NEW
Font size
S
M
L
XL
WorksheetsS | M03 Post-exam
Total questions: 50
Worksheet time: 50mins
Name
Class
Date
1.
What plays an important role in the overall fairness of the performance evaluation system?
a)
Good documentation
b)
Goal setting
c)
Employee’s self-assessment
d)
Performance appraisal errors
2.
Which of the following is the most important reason to train managers on performance management processes?
a)
Increase effectiveness of HR
b)
Manage risk exposure
c)
Support organizational goals
d)
Prevent attrition
3.
What is the best approach to create a positive Return On Investment (ROI) for a training plan?
a)
Increase the training budget until productivity goals are met
b)
Change the current key performance indicators
c)
Establish a learning effectiveness measurement approach
d)
Implement the balance scorecard methodology
4.
In the measurement of job performance, the use of descriptive words such as "above average, average and below average" on a rating scale is called a
a)
standard rating scale.
b)
benchmark rating scale.
c)
performance rating scale.
d)
behaviorally anchored rating scale.
5.
In order to attract and retain talented employees, managers will need to:
a)
delegate development responsibilities to HR.
b)
identify development opportunities for their staff
c)
work closely with the internal recruitment team.
d)
create new positions to engage the people they manage.
6.
Effective succession planning systems are integrated with an organization's:
a)
recruitment and retention plans.
b)
mission statement.
c)
compensation and benefit programs.
d)
performance management process.
7.
Volunteering, networking, and expanding business knowledge are ways to:
a)
develop professionally.
b)
hire successfully.
c)
get leadership experience.
d)
give back to the community.
8.
What is the most common mistake in succession planning?
a)
Focusing only on top management
b)
Looking only internally for candidates
c)
Communicating processes only to supervisors
d)
Relying only on performance evaluations
9.
Which of the following is the most important solution to address lack of trust in the knowledge transfer process?
a)
Encouraging innovation
b)
Improving communication
c)
Increasing rewards
d)
Implementing job rotations
10.
A company is struggling with hiring new employees due to a tight labor market. How does this impact the company's talent development plan?
a)
Other companies do a better job of attracting and developing their employees.
b)
Talent management is likely to become a key source as a competitive advantage
c)
The responsibility for talent development must shift from the corporation to the individual.
d)
The job requirements have become more complex over time but the level of candidates' proficiency has not improved much.
11.
A trainee learning carpentry or plumbing who learns by working alongside a skilled crafts worker is called
a)
journeyman.
b)
an apprentice.
c)
a novice.
d)
a blue-collar assistant.
12.
An important advantage of on-the-job training is that it
a)
allows employees to learn at their own rate without any pressure to produce.
b)
provides immediate transfer of training.
c)
reduces the costs of supervision.
d)
provides for greater group interaction.
13.
The first step in designing a training program is to
a)
translate the training needs into behavioral objectives.
b)
determine whether the training will take place on- or off-site.
c)
identify how the training will be evaluated.
d)
estimate the amount of time needed for the training.
14.
The first step of the systems model of training is to
a)
pretest trainees
b)
develop criteria
c)
conduct training
d)
assess training needs
15.
The BEST method for conducting a training needs analysis when data needs to be obtained from a large number of employees is
a)
interviews.
b)
observations.
c)
questionnaires.
d)
focus groups.
16.
What is the MAIN drawback of overcoming resistance to change through a strategy of education and communication?
a)
Too expensive
b)
Can be very time consuming
c)
Tends to breed suspicion
d)
Tends to be resented by union leaders
17.
________ is not a valid criticism to lecture as a training method.
a)
It provides no practice
b)
Only a small amount of information can be transmitted
c)
It doesn’t allow active participation
d)
It provides no feedback to learner
18.
The MAJOR benefit of using a computer simulation such as a business game in a training program is that
a)
It produces higher ratings of the training program since business games are fun.
b)
It allows participants to examine the long-term consequences of their decisions.
c)
It creates a learning environment that is real rather than artificial.
d)
It allows participants to invest small sums with the potential of earning a reasonable profit.
19.
If evaluators compare the company's absenteeism and turnover rates from before and after a training program, which type of criteria are the evaluators using?
a)
behaviors
b)
results
c)
reactions
d)
learning
20.
The four criteria proposed for evaluating training programs include reactions, learning, results, and
a)
motivation.
b)
attitudes.
c)
behavior.
d)
feedback.
21.
The BEST reason for presenting a training program is because
a)
it has been highly advertised.
b)
competitors are using the training.
c)
it contributes to the organization's goals and objectives.
d)
of concern about federal agency pressure.
22.
A major benefit of off-the-job training is that
a)
it is generally less expensive
b)
it provides immediate transfer of training
c)
employees produce while they learn
d)
job-related distractions are minimized
23.
Which of the following is usually the main role of employees during contributions appraisals?
a)
to defend their work performance
b)
to sit quietly and listen to their supervisors
c)
to complete skills and interest inventories
d)
to set goals and plans for the future
24.
The BEST strategy for reducing the problems of transfer of training is
a)
to have the trainee develop an action plan for implementing the new learning.
b)
to have the trainee practice the learning longer in each training session.
c)
to provide more immediate feedback during the training period.
d)
to lengthen the training time over additional training periods.
25.
What is a characteristic of an adult learner?
a)
Directed by others
b)
Resistant to change
c)
Inflexible
d)
Focus on “real-world” issues
26.
What activity is necessary for successfully implementing a knowledge management system?
a)
Establishing a 24-hour help line
b)
Identifying situations in which knowledge is lost or underutilized
c)
Deleting unnecessary knowledge from the database
d)
Writing an article for the company newsletter
27.
The definition of organizational development emphasizes the use of planned interventions. What best describes the purpose of these interventions?
a)
To develop an organization’s competitive advantages
b)
To use collaborative processes to develop new products and services
c)
To enhance effectiveness and efficiency and increase employees’ well-being
d)
To align the organization’s resources with its strategic objectives
28.
Which of the following is not an issue associated with managing knowledge resources?
a)
Providing ways for many organization experts to contribute content
b)
Distributing and storing organizational knowledge in meaningful ways
c)
Incorporating methods to distribute local knowledge content
d)
Preventing informal knowledge sharing in the organization
29.
What will best position an organization to handle resignations of key leaders?
a)
Talent pool of potential leaders from external sources
b)
Integrated succession management and leadership development program
c)
Focused development program for one or two key leaders
d)
Managers who have moved through the ranks of the organization
30.
What is the most important consideration when developing an engagement strategy?
a)
Ability to implement across all the organization’s departments/divisions
b)
Alignment with business results
c)
Cost of initiatives
d)
Management resistance
31.
A career development program that consists of developing a sequential series of jobs for a new employee to follow is called
a)
career counseling.
b)
career pathing.
c)
job posting.
d)
sequential positioning.
32.
The process of explaining the job to the learner, demonstrating the job, and then having the learner perform the job under the trainer's supervision is called
a)
elemental
b)
coercive instruction.
c)
job instruction training.
d)
vestibule training.
33.
Why should HR conduct employee focus groups before a project plan of change is finalized?
a)
To encourage employees to ask questions and express their reactions
b)
To present the plan orally before management communicates it in writing
c)
To influence those opposed to the tentative plan through peer pressure
d)
To present management's case that there is a need for dramatic change
34.
Which of the following would be MOST helpful to an organization in obtaining commitment from managers when planning major changes with the performance appraisal process?
a)
Evaluate the OD effort.
b)
Conduct intergroup activity interventions.
c)
Have HR coach the managers on the use of the new process.
d)
Ask the managers what changes they think should be made.
35.
An OD intervention refers to
a)
a series of planned activities designed to improve organizational functioning.
b)
the adoption of new technology.
c)
a new organizational social system.
d)
a change in the technological structure.
36.
Evaluations made by clients would be used in which type of performance appraisal?
a)
Subordinate appraisal
b)
Team appraisal
c)
Self appraisal
d)
360 degree appraisal
37.
Which of the following would probably increase rather than decrease the level of conflict between two groups?
a)
exchange members between groups
b)
find a common enemy
c)
have them participate in joint social activities
d)
engage in competitive events together
38.
One of the MOST effective methods for creating attitude change is
a)
lecture.
b)
vestibule.
c)
role-playing
d)
individual case study.
39.
A performance meeting allows the employer and employee to discuss the facts and how the employee′s performance is affecting the organization. What else should be part of a performance meeting?
a)
Steps for corrective action
b)
Peer review
c)
Discussion with senior leadership
d)
Dispute resolution
40.
What do the basic principles of adult learning provide?
a)
Basis for how adults learn
b)
Training needs
c)
Training methods
d)
Training policies
41.
Adult learning theory include all the following principles except
a)
Learning is experience-based
b)
Learning is problem-centered
c)
Learning is enhanced by active participation
d)
Learning doesn't require learners' involvement
42.
An organizational development technique that aims to improve the performance and interaction within a specific group of employees is:
a)
teambuilding.
b)
technical skills training.
c)
human factors engineering.
d)
survey research.
43.
Graphic rating scale is
a)
job evaluation method
b)
wage curve tool
c)
performance appraisal procedure
d)
job analysis technique
44.
An organizational chart showing the employees who hold various positions and their most likely replacements.
a)
Replacement chart
b)
Regression analysis
c)
Staffing plan
d)
Workforce analytics
45.
To manage high turnover, employers have to:
a)
increase salaries
b)
train managers
c)
implement work life programs
d)
interview all leavers
46.
As a manager for Potential employees, you have to:
a)
contact executive team asking for subordinate promotion
b)
raise salary
c)
develop and counsel
d)
support employee in personal issues
47.
Utility analysis of training programs is
a)
a cost-benefit analysis of training.
b)
a process of learning
c)
a meeting to build better functioning team
d)
preparing for future talent needs
48.
What is a measure of the business impact of an OED initiative?
a)
Monitoring time expended to build pipeline
b)
Retention rate for high-value employees
c)
Time invested by OED team in identifying causes and solutions
d)
Cost of delivery of a mentoring program
49.
Retention strategies include
a)
attractive retirement plans
b)
diminishing career dvelopment
c)
cutting training costs
d)
cancelling realistic job previews
50.
The process of acquiring new knowledge or skills in a training environment and then transferring the same knowledge and skills to an actual job situation.
a)
Transfer of training
b)
Task analysis
c)
Socialization
d)
Separation
Reset
