The term learning curve or experience curve is used to describe the ………………………………… process.

The learning process comes to an end when the individual ………………………………………………………

Learning Theory States that Individual should be …………………………….. To learn.

Different people have …………………………… learning styles or preferences.

Peter Honey and Alan Mumford have drawn up a popular classification of …………………. Learning styles.

Which of the following is not the learning style of Peter Honey and Alan Mumford?

A. Theorists

B. Reflectors

C. Followers

D. Activists

E. Pragmatists.

…………………………….. Individual learn by doing and acting. They like to have their hand dirty, are excited by participation and pressure such as new project, tend to rush something without due preparation.

………………………………. Individual likes to see how theory is put into practice in the real world. They find abstract theories and concepts of no use unless they can see their relevance to practical action. They also discard new idea which only required some development.

………………………………. Individuals like to understand the theory that supports the practice. They learn with facts, concepts and models.

……………………………………. Individuals learn by observing and thinking about what he has seen. They prefer to avoid jumping in to a task, and prefer to watch from sideline. Need to work at their own pace.

Find learning difficult if forced into a hurried program.

The Kolb Learning Cycle can be summarized into following parts.

A. Experiencing

B. Reflecting.

C. Developing Concepts.

D. Acting.

The ……………………………….. Is an organization that facilitates the learning of all its members, acquisition and sharing of knowledge , in order continuously and strategically to transform itself in response to a rapid changing and uncertain environment.

……………………………………………….. Is one method by which an organization may seek to improve the performance of its staff?

The learning by doing approach based on Kolb’s learning cycle begins with act.

Put the following stages of the cycle into the correct order.

1. Suggest principles

2. Apply principles

3. Analyze action.

4. Act

……………………. Is 'the growth or realization of a person's ability and potential through the provision of learning and educational experiences'.

……………………………….. Is defined as that knowledge acquired gradually, by learning and instruction.

Education and training have no similarity between each other. Education cannot be an element in training.

There are similarities between training and development, and training can be an element in the development of an individual.

………………………….. Improve basic knowledge, skills and attitudes while ……………………………. Is related to a work environment and improving performance at work.

A. Education

B. Development

C. Attitude

D. Training

Effective Training can by itself improve performance problems arising out of: Bad management, Poor job design, Poor equipment, workplace layout or work organization, Lack of aptitude or intelligence, Poor motivation (training gives a person the ability, but not necessarily willingness)

One of the drawback of Self assessment for training is that employee’s may be reluctant to admit to performance deficiencies.

……………………. May be defined as the gap between what people should be achieving and what they actually are achieving.

Training needs are also known as Learning Gaps.

Skill Audit is also known as ……………………………….. Audit.

To determine the comprehensive current level of competence, skill, knowledge in the workforce.

Companies conduct a ………………….. Audit.

……………………………………... Is a course in which employee work in the company take one day a week their class in a local collage or training center for theoretical learning?

……………………… course allow six month of collage and six month of work, in rotation, for two or three year.

E-learning is not a computer base learning program.

Computer base training (CBT) is also called as Computer- assisted learning (CAL).

…………………………………. Maximizes transfer of learning by incorporating it into ‘real’ work.

…………………………………..an individual is promoted into his/her superior's position whilst the superior is absent. This gives the individual a chance to experience the demands of a more senior position.

OGDC Chief Manager production appoint for a time being Mr. Jawed as Assistance to Senior Manager production Mr. Kamil in order gain experience for it’s the new position and to learn new or more demanding role. What is the Method of Training is that?

Induction is the process where a person is formally introduced and integrated into an organization or system.

Which type of training minimizes risk but does not always support transfer of learning to the job?

Induction is not an ongoing process.

………………………………. Department is centrally concerned with developing individual.

……………………………….. Work’s with Human Resource Department for training and development of the employees.

Helix Pharmacy Transfer its accountant to work with its sales team for the period of 4 months in order to spend some time away from the normal working environment in the other department as part of the project.

This is an example of -

………………………………….. Means observing the result of the course and measuring weather the training objectives have been achieved.

Evaluation of training means …………………………………..

When an organization attempts to improve managerial effectiveness through a planned and deliberate learning process.

For example offering its junior managers a MBA Degree program, or plan to increase their managerial responsibility is a part of ……………………………….

Which of the following is a stage in Kolb’s learning cycle?

…………………………. Is a process of learning through experience and doing work?

Secondment is also known as temporary promotion. Or they both mean the same.

Job rotation and secondment also mean the same.

Job enrichment, also called as horizontal job enlargement.

Vertical job enlargement is also called job enlargement.

Responsibility of the training and development lies not on the employer but on the individual it’s self. Mean that people should seek to develop their own interest.