Q 1> True or false
Competencies, commitment and culture are interrelated.
a> True b> False
Q2> Fill in the blanks
Competencies commitment and culture are for _____
Ans: HRD.
Q3> main role of HR as a Change agent ____
Ans:
a> quality management
b> intervention strategies
c> Advices management in design and implementation of change strategies.
Q4> Match the following:
Ans:
A> Instructor/Facilitator: presents material and leads and facilitate structural learning experience.
B> Program specialist: identifies the need of learner.
C> Program consultant: advices line management on appropriate intervention.
D> Career counselor: assist individual employees in assessing their competencies and goal.
Q5> Match the following:
A> Human Resource inventory: to fill gaps caused by retirement, turnover,etc
B> Skill inventory: provides an estimates of magnitude of specific need for HRD
C> Attitude survey: good for locating discrepancies between organizational and expectation perceived result.
D> Change in system: new or changed equipment may present HRD.
Q6> Fill in the blank
_____ provide performance review, potential review and long term business objective.
Ans: MBO or work planning and review system.
Q7> Who is interested in value of training?
Ans: a> HRd
B> top managers.
Q8> Competition affects training.
A> true b> false
Ans: true.
Q9> ____ is conducted to help managers, employees and HRD professional make informed decision about particular program and method.
Ans: Evaluation.
Q10> The literature of laced which studies that show the failure of learning to be transferred to job.
a> true b> false
ans: true.
Q11> The main limitation of evaluation the program at reaction level is information can not indicate program meets its objectives beyond ensuring _____ satisfaction.
Ans: participants.
Q12> Because of whose leadership for TQM quality manager across country are upping ante on shop floor training.
Ans: CEO.
Q13> To measure quality of work life include:
Ans: a> safe healthy working condition
b> social revelence .
d> opportunity of career growth.
Q14> performance appraisal is only formal process.
a> true b> false
ans: false.
Q15> reasons of failure of performance appraisal:
Ans: a> lack of appraisal skill.
b> appraisal is not honest.
c> std are unclear.
Q16> through internet based training, HRD professional are able to communicate with learner.
a> true b> false
ans: true.
Q17> match the following
a> Concentration strategy: focuses on increasing market share.
b> Disinvestment: emphasis liquidation and disinvestment of business.
c> Internal growth: to train employee on cultural issues, creative thinking.
d> External growth: team building, cross cultural training.
Competencies, commitment and culture are interrelated.
a> True b> False
Q2> Fill in the blanks
Competencies commitment and culture are for _____
Ans: HRD.
Q3> main role of HR as a Change agent ____
Ans:
a> quality management
b> intervention strategies
c> Advices management in design and implementation of change strategies.
Q4> Match the following:
Ans:
A> Instructor/Facilitator: presents material and leads and facilitate structural learning experience.
B> Program specialist: identifies the need of learner.
C> Program consultant: advices line management on appropriate intervention.
D> Career counselor: assist individual employees in assessing their competencies and goal.
Q5> Match the following:
A> Human Resource inventory: to fill gaps caused by retirement, turnover,etc
B> Skill inventory: provides an estimates of magnitude of specific need for HRD
C> Attitude survey: good for locating discrepancies between organizational and expectation perceived result.
D> Change in system: new or changed equipment may present HRD.
Q6> Fill in the blank
_____ provide performance review, potential review and long term business objective.
Ans: MBO or work planning and review system.
Q7> Who is interested in value of training?
Ans: a> HRd
B> top managers.
Q8> Competition affects training.
A> true b> false
Ans: true.
Q9> ____ is conducted to help managers, employees and HRD professional make informed decision about particular program and method.
Ans: Evaluation.
Q10> The literature of laced which studies that show the failure of learning to be transferred to job.
a> true b> false
ans: true.
Q11> The main limitation of evaluation the program at reaction level is information can not indicate program meets its objectives beyond ensuring _____ satisfaction.
Ans: participants.
Q12> Because of whose leadership for TQM quality manager across country are upping ante on shop floor training.
Ans: CEO.
Q13> To measure quality of work life include:
Ans: a> safe healthy working condition
b> social revelence .
d> opportunity of career growth.
Q14> performance appraisal is only formal process.
a> true b> false
ans: false.
Q15> reasons of failure of performance appraisal:
Ans: a> lack of appraisal skill.
b> appraisal is not honest.
c> std are unclear.
Q16> through internet based training, HRD professional are able to communicate with learner.
a> true b> false
ans: true.
Q17> match the following
a> Concentration strategy: focuses on increasing market share.
b> Disinvestment: emphasis liquidation and disinvestment of business.
c> Internal growth: to train employee on cultural issues, creative thinking.
d> External growth: team building, cross cultural training.
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