Week 6 Flashcards
Training consists of an organisation’s efforts to
Question options:
a) help employees acquire job-related knowledge, skills, abilities and behaviours with the goal of applying these to the job
b) sponsor their employees to part-time courses so that they can enhance their employability
c) provide opportunities for individual employees to improve their knowledge and abilities and prepare them to help the organisation meets its goals
d) help employees take control of their careers to proactively ensure that it is meeting professional and personal objectives
A
To help companies design effective training programmes, HR professionals adopt a process to systematically develop training to meet specified needs, this process is known as
Question options:
a) organisational analysis
b) training needs analysis
c) task analysis
d) instructional design
D
Instructional design logically begins with a needs assessment, this process involves the evaluation of three broad areas, namely
Question options:
a) organisation, market practices, technology
b) strategy, cost, motivation
c) organisation, person, task
d) organisation, government funding, training consultants
C
Person analysis during the training needs assessment is a process for
Question options:
a) identifying and developing potential leaders who require training
b) determining individual’s needs and readiness for training
c) determining the cost of training an individual
d) establishing the performance standards of individuals after they have completed their training
B
The training needs analysis steps of determining performance gaps and prioritizing training needs is part of
Question options:
a) organisation analysis
b) person analysis
c) task analysis
d) environment analysis
C
Readiness for training depends on two broad characteristics of the work environment, these are
Question options:
a) training spaces constraints and budget
b) social support and availability of subject matter experts
c) availability of trainees and social support
d) situational constraints and social support
D
Which technique is best suited when conveying facts or comparing alternatives in training?
Question options:
a) group discussion
b) on-the-job training
c) lecture
d) experiential learning
C
The technique of getting participants to learn concepts and then applying them by simulating the behaviours involved and analysing the activity and connecting it with real-life situations is called
Question options:
a) behavior modelling
b) action learning
c) case study
d) experiential learning
D
The two key considerations when implementing a training program are
Question options:
a) cost and location of training
b) way that help people learn and transfer of learning
c) cost and effectiveness of the trainer
d) correct language and credential of the trainer
B
To effectively measure training success, the measure must focus on
Question options:
a) outcome
b) trainer
c) input
d) cost
A
An outcome measure for training success is
Question options:
a) number of courses conducted
b) numbers of employees trained
c) trainee satisfaction
d) number of training hours
C
A computer application that automates the administration, development, and delivery of a company’s training programmes is known as a
Question options:
a) elearning system
b) computer-based training
c) electronic performance support system
d) learning management system
D
Abilities and knowledge needed to perform specific tasks such as programming, handling a machine is known as
Question options:
a) hard skills
b) soft skills
c) technical skills
d) job specific skills
C
The process where new employees move from being organisational outsiders to organisational insiders is known as
Question options:
a) inboarding
b) onboarding
c) outboarding
d) upboarding
B
The following training programme is classified as diversity training
Question options:
a) cross-cultural training
b) know your customer (KYC) training
c) effective communication training
d) leadership training
A
As development prepares employees for other jobs or positions in the organisation and increase their ability to move into jobs that may not yet existed, it considered to be
Question options:
a) situational-oriented
b) future-oriented
c) skills-oriented
d) promotion-oriented
B
When an employee’s development takes place through a combination of relationships, problems, demands, tasks and other features of his/her job, the development is said to have occurred through
Question options:
a) job enrichment
b) job enlargement
c) job experience
d) job placement
C
A leave of absence from an organisation to renew or develop skills is known as
Question options:
a) sabbatical
b) furlough
c) externship
d) gap-year
B
The 3 key components of a traditional career are
Question options:
a) identity, security and financial rewards
b) identity, enduring and interorganisational mobility
c) identity, enduring and financial & psychological rewards
d) identity, enduring and self-fulfillment
D
A protean career is one where an individual search for
Question options:
a) financial & psychological rewards
b) a global career
c) self-fulfillment
d) interorganisational mobility
C
A boundaryless career is one where an individual search for
Question options:
a) promotion within the organisation
b) self-fulfillment
c) a global career
d) financial rewards
C
The process by which individuals develop, implement and monitor career goals and strategies
Question options:
a) career self-assessment
b) career goal-setting
c) career development
d) career management
D
A glass ceiling refers to a situation where
Question options:
a) there is an invisible barrier caused by the lack of information on an organisation’s succession planning
b) there is an invisible barrier caused by a lack of access to training programs and other developmental opportunities for employees
c) there is an invisible barrier caused by a limited number of promotion opportunities for top jobs
d) there is an invisible barrier that is keeping certain groups of people from attaining the top jobs in organisation despite proven efficiency and capability
D
The data gathering stage of a career management process focuses on
Question options:
a) engaging mentors to help
b) developing a career plan
c) knowing the competencies needed for career success
d) measuring the success
C
Sending an employee to a full-time posting at another organisation to help him/her gain job experience is known as
Question options:
a) transfer
b) internship
c) job rotation
d) externship
D
