Module 4

Question 1

It is a process by which an organization’s HRD needs are identified and articulated.

Answer 1

Needs Assessment/Need Analysis

Question 2

It is a systematic process used by organizations to identify and articulate their HRD (Human Resource Development) needs. It serves as the foundation for planning effective training and development programs.

Answer 2

Needs Assessment/Need Analysis

Question 3

A needs assessment helps in determining whether the organization is meeting its goals effectively.

Answer 3

Identify Organizational Goals and Effectiveness

Question 4

It helps in identifying gaps between the current skills of employees and the skills required for their current job performance.

Answer 4

Identify Skill Gaps

Question 5

It also identifies the skills that employees will need in the future to perform their jobs successfully

Answer 5

Future Skill Needs

Question 6

A needs assessment also considers the environment or conditions under which training or HRD activities will occur.

Answer 6

Determine Conditions for HRD Activities

Question 7

Needs assessment can be complex and time-consuming, requiring analysis at multiple levels.

Answer 7

Time-Consuming Process

Question 8

Some managers prefer to jump straight into action rather than spend time on research.

Answer 8

Action Over Research

Question 9

There might be assumptions that needs assessment is unnecessary because existing information already outlines the organization’s needs.

Answer 9

Incorrect Assumptions

Question 10

Sometimes, there is a lack of support from top management for conducting a needs assessment.

Answer 10

Lack of Support

Question 11

It refers to a discrepancy or gap between what an organization expects to happen and what actually occurs.

Answer 11

Need

Question 12

It refers to a discrepancy or gap between the current state of performance or capability within an organization and the desired level of performance or capability.

Answer 12

Training or HRD Need

Question 13

It occurs when there is a difference between the actual performance of employees and the performance expected by the organization.

Answer 13

Performance Gap

Question 14

It is the difference between the skills employees currently have and the skills required to perform their jobs effectively

Answer 14

Skills Gap

Question 15

It focuses on the factors that lead to effective performance and prevent performance problems, rather than emphasizing existing issues.

Answer 15

Diagnostic Needs

Question 16

It focus on understanding factors that lead to effective performance and preventing performance problems, rather than merely addressing existing issues

Answer 16

Diagnostic Needs

Question 17

It identifies new or better ways to perform tasks. These needs are generally discovered by intuition, insight, or expert consideration.

Answer 17

Analytic Needs

Question 18

It involve discovering new or improved methods for performing tasks, often driven by insights or expert evaluation.

Answer 18

Analytic Needs

Question 19

It is needs mandated by law. They most often involve mandated training programs, such as safety training, food handling, or compliance with healthcare regulations.

Answer 19

Compliance Needs

Question 20

It refer to requirements mandated by laws or regulations that necessitate specific training or HRD activities to ensure adherence.

Answer 20

Compliance Needs

Question 21

It is a process used to better understand the characteristics of an organization to determine where training and HRD efforts are needed and the conditions under which they should be conducted.

Answer 21

Strategic/Organizational Analysis

Question 22

It is a process used to better understand the characteristics of an organization to determine where training and HRD efforts are needed and the conditions under which they should be conducted.

Answer 22

Strategic/Organizational Analysis

Question 23

It is a process used to understand the overall characteristics, goals, and needs of an organization to determine where training and Human Resource Development (HRD) efforts should be focused.

Answer 23

Strategic/Organizational Analysis

Question 24

It identifies areas that are meeting targets and those that are not.

Answer 24

Organizational Goals

Question 25

This aspect looks at the resources available within the organization, such as financial resources, facilities, and employee expertise. It helps determine what is feasible for HRD efforts and how they should be designed.

Answer 25

Organizational Resources and Core Competencies

Question 26

It affect how receptive employees are to training and development programs.

Answer 26

Organizational Culture and Climate

Question 27

It is a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance.

Answer 27

Task Analysis/Operations Analysis

Question 27

It is a systematic process of gathering detailed information about a specific job or group of jobs to determine what employees need to learn to perform their tasks effectively.

Answer 27

Task Analysis/Operations Analysis

Question 27

It is external factors, such as legal, social, political, and economic issues, that can impact the organization and its HRD efforts.

Answer 27

Environmental Constraints

Question 28

It develop a comprehensive job description that outlines the major activities and conditions involved in performing the job.

Answer 28

Overall Job Description

Question 29

It identifying the key tasks within a job, how they should be performed, and the variability in actual performance.

Answer 29

Task Identification

Question 30

It identify the specific knowledge, skills, abilities, and other characteristics required to perform the tasks effectively.

Answer 30

Identify What It Takes to Do the Job (KSAOs)

Question 31

It focuses on determining which tasks and KSAOs should be included in HRD programs.

Answer 31

Identify Areas for Training and HRD

Question 32

It must prioritize the tasks and KSAOs identified in the previous steps to determine which should be addressed first in training programs.

Answer 32

Prioritize Training Needs

Question 34

It is the part of the needs assessment process that reveals who needs to be trained, and
what kind of training they need

Answer 34

Person Analysis

Question 35

It is a process used to identify the specific training needs of individual employees. It focuses on evaluating how well each employee performs their job tasks and determining what kind of training or development they need to improve their performance.

Answer 35

Person Analysis

Question 36

It is a global analysis and overall evaluation of an individual employee’s performance. It is a classification of an individual as a successful versus unsuccessful performer.

Answer 36

Summary Person Analysis

Question 37

It is a global analysis and overall evaluation of an individual employee’s performance. It is a classification of an individual as a successful versus unsuccessful performer.

Answer 37

Summary Person Analysis

Question 38

It involves evaluating the overall performance of an employee. It helps determine if an employee is meeting the expected standards of their job.

Answer 38

Summary Person Analysis

Question 39

It determines why the results of individual employee behavior occur and how individual’s knowledge, skills, abilities, and other characteristics (KSAOs), effort, and environmental factors combine to yield the summary person analysis.

Answer 39

Diagnostic Person Analysis

Question 40

It goes deeper by trying to understand the reasons behind an employee’s performance

Answer 40

Diagnostic Person Analysis

Question 41

It assume that a needs assessment reveals multiple needs, management and the HRD staff must prioritize these needs.

Answer 41

Prioritizing HRD Needs

Question 42

It involves determining which training and development requirements should be addressed first, especially when there are multiple needs and limited resources.

Answer 42

Prioritizing HRD Needs

Question 43

It works best when individuals throughout the organization are involved

Answer 43

Participation in the Prioritization Process

Question 44

It refers to involving various individuals and groups within an organization in the decision-making process about which HRD (Human Resource Development) needs should be addressed first.

Answer 44

Participation in the Prioritization Process

Question 45

It is to meet regularly and review needs assessment and evaluation data and offer advice on the type and content of HRD programs to be offered

Answer 45

HRD Advisory Committee

Question 46

It is a group within an organization formed to continuously assess and prioritize HRD needs. This committee meets regularly to review data on employee needs, evaluate current HRD programs, and recommend new or improved HRD initiatives.

Answer 46

HRD Advisory Committee