Learning & Development Flashcards
56.What is a characteristic typical of an adult learner?
A.Learn best in a directive environment
B. Focus on “real-world” issues
C.More comfortable with basic theory than application
D. Easily adaptable to change
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1148). McGraw-Hill Education. Kindle Edition.
56.B is correct. Adult learners learn best when learning can be immediately applied to the job or other “real-life” issues.
A, C, and D are incorrect.
A is incorrect in that adult learners learn best when the learning environment is collaborative rather than directive.
C is incorrect in that adult learning is best retained when it features applications.
D is incorrect in that adults are more resistant to change. They need more explanation of “why” than just “how.”
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1181). McGraw-Hill Education. Kindle Edition.
57.What term best describes a situation in which an employee is given additional tasks to accomplish in the same job?
A. Job enrichment
B. Job enlargement
C. Apprenticeships
D. On-the-job training
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1148). McGraw-Hill Education. Kindle Edition.
57.B is correct. Job enlargement occurs when an employee is given additional tasks that require the same skills within the same job.
A, C, and D are incorrect.
A is incorrect in that job enrichment increases the depth of the job by adding related responsibilities such as planning, organizing, controlling, and evaluating that add value to the work.
C is incorrect in that apprenticeships involve on-the-job technical training opportunities.
D is a form of training that takes place in a normal working situation.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1181). McGraw-Hill Education. Kindle Edition.
58.Which type of leader assessment tool presents simulated leadership situations that leaders may encounter in the workplace?
A. Situation judgment tests
B. Personality tests
C. Emotional judgment tools
D. Leadership practices inventory
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1148-1149). McGraw-Hill Education. Kindle Edition.
58.A is correct. Situation judgment tests are a type of test that presents the test-taker with realistic, hypothetical scenarios that ask the individual to identify the most appropriate response.
B, C, and D are incorrect. Personality tests primarily measure a person’s overall character or psychological makeup as opposed to a person’s leadership skills. Emotional judgment tools measure the ability to differentiate between the specificity or granularity of an individual’s emotions, and the Leadership Practices Inventory is a 360-degree assessment tool that measures an individual’s leadership skill in terms of commitment, engagement, and satisfaction of those who follow. While all these tools may address leadership characteristics in part, they do not feature simulated leadership situations.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1181-1182). McGraw-Hill Education. Kindle Edition.
59.Which of the following is an internal mobility concept that addresses career development by providing professional and technical assignment opportunities?
A. Relocations
B. International assignments
C. Dual-career ladders
D. Promotions
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1149). McGraw-Hill Education. Kindle Edition.
59.C is correct. Dual-career ladders are a means to identify meaningful career paths for technical and professional people whose skill sets are valuable but are outside the traditional management role.
A, B, and D are incorrect.
A is incorrect because relocations address career development interests by identifying a wide scope of opportunities without geographical limitations.
B is incorrect because international assignments further expand assignment possibilities to include global opportunities.
D is incorrect because promotions provide career development growth along traditional career development lines.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1182). McGraw-Hill Education. Kindle Edition.
60.Which of the following evaluation methods provides the most valuable measurement information?
A. Reaction
B. Learning
C. Behavior
D. Results
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1149). McGraw-Hill Education. Kindle Edition.
60.D is correct. Kirkpatrick’s Four Levels of Evaluation measures reaction, learning, behavior, and results, with results being the effect that the training has on the business or environment resulting from the trainee’s enhanced performance.
A, B, and C are incorrect. Reaction (A), learning (B), and behavior (C) are all benefits of a training program but at lower and different levels relative to the effect on the business. The benefit training provides to the business (D) is the highest and most valuable benefit.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1182-1183). McGraw-Hill Education. Kindle Edition.
61.Which of the following is considered an organization’s responsibility in career management?
A.Assess career options inside and outside the organization
B.Design a career path that matches organizational goals
C.Match organizational needs with individual abilities
D. Identify personal abilities and interests
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1149). McGraw-Hill Education. Kindle Edition.
61.C is correct. Progressive HR functions continually review the organization’s strategic direction with the intention of ensuring that the individual abilities of employees are a match to the organization’s needs. If gaps exist, it is in the organization’s best interest to identify ways that employees may attain the skills needed to support the organization’s needs.
A, B, and D are incorrect. The responsibilities to assess career options (A) and to design a career path that matches organizational goals (B) belong to the individual. Identifying personal abilities and interests (D) is a mutual responsibility, whereas matching organizational needs with individual abilities is primarily the organization’s responsibility.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1183). McGraw-Hill Education. Kindle Edition.
62.What is the best way to teach a kinesthetic learner?
A.Create interactive practical exercises that require manipulation or touch
B.Rely on taped recordings for support
C. Use PowerPoint for visual context
D.Break up the class into small discussion groups
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1149). McGraw-Hill Education. Kindle Edition.
62.A is correct. Interactive practical exercises that require a learner to manipulate or touch material to learn particularly stimulates a kinesthetic learner.
B, C, and D are incorrect.
B is incorrect because recordings primarily stimulate auditory learners.
C is incorrect in that PowerPoint slides primarily stimulate visual learners.
D is incorrect in that small discussion groups do not create the practical exercises that best stimulate a kinesthetic learner.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1183). McGraw-Hill Education. Kindle Edition.
63.What post-training evaluation method utilizes performance evaluations to measure success?
A. Reaction
B. Learning
C. Behavior
D. Results
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1149). McGraw-Hill Education. Kindle Edition.
63.D is correct. Kirkpatrick’s Four Levels of Evaluation includes results (that is, how the training program affects organizational goals), which are effectively done by an analysis of worker performance evaluations.
A, B, and C are incorrect.
A measures reaction such as post-training evaluation forms.
B measures learning, specifically, how the training affected a person’s knowledge, skills, or abilities.
C measures behavior such as how the training affected a participant’s behavior on the job after completing the training.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1183). McGraw-Hill Education. Kindle Edition.
64.Which quality control tool prioritizes categories from most frequent to least frequent?
A. Histogram
B. Flow analysis
C. Pareto chart
D. Check sheet
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1149-1150). McGraw-Hill Education. Kindle Edition.
64.C is correct. The Pareto chart is a vertical bar graph on which the bar height reflects the frequency or impact of effects, with the bars arranged in descending order from left to right.
A, B, and D are incorrect.
A is incorrect because a histogram is simply a graphic representation of the distribution of a single type of measurement.
B is incorrect in that a flow analysis is a diagram depicting the steps, i.e., flow, involved in a process.
D is incorrect in that a check sheet is a tool used to collect and analyze data by simple check marks.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1183-1184). McGraw-Hill Education. Kindle Edition.
65.What type of information is provided by succession plans?
A. Job applicant data
B. “Chain-of-command” information
C. Job success measures
D. Candidate availability data
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1150). McGraw-Hill Education. Kindle Edition.
65.D is correct. Succession plans are planning tools created to anticipate managerial staffing requirements and contain summary availability information of identified candidates.
A, B, and C are incorrect. Job applicant information, chain of command information, and job success measures are not the subject matter addressed in succession planning.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1184). McGraw-Hill Education. Kindle Edition.
66.Management and leadership differ in that:
A.Management creates a vision; leadership establishes the process.
B.Management delegates authority; leadership communicates direction.
C.Management directs people; leadership motivates people.
D.Management creates vision and strategies; leadership provides structure.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1150). McGraw-Hill Education. Kindle Edition.
66.C is correct. Management is controlling day-to-day operations, adding a degree of order and consistency to an organization. The objective is to accomplish results through direction, organization, structure, and systems. Leadership is the ability to influence others to accomplish a predetermined goal and get results.
A, B, and D are incorrect. All three choices contain elements inconsistent with management or leadership.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1184). McGraw-Hill Education. Kindle Edition.
67.Which of the following best describes a learning culture?
A.Your company promotes attending lunch-and-learn sessions where employees on other teams teach others a competency that they’ve developed on the job.
B.Your company allows you to use paid time off to attend a conference.
C.Your company encourages employees to join professional associations.
D.Your company promotes attending staff meetings to hear about new company initiatives.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1151). McGraw-Hill Education. Kindle Edition.
67.A is correct because a learning culture is one where the values and practices of an organization encourage employees to invest time into their development, increasing competence in areas that affect their work quality.
B, C, and D are incorrect.
B is incorrect because using paid time off is a benefit of an organization that an employee can use for anything they choose to. A true learning culture would encourage that the employee attends the training conference without using this benefit.
C is incorrect because, while it is great for an employee to join a professional association, a true learning culture would encourage, and pay for, an employee to join an association that provides training and development opportunities aligned to business results.
D is incorrect because just participating in a staff meeting to hear organizational announcements has little to do with learning or development. It is simply an opportunity to stay informed.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1184-1185). McGraw-Hill Education. Kindle Edition.
68.An employee attended a training session on project management. She was prompted to do so after her last performance evaluation where she was rated as “needs improvement” in the area of project management. She is now in her performance review meeting almost a year later, and her manager rates her as “needs improvement” again in the same area and suggests further training. The employee is unwilling to attend more training. Why do you think she is resistant to the idea of attending another training session?
A. Change tolerance
B. Peer pressure
C. Nonsupportive manager
D. Lack of trust
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1151). McGraw-Hill Education. Kindle Edition.
68.D is correct. This employee may feel as though training didn’t work for her before so there is little trust in the same training session being effective. To help this employee get over this barrier, the manager should work with her to develop an individual learning/development plan. This will help her commit to continuing to develop because there will be buy-in on her part.
A, B, and C are incorrect. These are all barriers or objections to learning; however, none of the choices describes what this employee is experiencing.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1185). McGraw-Hill Education. Kindle Edition.
69.A characteristic of a learning organization is:
A.The organization adapts to changes as the environment changes.
B.Learning is accomplished on a unit-by-unit basis in the organization.
C.Importance is placed on what to learn, not how to learn.
D.The organization has the primary responsibility for learning.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1151). McGraw-Hill Education. Kindle Edition.
69.A is correct. A learning organization identifies and adjusts to change quickly as environmental changes occur.
B, C, and D are incorrect. In a learning organization, learning is accomplished by the organization as a whole; importance is placed on how to learn, not just what to learn; and people take primary responsibility for their own learning.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1185). McGraw-Hill Education. Kindle Edition.
70.Dr. Geert Hofstede theorized that two cultural constructs, power distance and high-context/low-context cultures, can have a great influence on workplace values. The degree to which less-powerful members of institutions and organizations accept that power is distributed unequally, one of Dr. Geert’s constructs, is known as:
A. Uncertainty avoidance
B. Individualism/collectivism
C. Power distance
D. Long-term/short-term orientation
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1151-1152). McGraw-Hill Education. Kindle Edition.
70.C is correct. Power distance refers to the extent to which less powerful organizational members expect and accept that the power is distributed unequally.
A, B, and D are incorrect.
A (uncertainty avoidance) reflects the extent to which members of a society cope with anxiety by minimizing uncertainty.
B (individualism/collectivism) refers to the extent to which people are expected to stand up for themselves and choose their own affiliations.
D (long-term/short-term) refers to the degree to which society embraces long-term devotion to traditional, forward-thinking values.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1185-1186). McGraw-Hill Education. Kindle Edition.
