219 HRM SE – IL - HRM - 03 Learning and Development

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MBA SEM-IV 2021-22 Online Exam

S. P. Mandali's
Prin. N.G.Naralkar Institute of Career Development & Research
536 Shaniwar Peth, Appa Balwant Chowk (ABC Chowk) Pune-411030

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MBA SEM-IV 2021-22 Online Exam

Total Questions : 25
Per Questions Mark : 1
Passing Mark : 10

The following training aims to provide broad training to enable the trainee to take up a wide variety of tasks within his field of specialisation

Demonstration

On-the-job training

Apprenticeship

All of the above

Clear selection

The following is not a on the job training method

Understudies

Job rotation

Management by objectives (MBO)

Case study method

Clear selection

The following is vertical expansion of the job

Job rotation

Job enrichment

Management by objectives (MBO)

All of the above

Clear selection

______is widely used for human relations and leadership training

Business games

Role playing

Case study method

Job rotation

Clear selection

Training is most effective in resolving:

Skill gaps

Attitudinal problems

Poor motivation

Attendance issues

Clear selection

Which item is NOT an example of an indirect training cost?

Overtime

Increased scrap

Room and food charges

Low productivity

Clear selection

A key principle of adult learning suggests that adults:

Are keenly open to change

Tend to be problem centred

Do not need theoretical knowledge, just practical applications

Prefer a relaxing "lecture style" training delivery

Clear selection

The evolution of training activities has moved towards:

Specific on the job requirements using technology as the learning coach

Time and motion studies

Needs driven by productivity and efficiency concerns

Identifying opportunities to build intellectual capital

Clear selection

One of the differences between pedagogy and androgogy is that:

Adult motivation is primarily intrinsic not extrinsic

Adults are keenly receptive to change

Adults are oriented to learning using a subject centred approach

All of the above

Clear selection

When structuring training objectives, the trainer should:

Give trainees a clear understanding of what to expect

Isolate all learning objectives in a single learning domain

Encourage trainees to evaluate whether they can omit certain course objectives

All of the above

Clear selection

An example of a technical barrier to effective performance is:

Group norms

Poor job design

Ineffective feedback

All of the above

Clear selection

Training works best under which of the following conditions:

The task is easy and perfection is not required

Correct performance is critical

The task is infrequently performed

None of the above

Clear selection

Considering the principles of adult learning, adults should:

Be graded on a curve, the normative approach of comparing learners with one another for the purposes of ranking

Be evaluated against attainment of specific criteria and not compared publicly to their peers

Be evaluated on personal progress against historical mastery levels, criterion related evaluation

None of the above

Clear selection

Which of the following is not true about training?

Training is independent activity and not related to Organizational Strategy.

Training is coherent whole with each program building on the learning from previous program

Training is developed and implemented in partnership with line managers.

Approach Training as a process and not just a program.

Clear selection

What is a learning organization?

An organization which facilitates the learning of all its members and continuously transform itself.

An organization in which the managers are encouraged to develop

An organization which facilitates the learning of all its members in order to preserve the status quo

An organization which does a lot of training on an ad hoc basis

Clear selection

Learning to prepare the individual related to specific future job is called:

Training

Counseling

Development

Education

Clear selection

Training needs assessment is usually related to:

Organizational performance

Individual

Both organizational and individual performance

None of the above

Clear selection

Which of these is the benefit of needs assessment?

Assessment makes training department more accountable

Higher training costs

Loss of business

Increased overtime working

Clear selection

The next step to Training Needs Analysis is:

Determines who should receive training first

Enables managers to work out the cost of training

Identifies the training objectives

Provides a profile of an individual’s training need.

Clear selection

An effective training design should be

Learner-focused

Trainer focused

Company focused

Environment focused

Clear selection

How does training and development offer competitive advantage to an organisation?

Removing performance decencies

Deficiency is caused by a lack of ability

Individuals have the aptitude and motivation to learn

None of the above

Clear selection

Which of the following is a method used in group or organisational training needs assessment?

Consideration of current and projected changes

Rating scales

Interviews

Questionnaires

Clear selection

Which of these is an off - the - job training method?

Television

Job rotation

Orientation training

Coaching

Clear selection

Which of the following is a learning principle?

Recognition of individual differences

Schedules of learning

Transfer of learning

All of the above

Clear selection

The most flexible type of training in which employees are trained while performing the tasks and responsibilities associated with the job is classified as________.

Informal training

Formal training

On the job training

Off the job training

Clear selection

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