Unit 1

chapter in
Training and Development

1 of 4 sets

Chapter: Unit 1

1. 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
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Answer:D
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2. Consultants for training and development render consulting at:
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A. Individual and interpersonal level
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B. Managerial level
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C. Organizational level
D. All of the above
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Answer:D

3. Training and development is a _____ of an organisation.

A. System
B. Sub-system
C. Element
D. Component \
Answer:B

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
Answer:C

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
Answer:C

6. It is future oriented:
A. Training
B. Development
C. Education
D. Mentoring
Answer:D

7. 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 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 order to preserve the status
quo
D. An organisation which does a lot of training on an ad hoc basis
Answer:A

8. Information processing model and the social interaction model refers to:
A. Cognitive theory of learning
B. Behaviourism theory
C. Forgetting theory
D. Retention theory
Answer:A

9. The stage in which the learning curve levels off is called:

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 A. Learning capability
B. Discouraging stage
C. Over learning period
D. Learning plateau
Answer:B

10. 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
Answer:C

11. It results when a person gives meaning to sensations:

A. Effect
B. Readiness
C. Sensitivity
D. Perception
Answer:D

12. 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
Answer:A

13. Learning is a:
A. Cognitive process
B. Emotional process
C. Botha and b
D. None of the above
Answer:C

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14. This learning style prefers using your body, hands and sense of touch:
A. Kinesthetic
B. Logical
C. Social
D. Mathematical
Answer:A

15. Learning by identifying one’s own learning objectives refers to:

A. Other directed learning
B. Self-directed learning
C. Structured learning
D. Unstructured learning
Answer:B

16. 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
D. Desire for personal growth and development
Answer:D

17. Learning to prepare the individual but not related to specific present or future
job is called:
A. Training
B. Counseling
C. Development
D. Education
Answer:D

18. 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

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Answer:B

19. “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
Answer:B

20. It is the ability to formulate unique approaches to problem solving and decision
making:
A. System thinking
B. Creativity
C. Personal mastery
D. Sensitivity
Answer:B

21. 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
Answer:C

22. It is not a major input to learning:

A. Capability
B. Change
C. Competency
D. Sensitivity
Answer:D

23. Who is described as being a radical behaviourist?

A. Skinner.

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 B. Bandura.
C. Watson.
D. Pavlov.
Answer:A

24. Consequences that discourage repetition of a particular behaviour are called:

A. operant conditioning.
B. negative reinforcement.
C. positive reinforcement.
D. extinction.
Answer:B

25. The model of personality as learned habits was developed by:

A. Dollard and Miller.
B. Watson.
C. Bandura.
D. Skinner
Answer:A

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
Answer:A

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.
Answer:A

28. In Bandura's model, the situation where an individual enlists someone else to
help change some aspect of their life is called:

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 A. Interpersonal agency
B. personal agency
C. collective agency
D. proxy agency
Answer:D

29. It is future oriented:

A. Training
B. Development
C. Education
D. Mentoring
Answer:A

30. HRM is associated with the management of;

A. General people
B. Financial resources
C. Organizational people
D. Community members
Answer:C

31. Cost of human resources refers to;

A. Company profits
B. Employee shares
C. Salary packages
D. Earned revenues
Answer:C

32. Top level managers require __________________ skills the most;

A. Technical
B. Interpersonal
C. Conceptual
D. Mechanical
Answer:C

33. Matching the job description with the individuals’ qualification is an important
aspect of;

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 A. IS
B. MIS
C. HRIS
D. DBMS
Answer:C

34. HR managers are generally the _______________ managers;

A. Line
B. Middle
C. Staf
D. Top
Answer:C

35. Manufacturing was the main concern of personnel department during;

A. Mechanistic period
B. Catalytic period
C. Organist period
D. Strategic period
Answer:A

36. SWOT Analysis is a tool for;

A. Determining organization’s mission
B. Developing organizational goals
C. Formulating strategies
D. Environmental scanning
Answer:D

37. Jobs are identified & grouped while;

A. Planning
B. Organizing
C. Leading
D. Controlling
Answer:B

38. According to the Hawthorne studies, the productivity of employees;

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 A. Increased by increasing light
B. Decreased by decreasing light
C. Increased by observing them
D. No change in their productivity
Answer:C

39. Organizational goals should be;

A. Achievable
B. Ambiguous
C. Random
D. Vague
Answer:A

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.
Answer:C

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.
Answer:B

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

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43. _____ typically includes information on the customers served, why the
company exists, what the company does, the value received by the customers, and
the technology used.
A. Balanced scorecard
B. Vision
C. Mission
D. Code of conduct
Answer:C

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
Answer:A

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
Answer:C

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.
Answer:D

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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
Answer:D

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
Answer:D

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.
Answer:D

50. __________ refers to the learning opportunities designed to help employees

grow.
A. Training
B. Development
C. Education
D. All of the above
Answer:B

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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
Answer:A

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
D. None of the above
Answer:B

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
D. None of the above
Answer:C

54. 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

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

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Answer:A

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
Answer:B

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
Answer:A

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

A. Television
B. Job rotation
C. Orientation training
D. Coaching
Answer:A

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
Answer:A

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:

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 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.
Answer:A

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
Answer:A

62. 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.
Answer:C

63. 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
Answer:A

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

A. Improves morale
B. Helps people identify with organisational goals

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 C. Provides a good climate for learning, growth and co - ordination
D. None of the above
Answer:B

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