Employee Development Study Guide Questions
Course Introduction
Employee Development explores the theories, practices, and strategies involved in enhancing employees skills, knowledge, and abilities in the workplace. This course covers various topics such as training needs analysis, instructional design, on-the-job and off-the-job training methods, mentoring and coaching, career development initiatives, and the evaluation of training effectiveness. Students will gain insights into how employee development aligns with organizational goals, increases job satisfaction, fosters engagement, and supports talent management. Practical case studies and real-world applications empower learners to design and implement effective development programs for diverse workforces.
Recommended Textbook
Human Resource Development 5th Edition by Jon
M. Werner
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16 Chapters
900 Verified Questions
900 Flashcards
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Chapter 1: Introduction to Human Resource Development
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Sample Questions
Q1) A challenge currently facing the HRD field is:
A)Increasing workforce diversity
B)Competing in a global economy
C)Eliminating the skills gap
D)All of the above are challenges HRD faces
Answer: D
Q2) Strategic management involves all of the following except?
A)Strategy formulation
B)Control
C)Strategy recording
D)Strategy implementation
Answer: C
Q3) The Human Relations movement began as an 'anti-factory' movement due to poor working conditions in many factories.
A)True
B)False
Answer: True
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Chapter 2: Influences on Employee Behavior
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Q1) A major goal of HRD efforts includes all except:
A)Stay within budget
B)Help employees attain their goals
C)Improve organizational performance
D)Change employee behavior
Answer: A
Q2) Behavior modification principles suggests four choices for controlling an employee's behavior. These include all of the following EXCEPT:
A)positive reinforcement
B)termination
C)extinction
D)negative reinforcement
Answer: B
Q3) The behavioral intentions model:
A)Explains why attitudes always predict actual behaviors
B)Impact behavior only to the extent that they influence one's intentions
C)Is the best way to evaluate a training program
D)Has no link to employee's intentions to use what they learn during a training program.
Answer: B
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Page 4
Chapter 3: Learning and HRD
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Q1) Active practice involves
A)The trainee repeatedly performing the task to be learned
B)The trainee mentally rehearsing what is being learned
C)Both A & B are active practice
D)Neither A or B is active practice
Answer: A
Q2) Suppose an attribute-treatment interaction was found between the type of computer training provided (lecture versus self-paced) and the learning styles of different trainees. In particular, trainees who were strong in Abstract Conceptualization (AC) did much better in the self-paced training than did trainees who scored lower on this attribute. Based on this, if the trainer wants the most effective outcomes possible, which of the following statements is TRUE?
A)all trainees should receive lecture-based training
B)all trainees should receive self-paced training
C)trainees who score low on AC should not be placed in the self-paced training condition
D)trainees who score low on AC should not be placed in the lecture-based training
Answer: C
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Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) Linking the organizations strategic plan to HRD activities for operating managers:
A)May increase support for HRD programs
B)Will lower motivation of trainees
C)Should not be done
D)Does not matter
Q2) A diagnostic person analysis looks at:
A)A classification of an employee as a successful or unsuccessful employee
B)A global analysis of employee performance
C)An overall evaluation of an employee
D)Why an employee behaves the way they do
Q3) A needs assessment is often not conducted for which of the following reasons?
A)It can be difficult and time consuming to do
B)Line managers prefer action to research
C)There is lack of support from management for this step
D)All of the above are true
Q4) A job analysis is the systematic study of the environment job is performed within.
A)True
B)False
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Chapter 5: Implementing HRD Programs
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Sample Questions
Q1) A common example of self-paced training is:
A)Listening to a lecture
B)Driving a car
C)Flyring and airplane
D)Computer training
Q2) Role plays are very seldom used by organizations for training?
A)True
B)False
Q3) Structured on the job training is normally conducted by a trainer who is assigned and recognized and rewarded for the job.
A)True
B)False
Q4) Mentoring involves:
A)The learner and his/her supervisor
B)A classroom setting
C)A form of OJT
D)A senior executive
Q5) Computer based training will be less important in the next 20 years.
A)True
B)False
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) It is expected that e-learning use will increase in coming years.
A)True
B)False
Q2) According to Mager and the text a good objective would be:
A)Discuss principles and techniques of computer programming
B)Write a program to calculate arithmetic means using Cobol
C)Illustrate principles and techniques of computer programming
D)Understand how a computer works
Q3) Which of the following is not a major factor in determining how training will be done:
A)How big the budget is
B)How fast you need the program
C)The current stock price of the organizations
D)Trainee characteristics
Q4) When choosing which training method is most effective a trainer should consider all of the following except:
A)Program objectives
B)How the trainer likes to train
C)Time and money available
D)Characteristics and preferences of the trainees
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) To control costs while increasing statistical power Yang et. al. recommend
A)Training more people
B)Placing more people in the control group
C)Faking your results
D)None of the above
Q2) When collecting data which of the following issues is not important?
A)Reliability
B)Validity
C)Effectiveness
D)Practicality
Q3) Internal validity can be affected by all of the following, except:
A)History
B)Maturation
C)Differential selection
D)Statistical abnormality
Q4) A quasi-experimental research design could be:
A)A non equivalent control group
B)A time series
C)A pre post test
D)Both A and B are quasi-experimental designs
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Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Newcomers need all of the following except?
A)accurate expectations
B)a knowledge base
C)other insiders to compare their judgements with
D)a friendly supervisor
Q2) Realistic job previews tend to increase job satisfaction.
A)True
B)False
Q3) According to Schein the dimensions of organizational roles include all of the following except:
A)inclusionary
B)functional
C)hierarchical
D)structural
Q4) Which individual in an organization plays a pivotal role in new employee orientation?
A)staff of HRD department
B)supervisor
C)trainer
D)co-worker
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Sackett and Mullen begin their analysis of nonexperimental research design by asking the question "How much change has occurred".
A)True
B)False
Q2) Relational research involves measuring two or more variables to see if they are measuring the same thing.
A)True
B)False
Q3) A case study research design:
A)Is easy to use to evaluate training
B)Is questionable since there is no pre training information
C)Measures only results
D)Is very commonly used to evaluate training
Q4) Ideally, the control group and the training group have:
A)A lot in common
B)The same scores before training
C)The same supervisors
D)The exact same job description
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) All of the following are types of teams EXCEPT:
A)department
B)quality circle
C)self managed
D)cross functional
Q2) Which of the following is considered a basic employee skill?
A)Windows 98
B)reading
C)simple machine operation
D)driving a car
Q3) TQM stands for Total Quality Management
A)True
B)False
Q4) Teams should be created just to have them.
A)True
B)False
Q5) Apprenticeship training is most common in the Trucking Industry?
A)True
B)False
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Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) The fundamental attribution error
A)Over attributes a behavior to a situation, rather than a cause within a person
B)Over attributes a behavior to luck rather than effort
C)Over attributes a behavior to a cause within a person, rather than the situation.
D)None of the above are true
Q2) Criticism of employees
A)Should be general in nature
B)Should be specific and kept to a minimum
C)Should be saved for the performance review
D)Should never be given
Q3) In coaching, the supervisor:
A)is not involved - it is the training department's problem
B)bears the primary responsibility for the effectiveness of the program
C)assigns employees to the coaching program, but does not get involved in the program
D)is responsible only for the evaluation of the program
Q4) Value shaping is a way to continue and maintain effective performance.
A)True
B)False
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Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) Employees must contact the EAP through their supervisor.
A)True
B)False
Q2) The benefits of health and wellness programs:
A)Have never been studied
B)Generally far outweigh the cost of such programs
C)Are far less than the cost of these programs
D)Have been found to be about the same as the costs of such programs.
Q3) In addition to rising healthcare costs a major factor promoting organizational interest in employees' well-being is:
A)The aging population
B)Immigration reform
C)Globalization
D)Shortage of skilled workers
Q4) EAP's are based on the assumption that work is the cause of an employee's problems.
A)True
B)False
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Chapter 13: Career Management and Development
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Sample Questions
Q1) The 4 career concepts are:
A)Linear, expert, top of the heap and translator
B)Linear, expert, spiral and transitory
C)Lunar, experienced, special and transitory
D)Linear, experimenter, spatial and transitory
Q2) In the 'traditional' employment relationship, employees often felt that had joined the company 'family'.
A)True
B)False
Q3) The systems view of career management includes all of the following except:
A)The people system
B)The job market system
C)The organizational system
D)The management and information system
Q4) Which of the following is not a method to increase career motivation?
A)Define career plateau's
B)Enhance career insight
C)Build career identity
D)Support career self resilience
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Chapter 14: Management Development
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Sample Questions
Q1) According to your text, which of the following is associated with the integrated competency model of management training?
A)planning
B)organizing
C)controlling
D)leadership
Q2) The characteristics approach involves interviewing managers.
A)True
B)False
Q3) The definition of management development includes all of the following except:
A)Providing managers with opportunities to learn and grow
B)A conscious effort by the organization
C)A hope for increasing long term skill levels
D)An analysis of needs
Q4) Prospector, developed by Spreitzer and others is designed to do what?
A)Identify managers with the greatest potential to be international executives
B)Identify potential supervisors
C)Identify managers for US jobs
D)Find new managers for an organization
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Chapter 15: Organization Development and Change
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Sample Questions
Q1) OD enhances the well-being of the members of the organization.
A)True
B)False
Q2) Job enlargement:
A)Provides greater variety in the job
B)Provides varying tasks to employees
C)Moves people into different jobs
D)Increases the work load for the worker
Q3) The first step in designing an intervention strategy is to:
A)Diagnose the environment
B)Develop and action plan
C)Design an evaluation plan
D)Develop a force field analysis
Q4) According to Trahant and Burke the strongest predictor of the success of an Organizational Transformation intervention is:
A)Union acceptance
B)Employee commitment at the lowest levels of the organization
C)Committed leadership in the earliest stages of change
D)Supervisor support
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Executive Order 11246 issued by President Johnson requires federal contractors to undertake affirmative action processes. This impacts federal contracts that are over:
A)$1,000
B)$10,000
C)$100,000
D)$1,000,000
Q2) Treatment discrimination means:
A)Not making jobs available to minorities
B)Not having an affirmative action plan
C)Not promoting white males
D)Not training women for upper level jobs
Q3) Programs that focus on the needs of working mothers include:
A)Flexible work schedules
B)Child care programs
C)Elder-care programs
D)All of the above could help many working mothers
Q4) The status of affirmative action plans is clear and unchallenged.
A)True
B)False
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