is independent activity and not related to Organizational

Strategy.
266. 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

D. An organization which does a lot of training on an ad hoc basis
Discussion
A. An organization which facilitates the learning of all its members

and continuously transform itself.
267. 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
Discussion
B. Structured learning
268. 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
Discussion
B. Learners go from knowing what into knowing how and when to

apply knowledge
269. Which of the following is general increasing
of knowledge for the purpose of using it in future
life?
A. Training
B. Development
C. Education
D. Mentoring
Discussion
C. Education
270. The stage in which the learning curve stops

growing and stagnated:
A. Learning stage
B. Discouraging stage
C. Over learning period
D. Learning plateau stage
Discussion
D. Learning plateau stage

271. It results when a person gives meaning to
its feeling through senses:
A. Effect
B. Readiness
C. Sensitivity
D. Perception
Discussion
D. Perception
272. This domain is concerned with a learner’
s emotions
A. Affective domain
B. Cognitive domain
C. Psychomotor domain
D. Conceptualization domain
Discussion
A. Affective domain
273. Learning Process consists of:
A. Cognitive process
B. Emotional process
C. Both a and b
Discussion
C. Both a and b
274. Learning directed by identifying one’s own
learning objectives and motivation refers to:
A. Other directed learning
B. Self-directed learning
C. Structured learning
D. Unstructured learning
Discussion
275. Which of the following is not external
environmental factor that influences the
learning process?
A. Training strategies, methods and techniques
B. Trainer/training team
C. General learning environment in the program

D. Desire for personal growth and development
Discussion
C. General learning enviro

276. Learning to prepare the individual related
to specific future job is called:
A. Training
B. Counseling
C. Development
D. Education
Discussion
A. Training

organizational, task, and person levels.
Organizational training needs generally occur
when:

programmes.
Discussion

278. Which of these is the benefit of needs
assessment?
B. Higher training costs
C. Loss of business
D. Increased overtime working4
Discussion
279. The next step to Training Needs Analysis is:

Discussion

280. What is explicit purpose of assigning KSA
to positions?
A. Create a foundation for bonus structures.
B. Designate the set of competencies required by a position.
C. Be able to transfer skill information to the employee's resume.
D. Assist in structuring employment contracts.
Discussion
B. Designate the set of competencies required by a position.
281. Which of the following is not helpful of

preparing Instructional design?
A. Development of training objectives
B. Creation of a plan of instruction that detail how and in what
sequence training content should be delivered
C. The incorporation of learning principles into the design of training

program to maximize chances of learning
D. Copy other organizations’ design.
Discussion
D. Copy other organizations’ design.

282. Which of the following is not part of well
written training objectives’ characteristics?
A. A training objective includes capability or desired terminal behavior
B. Specify the conditions under which the behavior will be performed

or demonstrated during training
C. Criterion of acceptable performance
D. They should be absolute
Discussion
D. They should be absolute

283. _________ seeks to examine the goals of the
organisation and the trends that are likely to
affect these goals.
A. Organisational Support
C. Person analysis
D. Key skill abilities analysis
Discussion
284. Which of the following should not be
included in a training objective?
Discussion

Discussion

needs analysis?
A. Individual
B. Task
C. organizational
D. All of the above
Discussion
D. All of the above

287. The analysis to Identify specific skills
A. Individual Analysis
B. Organizational Analysis
C. task analysis
D. All of the above
Discussion
C. task analysis
288. Which of the following factors did not
identify as Important in the transfer of learning
to the workplace?
A. Financial support (resources, funds for training)
B. Work environment (support and opportunities to use)
C. Trainee characteristics (ability, personality and motivation)
D. Training design (use of principles of learning, appropriate content)
Discussion
A. Financial support (resources, funds for training)

A. The employee potential to improve company effectiveness and
efficiency.
B. The extent to which training and learning is centralized in an

organization.

Discussion
290. Critical and Highly Skilled Job-based
employees are characterized by:
B. High value and low uniqueness.
C. Low value and low uniqueness.
D. low value and high uniqueness
Discussion

291. Which of the following positions is
characterized by low value and low uniqueness?
A. Lab technician
B. Scientist
D. Legal adviser
Discussion
organization is that:
A. the members teach outsiders

improvement
C. it focuses on selecting new employees who love learning and are

highly skilled
D. employees are rewarded for submitting creative suggestions
Discussion

improvement
293. The career-related consequence of the

delayering of organisations most likely option
is:
D. All of the above
Discussion

294. An area of the self-concept that is so
definition of:
B. Career anchor
Discussion
B. Career anchor
295. Generally, in big companies who is
responsible for an employee’s career
development:
B. The company.
C. The employee.
D. The HRM department
Discussion
D. The HRM department
296. The purpose of career development is:

A. focus on both the organization and the individual.
B. focus on the individual
C. focus on the organization
D. focus on management development
Discussion
A. focus on both the organization and the individual.

due to:
D. The need for some businesses to meet affirmative action goals.
Discussion

298. In recent years, the career development
field has changed very rapidly as

D. (c) and (b)
Discussion
D. (c) and (b)

299. 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.

training.
D. career development is more beneficial to the organization and

training is more beneficial to the individual employee.
Discussion

training.
300. Career development is:
A. usually involves a one-time event or opportunity to enhance
long-term skills’

C. Is usually a highly selective process which guarantees success
through that’s electivity?
D. Focuses on individual over organizational needs.
Discussion
301. 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.

the positions they desire
Discussion

the positions they desire
302. When businesses do not provide career
development to employees, it increases the
possibilities that:
A. All employees will begin self-development.
B. Employees will be encouraged by promotion possibilities.
C. Employees will specialize in their specific jobs.

environment
Discussion
B. Employees will be encouraged by promotion possibilities.

the workforce compensation management leads to
A. succession planning
D. e-recruiting
Discussion
D. e-recruiting
304. The process of attracting, selecting,
training and promoting employees through a
particular firm is called:
A. phased retirement
B. preretirement counseling
D. modifying selection procedure
Discussion
1. Training and development differ on the basis
of
A. Focus
B. Use of work experiences
C. Goal
D. All of the above
Discussion
D. All of the above

2. Which of the following approaches are used to
develop employees:
A. Formal Education
B. Assessment
C. Job Experiences
D. All of the above
Discussion
D. All of the above
3. Formal Education programs may include

A. Lectures by business experts/professors
B. Business games and simulations
C. Adventure learning
D. All of the above
Discussion
D. All of the above
4. Tuition reimbursement refers to the practice

of reimbursing
programs
B. Tuition fees of the courses undertaken by the employees
C. Tuition fees of the kids of the employees

Discussion

programs
5. 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
Discussion
D. All of the above
6. Assessment is most frequently used to identify

__________ of the employees.
A. Potential and Strengths
B. Weaknesses
C. Both a and b
Discussion
C. Both a and b
7. MBTI is the most popular test for
B. Need analysis
C. Assessment of employees

Discussion
8. MBTI identifies individual’s preferences for

A. Energy
B. Information gathering
C. Decision making
D. All of the above
Discussion
D. All of the above

9. A viable option of training when the
population is large and widely dispersed
A. CBT
B. PI
C. ACAI
D. ITS
Discussion
B. PI
10. 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
Discussion
A. CBT
11. The training room should be preferably
___________ in shape
A. Circle
B. Square
C. Rectangular
D. Any of the above
Discussion
B. Square
12. 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
Discussion
A. Icebreaker
13. The trainees that set out to ruin the training
session for everyone are
A. Quiet trainee
B. Talkative trainee
C. Angry trainee
D. Comedian
Discussion
C. Angry trainee
14. __________ 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
Discussion
A. Dry run
15. The outcomes that measure the trainee’s
perceptions, emotions and subjectiveevaluations
of the training experience
B. Learning outcomes
C. Job behavior outcomes
D. Work outcomes
Discussion
16. The career-related consequences of the
delayering of organisations include:
D. All of the above
Discussion
17. 'An area of the self-concept that is so
definition of:
B. Career anchor
Discussion
B. Career anchor
18. In most companies the current answer to the
question, “Who's responsible for an employee’
s career development,” is:
B. The company.
C. The employee.
Discussion

19. 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.

Discussion

20. Companies now view career development as a
way to meet a variety of goals, including:
A. reinforcing affirmative action.
B. reducing job burnout
D. Furthering organizational and individual goals.
Discussion

due to:
D. all of the above
Discussion
D. all of the above
22. In recent years, the career development field

has changed very rapidly as

D. b and c
Discussion
D. b and c
more mcqs
23. Careers are often said to be more difficult
to manage now than in the past because:
B. Retirement age is increasing
C. People are not taught how to do it
D. Definitions of career are changing
Discussion

24. 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
D. Working hard
Discussion
25. 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.
C. the decreasing competitiveness of Japan in U.S. markets
D. More and more companies using a Japanese management model.
Discussion
DownloadSave
1-The following is (are) the benefit(s) of training.
(A) Increased productivity
(B) Reduced accidents
(C) Reduced supervision
(D) All of the above
(Ans: D)
2-The following training aims to provide broad training to enable the trainee to take up
a wide variety of tasks within his field of specialisation
(A) Demonstration
(B) On-the-job training
(C) Apprenticeship
(Ans: C)
3-Demonstration type of training method is used to train
(A) Workers
(B) Supervision
(C) Managers
(Ans: A)
4-The following is not a part of lower level management
(A) Worker (answer)
(B) Foreman
- A homogenous group of ____ men from the plant constitutes an ideal
conference
group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
6-The following method is used to give to trainees the important

information in
permanent form for immediate of future use
(A) Lecture methods
(B) Conference
(C) Written instructional method
(D) Training within the industry (TWI)
(Ans: C)
7-Training within the industry (TWI) scheme imparts training in
(A) Job instructions
(B) Job rotation
(C) Job method
(Ans: D)
8-The following is not a on the job training method
(A) Understudies
(B) Job rotation
(C) Management by objectives (MBO)
(D) Case study method
(Ans: D)
9-The following is vertical expansion of the job
(A) Job rotation
(B) Job enrichment
(Ans: B)
10-_____ is widely used for human relations and leadership training
(A) Business games
(B) Role playing
(C) Case study method
(D) Job rotation
(Ans: B)
7. Match the following
1] A combination of abstract conceptualization and active experimentation i] Con
2] A combination of concrete experience and reflective observation ii] Acc
3] A combination of abstract conceptualization and reflective observations iii] As
4] A combination of concrete experience and active experimentation iv] Div
a. 1-i, 2-iv, 3-iii, 4-ii

b. 1-ii, 2-iv, 3-i, 4-iii
c. 1-i, 2-ii, 3-iii, 4-iv
Answer
Answer: a. 1-i, 2-iv, 3-iii, 4-ii
8. Which of the following is important to make learning process

more interesting rather then relevance and meaning?
a. Good lecturer
b. Good classrooms
c. Blackboards
d. Emotions attached to the material taught
Answer
Answer: b. Good classrooms
9. _______ reveals multiple needs that management and HR

professions have to identify and prioritize.
a. Mini analysis
b. Industry analysis
c. Needs analysis
d. Job analysis
Answer
Answer: c. Needs analysis
10. Which of the following framework built upon Kirkpatricks

approach, expand focus of evaluation beyond measuring post
program effectiveness?
i] Philips five level ROI framework

ii] HRD evaluation
iii] FIPS
iv] CIPO
a. i and ii
b. ii and iii
c. None of the above
d. All the above
Answer
Answer: a. i and ii
11. _________ is a valuable tool for collecting person analysis data?
a. Data collection
b. Training
c. Interviews
d. Performance appraisal
Answer
Answer: d. Performance appraisal
12. Match the following
1] Learning styles i] Potential to align a firm's employees with its corporate str
2] Technology advances ii] Continually upgrade employee expertise
3] Training can be a potential tool iii] Giving individuals the skills they need to think strategica
iv] Influencing and changing the way knowledge is delivere
a. 1-ii, 2-iv, 3-iii

b. 1-iii, 2-i, 3-iv
c. 1-iv, 2-iii, 3-ii
Answer
Answer: a. 1-ii, 2-iv, 3-iii
13. Until recently, Quality of Work Life was not considered as an

important factor in India because of other pressing factors like
i] Serious financial problem

ii] Global political issues
iii] Deficiency of resources
a. i and ii
b. i and iii
c. ii and iii
d. All the above
Answer
Answer: b. i and iii
14. _______ works as a way to find out if your HRD program has
fulfilled its objective or not.
a. Training
b. Appraisal
c. Evaluation
d. Research
Answer
Answer: a. Training
15. Which of the following influence Training and Development?
i] The support from Top Management

ii] Organizational complexity
iii] Employees willingness
iv] Technological advances
a. i and iii
b. i, ii and ii
c. i, ii and iv
Answer
Answer: c. i, ii and iv
16. ______ doesn't really intervene in QWL program.
a. Trade union
b. Government
c. Employee
d. Management
Answer
Answer: b. Government
17. The degree of _______ also influences learning retention.
a. Over learning
b. Interference
c. Original learning
d. CPR
Answer
Answer: c. Original learning
18.
i) Attract suitable candidates
ii) Examine their credentials to produce a short list
These are the major objectives of which of the following processes:
a. Recruitment procedures
b. Performance appraisals
c. Training
d. Evaluation
Answer
Answer: a. Recruitment procedures
19. ________ helps in making an employee realise his performance

status.
a. Performance appraisal
b. Selection and staffing
c. Training and development
d. Compensation
Answer
Answer: a. Performance appraisal
20. ________ is used to compile the information for easy retrieval.
a. Organisational Behaviour
b. IT
c. HRIS
d. Training and Development
Answer
Answer: c. HRIS
21. Which of the following activities are included in HRD?
i] Training
ii] Career development
iii] Organisation development
iv] Maximum utilization of the finance
a. i and ii
b. i, ii and iii
c. ii and iii
d. All the above
Answer
Answer: b. i, ii and iii
22. Without employee's _________ it becomes difficult to complete

many tasks, as required
a. Commitment
b. Smartness
c. Competency
d. Communication
Answer
Answer: a. Communication
23. Depending on the nature of the individual's work, which of the

following can be used as a source of information to get additional
information useful in identification of person-level training needs?
i] Top boses
ii] Customers
iii] Peers
iv] Subordinates
a. i and ii
b. i, ii and iv
c. iii and iv
d. All the above
Answer
Answer: c. iii and iv
24. Career refers to advancement in a ________
a. Profession
b. Management
c. Economy
d. Living standard
Answer
Answer: a. Profession
25. Which of the following involves adapting the learning

environment to maximize learning?
a. Training design
b. Development
c. Learning process
d. Trainability
Answer
Answer: a. Training design
26. The learning method promotes the trainer as a _________ of

learning rather than information provider.
a. Encyclopedia
b. Provider
c. Lecturer
d. Facilitator
Answer
Answer: d. Facilitato
1. __________ refers to the learning opportunities designed to help employees

grow.
a. Training
b. Development
c. Education
d. All of the above
organisation?
a. Improves morale
c. Provides a good climate for learning, growth and co – ordination
receiving training?
a. KSA deficiency
6. Which of the following is a method used in group or
organisational training needs assessment?
b. Rating scales
c. Interviews
d. Questionnaires
7. _________ seeks to examine the goals of the organisation and the trends that
are likely to affect these goals.
c. Person analysis
c. Loss of business
a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
10. Which of these is an off – the – job training method?
a. Television
b. Job rotation
d. Coaching
i. Vestibule training utilises equipment which closely resemble the actual ones used
on the job.
a. True
b. False
12. Match the following techniques of training with their correct description.
1. Tag Teams ——— A. Games to get team members know each other
2. Outward – bound training —– B. Games to test ability to plan ahead
3. Mirroring —— C. Training with an external perspective
4. Strategic planners —– D. Adventure sports for teams
5. Ice breakers —– E. one role played alternately by two participants
a. 1-E,2-D,3-C,4-B,5-A
b. 1-A,2-D,3-E,4-C,5-B
c. 1-D,2-A,3-C,4-E,5-B
d. 1-C,2-D,3-B,4-A,5-E
d. All of the above
a. Longitudinal or time – series analysis
c. Inter – organisational validity
c. Mentoring
ANSWER:
1. b, 2. a, 3. b, 4. c, 5. d, 6. a, 7. b, 8. a, 9. d, 10. a, 11. a, 12. a, 13. d, 14. a, 15. b.
12-Personnel management is a
(A) Point of view

(B) Technique of thinking
(C) Philosophy of management
(Ans: D)
1. In the present business environment, HR plays a ___ role in

realizing the business goals
a. Strategic
b. Technical
c. Vital
d. Very important
Ans. a
2. True/False:- The major challenge for the HR contribution towards

the overall organization performance
a. False
b. True
c. Can’t say
d. Incomplete
Ans. B
3. Balance scorecard was designed by

a. Robert Kaplan
b. David Norton
c. Both a & b
d. All
Ans. c
4. Human Resource can be turned as

a. Non-renewable resource
b. Natural resource
c. Infinite renewable resource
d. All of the above
Ans. C
5. An organization can develop only when it’s ___ are developed

a. All resource
b. Human resources
c. Financial resources
d. Both a & b
Ans. B
6. The ___ of any organization is the backbone, who plays a
stupendous role.
a. Employer
b. Worker
c. Employees
d. Labor
Ans. c
7. True/False:-
Human resource development is an integral part of human resource
management, which is wider in its approach and does not relate only
to providing formal qualification
a. False
b. True
c. Incomplete
Ans. b
8. ___ have made clear that HRD is innate for the very existence of
the organization
a. Increase in the very existence of the organization
b. Liberalization
c. Developmental & productive activities
Ans. A
9. ___ is a factor, which is forcing the business organizations to

reconsider their laisser-faire attitudes to training.
a. National competition
b. International competition
c. Global competition
d. All of the above
Ans. C
10. It is a method of intervening in a systems

a. Process consultation
b. Survey feedback
c. Managerial grid
d. Goal setting
Ans. A
11. In this method data related to the attitude of employees about

wage level, structure, hours of work and working conditions are
collected
a. Process consultation
b. Survey feedback
c. Goal setting
d. Managerial grid
Ans. B
12. ___ is an extremely popular OD intervention

a. MBO
b. MBR
c. PPS
Ans. A
13. ___ improve the performance and result in self-change of an

individuals
a. OD practices
b. Team development
c. OD exercises
d. Sensitivity training
Ans. C
14. ___ helps to improve the communication skills of the employees

and develops them a good listeners
a. Team development
b. Sensitivity training
c. OD exercises
d. All of the above
Ans. B
15. Performance management focuses on ___ performance planning

and improvement rather than retrospective performance appraisal
a. Future
b. Fast
c. Present
Ans. A
16. Performance standards are used when not possible to set ___
a. Intended results
b. Time based targets
c. Observable results
d. All of the above
Ans. B
17. “Recourse the actions” provides

a. Coaching
b. Training
c. Guidance
d. All of the above
Ans. D
18. Assessing results against standard

a. Measurement
b. Feedback
c. Exchange
d. Positive re-enforcement
Ans. A
19. Founding father of TQM was

a. Blake and Mouton
b. W.E Deming
c. Dale S. beach
d. All of the above
Ans. B
20. Base pay can be expressed on

a. Annual basic
b. Weekly basis
c. Hourly rate
d. All of the above
Ans. D
21. The pay roll costs can compromise ___ or more of the total costs
incurred by an organization
a. 60%
b. 70%
c. 55%
d. 48%
Ans. B
22. The ___ system is the most basic individual incentive system.
a. Unit based
b. Piece-rate
c. Hourly
Ans. B
23. Industrial relations are plant community life” –said by

a. Rober Over
b. Dalye Yadav
c. Peter Ducker
d. Federick Taylor
Ans. C
24. Through good ___, we can encourage collective bargaining

a. IR
b. Rewards system
c. Incentives
d. HR programs
Ans. A
25. The ___ acts as a mediator and custodian

a. Government
b. Organization
c. CEO
d. Employer
Ans. A
26. The difference between the demands of the employes and

employee results in
a. Misunderstanding
b. Conflict
c. Miss behavior
d. Low morale
Ans. B
27. ___ consider the mass rather than individual

a. IR
b. HRM
c. HRD
d. HRP
Ans. A
28. IR seeks to reconcile. Conflict, ___ to match goals

a. HRP
b. HRD
c. HRM
d. IR
Ans. C
29. ___ the apparent incompatibility between IR and HRM is a

major challenge faced by IR
a. Reconciling
b. Harmonizing
c. Both a & b
d. All of the above
Ans. C
30. Collective bargaining is a form of ___

a. Participation
b. Agreement
c. Contract
d. Negotiation
Ans. A
31. Collective bargaining may take place at the

a. National level
b. Industry level
c. Enterprise-level
d. All of the above
Ans. D
32. ___ mechanism is an aspect of two-way communication

a. Joint consultation
b. Collective bargaining
c. Both a & b
d. All of the above
Ans. A
33. ___ attached to concessions in the negotiation should be

indicated as early as possible
a. Counter proposals
b. Conditions
c. Both a & b
34. ___ is a tool for evaluating the personal activities of the

organization
a. HR audit
b. HR activities
c. HR function
d. HR climate
Ans. A
35. HR activities include

a. Recruitment
b. Selection
c. Manpower planning
d. All of the above
Ans. D
36. The ___ determine the success of corporate strategy
a. HRM climate
b. HR professional
c. HR audit
d. HR planning
Ans. B
37. It is a method by which an organization collects, analyses and

reports information about people and jobs.
a. HRIS
b. HRM
c. HRD
d. HRP
Ans. A
38. It relies on consensus and cooperation rather than control or

coercion.
a. HRM
b. HRD
c. Performance management
d. Only b
Ans. A
39. “Pay philosophy” examine developments in

a. Strategies
b. Rewards
c. Incentives
d. All of the above
Ans. B
40. Base pay is

a. Basic pay
b. Fixed salary
c. Wage
d. All of the above
Ans. D
41.Performance management is a means of getting better results from

the ___, ____ and individuals.
a. Organization, teams
b. Industry, workforce
c. The company, employees
d. Superior, subordinates
Ans. A
42. During performance management ___ and ___ should be
integrated
a. Learning & revision
b. Learning & work
c. Theoretical & practical
Ans. B
43. Levels pay to be agreed through ___ or by ___

a. Negotiation, collective bargaining
b. Negotiations, individual agreements
c. Contract, agreement
d. Contract, negotiation
Ans. B
44. Total remuneration comprises ___ and ___

a. Financial rewards, employee benefits
b. Financial & non-financial rewards
c. Basic salary, incentives
d. All of the above
Ans. A
45. IR’s main function is to develop support between the ___ & ___
a. Employer, employee
b. Top-level management, lower-level management
c. Management employee
d. All of the above
Ans. C
46. Scope of IR includes collective relations between ___ and ___

a. Union, management
b. Management, employees
c. Superior, subordinates
d. Employer, employee
Ans. A
47. High investment in ___ & ___ enables the absorption of higher
wages
a. Education skills
b. Knowledge, skills
c. IT, technical programs
d. Both a & b
Ans. A
48. IR deals with large components of ___, whereas HR deals with
___
a. Rules, policies
b. Regulations, practices
c. Rules & regulations, policies & practices
d. Both a & b
Ans. C
49. Major potential point of conflict between employers and unions is

___ & ___
a. Loyalty & commitment
b. Decisions & orders
c. Compensation & supervision
Ans. A
50. ___ seeks to reconcile conflicts, ___ to match goals

a. HRP, HRM
b. IR, HRM
c. HRD, IR
d. HRP, IR
1-The following is (are) the benefit(s) of training. (A) Increased

productivity (B) Reduced accidents (C) Reduced supervision (D) All of the
above (Ans: D) 2-The following training aims to provide broad training
to enable the trainee to take up a wide variety of tasks within his field
of specialisation (A) Demonstration (B) On-the-job training (C)
Apprenticeship (D) All of the above (Ans: C) 3-Demonstration type of
training method is used to train (A) Workers (B) Supervision (C) Managers
(D) All of the above (Ans: A) 4-The following is not a part of lower level
management (A) Worker (B) Foreman (C) Supervisor (D) Inspector (Ans: A)
5-A homogenous group of ____ men from the plant constitutes an ideal
conference group (A) 8-10 (B) 12-15 (C) 18-20 (D) 22-25 (Ans: B) 6-The
following method is used to give to trainees the important information
in permanent form for immediate of future use (A) Lecture methods (B)
Conference (C) Written instructional method (D) Training within the
industry (TWI) (Ans: C) 7-Training within the industry (TWI) scheme
imparts training in (A) Job instructions (B) Job rotation (C) Job method
(D) All of the above (Ans: D) 8-The following is not a on the job training
method (A) Understudies (B) Job rotation (C) Management by objectives (MBO)
(D) Case study method (Ans: D) 9-The following is vertical expansion of
the job (A) Job rotation (B) Job enrichment (C) Management by objectives
(MBO) (D) All of the above (Ans: B) 10-_____ is widely used for human
relations and leadership training (A) Business games (B) Role playing (C)
Case study method (D) Job rotation (Ans: B)
Under training and development plan, the form is to be prepared

in ________ form.
A. Duplicate
B. Structured
C. Detailed
Answer: Option A
Training & Development - MCQs with answers
1. Training is most effective in resolving:

 Skill gaps
 Attitudinal problems
 Poor motivation
 Attendance issues
2. The term which describes long term training which includes a combination of both
on-the-job and in-class training is:
 Mentorship
 Computer based training
 Vestibule training
 Apprenticeship
3. Which item is NOT an example of an indirect training cost?
 Overtime
 Increased scrap
 Room and food charges
 Low productivity
Training and Development 2017

4. The phrase "transfer of training" refers to:
 Moving training schedules around to accommodate production concerns
 Freely sharing written training material with colleagues
 Acquiring and evaluating skills during a training course
 Implementing and maintaining new knowledge and skills back in the
workplace
5. Labour Market adjustment services refers to the stakeholder interests of:

 Supply side training such as anticipated shortages for particular trades
 Skill mismatches
 Those who have difficulty entering or reentering the workforce
 Those who have suffered a job loss
6. A key principle of adult learning suggests that adults:
 Are keenly open to change
 Tend to be problem centred
 Do not need theoretical knowledge, just practical applications
 Prefer a relaxing "lecture style" training delivery
7. The evolution of training activities has moved towards:
 Specific on the job requirements using technology as the learning coach
 Time and motion studies
 Needs driven by productivity and efficiency concerns
 Identifying opportunities to build intellectual capital
8. The motivational component of self efficacy:
 Is when a person believes they can manipulate their environment and control
their fate
 Is when a person believes they can learn the knowledge and skills and do the
job
 Relates to the ability to use fine motor skills
9. The diagnostic process of needs assessment often starts with:
 A job analysis
 A gap analysis
 A concern
 An organizational audit

10. A potential advantage of centralizing the training function is that:
 Control and economies of scale
 Customization and ownership
 Local budget control
11. One of the differences between pedagogy and androgogy is that:
 Adult motivation is primarily intrinsic not extrinsic
 Adults are keenly receptive to change
 Adults are oriented to learning using a subject centred approach
12. Interpretive analysis:
 Focuses on the processes used to achieve organizational goals
 Uses talk (accounts, stories, metaphors) as the primary data collection method
 Is a method of job analysis
13. Large scale training initiatives such as sexual harassment or health and safety
training, are likely the result of needs analysis at:
 The job analysis level
 The organizational analysis level
 The personnel analysis level
14. When structuring training objectives, the trainer should:
 Give trainees a clear understanding of what to expect
 Isolate all learning objectives in a single learning domain
 Encourage trainees to evaluate whether they can omit certain course
objectives
15.An example of a technical barrier to effective performance is:

 Group norms
 Poor job design
 Ineffective feedback
16. Training works best under which of the following conditions:
 The task is easy and perfection is not required
 Correct performance is critical
 The task is infrequently performed

17. Which of the following matching pairs is correct?
 Affective - heart; cognitive - head
 Cognitive - heart; affective - head
 Psychomotor - hand; affective - head
 Psychomotor - head; affective – heart
18. The cognitive domain hierarchy of learning starts with:
 Knowledge
 Receiving
 Perception
 Motivation
19. Bloom's Taxonomy divides specific learning objectives into these three categories of
educational objectives:
 Knowledge, comprehension and application
 Cognitive, affective and psychomotor
 Receiving, responding and valuing
20. Considering the principles of adult learning, adults should:
 Be graded on a curve, the normative approach of comparing learners with one
another for the purposes of ranking
 Be evaluated against attainment of specific criteria and not compared publicly
to their peers
 Be evaluated on personal progress against historical mastery levels, critieron
related evaluation
21. This learning objective "Develop a lesson plan or outline" is, at the highest level,
primarily under the domain and the level.
 Cognitive - synthesis
 Psychomotor - guided response
 Cognitive - comprehension
22. The interaction style that refers to learners expecting the trainer to be primarily
responsible for the learning that occurs is:
 Collaboration
 Dependence
 Independence

23. Examples of areas of quantifiable change for a level four results evaluation
are:
 Work climate and attitudes
 Turnover and productivity
 Feelings and decision making skills
24. Evaluation of training programs to determine how the process
and outcomes can be improved is:
 Summative evaluation
 Formative evaluation
 Net cost analysis
25. Evaluation of training programs should happen:
 Only at the end
 By predetermining the evaluation criteria at the planning stage
 For high cost programs only
Training and Development Answers –Multiple
Choice
1. skill gaps
2. Apprenticeship
3. Room and food changes
4. Implementing and maintaining new knowledge and skills back in the
workplace
5. Those who have difficulty entering or reentering the workforce
6. Tend to be problem centered
7. Specific on the job requirements using technology as the learning coach
8. Is when a person believes they can learn the knowledge and skills and do the
job
9. A concern
10. Control and economics of scale
11. Adult motivation is primarily intrinsic not extrinsic
12. Uses talk
13. The organizational analysis level
14. Give trainees a clear understanding of what to expect
15. Poor job design
16. Correct performance is critical
17. Affective-heart; cognitive-head
18. Knowledge
19. Knowledge, comprehension, application
20. Be evaluated against attainment of specific criteria and not
compared publicly to their peers
21. Cognitive-synthesis
22. Dependence
23. Turnover and productivity
24. Summative evaluation
25. Be predeterminingTraining and Development
the evaluation criteria at 2017
the planning stage
26.The following is (are) the benefit(s) of training.
(Ans: D)
27.The following training aims to provide broad training to enable the trainee to take up
(A) Demonstration
(C) Apprenticeship
(Ans: C)
28.Demonstration type of training method is used to train
(A) Workers
(B) Supervision
(C) Managers
(Ans: A)
29.The following is not a part of lower level management
(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)
30-A homogenous group of men from the plant constitutes an ideal conference
group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
31.The following method is used to give to trainees the important information in

(A) Lecture methods
(B) Conference
(Ans: C)

32.Training within the industry (TWI) scheme imparts training in
(B) Job rotation
(C) Job method
(D) On job training
(Ans: D)

33.The following is not a on the job training method
(A) Understudies
(B) Job rotation
(Ans: D)
34.The following is vertical expansion of the job
(A) Job rotation
(B) Job enrichment
(Ans: B)
35. is widely used for human relations and leadership training
(A) Business games
(B) Role playing
(D) Job rotation
(Ans: B)


(Ans: D)
37-The following training aims to provide broad training to enable the trainee to take up a wide
variety of tasks within his field of specialisation
(A) Demonstration
(C) Apprenticeship
(Ans: C)

(A) Workers
(B) Supervision
(C) Managers
(Ans: A)

(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)
40.-A homogenous group of ____ men from the plant constitutes an ideal conference group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
41-The following method is used to give to trainees the important information in permanent
form for immediate of future use
(A) Lecture methods Training and Development 2017
(B) Conference

(Ans: C)

(B) Job rotation
(C) Job method
(Ans: D)

(A) Understudies
(B) Job rotation
(Ans: D)

(A) Job rotation
(B) Job enrichment
(Ans: B)

(A) Business games
(B) Role playing
(D) Job rotation
(Ans: B)
47. From where does an organisation's competitive advantages
originate?
A. . Core skills, capabilities.

B. Strategic planning.
C. Opportunities.
D. Research and development.
48.Which strategic question is synonymous with the vision of the

organisation?
E. . What business should we be in?

F. How do we get there?
G. What are our strengths?
H. How do we know if we are on course?
49.Strategies are destiny-shaping decisions concerning
I. the development and release of new products and services.

J. the choice of technologies on which products are based.
K. the way products and services are marketed and priced.
L. . the ways in which the organisation responds to rivals.
50.Managing strategy involves the craft of
M. deciding on bold courses of action that pulls the enterprise in new

directions.
N. . balancing stability and consistency over time with changes when
needed.
O. defending established products to make it difficult for rivals to imitate.
P. stimulating the creativity of managers and engineers to improve.
51.Benchmarking is a process of
Q. establishing financial performance objective.

R. . using quantitative measures to compare one organisation's
outcomes to others.
S. having a manager take time out for training after a bad quarter's
performance.
T. setting forth a strategy to improve performance relative to competitors.
52.What analysis is conducted when managers perform a situational audit?

U. Cost minimization analysis.
V. Industry driving forces analysis.
W. . SWOT analysis.
X. Competitive forces analysis.
2. What is the strategy of branching beyond the core capabilities

that define product technologies and markets of current lines of
business?
A. . Diversification.
B. Outsourcing.
C. Clustering.
D. Scanning.
3. When control systems are used to their fullest, they
A. catch individuals who are inefficient.

B. . lead to continuous improvement.
C. produce conformity to standards.
D. provide merit rewards for high performers.
4. What is meant when it is said that an organisation needs reinvention?
A. They need new managers and a reorganisation.

B. They need to go back to what worked well in the past.
C. They need to cut some activities and keep the traditional ones.
D. . They need to let go of the past and change their future.
5. Strategy is defined as a process of planning ways of grouping people

and tasks into departments, and providing for coordination among them.
A. a workable fit between an organisation's capabilities/limitations, and its

evolving
B. . environment to achieve a favourable position within the
competitive marketplace.
C. policies to promote consistency in handling customer fulfilment actions.
D. None of the above.
6. What is the role of a plan in crafting a strategic vision via an interactive

group process?
A. It is the "roadmap" that the group steadfastly follows.
B. It is the desired outcome of the process.
C. It is the main component in the evaluation of the present state.
D. . It is the bridge between the present state and the future state.
7. When a group deliberates a planned vision, whose needs typically
are the object of the exercise?
A. The needs of stockholders.

B. The needs of customers.
C. The needs of employees.
D. . The needs or requirements of all stakeholders.
8. In group process development of a strategic plan, what does the "radar

screen" show?
A. Competitive rivals
B. Strength-weakness gaps
C. . Vision-reality gaps
D. Market "niche" opportunities
9. When a group develops a "radar chart" (resembling a spider web with a

shaded area outward from the middle) what does the non-shaded area
toward the outer ring of the circle represent?
A. The elements of the vision.

B. Accomplishments to date.
C. . Gap improvements yet to be made.
D. A rival's competitive advantage.
10. What should managers do to control performance in situations where

output quantification is difficult?
A. Abandon attempts for a control system; control systems must have

measures to work.
B. Develop some approximate measure; a poor measure is preferable to
none at all.
C. Change the goals and tasks to allow for quantification of outputs.
D. . Measure or assess behaviours rather than attempt quantitative
assessments of output.
11. Which is an example of behaviour measurement, as opposed to output

measurement? Training and Development 2017
A. Having a quality technician count the number of defective parts per

1000 produced.
B. Having an industrial engineer time the length of time it takes to produce
a component.
C. Having shipping track the percentage of on-time shipments.
D. . Surveying customers to see if clerks in a retail store are courteous
to customers.
12. "The knowledge that someone who knows and cares is paying close
attention to what we do and can tell us when deviations are occurring"
describes what kind of organisational process or practice?
A. Electronic surveillance.
B. Organisational learning.
C. Management by information.
D. . A control system.
13. Why would an organisation's management commit to using the

Baldrige framework and processes?
A. . To continuously improve by identifying the gaps

between current and desired performance.
B. To earn bragging rights that will attract more customers.
C. To imitate the practices that made large Japanese firms the envy of the
world.
D. To make sure they are not left behind in applying one of the current
management fads.
14. The application of the Six Sigma methodology is intended to
A. reward high achievers.

B. . reduce variability.
C. increase output.
D. simplify command and control.
15. Which philosophy of control is exemplified by the focus of adding value to

the market?
A. . competitive team orientation.

B. command and control orientation
C. conformance orientation
D. autocratic control orientation

16. How do employees feel about controls through organisational
culture, as opposed to formal control systems?
A. . They generally conform more to cultural controls, and

also paradoxically feel they have more autonomy than with
formal controls.
B. They generally conform more to formal controls, and also prefer
them to the intrusion of cultural controls.
C. They conform more to cultural controls, but dislike them more than
formal controls.
D. They generally conform more to formal controls, but prefer cultural
controls.
17. is defined as the provision of guidelines or processes

for handling recurring transactions and events in a standardized
or consistent way.
A. A strategy
B. A structure
C. . A system
D. The chain of command
18. Who should answer the strategic question, "What business are we in?"
A. . Every manager.
B. Top management.
C. Line supervisors.
D. Stakeholders.
19. Which of the following strategic questions task senior managers

with influencing their company's destiny?
A. What are our internal strengths and weaknesses?

B. What external opportunities and threats do we face?
C. What business are we in?
D. . What business should we be in?

MOCK MCQ TEST
SUBJECT: TRAINING AND

DEVELOPMENT (TD)
PAPER CODE: MS 235
FOR PRIVATE CIRCULATION
The Questions and Answers contained in this document

have been prepared by the faculty of the Institute from the
sources believed to be reliable. Neither the Institute nor
the faculty gives any guarantee with respect to
completeness or accuracy of the contents contained in the
document and shall in no event be liable for any errors,
omissions or damages arising out of use of the matter
contained in the document. The Institute and the faculty
specifically disclaim any implied warranty as to
merchantability or fitness of the information for any
particular purpose.
MOCK MCQ TEST
SUBJECT: TRAINING AND DEVELOPMENT
PAPER CODE: MS 235
1. According to the systematic training cycle which of the following is not defined as a
stage in it.:
(a) Evaluation
(b) Assessing training needs
(c) Planning the training
(d) Job instruction on a one-to-one basis
2. 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
3. Which of the following is not true about training?

a) Training is independent activity and not related to Organizational Strategy.
b) Training is coherent whole with each program building on the learning from previous
program
c) Training is developed and implemented in partnership with line managers.
d) Approach Training as a process and not just a program.
4. 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
5. 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
6. 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
7. Which of the following is general increasing of knowledge for the purpose of using it in
future life?
a) Training
b) Development
c) Education
d) Mentoring
8. The stage in which the learning curve stops growing and stagnated:
a) Learning stage
b) Discouraging stage
c) Over learning period
d) Learning plateau stage
9. It results when a person gives meaning to its feeling through senses:

a) Effect
b) Readiness
c) Sensitivity
d) Perception
10. This domain is concerned with a learner’s emotions

a) Affective domain
b) Cognitive domain
c) Psychomotor domain
d) Conceptualization domain
11. Learning Process consists of:

a) Cognitive process
b) Emotional process
c) Both a and b
d) None of the above
12. Learning directed by identifying one’s own learning objectives and motivation refers to:
a) Other directed learning
b) Self-directed learning
c) Structured learning
d) Unstructured learning
13. Which of the following is not external environmental factor that influences the learning
process?
a) Training strategies, methods and techniques
b) Trainer/training team
c) General learning environment in the program
d) Desire for personal growth and development
14. Learning to prepare the individual related to specific future job is called:
a) Training
b) Counseling
c) Development
d) Education
15. It is the ability to formulate unique approaches to problem solving and decision
making:
a) System thinking
b) Creativity
c) Personal mastery
d) Sensitivity
16. The social and cultural barrier to TNA can be met by:
a) Building organizational trust and confidence
b) Assistance of external consultants
c) Effective monitoring
d) All of the above
17. Training needs assessment is usually related to:

a) Organizational performance
b) Individual
c) Both organizational and individual performance
d) None of the above
18. Training needs analysis can take place at organizational, task, and person levels.
Organizational training needs generally occur when:
a) There is some kind of barrier hindering the achievement of organisational aims and
objectives which is best removed by training.
b) Information technology systems need upgrading.
c) Other competing organisations are conducting extensive training programmes.
d) Government provides additional funding.

a) Assessment makes training department more accountable
b) Higher training costs
c) Loss of business
d) Increased overtime working4
20. The next step to Training Needs Analysis is:

a) Determines who should receive training first
b) Enables managers to work out the cost of training
c) Identifies the training objectives
d) Provides a profile of an individual’s training need.
21. What is explicit purpose of assigning KSA to positions?

a) Create a foundation for bonus structures.
b) Designate the set of competencies required by a position.
c) Be able to transfer skill information to the employee's resume.
d) Assist in structuring employment contracts.
22. Which of the following is not helpful of preparing Instructional design?

a) Development of training objectives
b) Creation of a plan of instruction that detail how and in what sequence training content
should be delivered
c) The incorporation of learning principles into the design of training program to
maximize chances of learning
d) Copy other organizations’ design.
23. Which of the following is not part of well written training objectives’ characteristics?
a) A training objective includes capability or desired terminal behavior
b) Specify the conditions under which the behavior will be performed or demonstrated
during training
c) Criterion of acceptable performance
d) They should be absolute
24. _________ seeks to examine the goals of the organisation and the trends that are likely to
affect these goals.
a) Organisational Support
b) Organisational analysis
c) Person analysis
d) Key skill abilities analysis
25. When the time is less, which techniques are recommended for TNA:
(a) Interview
(b) Work samples
(c) Focus group discussion
(d) Test
26. Areas of improvement like knowledge, skills etc. are identified which needs improvement
through:
(a) Job analysis
(b) Performance gap analysis
(c) Monitoring
(d) Training delivery
27. Which of the following should not be included in a training objective?

(a) The location of where the behaviour should be exhibited
(b) The conditions under which the behaviour is to be exhibited
(c) The criterion behaviour
(d) The standard of performance of the behavior

(a) The ability to explain how to perform a task
(b) Knowing what is required in order to perform a task
(c) Factual or explicit knowledge
(d) Knowing how to do something
29. Aptitude-Treatment Interaction refers to which of the following?

(a) Individuals with higher aptitude learn more quickly
(b) Different individuals benefit from different types of training methodology
(c) The interaction between an individual’s ability to perform a task and how they
are treated by trainers
(d) The relationship between trainers’ personality and trainee satisfaction
30. The best reason for presenting a training program is because:
(a) it contributes to the organization's goals and objectives
(b) it has been highly advertised.
(c) Competitors are using the training.
(d) Concern about federal agency pressure.
31. The systems model of training contains three phases: __________, training and
Development, and evaluation.
(a) Preparation
(b) Assessment
(c) Introduction
(d) Organizing
32. In assessing training needs, an examination of production efficiency, labor costs, turnover,
and accidents would be part of which training needs analysis?
(a) Individual
(b) Task
(c) organizational
(d) All of the above
33. The analysis to Identify specific skills needed for specific job is called
(a) Individual Analysis
(b) Organizational Analysis
(c) task analysis
34. 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
35. The basic managerial skill(s) is(are)

(a) To supervise
(b) To stimulate
(c) To motivate
36. Which of the following factors did not identify as Important in the transfer of learning to
the workplace?
(a) Financial support (resources, funds for training)
(b) Work environment (support and opportunities to use)
(c) Trainee characteristics (ability, personality and motivation)
(d) Training design (use of principles of learning, appropriate content)

(a) The employee potential to improve company effectiveness and efficiency.
(b) The extent to which training and learning is centralized in an organization.
(c) The extent to which employees are rare and specialized and not highly available in
the labor market.
(d) The picture of the future an organization wants to achieve.
38. Critical and Highly Skilled Job-based employees are characterized by:
(a) High value and high uniqueness.
(b) High value and low uniqueness.
(c) Low value and low uniqueness.
(d) low value and high uniqueness
39. Which of the following positions is characterized by low value and low uniqueness?
(a) Lab technician
(b) Scientist
(c) Secretarial staff
(d) Legal adviser
40. The unique characteristics of a learning organization is that:

(a) the members teach outsiders
(b) it has the capacity to gather new information and use it for improvement
(c) it focuses on selecting new employees who love learning and are highly skilled
(d) employees are rewarded for submitting creative suggestions
41. The process of selectively reinforcing a response to change the behavior of a person is
associated with
(a) behavioral modeling
(b) operant conditioning
(c) education
(d) learning
42. The concept in social cognitive theory that behavior is influenced by the environment and
personality, and that the environment is likewise influenced by behavior and personality, is
called
(a) dynamic homeostasis
(b) reciprocal determinism
(c) reverse interactionism
(d) inverse influence
43. An effective training design should be

(a) Learner-focused
(b) Trainer focused
(c) Company focused
(d) Environment focused
44. Training Design involves

(a) Stating the training objectives
(b) Identifying the learning activities
(c) Sequencing the activities in which they have to be held
45. The learners who prefer learning by group work practices are called
(a) Collaborative Learners
(b) Individual Learners
(c) Dependent Learners
(d) Associative Learners
46. 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
47. The career-related consequence of the delayering of organisations most likely option is:
(a) A higher proportion of job moves being demotion
(b) Promotion being a bigger step when it happens
(c) Lateral moves becoming scarcer
48. 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
49. 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
50. Generally, in big companies who is responsible for an employee’s career development:
(a) The employee’s manager.
(b) The company.
(c) The employee.
(d) The HRM department
51. 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.
52. The purpose of career development is:

(a) focus on both the organization and the individual.
(b) focus on the individual
(c) focus on the organization
(d) focus on management development
53. 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) The need for some businesses to meet affirmative action goals.
54. 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) (c) and (b)
55. 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.
56. Career development is:

(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) Is usually a highly selective process which guarantees success through that’s
electivity?
(d) Focuses on individual over organizational needs.
57. 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
58. When businesses do not provide career development to employees, it increases the
possibilities that:
(a) All employees will begin self-development.
(b) Employees will be encouraged by promotion possibilities.
(c) Employees will specialize in their specific jobs.
(d) the business will not keep pace with the changing business environment
59. 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
60. 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 KEY
1 d 11 c 21 b 31 b 41 b 51 b
2 a 12 b 22 d 32 d 42 b 52 a
3 a 13 c 23 d 33 c 43 a 53 c
4 a 14 a 24 b 34 b 44 d 54 d
5 b 15 b 25 c 35 d 45 a 55 c
6 b 16 d 26 b 36 a 46 a 56 b
7 c 17 c 27 a 37 c 47 b 57 d
8 d 18 a 28 c 38 a 48 b 58 b
9 d 19 a 29 b 39 c 49 c 59 d
10 a 20 c 30 a 40 b 50 d 60 c
NAME: Dr. SHAHNAZ PARVEEN
DEPARTMENT: MANAGEMENT
COLLEGE: UMESCHANDRA COLLEGE, SALT LAKE CAMPUS
SUBJECT: HUMAN RESOURCE MANAGEMENT
SEMESTER: II (I YEAR)
UNIT: 1 INTRODUCTION
HUMAN RESOURCE MANAGEMENT
(MCQ)
Que:1 Human resource management emphasis-
a. Development of people
b. Punishment of people
c. Adoption of people
d. None of these
Ans: a
Que:2 Human resource management is amalgam of-
a. Job analysis, recruitment and selection

b. Social behaviour and business ethics
c. Organisational behaviour, , personal management and industrial relation
d. Employer and employees
Ans: c
Que:3 Planning, organizing and controlling of procurement, development,

compensation, integration of human resources to the end that objectives of
individual, organisation and society are achieved given by-
a. Storey
b. Flippo
c. Vetter
d. F.W. Taylor
Ans: b
Que:4 Operative functions of HRM includes-
a. Procurement, development, compensation & motivation

b. Maintenance
c. Integration and emerging trends
d. All of these
Ans: d
Que:5 Basic managerial functions of HRM are-
a. Planning, organising, staffing

b. Planning, organising and co-ordinating
c. Planning, organising, directing and controlling
d. None of these
Ans: c
Que: 6 Which of the following statement is/are correct?
a. HRM is a strategic management functions

b. Under HRM employee is treated as resource
c. HRM is the management of skills, talent and abilities
d. HRM lacks the organisation to achieve its goals
Ans: b
Que:7 Following are the characteristics of HRM except-
a. Pervasive function
b. Interdisciplinary function
c. Integrating mechanism
d. Job oriented
Ans: d
Que: 8 Challenges faced by Human resource management includes-
a. Technological changes, workforce diversity, globalisation

b. Productivity, career planning
c. Compensation management
d. Downsizing and voluntary retirement scheme
Ans: a
Que: 9 The process of familiarizing the new employees to the organisation rules
and regulations is known as-
a. Placement
b. Induction
c. Recruitment
d. Selection
Ans: b
Que: 10 Human resource management means-
a. A method which an organisation collects, maintains and reports

information on people and jobs
b. The process of integrating the employees’ needs and aspirations with
organizational needs
c. The process of bringing people and organisation together so that the goals
of each are achieved
d. The efforts to make life worth living for workers
Ans: c
UNIT- IV TRAINING AND DEVELOPMENT

(MCQ)
Que: 1 Training process is-
a. Short term
b. Medium term
c. Long term
d. None of these
Ans: a
Que: 2 OJT stands for-
a. On the job training
b. On the job technique
c. On the job technology
d. Off the job training
Ans: a
Que:3 On the job training includes-
a. Coaching
b. Conference
c. Understudy
d. All of these
Ans: d
Que: 4 In ------ training, a training centre is set-up and actual job conditions are
duplicated or simulated in it-
a. Classroom
b. Apprenticeship
c. Internship
d. Vestibule
Ans: d
Que:5 ----- is the process of imparting or increasing knowledge or skill of an

employee to do a particular job.
a. Training
b. Development
c. Motivation
d. Leadership
Ans: a
Que: 6 Methods of training and development are-
a. Off the job
b. On the job
c. Both (a) and (b)
d. None of these
Ans: c
Que:7 ---- is a device or situation that replicates job demands at on the job site.
a. Brainstorming
b. Simulation
c. Artificial intelligence
d. Transactional analysis
Ans: b
Que: 8 Management development –
a. Is a short term in nature
b. Focuses on employees’ current job
c. Is an informal activity
d. Aims at overall development of a manager
Ans: d
Que:9 Off the job training method includes:
a. Vestibule training
b. Syndicate
c. Sensitivity training
d. All of these
Ans: d
Que: 10 Simulation technique of off the job method includes:
a. Role playing
b. In-basket exercise
c. Case study
d. Management game
e. All of these
Ans: e
UNIT- V JOB EVALUATION AND PERFORMANCE

APPRAISAL
(MCQ)
Que:1 Relative worth of a job is known by-
a. Job design
b. Job analysis
c. Job evaluation
d. Job change
Ans: c
Que: 2 Methods of job evaluation are-
a. Qualitative method
b. Quantitative method
c. Both (a) and (b)
d. None of these
Ans: c
Que: 3 Quantitative job evaluation method are-
a. Ranking method
b. Point rating method
c. Factor comparison method
d. Both (b) and (c)
Ans: d
Que: 4 Qualitative job evaluation method are-
a. Ranking
b. Grading
c. Point Rating
d. Both (a) and (b)
Ans: (d)
Que: 5 Process of studying and collecting information about a job is known as-
a. HRP
b. Job design
c. Job analysis
d. Job evaluation
Ans: (c)
Que: 6 Jobs analysis results in-
a. Job description
b. Job specification
c. Job evaluation
d. All of (a), (b) and (c)
Ans: (d)
Que: 7 Job description is a statement containing items like-
a. Job title, location and duties
b. Machines, tools and equipment
c. Materials, working conditions and hazards.
d. All of these.
Ans: (d)
Que: 8 …………..is a factual statement of tasks & duties involved in a job.
a. Job description
b. Job specification
c. Job Analysis
d. Job evaluation
Ans: (a)
Que: 9 Job Specification is a statement of-
a. Min qualification required for o job
b. Technical job requirement
c. Machines to be used
d. None of these
Ans. (a)
Que:10 Job analysis is helpful in-
a. HRP, recruitment and selection

b. Training and development
c. Job evaluation and performance appraisal
d. All of these
Ans: d
Que: 11 ------ arranges the job in numerical order from highest rank to lowest
rank on the basis of duties and responsibilities.
a. Ranking method
b. Grading method
c. Point rating method
d. Factor comparison method
Ans: a
Que: 12 ----- a predetermined groups or classes are established and jobs are
assigned to each classification:
a. Ranking method
b. Grading method
d. Factor comparison method
Ans: b
Que: 13 ----- the more compensable factor a job possess the more points are
assigned to it:
a. Ranking method
b. Grading method
d. Factor comparison
Ans: c
Que:14 ------ few key jobs are selected and compared in terms of common
factors:
a. Factor comparison method
b. Ranking method
c. Grading method
d. Point rating method
Ans: a
Que: 15 ------- is the systematic, periodic and impartial rating of an employee

excellence in matters pertaining to his present job and his potential for a better
job.
a. Performance appraisal
b. Compensation and motivation
c. Training and Development
d. Performance indicator
Ans: a
Que: 16 Traditional method of performance appraisal includes-
a. Confidential reports
b. Paired comparison method
c. Free form or easy method
d. All of these
Ans: d
Que: 17 Modern method of performance appraisal are:
a. Assessment centre method
b. Management by objectives
c. BARS ( Behaviourally anchored rating scale)

d. All of these
Ans: d
Que: 18 ------- is a performance appraisal technique in which appraisers rate

critical employee behaviour.
a. MBO
b. BARS
c. BOS
d. BOSS
Ans: b
Que: 19 ------ is a performance appraisal technique that involves agreement

between employee and manager on goals to be achieved in a given period.
a. Rating scales
b. BARS
c. BOS
d. MBO
Ans: d
Que: 20 The combination of peer, superior, subordinate and self-review

appraisal is known as-
a. 360° appraisal
b. Human resource accounting system
c. All round review
d. Feed forward
Ans: a
NOTES:
Name of the books for references:
1. Marketing management and Human resource management by TEE DEE

Publication
2. Marketing management and Human resource management by Oxford

Publication
3. Marketing management and Human resource management by Academic

Publication
MBA 1ST Semester
Dr. Kumud, Faculty of Management

J.D. Women’s College, Patna
1. __________ refers to the learning opportunities designed to

help employees grow.
a. Training
b. Development
c. Education
d. All of the above
2. How does training and development offer competitive

advantage to an organisation?


a. Improves morale
c. Provides a good climate for learning, growth and
co - ordination
4. Choose which of the following is a benefit to the individual
while receiving training?


a. KSA deficiency
6. Which of the following is a method used in group or

organisational training needs assessment?

b. Rating scales
c. Interviews
d. Questionnaires
7. _________ seeks to examine the goals of the organisation

and the trends that are likely to affect these goals.
c. Person analysis

c. Loss of business

a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
a. Television
b. Job rotation
d. Coaching
i. Vestibule training utilises equipment which closely resemble

the actual ones used on the job.
a. True
b. False
12. Match the following techniques of training with their

correct description.
1. Tag Teams --------- A. Games to get team members know

each other
2. Outward - bound training ----- B. Games to test ability to plan

ahead
5. Ice breakers ----- E. one role played alternately by two

participants
a. 1-E,2-D,3-C,4-B,5-A
b. 1-A,2-D,3-E,4-C,5-B
c. 1-D,2-A,3-C,4-E,5-B
d. 1-C,2-D,3-B,4-A,5-E

d. All of the above


c. Mentoring
For More Questions Click Here
(Ans: D)
2-The following training aims to provide broad training to enable the trainee to take up
(A) Demonstration
(C) Apprenticeship
(Ans: C)
(A) Workers
(B) Supervision
(C) Managers
(Ans: A)
(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)
5-A homogenous group of ____ men from the plant constitutes an ideal conference
group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
6-The following method is used to give to trainees the important information in

(A) Lecture methods
(B) Conference
(Ans: C)
(B) Job rotation
(C) Job method
(Ans: D)
(A) Understudies
(B) Job rotation
(Ans: D)
(A) Job rotation
(B) Job enrichment
(Ans: B)
(A) Business games
(B) Role playing
(D) Job rotation
(Ans: B)
1. __________ refers to the learning opportunities designed to help

employees grow.
a. Training
b. Development
c. Education
d. All of the above
ANSWER: b. Development

organisation?

ANSWER: a. Removing performance decencies
a. Improves morale
c. Provides a good climate for learning, growth and co - ordination

ANSWER: b. Helps people identify with organisational goals
Reason: Rest of the options are benefits in personnel and HR

receiving training?

ANSWER: c. Satisfies a personal needs of the trainer
Reason: Rest all the options are benefits of employee training
a. KSA deficiency
ANSWER: d. Use of evaluation models
6. Which of the following is a method used in group or organisational

training needs assessment?

b. Rating scales
c. Interviews
d. Questionnaires

ANSWER: a. Consideration of current and projected changes
Reason: rest all the other options are individual training needs assessment
7. _________ seeks to examine the goals of the organisation and the

trends that are likely to affect these goals.
c. Person analysis
ANSWER: b. Organisational analysis

c. Loss of business
ANSWER: a. Assessment makes training department more accountable
Reason: Rest all the options are consequence of absence of training needs
assessment

a. ABCDEF
b. DECAFB
c. CADFBE
d. CFDABE
ANSWER: d. CFDABE
a. Television
b. Job rotation
d. Coaching
ANSWER: a. Television
Reason: Rest all other options are on - the job training method.
i. Vestibule training utilises equipment which closely resemble the actual ones
used on the job.
a. True
b. False
ANSWER: a. True
12. Match the following techniques of training with their correct

description.
1. Tag Teams --------- A. Games to get team members know each other
2. Outward - bound training ----- B. Games to test ability to plan ahead

5. Ice breakers ----- E. one role played alternately by two participants
a. 1-E,2-D,3-C,4-B,5-A
b. 1-A,2-D,3-E,4-C,5-B
c. 1-D,2-A,3-C,4-E,5-B
d. 1-C,2-D,3-B,4-A,5-E
ANSWER: a. 1-E,2-D,3-C,4-B,5-A

d. All of the above

ANSWER: a. Longitudinal or time - series analysis

c. Mentoring

ANSWER: b. Aggregate spending on training is inadequate
1. Rearrange the six steps of motivation logically.
A. Engages in goal - directed behaviour

B. Reassess needs deficiencies
C. Performs
D. Identifies needs
E. Searches for ways to satisfy the needs
F. Receives either rewards or punishment
a. DFCAEB
b. BCDEAF
c. DEACFB
d. ABCDEF
2. ___________ is the name given to a philosophy and set of methods

and techniques that stressed the scientific study and organisation of
work at the operational level.
a. Scientific Management
b. Human Relations Model
c. Two factor theory
d. Achievement motivation theory
ANSWER: a. Scientific Management
3. Rearrange the steps of Maslow's Need Hierarchy Theory.
A. Self - Actualisation Needs

B. Physiological needs
C. Belongingness and love needs
D. Self - esteem needs
E. Safety needs
a. ABCDE
b. ADCBE
c. DCBEA
d. ADCEB
ANSWER: d. ADCEB
4. Which of the following is a content theory?
a. Expectancy theory
b. ERG Theory
c. Equity theory
ANSWER: b. ERG Theory
5. State true or false
i. Needs reflect either physiological or psychological deficiencies.
a. True
b. False
ANSWER: a. True
6. Who propounded the Need's Theory
a. Frederick Herzberg
b. Alderfer
c. Abraham Harold Maslow
ANSWER: c. Abraham Harold Maslow
7. The two factor theory is based on which factors?

a. Hygiene and behavioural
b. Safety and self - esteem
c. Self - actualisation and status quotient
ANSWER: a. Hygiene and behavioural
8. What does "E", "R" and "G" stand for in the ERG theory?
a. Export, Risk and Guarantee

b. Exponential, Reliability and Growth
c. Existence, Relatedness and Growth
ANSWER: c. Existence, Relatedness and Growth
9. Which of the following is a need that motivates human behaviour as

per the achievement motivation theory?
a. Power
b. Affiliation
c. Achievement
d. All of the above
10. Which of the following is a process theory?
a. Achievement Motivation theory

b. Performance - satisfaction model
c. ERG theory
d. Two factor theory

ANSWER: b. Performance - satisfaction model
11. What are the alternate names used for the expectancy model?
a. Instrumentality theory
b. Path - goal theory
c. Valence - instrumentality - expectancy theory
d. All of the above
12. State true or false
i. First level and second level outcomes, expectancy, valence and

instrumentalists are the four important variables of the achievement motivation
theory.
a. True
b. False
ANSWER: b. False
Reason: First level and second level outcomes, expectancy, valence and
instrumentalists are the four important variables of the Expectancy Model.
13. Which of the following option, is an important term used in the theory?
a. Inputs
b. Promotion
c. Working condition
d. Responsibility
ANSWER: a. Inputs
Reason: Rest all the other options are examples of outcomes in an
organisation.
14. _________ and ___________ came out with a comprehensive theory

of motivation called the performance - satisfaction model.
a. Festinger and Heider

b. Jacques and Patchen
c. Porter and Lawler
d. Weick and Adams
ANSWER: c. Porter and Lawler
15. Which of the following options is a factor which the equity theory is
not clear about?
a. How does a person choose the comparison other?

b. Carefully explaining to the employees what their roles are
c. Making sure the rewards dispersed are valued by the employees
ANSWER: a. How does a person choose the comparison other?
1. ________________ is the formal and systematic modification of

behaviour through learning
a. Training b. Education c.
Instruction d. None of the above
(Ans: a)
2. Training occurs as a result of _____________________________
a. Instruction b. education c.
development d. all of the above
(Ans: d)
3. Training refers to the process of imparting _______________ skills
a. Specific b. General c.
Important d. Over all
(Ans: a)
4. _______ is any learning activity, which is directed towards future

needs rather than present needs
Instruction d. Development
(Ans: d)
5. ______________________ is concerned more with career growth than

immediate performance
Instruction d. Development
(Ans: d)
6. Development provides __ ____ and _____, which will be helpful to

employees in higher positions
a. general knowledge, Behaviour b.

general knowledge specific skills
c. general knowledge,
attitudes d. Specific skills,
attitudes
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(Ans: c)
7. Development concerned more with __________________

a. Immediate performance b. succession
planning c. career growth d. All of the
above
(Ans: c)
8. The purpose of ____________ is to teach theoretical concepts and

develop a sense of reasoning and judgment
a. Development b. Training c.
Education d. Teaching
(Ans: c)
9. __________________________ is a theoretical learning in classrooms
a. Development b. Training c.
Education d. Teaching
(Ans: c)
10. Which of the below does not describe the nature of Training
a. Application oriented b. Broad

perspective c. Specific task d. None
of the above
(Ans: b)
11. _________________ is application oriented
Learning d. None of the above
(Ans: a)
12. Training is
a. Narrow perspective b. Broad

perspective c. long term d. None of
the above
(Ans: a)
13. ______________ is tangible in nature
a. Development b. Training c. Both

a&b d. Neither a nor b
(Ans: b)
14. ________ is normally directed at operative employees and relates to

technical aspects.
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Management
Learning d. Development
(Ans: a)
15. In general training is related to
a. Conceptual b. developmental c.
technical aspects d. Human skills
(Ans: c)
16. Development is not related to
a. Conceptual b. developmental c.
technical aspects d. Human skills
(Ans: c)
17. Which of the following is not a method of Individual training need

identification?
a. Attitude survey b. work sample c.
exit interview d. interview
(Ans: c)
18. Which of the following is a method of group training need

identification?
a. Attitude survey b. work

sample c. exit interview d.
interview
(Ans: c)
19. Which of the following is not a method of group training need

identification?
a. Quality Circle b. work sample c.

exit interview d. MBO
(Ans: b)
20. Which of the following is not a method of on the job training
a. Supervision b. Job instruction c.

Role play d. Job rotation
(Ans: c)
21. Which of the following is method of on the job training
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a. Group discussion b. Job

instruction c. Role play d. Case
Study
(Ans: b)
22. Which of the following is method of off the job training
a. Supervision b. Job instruction c.

Role play d. Job rotation
(Ans: c)
23. Which of the following is not method of off the job training
a. Group discussion b. Job

instruction c. Role play d. Case
Study
(Ans: b)
24. Evaluation helps determine the extent to which _____________ have

been achieved
a. efficiency b. profit c. training

objectives d. employee satisfaction
(Ans: c)
25. Evaluation gives insights for
a. reviewing b. adjusting c. revising

goals d. All of the above
(Ans: d)
26. Evaluation of training model was developed by
a. Donald Kickmatrix b. Donald

Kirkpatrick c. David Kirkpatrick d.
David Kickmatrix
(Ans: b)
27. The evaluation training model was developed in the year

a. 1985 b. 1970 c.
1975 d. 1980
(Ans: c)
1. Organisations develop through training and

development which bring benefits to Employees as
well as the organisations. Which of the following
would not be regarded as a common feature that
would result from training in today's modern
workplace?
B. Be able to move more easily between jobs and other organisations
C. Improve chances of promotion
D. Develop a range of transferable skills
Discussion
organisational, task, and person levels. At the
organisational level, it broadly examines what
are the organisation's strategic plans and where
the planning. Organisational training needs

programmes.
Discussion
3. The first phase of a training programme is a
training needs analysis. What does this aim to
do?
A. Establish the training resources required
D. All of the above
Discussion
4. In his contribution to understanding learning
and learning outcomes, Gagne produced six types
of learning related to human performance which
he called capabilities, but which of the
following is correct?
A. All of the below
B. Cognitive strategies
C. Basic learning
D. Motor Skills
Discussion
A. All of the below

B. Models being the same race and gender as the trainee.
C. Models perceived to be friendly and helpful.
D. High status models
Discussion
B. Muscle memory
C. Automatic task processing
Discussion
7. Evaluation forms the final stage of the

training programme and various models of
evaluation have been produced to meet this aspect.
Whose model has the four levels of Reaction,
Learning, Behaviour, and Results?
A. Kirkpatrick
B. Goldstein
C. Cooper and Robertson
D. Alliger and Janak
Discussion
A. Kirkpatrick
8. When evaluating interventions, organisations
often resort to the lowest level of Kirkpatrick’
s model and only gather reaction level data.
However, reaction level data can be improved by
asking trainees:
A. How difficult they found the training.
C. How useful and enjoyable they found the training.
D. How much they enjoyed the training.
Discussion
this process?
A. All of the below
B. Ridicule from colleagues
C. Low self-efficacy
D. Lack of managerial support
Discussion
A. All of the below
10. In an economic downturn, training budgets are
likely to be cut and the case for training needs
to be strongly made. Recent research by Anderson
(2007) has confirmed previous findings that
relatively few organisations perform thorough
evaluations. Why could this be?
A. A threat of union action
B. Training success is obvious and no detailed assessment is required

Discussion
11. The concept of communities of practice (CoP)

has grown in the past decade and can evolve
formally or informally using communication and
information technology. What is an appropriate
description of a CoP?
A. A gathering of experts in a particular field who allow their work to
be disseminated over the internet

C. A workplace based group willing to communicate with others using

the internet and intranet
D. An individual who is willing to disseminate relevant information to

interested parties
Discussion
12. ____ refers to dynamic and analytical
understanding of theories, concepts, principles
and issues related to the job of the participants
and their application to specific situations in
the performance of the job or in the social
interactions.
A. Knowledge
B. Skills
C. Competencies
D. Attitude
Discussion
A. Knowledge
13. Training Needs Analysis is important because

it:
Discussion
14. Which of the following is not included in
Gagné’s six types of learning?
A. Basic learning
C. Cognitive strategies
D. Motor Skills
Discussion
15. According to Kirkpatrick’s model, which of
the following is the order in which
B. Reaction, learning, behaviour, results
C. Results, learning, reaction, behaviour
D. Learning, behaviour, results, reaction
Discussion
16. Which of the following should not be included
in a training objective?
Discussion
17. Fitts (1962) proposed that skill development

occurs in which of the following orders?
A. Affective, cognitive, associative, autonomous
B. Associative, cognitive, autonomous
D. Cognitive, associative, autonomous
Discussion
Discussion
19. Reaction level data can be improved by asking
trainees
B. How difficult and useful they found the training
C. How useful and enjoyable they found the training
D. How difficult they found the training
Discussion
20. Which of the following factors did Baldwin
and Ford (1988) not identify as
B. Financial support (resources, funds for training)
C. Work environment (support and opportunities to use)
D. Trainee characteristics (ability, personality and motivation)
Discussion
more mcqs
21. Training needs assessment is usually related
to:
A. Organizational performance
B. Individual
Discussion
22. The social and cultural barrier to TNA can
be met by:
A. Building organizational trust and confidence
B. Assistance of external consultants
C. Effective monitoring
D. All of the above
Discussion
D. All of the above
23. When the time is less, which techniques are

recommended for TNA:
A. Interview
B. Work samples
D. Test
Discussion
24. Areas of improvement like knowledge, skills
etc. are identified which needs improvement
through:
A. Job analysis
C. Monitoring
D. Training delivery
Discussion
25. Aptitude-Treatment Interaction refers to
which of the following?
A. Individuals with higher aptitude learn more quickly

methodology
C. The interaction between an individual’s ability to perform a task

and how they are treated by trainers
D. The relationship between trainers’ personality and trainee

satisfaction
Discussion
methodology
. Which of the following is not a stage in the

systematic training cycle?
A. Evaluation
B. Assessing training needs
C. Planning the training
D. Job instruction on a one to one basis
Discussion
D. Job instruction on a one to one basis
Unit 1
2. Consultants for training and development
render consulting at:
A. Individual and interpersonal level
B. Managerial level
C. Organizational level
D. All of the above
Discussion
D. All of the above
3. Training and development is a _____ of an
organisation.
A. System
B. Sub-system
C. Element
D. Component \
Discussion
B. Sub-system
4. It focuses on the milestones that the

organization would like to achieve after the
defined
point of time.
A. Mission
B. Values
C. Vision
D. Strategy
Discussion
C. Vision
5. This model helps in determining and developing

the favorable strategies, sequencing the content,
and delivering media for the types of training
objectives to be achieved.
A. System model
B. Development model
C. Instructional system development model
D. Transition model
Discussion
C. Instructional system development model
6. It is future oriented:
A. Training
B. Development
C. Education
D. Mentoring
Discussion
D. Mentoring
7. Information processing model and the social
interaction model refers to:
A. Cognitive theory of learning
B. Behaviourism theory
C. Forgetting theory
D. Retention theory
Discussion
A. Cognitive theory of learning
8. The stage in which the learning curve levels
off is called:
A. Learning capability
C. Over learning period
D. Learning plateau
Discussion
9. It is a process which relates to bringing a
number of perspectives to finding a single answer
– usually right or wrong:
A. Assimilating
B. Diverging
C. Converging
D. Accommodating
Discussion
C. Converging
10. It results when a person gives meaning to

sensations:
A. Effect
B. Readiness
C. Sensitivity
D. Perception
Discussion
D. Perception
11. This domain is concerned with a learner’s
attitudes, personal beliefs, and values.
A. Affective domain
B. Cognitive domain
C. Psychomotor domain
D. Conceptualization domain
Discussion
A. Affective domain
12. Learning is a:
A. Cognitive process
B. Emotional process
C. Botha and b
Discussion
C. Botha and b
13. This learning style prefers using your body,
hands and sense of touch:
A. Kinesthetic
B. Logical
C. Social
D. Mathematical
Discussion
B. Logical
14. Learning by identifying one’s own learning
objectives refers to:
A. Other directed learning
C. Structured learning
D. Unstructured learning
Discussion
15. Which of the following is not the

environmental factor that influences the
learning process:
A. Training strategies, methods and techniques
B. Trainer/training team
C. General learning environment in the programme

Discussion
16. Learning to prepare the individual but not
related to specific present or future job is
called:
A. Training
B. Counseling
C. Development
D. Education
Discussion
D. Education
17. Formula and implementation of ideas take
place at all levels of the organization in:
A. Flat organisation
B. Learning organizations
C. Structured organizations
D. Traditional organizations
Discussion
B. Learning organizations
18. “The key is not getting the right strategy
but fostering strategic thinking”. This
statement was given by:
A. John enton
B. Mintzberg
C. RensisLikert
D. Peter Senge
Discussion
B. Mintzberg
19. It is understood as the ability of an
organization to gain insight and understanding
from experience through experimentation,
observation, analysis and a willingness to
examine both success and failures:
A. Learning organizations
B. System thinking
C. Organizational learning
D. Mental models
Discussion
C. Organizational learning
20. It is not a major input to learning:
A. Capability
B. Change
C. Competency
D. Sensitivity
Discussion
D. Sensitivity
21. Who is described as being a radical

behaviourist?
A. Skinner.
B. Bandura.
C. Watson.
D. Pavlov.
Discussion
A. Skinner.
22. Consequences that discourage repetition of
a particular behaviour are called:
A. operant conditioning.
B. negative reinforcement.
C. positive reinforcement.
D. extinction.
Discussion
B. negative reinforcement.
23. The model of personality as learned habits
was developed by:
A. Dollard and Miller.
B. Watson.
C. Bandura.
D. Skinner
Discussion
A. Dollard and Miller.
Unit 4
24. Which of the following is the best definition
of a learning organisation?
and continuously transforms itself.
B. An organisation in which the managers are encouraged to develop
C. An organisation which facilitates the learning of all its members in

D. An organisation which does a lot of training on an ad hoc basis
Discussion
and continuously transforms itself.
more mcqs
25. It is the ability to formulate unique
approaches to problem solving and decision
making:
A. System thinking
B. Creativity
C. Personal mastery
D. Sensitivity
Discussion
B. Creativity
1. In _______ Survey, all employee of a department are given a

questionnaire that lists the tasks and asks them to rate each task
depending upon its importance & their interest in getting some
more training on it.
a. Appraisal
b. Job
c. Staff
d. Training
Answer
Answer: c. Staff
2. Competencies that you want your team to achieve should be

carefully -
i] Identified
ii] Verified
iii] Made public in advance
iv] Scanned
a. i & ii
b. i and iii
c. i, ii and iii
d. i, ii and iv
Answer
Answer: c. i, ii and iii
3. Which of the following type of training needs assessment

programme is the characteristics of fewer people involved and short
term focus?
a. Outside the organisation

b. Mini assessment
c. In-depth
d. Within the organisation
Answer
Answer: b. Mini assessment
4. ________ who conduct the appraisal must be able to observe the

behaviour they are rating.
a. Supervisor
b. Employees
c. Managers
d. Appraisals
Answer
Answer: c. Managers
5. Which one of the following period brings with the search for work
and includes getting your first job?
a. Late Career
b. Exploration
c. Mid-career
d. Establishment
Answer
Answer: d. Establishment

(Ans: D)
2-The following training aims to provide broad training to enable the

trainee to take up a wide variety of tasks within his field of
specialisation
(A) Demonstration
(C) Apprenticeship
(Ans: C)
(A) Workers
(B) Supervision
(C) Managers
(Ans: A)
(A) Worker
(B) Foreman
(C) Supervisor
(D) Inspector
(Ans: A)
5-A homogenous group of ____ men from the plant constitutes an ideal
conference group
(A) 8-10
(B) 12-15
(C) 18-20
(D) 22-25
(Ans: B)
6-The following method is used to give to trainees the important

information in permanent form for immediate of future use
(A) Lecture methods
(B) Conference
(Ans: C)

(B) Job rotation
(C) Job method
(Ans: D)
(A) Understudies
(B) Job rotation
(Ans: D)
(A) Job rotation
(B) Job enrichment
(Ans: B)
(A) Business games

(B) Role playing
(D) Job rotation
(Ans: B)
11-Personnel management of an organisation specifically deals with

human resources in respect of
(A) Their procurement
(B) Develop their skills, knowledge and attitude
(C) Their motivation towards the attainment of organisational

objectives
(Ans: D)
12-Personnel management is a
(A) Point of view
(B) Technique of thinking
(C) Philosophy of management
(Ans: D)
1. The basic managerial skill(s) is (are)

1. To supervise
2. To motivate
3. To stimulate
4. All of these
View answer
Correct answer: (D)
All of these
2. The actual achievements compared with the objectives of the job is
1. Job Performance
2. Job evaluation
3. Job description
4. None of these
View answer
Correct answer: (A)
Job Performance
3. HR Planning involves four distinct phases ONE of these stages is
1. business scanning
2. Forecasting human resource records
3. Organisation development
4. planning
View answer
Correct answer: (B)
Forecasting human resource records
4. Strategic Human Resource management is
1. proactive
2. reactive
3. both
4. None of these
View answer
Correct answer: (C)
both
5. Job evaluation is based on the:
1. Complexity of the job to perform

2. Conceptual skill required by the job
3. Relative job worth for an organization
4. Physical skills required by the job
View answer
Correct answer: (A)
Complexity of the job to perform
6. ______________ is a performance measure of both efficiency and effectiveness.
1. Organisational behaviour
2. Organisational citizenship
3. Employee productivity
4. None of these
View answer
Correct answer: (C)
Employee productivity
7. Which performance appraisal methods consumes a lot of time?
1. Essay method
2. Rating Scales
3. Critical incident
4. Tests And Observation
View answer
Correct answer: (A)
Essay method
1. Improves morale
2. Helps people identify with organisational goals
3. Provides a good climate for learning, growth and co - ordination
4. None of these
View answer
Correct answer: (B)
Helps people identify with organisational goals
9. Which of the following is a method used in group or organisational training

needs assessment?
1. Consideration of current and projected changes

2. Rating scales
3. Interviews
4. Questionnaires
View answer
Correct answer: (D)
Questionnaires
1. Career planning workshop

2. Aggregate spending on training is inadequate
3. Mentoring
4. Career counselling
View answer
Correct answer: (B)
Aggregate spending on training is inadequate
11. Which of the forecasting technique is the fastest?
1. Work study technique

2. Flow models
3. Ratio trend analysis
4. HR demand Forecast
View answer
Correct answer: (C)
Ratio trend analysis
12. When appraisals are made by superiors, peers, subordinates and clients
then it is called ______________.
1. 360 degree feedback

2. 180 degree feedback
3. Self - appraisal
4. All of these
View answer
Correct answer: (A)
360 degree feedback
13. The human resource Manangement helps toi improve the ______________
1. Production
2. Productivity
3. power
4. Produce
View answer
Correct answer: (B)
Productivity
14. The solution to many so-called 'people problems' is often associated with
improving the effectiveness of the recruitment process by:
1. Having a robust HR department to carry out the process

2. Outsourcing the HR department
3. Careful selection of the right people for the job
4. Devolving to line managers
View answer
Correct answer: (A)
Having a robust HR department to carry out the process
15. Human Resource Information system
1. Integrates core process into streamline systems

2. Collaborates core process into streamline systems
3. Plans core process into streamline systems
4. All of these
View answer
Correct answer: (D)
All of these
16. e-HRM stands for
1. Electronic
2. Economic
3. Equal
4. None of these
View answer
Correct answer: (A)
Electronic
17. One of the most popular methods of increasing employee responsibility

and control is ______________.
1. Outsourcing
2. "Military model" of management
3. Work teams
4. Manpower planning
View answer
Correct answer: (C)
Work teams
18. What are the main aims of Employee Assistance Programmes?
1. To alter the organizational culture.

2. To address team and individual performance and well-being in the
workplace.
3. To focus the attention of employees to the power structures of an
organization.
4. To establish effective methods of care and support for everyone in an
organization.
View answer
Correct answer: (D)
To establish effective methods of care and support for everyone in an
organization.
19. The focuses of psychological appraisals are on ______________ .
1. Future potential
2. Actual performance
3. Past performance
4. None of these
View answer
Correct answer: (A)
Future potential
1. Assessment makes training department more accountable

2. Higher training costs
3. Loss of business
4. Increased overtime working
View answer
Correct answer: (A)
Assessment makes training department more accountable

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1.

__________ refers to the learning opportunities designed to help

View Answer / Hide Answer

2. How does training and development offer competitive advantage to an

a. Removing performance decencies

View Answer / Hide Answer

ANSWER: a. Removing performance decencies

3. Which of the following is a benefit of employee training?

b. Helps people identify with organisational goals

c. Provides a good climate for learning, growth and co - ordination

d. None of the above

View Answer / Hide Answer

4. Choose which of the following is a benefit to the individual while

a. Creates an appropriate climate for growth, communication

View Answer / Hide Answer

Reason: Rest all the options are benefits of employee training

5. Which of this is a step in training process?

View Answer / Hide Answer

ANSWER: d. Use of evaluation models

6. Which of the following is a method used in group or organisational

a. Consideration of current and projected changes

View Answer / Hide Answer

7. _________ seeks to examine the goals of the organisation and the

View Answer / Hide Answer

ANSWER: b. Organisational analysis

8. Which of these is the benefit of needs assessment?

a. Assessment makes training department more accountable

View Answer / Hide Answer

ANSWER: a. Assessment makes training department more accountable

9. Rearrange the steps in training programme.

A. What should be the level of training

View Answer / Hide Answer

10. Which of these is an off - the - job training method?

View Answer / Hide Answer

11. State true or false.

12. Match the following techniques of training with their correct

2. Outward - bound training ----- B. Games to test ability to plan ahead

3. Mirroring ------ C. Training with an external perspective

4. Strategic planners ----- D. Adventure sports for teams

5. Ice breakers ----- E. one role played alternately by two participants

View Answer / Hide Answer

13. Which of the following is a learning principle?

a. Recognition of individual differences

View Answer / Hide Answer

ANSWER: d. All of the above

14. Which of the following is a technique of evaluation?

a. Longitudinal or time - series analysis

View Answer / Hide Answer

15. Which of these is a hindrance to effective training?

a. Career planning workshop

View Answer / Hide Answer

ANSWER: b. Aggregate spending on training is inadequate

26. Dollard and Miller classify the situation

D. double approach-avoidance conflict

27. The processes that drive behaviour in

D. internal self-regulatory processes.

29. It is future oriented:

32. Top level managers require

33. Matching the job description with the

35. Manufacturing was the main concern of

36. SWOT Analysis is a tool for;

B. Developing organizational goals

37. Jobs are identified & grouped while;