INSTRUCTIONS: Read each question carefully and choose the best answer among the

given choices. Shade your answers on the corresponding item number on your answer
sheet. Avoid erasures.

BEGIN HERE:

1. Training and development is very important in the human resources management in

several reasons except:
A. Organizations often have difficulty finding applicants with the necessary skills and
knowledge to perform a job.
B. Job changes. Employees might have the necessary knowledge and skills one year, but
have deficiencies by the next.
C. The workplace is becoming more diverse in terms of race, gender, age, and ethnicity.
This diversity requires much more coordination and sensitivity to “differences” on the
part of management and employees.
D. No employees has the “complete package”- there’s always need for improvement.

2. This is an area of training and development which is designed to introduce employees to

the organization and its goals, philosophy, policies and procedures.
A. Retraining and Continuing Educational Programs C. Orientation Program
B. Retirement Planning and Preparation D. Employee Career
Development

3. Management Games is an special management training method in which:

A. An inexperienced worker who serves as an advisor. It involves the protégé’
attempting to imitate the mentor’s work and interpersonal style.
B. Teams assembled to work on a company- related problems or issue to learn by doing.
C. Trainees are presented with hypothetical organization, budget and other resources.
Various rules/ regulation govern the game play.
D. Participants share ideas, information and problems; also called a group discussion.

For items no. 4 and 5, base your answer on the following scenario:

Many companies struggle with motivating their employees—a problem that consultants
frequently see among their clients. Thus, it is important to know which theories of
motivation have empirical support and how each theory can be applied to an actual
situation. One of your clients, Ken Cooper, has been struggling with keeping his
employees motivated at Blues Bus Tours, Inc., a small tour company in Nashville.

Hello— Thanks for being willing to talk with me on such short notice. Recently, our tour
guides have been unmotivated—they are coming into work late and putting forth the
minimal amount of effort. We’ve been receiving more complaints from clients, and we’re
starting to get worried that this will impact our bottom line. However, there simply aren’t
very many people around who are a good fit for leading tours (it requires that they be
away from home for long periods of time, so people with families have some difficulty
with the job). So I would rather try to motivate the employees I have than try to replace
them.

4. What might be one advice to help motivate Ken’s employees?

A. Tour guides are unmotivated because the job is too complex. Tour guides should have
only a few simple tasks that are clearly outlined in an employee handbook.
B. He should give all the unmotivated tour guides raises to help with this issue.
C. Tasks of tour guides should be done the same way on every tour.
 D. All of the choices are good pieces of advice.

5. If J. Stacy Adams will give advice to this organizational problem, he might suggests that:
A. Tour guides are unmotivated because the job is too complex. Tour guides should have
only a few simple tasks that are clearly outlined in an employee handbook.
B. He should give all the unmotivated tour guides raises to help with this issue.
C. Tasks of tour guides should be done the same way on every tour.
D. He must give incentive and rewards to those tour guides who will have good
performance.

6. It is a human resource management activity that deals with every type of rewards that
employees receive in return for performing organizational tasks.
A. Employee Selection C. Performance Evaluation
B. Training and Development D. Compensation and Rewards Management

7. Which of the following differentiates wage from salary?

A. Wage is a payment in a monthly basis while salary is a payment in a hourly basis
B. Wage is a payment in a hourly basis while salary is a payment in a monthly basis
C. Wage is the payment for employees in public organizations while salary is the
payment for employees in private organizations
D. Wage is the payment for employees in private organizations while salary is the
payment for employees in public organizations

8. It is a recent trend in the management of employee benefits. It recognizes individual

differences and preferences by giving employees the freedom to choose from a range of
company-initiated benefits tailor-fitted to their needs.
A. Indirect Financial Compensation C. Flexible Benefits Plan
B. Non-Financial Rewards D. Direct Financial Compensation

9. Which of the following do not signifies Direct Financial Compensation?

A. An example of fixed direct financial compensation is employee salaries or wages
B. Direct financial compensation is composed of fixed, variable and implicit
compensation.
C. Variable direct financial compensation includes commissions, incentives, and
bonuses.
D. Team-Based Incentive (Gainsharing) is an example of incentives and bonus plans, a
variable direct financial compensation.

10. Goal Setting Theory states that:

A. The easier and general the goal, the greater is our motivation to attain it.
B. The more general the goal, the more concentrated the individual’s effort in its pursuit
and the more directed the behavior.
C. The more difficult and specific the goal, the greater is our motivation to attain it.
D. The more specific the goal, the less concentrated the individual’s effort in its pursuit
and the more directed the behavior.

11. It emphasizes the role that certain aspects of jobs relay in influencing work motivation.
A. Herzberg’s Two Factor Theory C. Expectancy Theory
B. Job Characteristic Model D. Equity theory

12. This is the third step in the performance evaluation process.

A. Train raters
B. Observe and document performance
C. Select the best appraisal methods to accomplish goals
D. Determine who will evaluate performance
13. The formalized means of assessing worker performance in comparison to certain
established organizational standards.
A. Employee Selection C. Performance Evaluation
B. Training and Development D. Compensation and Rewards Management

14. A Psychology graduate was given good rating in his performance evaluation because she
is a graduate of De La Salle University. This criterion concerns or issues that have
implications for conducting accurate performance evaluation/ appraisal is:
A. Criterion relevance C. Criterion contamination
B. Criterion Deficiency D. Criterion Usefulness

15. Which of the following is not a disadvantage of giving punishment to employees?

A. Once the threat of punishment is taken away, the worker may continue to use the
undesirable behavior.
B. Feelings of hostility and resentment in workers and reduce morale and job
satisfaction.
C. It can lead to efficient supervisors.
D. Punished workers may try to retaliate “get back” at punitive supervisors.

16. It is an application of reinforcement theory in an organization.

A. Management by Objectives and incentive programs. C. Job enrichment
B. Organizational Behavior Modification D. None of the choices

17. The extent to which employees actually can use the learned material. Learning and
memorizing new material is one thing, and applying is another.
A. Employee learning C. Application of Training
B. Business Impact D. Employee Reactions.

18. A training method that exposes trainees to role models performing appropriate and
inappropriate work behaviors and their outcomes and then allows trainees to practice
modelling the appropriate behaviors.
A. Seminar C. Audiovisual instruction
B. Behavior Modelling Training D. Simulation

19. The process of determining the worth or value of one job in comparison to other jobs in
the company.
A. Performance Evaluation B. Job Evaluation C. Comparable Worth D. Job
Analysis

20. Provides information about the compensation paid to employees by all employers in an
area, an industry, or an occupational group.
A. Performance Survey C. Job Survey
B. Comparable Worth Survey D. Compensation Survey

21. Which of the following is not a goal of compensation and rewards management?
A. To create a system of rewards that is equitable both to the employee and employer
B. To Contribute factor to people’s effort
C. To motivate and retain high performing employees
D. To attract high potential and qualified job applicants

22. To achieve internal competitiveness, this method should be applied in establishing a

compensation structure.
A. Performance Evaluation B. Job Evaluation C. Comparable Worth D. Job
Analysis
23. Include employee recognition program, training and education program, employee
assistance program, wellness programs, and work life balance programs.
A. Indirect Financial Compensation C. Flexible Benefits Plan
B. Non-Financial Rewards D. Direct Financial Compensation

24. To achieve external competitiveness, companies often use this technique as a basis for
compensation-level decision.
A. Performance Survey C. Job Survey
B. Comparable Worth Survey D. Compensation Survey

25. A motivational program that involve redesigning jobs to give workers a greater role in the
planning, execution and evaluation of their work (raise job responsibility).
A. Management by Objectives and incentive programs. C. Job enrichment
B. Organizational Behavior Modification D. Incentives and rewards

26. According to Victor Broom’s Expectancy Theory, an employee’s level of motivation can
be determined by three major factors: Expectancy, Instrumentality, and Valence.
Expectancy is the:
A. the degree to which an employee believes that one’s effective performance will lead
to certain rewards or outcomes.
B. the degree to which an employee believes that one’s effort will lead to performing the
job effectively.
C. The degree to which a job requires the worker to use a variety of abilities and skills to
perform work related tasks.
D. The degree to which an employee values the rewards or outcomes.

27. Performance appraisal method using a predetermined scale to rate the worker on
important job dimensions.
A. Checklists C. Behaviorally Anchored Rating Scales (BARS)
B. Graphic Rating Scales D. Behavioral Observation Scales (BOS)

28. It focused on such employee attributes as dependability, honesty and courtesy.

Commonly used, but not a good idea because of poor feedback and thus will not result in
employee development and growth.
A. Task- Focused Performance Dimensions C. Trait Focused Performance Dimensions
B. Goal- Focused Performance Dimensions D. Competency- Focused Performance
Dimensions

29. A technique using rating scales with labels reflecting examples of poor, average and good
behavioral incidents.
A. Checklists C. Behaviorally Anchored Rating Scales (BARS)
B. Graphic Rating Scales D. Behavioral Observation Scales (BOS)

30. The degree to which a criterion falls short of measuring job performance. It occurs when
the measurement of the performance criteria is incomplete.
A. Criterion relevance C. Criterion contamination
B. Criterion Deficiency D. Criterion Usefulness

31. Its purpose is to use the job analysis to identify the tasks performed by each employee,
the conditions under which these tasks are performed and the competencies (knowledge,
skills, abilities) needed to perform the tasks under the identified conditions.
A. Organizational Analysis C. Task Analysis
B. Person Analysis D. Situation Analysis

32. In Job Rotation:

 A. It usually lasts several years that combines on the job experience with classroom
instruction.
B. It uses a separate area adjacent to the work area to simulate the actual work setting.
C. If a worker is absent or quits, another worker has already been trained to perform the
job.
D. It uses a separate area adjacent to the work area to simulate the actual work setting.

33. Training that replicates job conditions without placing the trainee in the actual work
setting.
A. Vestibule Training C. Programmed Instruction
B. Behavior Modelling Training D. Simulation

34. How could we evaluate the content validity of a training program?

A. Asking employees if they enjoyed the training and learned from the training.
B. Creating a test to determine whether an employee actually learned is possible. This
test will be administered before training and then again after training has been
completed.
C. Comparing training content with the knowledge, skills and abilities required to
perform a job.
D. Accounting for the cost of training, did the organization actually save money?

35. Training program in which an inexperienced worker who serves as an advisor. It involves
the protégé’ attempting to imitate the mentor’s work and interpersonal style.
A. Management Games C. Conference
B. Action Learning D. Monitoring

36. Self- paced individualized training in which trainees are provided with training materials
(usually a printed booklet) and can test how much they have learned.
A. Simulation C. Programmed Instruction
B. Behavior Modelling Training D. Vestibule Training

37. If performance evaluation/ appraisal results are to be used to determine salary increases,
it is most likely to:
A. Use a numerical rather than narrative format. C. Use a narrative format rather than
numerical.
B. Use both numerical and narrative format. D. Never use numerical and narrative
format.

38. It appears to be most accurate when this evaluators will not be used for such
administrative purposes as raises or promotions.
A. Supervisors B. Peers C. Customers D. Self- Appraisal

39. Concentrate on the employee’s knowledge, skills and abilities. Easy to provide feedback
and suggest the steps necessary to correct deficiencies.
A. Task- Focused Performance Dimensions
B. Trait Focused Performance Dimensions
C. Goal- Focused Performance Dimensions
D. Competency- Focused Performance Dimensions

40. Assigning workers to established categories of poor to good performance with fixed
limitations of how many employees can be assigned to each category. There are certain
percentages of poor, average and excellent workers.
A. Rankings B. Paired Comparisons C. Force Distribution D. Graphic Rating
Scales

For items no. 41 and 42, base your answers with the following terms:
1. Skill Variety 2. Task Identity 3. Task Significance 4. Autonomy 5. Feedback
41. Which of the following is not true about the Job Characteristics Model?
A. 1-5 are the 5 core job characteristics
B. 2 is the degree to which a job requires the completion of an entire job/ function.
C. 5 is the degree to which the job gives the worker freedom and independence to
choose how to select and carry out necessary tasks.
D. 4 is the sense of responsibility within the job/ work outcomes

42. 1, 2 and 3 are the:

A. Degrees to which the job gives the worker freedom and independence to choose how
to select and carry out necessary tasks.
B. Sense of responsibility within the job/ work outcomes
C. Worker’s experiences of work result
D. Experience of meaningfulness of work

43. He proposed the ERG theory, a needs theory of workplace motivation.

A. Victor Vroom B. Abraham Maslow C. Clayton Alderfer D. J. Stacy Adams

44. It is also called as Team-Based Incentive.

A. Profit Sharing B. Commission C. Gainsharing D. Merit Pay

45. Which of the following does not belong to the group?

A. Commissions B. Profit Sharing C. Performance-Based Incentive D. Merit Pay

46. Includes benefits provided by the company to the employees. There are legally-
mandated benefits, as well as company-initiated benefits
A. Non-Financial Rewards C. Indirect Financial Compensation
B. Flexible Benefits Plan D. Direct Financial Compensation

47. Which of the following is not a determinant of compensation and rewards?

A. Government’s regulation C. Industry’s economic condition
B. Supply and demand in the labor market D. Company’s training programs

48. Flexi-time, compressed work week, telecommuting, job sharing are all examples of:
A. Time-Based Strategies Work Life Balance Program
B. Information-Based Strategies Work Life Balance Program
C. External competitiveness
D. Internal competitiveness

49. Performance-Based Incentive is a/an:

A. Individual Incentive C. Team-Based Incentive
B. Organization-Wide Incentive D. Nationwide Incentive

50. Which of the following is true about Work Life Balance Program?
A. more and more companies are developing work life balance programs to help
improve the physical and psychological well-being of their employees
B. It is a form of Direct Financial Compensation
C. yoga session, Zumba session, sports activities are all wellness programs
D. Counseling services, substance-abuse program, therapy or support group, smoking
cessation are all forms of Employee Assistance Program

51. This is an area of training program in which organizations must encourage and support
basic “refresher courses” as well continuing educational programs that provide workers
with new information. With rapid technological advances, it is critical that the skills and
knowledge of persons be constantly updated.
A. Retraining and Continuing Educational Programs C. Orientation Program
 B. Retirement Planning and Preparation D. Employee Career
Development

52. This is the topic most often provided to employees by various organizations.
A. Computer Applications C. Safety issues
B. New Employee Orientation D. Sexual Harassment

53. A training technique usually lasting several years that combines on the job experience
with classroom instruction.
A. Seminar B. Vestibule Training C. Apprenticeship D. Job Rotation

54. Which of the following is an advantage of On the Job Training as a training method in an
organization?
A. Detailed, long term nature of the learning process.
B. Efficient, individual proceeds at their own paces, provides immediate feedback;
active involved form of learning; problems in keeping the program up to date.
C. Little preparation and have few costs to the organization, certain levels of output
offset the costs of the supervising worker’s time.
D. There is no disruption of actual production because trainers rather than experienced
workers provide instruction and the novice workers are not in actual work setting.

55. It involves asking employees if they enjoyed the training and learned from the training. It
is important because employees will not be motivated to use it if they do not like the
training process.
A. Employee learning B. Business Impact C. Employee Reactions D. Application of
Training

56. The extent to which the means of appraising performance is pertinent to success.
A. Criterion Deficiency C. Criterion relevance
B. Criterion contamination D. Criterion Usefulness

57. Which of the following does not belong to the group?

A. Rankings B. Checklists C. Paired Comparisons D. Force Distribution

58. Frame of reference training make fewer rating errors and recall more training information
than do untrained raters or raters receiving information about only job related behaviors.
It provides all of the following except:
A. Job related information C. practice in rating
B. Examples of ratings made by experts D. Critical Incidents examples

59. The tendency to give greater weight to recent performance and lesser weight to earlier
performance.
A. Halo Effect B. Causal Attribution Errors C. Leniency Errors D. Recency
Effects

60. Severity Error:

A. The tendency to give all workers the midpoint rating in evaluation.
B. The tendency to give all workers very positive performance evaluation.
C. Happens when an evaluator/ appraiser tends to rate employees on the low end of
performance scales.
D. An overall positive evaluation of a worker based on one known positive characteristic
or action.

61. All are criteria of effective compensation and rewards design except:
A. Adequate to meet employees’ basic needs
B. Clear link between reward and punishment
C. Equitable both internally and externally
 D. Balance of different types of compensation and rewards

62. Library (books or DVDs), parenting seminar, personal financial management workshop,
stress management workshop are all examples of:
A. External competitiveness
B. Internal competitiveness
C. Time-Based Strategies Work Life Balance Program
D. Information-Based Strategies Work Life Balance Program

63. GSIS stands for:

A. Government Security Insurance Society C. Government Service Insurance
System
B. Government Service Insurance and Security D. Government Service Institutional
System

64. Free meals, retirement plans, and savings plan are some of the popular:
A. Direct Financial Compensation C. Non-Financial Rewards
B. Indirect Financial Compensation D. Wellness Programs

65. According to this theory of motivation, employees expect a fair return for what they
contribute to their jobs. They determine the level of equity by comparing the ratio of
their inputs and outcomes from the job with coworkers and relevant others.
A. Herzberg’s Two Factor Theory C. Expectancy Theory
B. Job Characteristic Model D. Equity theory

66. In J. Stacy Adams motivation theory, effort, experience, education and competence are
all:
A. Outputs B. Inputs C. Process D. Outcomes

67. These are elements related to job content (inherent in the job itself) that when present
lead to job satisfaction in the Herzberg’s Two Factor Theory of motivation.
A. Outcomes B. Motivators C. Hygiene D. Inputs
68. Which of the following is true about the ERG theory of motivation?
A. Existence are the social interaction among individuals
B. Relatedness develop fully and realize one’s potential.
C. Growth are the analogous to the security needs of Maslow
D. Existence are analogous to the social needs the physiological and safety needs of
Maslow

69. This is the fourth needs in the Hierarchy of needs according to Abraham Maslow.
A. Safety Needs C. Self- Actualization Needs
B. Social and Belongingness Needs D. Esteem Needs

70. Goal Setting Theory is a:

A. Behavior Based Theories C. Rational Theories
B. Needs Theories D. Job Design Theories

71. The most often training Method used by organizations is the:

A. Videotapes C. Workbooks/ manuals
B. Seminars and Lectures D. Role Play.

72. It determines the type of training, if any that are needed in the organization as well as the
extent to which training is a practical means of achieving an organization’s goals.
A. Performance Evaluation C. Needs Analysis
B. Organizational Analysis D. Task Analysis
73. In making a presentation in a training program you should do the following except:
 A. Use a conversational style
B. You can force humor to facilitate motivation
C. Avoid swearing, making off- color or offensive remarks, and demeaning other people,
groups, or organizations
D. When answering audience questions, ask the audience member to repeat the question
or to paraphrase the question.

74. The following are all onsite methods of training and development except:
A. Programmed Instruction C. Apprenticeship
B. On the Job Training D. Job Rotation

75. Actor- Observer Bias:

A. The tendency to give greater weight to recent performance and lesser weight to earlier
performance.
B. The tendency for observers in over attribute cause to characteristics of the actor and
the tendency of the actor to over attribute cause to situational characteristics.
C. The tendency to give all workers very positive performance evaluation.
D. An overall negative performance appraisal is made on the basis of one instance of
failure of one negative characteristic.

76. Most private employees avail benefits including all of the following except:
A. Phil health B. SSS C. Tax D. Pag-Ibig Fund

77. The supervisor of Alalmina Recruitment Services, a private agency for OFW use rating
scales with labels reflecting examples of poor, average and good behavior incidents. She
probably used what performance appraisal method?
A. Ranking B. Paired Comparisons C. Graphic Rating Scales D.
Checklists

78. Leona Vista, the head Manager of Honesto Hotel and Restaurant tends to rate his
employees with Halo Effect. What could be the problem in evaluating her employees?
A. She tends to give all workers very positive performance evaluation.
B. She tends to give all workers the midpoint rating in evaluation.
C. She had an overall positive evaluation to workers based on one known positive
characteristic or action.
D. She had an overall negative evaluation on the basis of one outcome of failure of
workers.

79. Ms. Nivea, Ms. Olei and Ms. Jambalaya were desk clerks in Robinson Hotel and
Restaurant. They were evaluated by their supervisor yesterday and received the results
immediately. They found out that Ms. Nivea was poor, Ms. Jambalaya was rated average
and Ms. Olei received excellent score. Their superior encourages them that his technique
categorizes them for poor to good performance with fixed limitations of how they
assigned to each category. Their superior actually used what type of comparative
method?
A. Ranking B. Forced- Distribution C. Behavioral Observation Scales D. Paired
Comparison
80. In determining purpose of performance evaluation/ appraisal, these factors are considered
except one:
A. Making Termination Decision C. Providing Employee Training and
Feedback
B. Determining Recruitment Methods D. Determining Salary Increases

81. It involves multiple raters at various organizational levels who evaluate and provide
feedback to a target employee.
 A. Hierarchical feedback C. 360- degree feedback
B. Critical incident technique D. Retranslation

82. When a math teacher assumes a student should receive an A in math because she receives
A’s in all of her other courses, the teacher is committing the rating error known as:
A. Negativity bias B. severity C. true judgment D. halo

83. There is an upward feedback when _____________ rate an employee.

A. Supervisors B. Peers C. Customers D. Subordinates

84. In this method, the rater compares each worker with each other in the group.
A. Rankings B. Paired Comparison C. Force Distribution D. Graphic Rating Scales

85. Documentation of critical incidents in an organization is important because:

A. Documentation helps an organization defend legal actions taken against it by an
employee who was terminated or denied a raise or promotion.
B. It provides examples to use when reviewing psychological assessment with
employees.
C. It focus on cognitive aspects and provides social examples to use when reviews
performance ratings with employees.
D. Helps peers recall behaviors when they are evaluating performance.

86. John’s company offers a variety of training methods to learn skills. He is currently
participating in one program that is often used to prepare high potential employees for
future management responsibilities, providing him with a variety of experiences in
different departments that will likely help him obtain future promotions. What type of
training method is he most likely participating in?
A. Classroom instruction B. Mentoring C. Apprenticeship D. Job rotation

87. Advantages of this off- site methods include: efficient, individual proceeds at their own
paces, provides immediate feedback; active involved form of learning; problems in
keeping the program up to date.
A. Audiovisual instruction C. Behavior Modelling Training
B. Simulation D. Programmed Instruction

88. ___________is the force that drives people to behave in a way that energizes, directs and
sustains their work behavior.
A. Hygiene B. Need C. Motivation D. Frustration

89. According to Herzberg’s two- factor theory, supervision, salary and working conditions
are examples of:
A. Core job dimensions B. esteem needs C. motivators D. hygiene factor

90. A force that organizes perceptions, beliefs, and actions, and can lead to behaviors that
reduce that force and reinstate balance is referred to as a(n):
A. Objective B. regulator C. task D. need

91. working hard at a task to avoid the anger of supervisor is an example of:
A. negative reinforcement C. punishment
B. positive reinforcement D. motivation

92. Victor Vroom’s Expectancy Theory is based on:

A. on specific physiological or psychological deficiencies that the organism is driven to
satisfy.
B. on the idea that motivation results from deliberate choices to engage in certain
activities in order to achieve worthwhile outcomes.
 C. on evaluating all of the inputs and outputs of a situation.
D. on the role that certain aspects of jobs relay in influencing work motivation.

93. This explains how people are motivated by fairness.

A. Equity Theory C. Expectancy (VIE) Theory
A. Goal Setting Theory D. Alderfer’s ERG Theory

94. This is not an evaluation criteria for training and development program.
A. Criterion validity B. Content Validity C. Employee reaction D. Business
impact

95. Doing the thing right is to ___________ and doing the right thing is to ___________.
A. Effectiveness ; Efficiency C. Efficiency ; Effectiveness
B. Effectiveness ; Proficiency D. Efficiency ; Proficiency

96. It organize the evaluation on the basis of goals to be accomplished by the employee. It
makes it easier for an employee to understand why certain behaviors are expected.
A. Task- Focused Performance Dimensions C. Trait Focused Performance Dimensions
B. Goal- Focused Performance Dimensions D. Competency- Focused Performance
Dimensions

97. All activities that are developed and coordinated to support trainees’ learning processes
are referred to as:
A. Instructional design B. Holistic design C. Course development D. Distance
learning

98. Training that occurs over time in short segment is _________ whereas ___________ is
training that occurs during one extended session.
A. Massed practice; distributed practice C. partial practice; distributive practice
B. Partial practice; massed practice D. Distributive practice; massed
practice

99. If a trainer gives trainees continued practice even after they appear to have mastered the
behavior, the trainer has implemented the process of:
A. Readiness B. sequencing C. repetition D. overlearning

100. To maximize transfer of training, trainers should:

A. Separate trainees and managers throughout the process.
B. Provide a limited amount of active practice.
C. Practice in only one type of work context.
D. Maximize the similarity between training and the job situation.

***END OF TEST***