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Human Research Development > HC1-6 Oefenvragen > Flashcards

HC1-6 Oefenvragen Flashcards

1
Q

(HC 2) What would be an approach to avoid a “not invented here” mindset when it comes to change processes?

A) Distance approach

B) Digital approach

C) Side by side approach

D) Hand in hand approach

A

C) Side by side approach

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2
Q

(HC 2) What is a benefit of Virtual Organization?

A) You see the changes that are being made immediatly back in the company

B) A big group of employees are being taught one specific task at once.

C) There is always one person that you can fall back on that has experience with your new task.

D) All answers are benefits of Virtual Organization.

A

C) There is always one person that you can fall back on that has experience with your new task.

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3
Q

(HC 2) What is, according to Arthur D Little, the biggest organizational barrier for change?

A) Lack of focus

B) Bad communication of leaders

C) Bad incentive structure

D) Rigid organizational structure

A

A) Lack of focus

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4
Q

(HC 2) 1.Organization Development is intended to enhance the effectiveness of an organisation but is not intended to enhence the wellbeing of employees.
2. Overall, techo-structural interventions have a bigger effect than human process based interventions

a) Both statements are true.
b) Statement 1 is true.
c) Statement 2 is true.
d) None of the statements is true
A

d) None of the statements is true

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5
Q

(HC 2) Which of the following is the right order of most important to least important change barriers?

A) Lack of leadership skills, Corporate culture, Lack of motivation

B) Lack of leadership skills, Short-term thinking, Lack of entrepreneurial thinking

C) Lack of motivation, Short-term thinking, Lack of employees’ commitment

D) Lack of leadership skills, Lack of motivation, Short-term thinking

A

D) Lack of leadership skills, Lack of motivation, Short-term thinking

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6
Q

(HC 2) Which of the following statements is/are true?

  1. Change management needs to guide the cultural and the organizational dimension of the transition.
  2. The ‘‘emotional journey’’ phases of employees are: uninformed optimist, hopeful realist, informed pessimist, informed optimist, completion & rewards.

A) statement 1 is true, 2 is false
B) statement 2 is true, 1 is fale
C) statements 1 and 2 are true
D) statement 1 and 2 are false

A

A) statement 1 is true, 2 is false

WHY? What are the steps in emotional journey phases of employees?

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7
Q

(HC3)Which of the following implemented diversity practices have the most in delivering results?

A) Establishing equality policies
B) Establishing gender diversity recruitment targets
C) Delivering diversity/ unconscious bias training to your interviewers
D) Requiring mandatory diverse slates for open questions

A

B) Establishing gender diversity recruitment targets

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8
Q

(HC4) Which of the following statements is/are true?

  1. Assimilation Model and Protection Model are succesvol to manage diversity at the workplace
  2. Affirmative action plans (AAPs) are designed to facilitate workplace succes for membersoft he groups they target, but may have the ironic effect of stigmatizing AAP targets.

A) Statement 1 is true, statement 2 is false
B) Statement 2 is true, statement 1 is false
C) Both statements are true
D) Both statements are false

A

B) Statement 2 is true, statement 1 is false

Statement 1
How NOT to manage diversity
1. Assimilation model
2. Protection model

> Assimilation Model: Recruit, select, train, and motivate employees so that all share the same values and culture
Protection Model: Identify disadvantaged and underrepresented groups and provide special protections for them

Statement 2
Affirmative action plans (AAPs) (voorkeursbeleid) may have the ironic effect of stigmatizing AAP targets and, in turn, decreasing their performance outcomes

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9
Q

(HC4) What should be considered for the Strategic/organisational Level Analysis?

A) Data on a specific job

B) The organisational goals

C) Which employees require training

D) Performance defeciencies of employees

A

B) The organisational goals (duh)

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10
Q

(HC4) If you identify a specific area that can benefit from training then you’re doing a:

A: Strategic/organizational analysis

B: Task analysis

C: Personal analysis

D: Systematic job analysis

A

B: Task analysis

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11
Q

(HC4) Which type of HRD needs focuses on factors that lead to effective performance?

A. Performance needs

B. Diagnostic needs

C. Analytic needs

D. Compliance needs

A

B. Diagnostic needs

  1. Performance needs =correcting substandard performance
  2. Diagnostic needs =focus on factors that lead to effective performance
  3. Analytic needs = new or better ways to perform tasks
  4. Compliance needs = mandated by law
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12
Q

(HC4) What is the correct order of the task analysis process?
A. Develop job description -> Identify the task (i.e., what should be done and what is actually done) -> Describe KSOs needed -> Identify training needs -> Prioritize training needs
B. Identify the task (i.e., what should be done and what is actually done)à Develop job description -> Identify training needs -> Describe KSOs needed -> Prioritize training needs
C. Describe KSOs needed -> Identify training needs -> Prioritize training needs -> Identify the task (i.e., what should be done and what is actually done) -> Develop job description
D. There is no correct order.

A

A.

1) Develop job description
2) Identify the task (i.e., what should be done and what is actually done)
3) Describe KSOs needed
4) Identify training needs
5) Prioritize training needs

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13
Q

(HC4)What is een example of reactive Human Resource Development?

A: Discrepancies between expected and actual performance.

B: Discrepancies between current skills and the skills needed in the future.

C: Discrepancies between employees’ skills and employees’ motivation to work.

D: A and C

A

A: Discrepancies between expected and actual performance.

Reactive HRD: Discrepancies between expected and actual performance

Reactive OR Proactive HRD: Discepancies between employees’ skills and the skills required to perform specific jobs

Proactive HRD: Discrepancies between current skill and skill needed in the future

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14
Q

(HC4) What kind of HRD need is it, when you focus on new or better ways to perform tasks?

A. performance needs

B. improvement needs

C. analytic needs

D. results needs

A

C. analytic needs

  1. Performance needs =correcting substandard performance
  2. Diagnostic needs =focus on factors that lead to effective performance
  3. Analytic needs = new or better ways to perform tasks
  4. Compliance needs = mandated by law
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15
Q

(HC5) Which of these options is NOT a disadvantage of On-The-Job (OTJ) training program?

a. Physical constraints
b. Cost
c. Damage/Disruption of production schedule
d. Customer presence

A

B. Costs

On-The-Job
Advantages
> Facilitates training transfer
> Reduces training costs (no training facilities needed)

Disadvantages
> Job may have physical constrains (e.g., noise)
> Damage or disruption of the production schedule
> Problematic if customers are present
> Safety concerns (self and others)

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16
Q

(HC5) In what order are the four learning modes in Kolb’s learning cycle?

  1. Watching > feeling > thinking > doing > …
  2. Doing > watching > thinking > feeling > …
  3. Feeling > watching > thinking > doing > …
  4. Feeling > thinking > watching > doing > …
A
  1. Feeling > watching > thinking > doing > …
  2. Concrete Experience
  3. Efficient Observation
  4. Abstract Conceptualization
  5. Active Experimentation
17
Q

(HC5) Which of the following statement(s) is/are true?

  1. Physical fidelity is the extend to which the conditions of the training program are the same as in the performance situation.
  2. Diverging, analyzing, converging and reflecting are the four learning styles from Kolb

A) Statement 1 is true, statement 2 is false

B) Statement 1 is false, statement 2 is true

C) Statement 1 and 2 are both true

D) Statement 1 and 2 are both false

A

A) Statement 1 is true, statement 2 is false

Diverging (reflecting)

Assimilating (philosophy)

Converging (analyzing)

Accommodating (organizing)

18
Q

(HC5) Which of these is NOT included in Gagne’s Nine Events of Instruction?

1) Providing learning guidance
2) Assessing performance
3) Define objectives
4) Gain attention

A

3) Define objectives

  1. Gaining attention
  2. Informing learner of objective
  3. Stimulating recall of prerequisites
  4. Presenting the stimulus material
  5. Providing learning guidance
  6. Eliciting the performance
  7. Providing feedback
  8. Assessing performance
  9. Enhancing retention and transfer of information
19
Q

(HC5) Which of the following is NOT an on-the-job training?

A. Job instruction training

B. Job rotation

C. Mentoring

D. Experiential techniques (e.g., case studies, role play, networked computer labs)

A

D. Experiential techniques (e.g., case studies, role play, networked computer labs)

> Job instruction training
Job rotation
Coaching
Mentoring

20
Q

(HC5)One of Kolb’s learning styles is: Assimilating, which of the following modes of learning fits best in this learning style?

A. feeling and doing

B. thinking and doing

C. feeling and watching

D. thinking and watching

A

D. thinking and watching

Diverging (feeling & watching)
> reflecting

Assimilating (thinking & watching)
> philosphy

Converging (thinking & doing)
> analyzing

Accomodating (feeling & doing)
> organizing

21
Q

(HC5) Which of the following statements are true?

  1. The three critical aspects of useful objectives include: performance, conditions and criteria
  2. On-the-Job, lecture approaches and visual approach are the three broad approaches to training delivery

A: Statement 1 is true, statement 2 is false

B: Statement 1 is false, statement 2 is true

C: Both statements are true

D: Both statements are false

A

A: Statement 1 is true, statement 2 is false

Objectives:
1. Performance
= clear discription what the learner is expected to do and/or produce.

  1. Conditions
    = Description of impartant conditions under which the performance is to occur
  2. Criteria
    = Identifies the acceptable performance

Training approaches

  1. On-the-Job (OJT)
  2. Classroom approaches
  3. Self-Paced Approach
22
Q 
(HC5)What is the most overrated training method?
A. Conferences
B. Face to face learning
C. Self-led virtual training
D. Online games
A

D. Online games

23
Q

(HC5) What are the three keypoints of learning?

A: Change, concrete techniques & relatively permanent change in behavior

B: Reflecting, organizing & change

C: Results from interaction with the enviroment, change & relatively permanent change in behavior, cognitions or affect

D: All answers are wrong.

A

C)

> Change
Acquiring something new or modifying something that already exists

> Long-lasting
Relatively permanent change in behavior, cognitions, or affect

> Results from interaction with the environment

24
Q

(HC6) Which level of Kirkpatrick’s Framework is about training transfer?

a) Behavior
b) Learning
c) Satisfaction
d) Results

A

a) Behavior?? Why not B) Learning?

Results = Did the training have measurable impact on performance?
Behavior = Did the learners behavior change as a result of training? 
Learning = Did knowledge transfer occur?
Satisfaction = Did the learners enjoy the training?
25
Q

(HC6) Q: What is the fifth level Phillips (1996) add to the Kirkpatrick evaluation model?

A) Behaviour
B) Learning
C) Return on investment
D) Satisfaction

A

C) Return on investment

26
Q

(HC6)What is by definition NOT included in the overall training cost?

A) health insurance cost
B) development cost
C) compensation cost
D) overhead cost

A

A) health insurance cost

What is included in the overall training costs:
1. Direct Costs
> e.g., trainer, course material, food, room, …
2. Indirect Costs
> e.g., costs for trainer preparation / development, administrative support, marketing program
3. Development Costs
> e.g., development of videos, piloting the program, redesign costs
4. Overhead Costs
> e.g., heat and lightening for the training room, maintenance of training equipment
5. Compesation for Participants
> e.g., salaries and benefits provided to employees participating in the training

27
Q

(HC6)What is not an advantage of using a performance test for evaluation?

A. Reliability

B. Objectivity

C. Low development costs

D. Close relation to job performance

A

C. Low development costs

28
Q

(HC6) Which of the following two statements is true?

Statement I: Indirect costs are for example the costs for lightening the room where the training is given.

Statement II: The Social Desirability Bias occurs when respondents report what they think the boss wants to hear rather than the truth.

a) Statement I is true, statement II is false
b) Statement I is false, statement II is true
c) Both statements are false
d) Both statements are true

A

b) Statement I is false, statement II is true

  1. Direct Costs
    > e.g., trainer, course material, food, room, …
  2. Indirect Costs
    > e.g., costs for trainer preparation / development, administrative support, marketing program
29
Q

(HC6) Which of the following statements are true?

  1. Trainings that make people happy are always effective.
  2. Mono-method bias can occur when the same person evaluates two trainings at once.

A. Statement 1

B. Statement 2

C. Statement 1 and 2

D. None of the statements are true.

A

D. None of the statements are true.

Mono-Method Bias
If both reports in a before-and-after evaluation come from the same person at the same time (say, after training), conclusions may be questionable

> Respondents may be more concerned about being consistent in their answers than about providing accurate responses

Human Research Development (22 decks)

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