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Assignment 0 - Training and Development

This document contains a 10 question multiple choice assessment on the topic of training and development. The questions assess understanding of key concepts covered in an online NPTEL certification course, including: 1) Who has the power to affect workers' interests through business decisions like relocating factories. 2) The definition of strategy in relation to optimizing an organization's mission and operations. 3) That competencies refer to employees' skills, knowledge, abilities and characteristics for their jobs. 4) There are generally four types of training evaluation.

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Shivam PathakS
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258 views

Assignment 0 - Training and Development

This document contains a 10 question multiple choice assessment on the topic of training and development. The questions assess understanding of key concepts covered in an online NPTEL certification course, including: 1) Who has the power to affect workers' interests through business decisions like relocating factories. 2) The definition of strategy in relation to optimizing an organization's mission and operations. 3) That competencies refer to employees' skills, knowledge, abilities and characteristics for their jobs. 4) There are generally four types of training evaluation.

Uploaded by

Shivam PathakS
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© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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NPTEL Online Certification Courses

Indian Institute of Technology Kharagpur

Course Name: Training and Development

Assignment Paper-Zero

Full Marks- 10 Time- 20 Minutes

Choose correct answer from the alternatives given against each question as follows. Each
question carries one mark.

1. Who can affect workers’ interests by exercising their right to relocate, close or merge a
factory and to introduce technological changes?
a) Employers
b) Management
c) Employees’ union
d) All of these

Answer: b
Management
Detail solution:
Management can also affect workers’ interests by exercising their right to relocate, close or
merge a factory and to introduce technological changes.Refer to lecture 2 of week 1.

2. Which is defined as attempt to optimize the matching between organization’s mission and
organization’s internal operations?
(a) Planning
(b) Policy
(c) Strategy
(d) Design

Answer: c
Strategy

Detail solution:
The strategy is defined as attempt to optimize the matching between organization’s mission,
what is occurring or is projected to occur in the external environment and the organization’s
internal operations.Refer to lecture 1 of week 2.

3. ------------------ are the sets of skills, knowledge, abilities and personal characteristics that
enable employees to perform their jobs successfully. Fill up the blank with suitable option
from the following.
a) Policies
b) Competencies
c) Programmes
d) Strategies

Answer: b
Competencies

Detail solution:
Competencies are the sets of skills, knowledge, abilities and personal characteristics that
enable employees to perform their jobs successfully. Refer to lecture 5 week 3.

4. How many types of training evaluation are there in general?


(a) Three
(b) Four
(c) Five
(d) Six

Answer: b
Four

Detail solution:
Training evaluation is generally classified into four types, such as-formative, process,
outcome and impact evaluation. Refer to lecture 2 of week 6.

5.What type of career does consist of multiple part time jobs?


(a) Traditional career
(b) Protean career
(c) Multiple careers
(d) Portfolio career

Answer: d
Portfolio career

Detail solution:
A portfolio career, by definition, is one which consists of multiple part time jobs. Refer to
lecture 2 of week 9.

6. The retirement age for the Supreme Court judges is 65 years whereas for the High Court
judges, it is ------------- years. Fill up the blank.
a) 60 years
b) 62 years
c) 65 years
d) 68 years

Answer: b
62 years

Detail solution:
The retirement age for the Supreme Court judges is 65 years whereas for the High Court
judges, it is 62 years. Refer to lecture 5 of week 10.

Instruction: Read the following passage and answer the questions given herewith at the
end of the passagefrom question number 7 to 10.

Despite the emphasis on training, many organizations report a failure to effectivelydevelop


skills and anticipate future needs. The bulk of training expendituresthen seemingly do not
transfer to the job. Although employees may gain newknowledge and skills through training
programs, learning alone is not sufficient fortraining to be considered effective. Of primary
importance is the positive transfer oftraining, or the extent to which the learning that results
from training transfers to thejob and leads to relevant changes in work performance.
Inaddition to application, the transfer of training involves the generalization and
maintenanceof the trained knowledge and skills. Estimatessuggest that only 10 per cent of
training expenditures transfer to the job, highlighting a glaring gap between training efforts
and organizational outcomes.A more recent meta-analysis of the training effectiveness
literature revealed asimilar disconnect between learning and behavior. When learning criteria
werecompared with subsequent behavioral criteria (that is, work behaviors), effect
sizesdecreased substantially. Further demonstrating the gap betweenlearning and behavior,
scholars found acorrected correlation between organizational knowledge transfer
andperformance.
Organizations and researchers have long recognized the ‘transfer problem’. In a
comprehensive review, scholars provided a criticalanalysis of the existing transfer literature
and suggested directions for future research.Since their review, there has been an outpouring
of both conceptual and empiricalresearch, all aiming to bridge the gap between training and
workplace performance. Numerous empiricalstudies, reviews and meta-analyses have yielded
a wealth of information regarding thetransfer of training.
7. What percentage of training expenditure does the estimates suggest as transfer to the job?
(a) 5%
(b) 10%
(c) 15%
(d) 20%

Answer: b
10%

Detail solution:
Estimates suggest that only 10 per cent of training expenditures transfer to the job.Refer to
the paragraph above

8. When learning criteria werecompared with subsequent -------------criteria (that is, work
behaviours), effect sizesdecreased substantially. Fill up the blank with appropriate word from
the paragraph.
(a) Activity
(b) Plan
(c) behavioural
(d) Design

Answer: c
behavioural
Detail solution:
When learning criteria werecompared with subsequent behavioural criteria (that is, work
behaviours), effect sizesdecreased substantially.Refer to the paragraph above

9. Which is not sufficient alone for training to be considered effective despite the fact that
employees may gain knowledge and skills?
(a) Transfer of training
(b) Learning
(c) Training evaluation
(d) Need assessment

Answer: b
Learning

Detail solution:
Although employees may gain newknowledge and skills through training programs, learning
alone is not sufficient fortraining to be considered effective.Refer to the paragraph above

10. Which has involvement with the generalization and maintenanceof the trained knowledge
and skills?
(a) Evaluation
(b) Learning
(c) Transfer of training
(d) None of these

Answer:c
Transfer of training

Detail solution:
The transfer of training involves the generalization and maintenanceof the trained knowledge
and skills. Refer to the paragraph above

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