Final Exam

Question 1

An activity which enhances knowledge, skills, and awareness, AND allows for a relatively permanent change in behaviour:
A) Training
B) Learning
C) Development
D) Continuous Learning

Answer 1

B) Learning

Question 2

The employee benefits of T&D are both intrinsic and extrinsic.
True
False

Answer 2

True

Question 3

There are no societal benefits to organizational T&D.
True
False

Answer 3

False

Question 4

Performance management is related to T&D for ALL BUT WHICH of the following reasons?
A) Performance evaluations guide learning goals.
B) Performance evaluations dictate methods to use.
C) Performance evaluations contribute to training evaluations.
D) Performance evaluations inform learning content.

Answer 4

B) Performance evaluations dictate methods to use.

Question 5

A high performance T&D system results from ALL BUT WHICH of the following reasons?
A) External environmental factors.
B) Internal organizational factors.
C) Performance Outcomes.
D) The quality of the overall HR system.

Answer 5

C) Performance Outcomes.

Question 6

The instructional design system model consists of ALL BUT WHICH of the following?
A) Training Bond
B) Training Evaluation
C) Training Design & Delivery
D) Needs Analysis

Answer 6

A) Training Bond

Question 7

The multiple benefits of T&D include: (check all that apply)
A) Building organizational capacity.
B) Increasing employees’ sense of useful purpose.
C) Greater job security for employees.
D) A more competitive society.

Answer 7

A) Building organizational capacity.
B) Increasing employees’ sense of useful purpose.
C) Greater job security for employees.
D) A more competitive society.

Question 8

The most immediate contextual influences on T&D is/are?
A) Performance management system.
B) Business strategy.
C) Environmental challenges.
D) Labour market.

Answer 8

B) Business strategy.

Question 9

A high-performance HR system may have mixes strategic objectives in different HR functions.
True
False

Answer 9

False

Question 10

In the instructional systems design model, the order of activities is?
A) Training Design & Delivery, Training Evaluation, Needs Assessment
B) Training Design & Delivery, Needs Assessment, Training Evaluation
C) Needs Assessment, Training Design & Delivery, Training Evaluation
D) None of the above

Answer 10

C) Needs Assessment, Training Design & Delivery, Training Evaluation

Question 11

Which statement BEST describes the needs analysis process?
A) It is less important than the selection of the training methods.
B) It identifies gaps in performance.
C) It is conducted during the design of training.
D) It is irrelevant to career development.

Answer 11

B) It identifies gaps in performance.

Question 12

Which statement would NOT be considered an “itch” according to the needs analysis model?
A) ABC Inc. notices an increase in customer complaints.
B) ABC Inc. notices a decrease in productivity across all its business units.
C) ABC Inc. is faced with decreasing revenues and increasing costs.
D) ABC Inc. notices a decrease in employee absenteeism.

Answer 12

D) ABC Inc. notices a decrease in employee absenteeism.

Question 13

Within a needs analysis, which issue does NOT fall within the “opportunity & threat” part of the Org’l level SWOT?
A) A change in legislation that affects labour standards.
B) A change in customer preferences for products and services.
C) Increased competition from rivals offering better products at lower prices.
D) A gap in leadership competencies among existing employees.

Answer 13

D) A gap in leadership competencies among existing employees.

Question 14

Which of the following should NOT be considered in a needs analysis?
A) Organizational culture.
B) Political relationships outside the organization.
C) Training methods.
D) Other HR functions.

Answer 14

C) Training methods.

Question 15

Multi-select: Org’l leaders can help support a learning culture via…?
A) Creating a Chief Learning Officer.
B) Maps and directories.
C) Online forums.
D) Patenting intellectual capital.

Answer 15

C) Online forums.

Question 16

All BUT WHICH of the following should result from the proper execution of a needs assessment?
A) Training programs will have the right content & methods.
B) Training may be identified as a solution to a performance problem.
C) Training will focus on the skills needed to improve/perform new tasks.
D) Alignment of HR functions with the org strategy may be corrected.

Answer 16

A) Training programs will have the right content & methods.

Question 17

What should the T&D office of a global firm do first, before embarking on “robbery prevention & awareness” training?
A) Determine what kinds of resources are available for training.
B) Conduct a needs analysis that includes focus groups & inter-views.
C) Change the compensation approach to reward branches with fewer robberies.
D) Change the recruitment strategy to match needed skills & abilities.

Answer 17

B) Conduct a needs analysis that includes focus groups & inter-views.

Question 18

Which important step in the needs analysis process is likely to be underestimated by organizations?
A) A culture & climate audit of the organization.
B) Setting learning objectives.
C) Data collection at three levels: organizational, task, and person.
D) Choice of experiential training methods.

Answer 18

A) A culture & climate audit of the organization.

Question 19

What are the primary eco-innovation performance objectives for most companies?
A) Reduce wasteful outputs.
B) Reduce wasteful inputs.
C) Use more eco-friendly inputs/outputs.
D) All are important.

Answer 19

D) All are important.

Question 20

There is a special database for green job descriptions.
True
False

Answer 20

True

Question 21

Which of the following belongs to the taxonomy of green behaviours?
A) Taking Leadership Initiative.
B) Avoiding Harm & Conserving.
C) Influencing Others
D) All of the above.

Answer 21

D) All of the above.

Question 22

What competencies influence the relationship between creativity and eco-innovation? (Pick ALL that apply)
A) Critical thinking.
B) Risk taking.
C) Future thinking.
D) None of the above.

Answer 22

A) Critical thinking.
B) Risk taking.
C) Future thinking.

Question 23

Tolerance for ambiguity amidst diversity is important for eco-innovation.
True
False

Answer 23

True

Question 24

Which of the following statements is NOT a key element of adult learning theory?
A) Focus primarily on theoretical frameworks.
B) Include trainees in the design and delivery of the training program.
C) Include trainees in the needs analysis process.
D) Draw on the experiences of trainees.

Answer 24

A) Focus primarily on theoretical frameworks.

Question 25

Call centre operators should answer 20 inbound calls/day. This aspect of a learning goal is…
A) A complete learning goal.
B) The actual behaviour the trainee will demonstrate.
C) The conditions under which the behaviour will be demonstrated.
D) The standard (metric) by which the behaviour will be judged.

Answer 25

D) The standard (metric) by which the behaviour will be judged.

Question 26

Conditioning theory addresses 4 consequences. Which of the terms below does NOT represent one of those consequences?
A) Positive reinforcement.
B) Self-efficacy.
C) Negative reinforcement.
D) Extinction.

Answer 26

B) Self-efficacy.

Question 27

Social learning theory says that self-efficacy is developed via all BUT which…
A) Chaining.
B) Verbal persuasion.
C) Vicarious learning.
D) Enactive mastery.

Answer 27

A) Chaining.

Question 28

Which of the following is the LEAST effective activity to encourage transfer of training?
A) Give trainees the opportunity to apply new skills in the classroom.
B) Use a training context that is congruent with the work context.
C) Demo how an employee gets rewarded for using new skills on the job.
D) Explain how trainees can use the skills in the future.

Answer 28

D) Explain how trainees can use the skills in the future.

Question 29

A lesson plan includes:
A) A needs assessment.
B) A plan for evaluation.
C) Training objectives.
D) Both a needs assessment and training objectives.

Answer 29

C) Training objectives.

Question 30

Team building training is very useful for what kind of competencies?
A) Risk taking.
B) Self-awareness.
C) Conflict management.
D) All of the above.

Answer 30

D) All of the above.

Question 31

Self-efficacy can be raised most by:
A) Lectures.
B) Behavioural modelling.
C) Case studies.
D) Conceptual activity.

Answer 31

C) Case studies.

Question 32

A method that requires trainers to (a) set a context, (b) act out a script & (c) highlight good/ineffective behaviours is:
A) Case study.
B) Role play.
C) Simulation.
D) None of the above.

Answer 32

B) Role play.

Question 33

From a learning theory perspective, E-learning can be really effective because of:
A) The links for more info.
B) The promptness of the feedback.
C) The opportunity to develop motor skills.
D) Active learning opportunities.

Answer 33

A) The links for more info.
B) The promptness of the feedback.
D) Active learning opportunities.

Question 34

Evaluation data on training programs are used for what purpose?
A) Marketing & Recruitment.
B) Cost benefit analysis.
C) Legal compliance.
D) All of the above.

Answer 34

D) All of the above.

Question 35

Zero transfer is a good thing.
True
False

Answer 35

False

Question 36

You would use stimulus generalization as a transfer method when your transfer goal is…
A) Near.
B) Far.
C) Horizontal.
D) Vertical.

Answer 36

B) Far.

Question 37

SDp in utility analysis refers to:
A) The training investment factor.
B) Statistical effect size.
C) Cost of untrained employees.
D) The duration that training benefits will last.

Answer 37

C) Cost of untrained employees.

Question 38

Among Kirkpatrick’s 4 criteria for training evaluation, “results” have the least face validity.
True
False

Answer 38

True

Question 39

___ refers to a training evaluation confound which measures things that were not part of the training.
A) Discrimination.
B) Practicality.
C) Criterion Deficiency.
D) Criterion Contamination.

Answer 39

D) Criterion Contamination.

Question 40

Which type of training evaluation design is most robust against threats to internal validity?
A) Post-test.
B) Pre-test/Post-test with comparison group.
C) Pre-test/Post-test.
D) Post-test with comparison group.

Answer 40

B) Pre-test/Post-test with comparison group.

Question 41

On-the-job training differs from OFF-job (classroom) in ALL BUT WHICH of the following ways?
A) Distractions.
B) Fidelity to Work environment.
C) Need for a skilled trainer.
D) Organizational control over learning.

Answer 41

C) Need for a skilled trainer.

Question 42

The RED SEAL program refers to:
A) Canadian apprenticeship program.
B) Corporate responsibility to not murder baby seals.
C) An economically protective measure that impedes provincial trade.
D) An exclusively on-the-job training method in Canada.

Answer 42

A) Canadian apprenticeship program.

Question 43

A community of practice requires ALL BUT WHICH of the following…
A) Requires egalitarian membership.
B) Requires a DOMAIN of knowledge that is shared & with meaningful roles.
C) Requires clarity of TASK PARTITION & abstract/concrete TECHNOLOGIES.
D) Requires clarity on how membership & legitimacy are acquired.

Answer 43

A) Requires egalitarian membership.

Question 44

In the Instructional Design Model, transfer is the next step after:

needs assessment.

selection of training methods.

ensuring employee readiness for training.

creating a learning environment.

Answer 44

creating a learning environment.

Question 45

Individual and task analysis are part of which step of the training design process?

ensuring transfer of training

developing an evaluation plan

conducting needs assessment

monitoring and evaluating the program

Answer 45

conducting needs assessment

Question 46

Organisational analysis involves all of the following except:

determining the appropriateness of training, given the organisation’s strategy

examining its resources available for training and development.

analyzing whether the work environment will enhance learning.

checking the support by managers and peers for training and development activities.

Answer 46

analyzing whether the work environment will enhance learning.

Question 47

Which of the following is NOT an issue to consider when determining whether training is the best solution?

Is the performance problem important?

Can employees demonstrate the correct behaviour?

Were other solutions too expensive or unrealistic?

Are employees approaching retirement age?

Answer 47

Are employees approaching retirement age?

Question 48

In the needs assessment process, at the departmental level, “itches” for training and development may come from the analysis of human resources statistics, including each of the following with the exception of:

absence levels.

production standards.

turnover levels.

customer complaints.

Answer 48

production standards.

Question 49

_____ is employees’ belief that they can successfully perform the tasks of their job or acquire the learning content of the training program.
Self-efficacy

Self-motivation

Cognitive ability

Task competence

Answer 49

Self-efficacy

Question 50

All BUT one of the following situations could occur if needs assessment is poorly conducted. Which option is the exception?

training programs may have the wrong content, objectives or methods

training may be incorrectly used as a solution to a performance problem

trainees may be sent to training programs for which they do not have the skills needed to learn

‘must have’ training programs may be prioritized over ‘nice to have’ training programs.

Answer 50

‘must have’ training programs may be prioritized over ‘nice to have’ training programs.

Question 51

The advantages of the _____ method of needs assessment are that it is inexpensive and allows the collection of data from a large number of persons; however, it may lack detail.

questionnaires

observation

focus groups

interviews

Answer 51

questionnaires

Question 52

Interviewing as a needs assessment technique:

is less expensive than most other assessment methods.

can explore unanticipated issues that come up.

only provides information directly related to questions asked.

minimises interruption of work.

Answer 52

can explore unanticipated issues that come up.

Question 53

Behaviour modification is primarily based on:

goal mastery.

information processing theory.

social leaning theory.

reinforcement theory.

Answer 53

reinforcement theory.

Question 54

A manager assures an older employee that they can learn the new company software and reminded the employee they had learned the old system quickly. The manager is

increasing the worker’s self-efficacy.

setting learning goals for the worker.

modelling the desired behaviour.

raising the valence of the behaviour.

Answer 54

increasing the worker’s self-efficacy.

Question 55

A program to improve safety behaviour involving posting data on safe work behaviour and supervisor recognition of safe behaviours relies primarily on _____ theory.

social learning

goal-setting

McClelland’s n-ach

reinforcement

Answer 55

reinforcement

Question 56

When an employee learns and practices behaviours that reduce conflict with others, they are experiencing:

positive reinforcement.

negative reinforcement.

automatisation.

vicarious reinforcement.

Answer 56

negative reinforcement.

Question 57

_____ assumes that behaviour results from a person’s conscious goals and intentions.

Social learning theory

Need for achievement

Goal-setting theory

Expectancy theory

Answer 57

Goal-setting theory

Question 58

In expectancy theory, _____ is the perceived relationship between performance and rewards.

valence

instrumentality

expectancy

equity

Answer 58

instrumentality

Question 59

Self-management:

refers to one’s attempt to eliminate the need for a manager.

is important because employees want to be treated as individuals.

is important because managers have too much to do.

involves controlling ones’ behaviour and applying new skills on the job.

Answer 59

involves controlling ones’ behaviour and applying new skills on the job.

Question 60

The greatest level of support a manager can provide for training is to:

attend training sessions.

provide financial support for training activities.

teach in training programs.

provide support to trainees in use of new capabilities.

Answer 60

teach in training programs.

Question 61

Which of the following is not a work environment characteristic that influences transfer?

technological support

opportunity to perform

peer support

subordinate support

Answer 61

subordinate support

Question 62

Formative evaluation looks at:

what forms of training worked.

how to improve the training program.

how the trainees liked the program by asking them to complete a reaction form.

whether the control group’s performance improved as much as the treatment group’s performance.

Answer 62

how to improve the training program.

Question 63

Summative evaluation looks at

what forms of training worked.

how to improve the training program.

whether trainees’ performance improved more than a control group.

how the trainees liked the program by asking them to complete a reaction form.

Answer 63

whether trainees’ performance improved more than a control group.

Question 64

Kirkpatrick’s four levels of evaluation include:

reaction, learning, results and behaviour.

affective, cognitive, formative and summative.

assess, evaluate, design and formulate.

pre-test, post-test, validity and ROI.

Answer 64

reaction, learning, results and behaviour.

Question 65

What is the primary difference between ‘training’ and ‘development’ as defined in organizational learning?
A) Training focuses on future job roles; development focuses on current job roles.
B) Development focuses on short-term goals; training focuses on long-term goals.
C) Training focuses on current job performance; development focuses on future job responsibilities.
D) There is no difference; both terms are used interchangeably.

Answer 65

C) Training focuses on current job performance; development focuses on future job responsibilities.

Question 66

which of the following is a benefit of training and development for organizations?
A) Decreased competitive advantage.
B) Increased employee turnover.
C) Increased organizational effectiveness.
D) Decreased employee recruitment.

Answer 66

C) Increased organizational effectiveness.

Question 67

What best describes the term “Training Bond” in the context of organizational development?
- A) A legal document securing employee loyalty
- B) A contract ensuring employer investment for employee training if they stay for a set period post-training
- C) A mutual agreement for skill enhancement between teams
- D) A financial bond issued to support training programs

Answer 67

B) A contract ensuring employer investment for employee training if they stay for a set period post-training

Question 68

Organizational development ideally aims to:
- A) Decrease operational costs immediately
- B) Increase product sales directly
- C) Improve organizational effectiveness through planned change
- D) Enhance executive decision-making only

Answer 68

C) Improve organizational effectiveness through planned change

Question 69

What does ‘KSAO’ stand for in a training context?
- A) Knowledge, Strategy, Ability, Outcome
- B) Knowledge, Skills, Abilities, and Other characteristics
- C) Key, Solutions, Assessment, Operations
- D) Knowledge, Systems, Action, Organization

Answer 69

B) Knowledge, Skills, Abilities, and Other characteristics

Question 70

What distinguishes a learning organization from a learning climate?**
- A) A learning organization is focused on individual learning while learning climate is about group dynamics.
- B) A learning organization integrates learning deeply into its culture; a learning climate is the environmental condition that supports learning.
- C) They are essentially the same, with different terms used in different industries.
- D) A learning climate requires formal organizational changes, unlike a learning organization.

Answer 70

B) A learning organization integrates learning deeply into its culture; a learning climate is the environmental condition that supports learning.

Question 71

Which is a primary goal of organizational development?**
- A) Reducing staff numbers
- B) Increasing sales
- C) Enhancing organizational effectiveness
- D) Cutting down training costs

Answer 71

C) Enhancing organizational effectiveness

Question 72

A training bond is best described as:**
- A) A mutual agreement for skill enhancement
- B) A financial instrument to fund training programs
- C) A contract that ensures employer-funded training with a service period condition
- D) An informal commitment between a trainer and trainee

Answer 72

C) A contract that ensures employer-funded training with a service period condition

Question 73

The strategic model of T&D suggests that training should be aligned with:**
- A) Immediate technical needs only
- B) The personal goals of employees
- C) Organizational objectives and strategy
- D) Current trends in technology

Answer 73

C) Organizational objectives and strategy

Question 74

What is NOT a direct benefit of training and development highlighted in strategic T&D models?**
- A) Increased competitive advantage
- B) Enhanced employee motivation
- C) Reduced organizational goals
- D) Improved employee skills and knowledge

Answer 74

C) Reduced organizational goals

Question 75

How does a learning organization primarily differ from other organizations?**
- A) Focuses on reactive rather than proactive learning
- B) Prioritizes cost-cutting over employee development
- C) Encourages continuous transformation and learning
- D) Discourages changes in organizational culture

Answer 75

C) Encourages continuous transformation and learning

Question 76

Which is a characteristic of a strong learning climate?**
- A) Frequent organizational restructuring
- B) High employee turnover
- C) Emphasis on punitive measures over developmental feedback
- D) Supportive environment for continuous learning

Answer 76

D) Supportive environment for continuous learning

Question 77

Organizational development typically involves:**
- A) Maintaining status quo in corporate culture
- B) Short-term interventions only
- C) Planned change to improve effectiveness
- D) Decreasing the scale of operations

Answer 77

C) Planned change to improve effectiveness

Question 78

A learning climate can be effectively created through:**
- A) Reducing investment in training
- B) Ignoring the impact of external market conditions
- C) Encouraging a culture of innovation and support for learning
- D) Focusing solely on executive development

Answer 78

C) Encouraging a culture of innovation and support for learning

Question 79

The introduction to types of KSAOs would NOT include:**
- A) Operational procedures
- B) Cognitive abilities
- C) Technical skills
- D) Emotional intelligence

Answer 79

A) Operational procedures

Question 80

Effective organizational development should result in:**
- A) Lower employee morale
- B) Decreased operational efficiency
- C) Enhanced capability to adapt to changes
- D) Increased bureaucratic procedures

Answer 80

C) Enhanced capability to adapt to changes

Question 81

What role does strategic training play in a learning organization?**
- A) It is unrelated to the organizational culture.
- B) It is pivotal, ensuring that learning aligns with business goals.
- C) It is considered only for entry-level employees.
- D) It diminishes the importance of leadership roles.

Answer 81

B) It is pivotal, ensuring that learning aligns with business goals.

Question 82

What is the first step in conducting an organizational needs analysis?
A) Evaluate the effectiveness of existing training programs.
B) Conduct an external environmental scan to identify important issues.
C) Implement the recommended changes immediately.
D) Measure the performance of current employees.

Answer 82

B) Conduct an external environmental scan to identify important issues.

Question 83

how can organizational leaders support a learning culture?
- A) By limiting information exchange and focusing on productivity
- B) By creating positions like CIO and CLO to manage information and learning
- C) By reducing the budget allocated to employee training
- D) By avoiding the use of technology in learning processes

Answer 83

B) By creating positions like CIO and CLO to manage information and learning

Question 84

What is the primary purpose of a needs analysis in training and development?**
- A) To determine the best locations for new facilities
- B) To identify gaps between current skills and skills needed for future success
- C) To satisfy regulatory compliance requirements
- D) To finalize the annual budget

Answer 84

B) To identify gaps between current skills and skills needed for future success

Question 85

An effective needs analysis should begin with:**
- A) Implementing recommended training immediately
- B) Assessing the personal preferences of senior management
- C) Understanding the strategic objectives of the organization
- D) Purchasing new training software and tools

Answer 85

C) Understanding the strategic objectives of the organization

Question 86

Organizational analysis in needs assessment focuses on:**
- A) The external market conditions only
- B) Both internal capabilities and external market conditions
- C) The preferences of the training department
- D) Temporarily boosting employee morale

Answer 86

B) Both internal capabilities and external market conditions

Question 87

How does the document define ‘Cleantech’?
A) Technology that increases energy consumption.
B) Technology used mainly in the financial sector.
C) Technology designed to enhance environmental sustainability.
D) Basic technological applications in industrial manufacturing.

Answer 87

C) Technology designed to enhance environmental sustainability.

Question 88

What role does ‘Cleantech’ play in sustainability according to the document?
- A) Reducing the pace of innovation in technology
- B) Enhancing global warming effects through industrial expansion
- C) Improving environmental sustainability through innovative technologies
- D) Increasing the use of non-renewable resources

Answer 88

C) Improving environmental sustainability through innovative technologies

Question 89

Which learning theory focuses on the role of observation and imitation in learning?
A) Conditioning theory.
B) Social learning theory.
C) Expectancy theory.
D) Information processing theory.

Answer 89

B) Social learning theory.

Question 90

The document outlines various learning theories. Which theory suggests that learning occurs through rewards and punishments?
- A) Social Learning Theory
- B) Cognitive Load Theory
- C) Conditioning Theory
- D) Constructivist Theory

Answer 90

C) Conditioning Theory

Question 91

what is crucial when creating learning objectives for a training program?
A) They must be unrelated to the job context.
B) They should be derived from a detailed needs analysis.
C) They should be as generic as possible to cover various topics.
D) They must focus solely on theoretical knowledge.

Answer 91

B) They should be derived from a detailed needs analysis.

Question 92

What is an essential aspect of designing training according to the document?
- A) Setting vague and broad learning objectives
- B) Ignoring the alignment of training design with organizational goals
- C) Establishing clear and measurable learning objectives
- D) Focusing solely on theoretical aspects without practical application

Answer 92

C) Establishing clear and measurable learning objectives

Question 93

Which of the following is considered an off-the-job training method as per the document?
A) On-the-job coaching.
B) Job shadowing within the organization.
C) E-learning modules completed remotely.
D) Direct instruction from a supervisor during work hours.

Answer 93

C) E-learning modules completed remotely.

Question 94

What is an example of on-the-job training as per the document?
- A) Independent online courses
- B) Simulations conducted away from work settings
- C) Direct instruction and practice within the workplace
- D) Attending external seminars and workshops

Answer 94

C) Direct instruction and practice within the workplace

Question 95

What type of transfer is beneficial and desired from a training program, according to the document?
A) Negative transfer.
B) Zero transfer.
C) Positive transfer.
D) None; transfer is not discussed.

Answer 95

C) Positive transfer.

Question 96

What describes the concept of ‘transfer of training’ as outlined in the document?
- A) Discouraging the application of skills learned in training to the workplace
- B) The application of skills learned in training to improve job performance
- C) The process of transferring employees to different departments post-training
- D) Moving training programs from one organization to another

Answer 96

B) The application of skills learned in training to improve job performance

Question 97

What is the purpose of evaluating a training program?
A) To eliminate unnecessary training programs.
B) To assess whether training objectives were met and the extent of learning transfer.
C) To provide entertainment for employees.
D) To increase the cost of training.

Answer 97

B) To assess whether training objectives were met and the extent of learning transfer.

Question 98

What is the primary reason for evaluating training programs according to the document?
- A) To determine the financial cost of training only
- B) To find out whether the training was enjoyable for employees
- C) To assess the effectiveness and impact of training on performance
- D) To comply with international training standards without local adaptation

Answer 98

C) To assess the effectiveness and impact of training on performance

Question 99

What is the primary purpose of using assessment centers in international career development?
A) To handle international legal disputes.
B) To assess readiness and potential for international assignments.
C) To entertain foreign delegates.
D) To conduct language training for expatriates.

Answer 99

B) To assess readiness and potential for international assignments.

Question 100

What is a critical role of mentoring in international career development?
- A) To provide minimal guidance and let employees learn independently
- B) To support knowledge transfer and adapt to global market demands
- C) To focus only on local career development ignoring international aspects
- D) To reduce the emphasis on cross-cultural understanding in global roles

Answer 100

B) To support knowledge transfer and adapt to global market demands