Human Resource Development
Chapter Exam Questions
Course Introduction
Human Resource Development explores the strategies, processes, and practices involved in enhancing the skills, knowledge, and capabilities of employees within organizations. The course covers key topics such as training and development, performance appraisal, career planning, organizational learning, and talent management. Students will examine how effective HRD initiatives contribute to organizational success, employee satisfaction, and professional growth. Through case studies and practical applications, learners gain insights into designing, implementing, and evaluating development programs that align with organizational goals and address the dynamic needs of the workforce.
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Human Resource Development 5th Edition by Jon
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Page 2
M. Werner
Chapter 1: Introduction to Human Resource Development
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Q1) The first documented factory school was founded in:
A)1809
B)1917
C)1872
D)1907
Answer: C
Q2) The Smith-Hughes Act of 1917 granted funds to the states to:
A)Build highways
B)Training Managers
C)Build new universities
D)Train people in agriculture, home economics, industry and teacher training
Answer: D
Q3) Lifelong learning means:
A)The same learning for all employees
B)Continuing education for all employees
C)Skills training for all employees
D)Different things for different employees
Answer: D
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3
Chapter 2: Influences on Employee Behavior
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Q1) Outcomes can be either personal to the employee or organizationally focused.
A)True
B)False
Answer: True
Q2) The organization impacts employee behaviors based on:
A)The type, distribution and criteria for rewarding people
B)How much money a person makes compared to others
C)Whether or not there is a bonus
D)Pay has not impact on employee behaviors
Answer: A
Q3) The idea that a supervisor's (or trainer's) expectations for an employee (or trainee) can influence the employee's (or trainee's) behavior is referred to as the:
A)Pygmalion effect
B)vertical-dyad-linkage theory
C)path-goal theory
D)Groupthink theory
Answer: A
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4
Chapter 3: Learning and HRD
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Q1) ATI is the attitude treatment interaction theory
A)True
B)False
Answer: False
Q2) Conducting an 8 hour training program in one 8-hour session starting at 8 am and going until 5 PM (1 hour for lunch) is an example of:
A)Overlearning
B)Active practice
C)Massed practice
D)Spaced practice
Answer: C
Q3) Overlearning
A)would be good for training emergency procedures (e.g., CPR)
B)is a waste of the training budget
C)means that training stops once people have achieved basic mastery of the skill
D)means that the training is over the trainees head
Answer: A
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Chapter 4: Assessing HRD Needs
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Q1) Which of the following is true about a 360 degree performance appraisal?
A)Only the employee's supervisor rates the employee's performance
B)Multiple people will rate each employee's performance
C)Very few companies currently use this method of evaluation
D)It focuses on only one or two perspectives of an employee's job
Q2) There are several data sources recommended for strategic/organizational needs analysis. Which of the following is (are) NOT one of the recommended sources?
A)organizational goals and objectives
B)skills inventory
C)exit interviews
D)performance appraisals
Q3) The process of identifying personal development needs that involves the feedback of peers, subordinates and superiors is known as:
A)performance appraisal
B)360 degree feedback
C)peer review
D)progressive action feedback
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Chapter 5: Implementing HRD Programs
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Q1) Social learning theory suggests we learn best from listening to others talk.
A)True
B)False
Q2) Experiential training methods include all of the following except:
A)Case studies
B)Role Play
C)Seeing a video
D)Management games
Q3) An In-basket exercise is designed to:
A)Test what the trainees already know
B)Assess the trainee's ability to establish priorities
C)Evaluate the training program
D)Assess the learning gap before training
Q4) 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
Q5) Role plays are very seldom used by organizations for training?
A)True
B)False
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Chapter 6: Designing Effective HRD Programs
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Q1) When scheduling an HRD program during work hours trainers should consider which of the following:
A)The day of week
B)The time of day
C)Peak work hours constraints
D)All of the above
Q2) According to Bill West 'Online is all about design'
A)True
B)False
Q3) According to the text training programs are best conducted on either Monday or Friday.
A)True
B)False
Q4) A program announcement should include the purpose of the program.
A)True
B)False
Q5) In online programs a variety of activities should not be used because they tend to confuse the students.
A)True
B)False
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Chapter 7: Evaluating HRD Programs
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Q1) Informed consent:
A)Informs participants about any risks
B)Must be obtained before any training is done
C)Is completed at time of hire for all employees
D)Is never needed
Q2) Relational research involves measuring two or more variables to see if they are measuring the same thing.
A)True
B)False
Q3) Using deception to do evaluation research is a very good idea - it is ethical and moral and employees generally like it when this is used.
A)True
B)False
Q4) Ideally, the control group and the training group have the same scores before training
A)True
B)False
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Chapter 8: Employee Socialization and Orientation
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Q1) Self selection means that job seekers are eliminated from the applicant pool by HR specialists called 'self selectors'.
A)True
B)False
Q2) Orientation programs provide which of the following benefits?
A)reduce newcomers stress and anxiety
B)assist newcomer in learning organizational culture and values
C)encourage development of positive attitudes
D)all of the above are benefits of new employee orientation
Q3) All of the following are problems with new employee orientation EXCEPT:
A)too much emphasis on paperwork
B)too much selling of the organization
C)too much emphasis on an organization's mission, vision and values
D)one shot mentality
Q4) What is true about published research on the effectiveness of orientation programs?
A)There is very little published on them
B)They have been extensively studied and researched
C)Your book ignore this issue
D)The research is extensive, but only in training journals.
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Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Q1) 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
Q2) Ideally, the control group and the training group have the same scores before training
A)True
B)False
Q3) Sackett and Mullen begin their analysis of nonexperimental research design by asking the question "How much change has occurred".
A)True
B)False
Q4) Relational research involves measuring two or more variables to see if they are measuring the same thing.
A)True
B)False
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11
Chapter 10: Skills and Technical Training
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Q1) OSHA stands for:
A)Occupation Safety and Health Act
B)On site Safety and Health Act
C)Oregon Safety and Health Act
D)Occupation Sales and Healing Act
Q2) Which of the following is TRUE of the School to Work Opportunities Act?
A)federal grants are made to schools
B)success is dependent upon a coordinated effort of all participants
C)employers benefit from a trained labor pool
D)all of the above are parts of this Act
Q3) Professional organizations such as ASTD almost never offer professional development training programs to their members.
A)True
B)False
Q4) Customer service training does not need any financial incentive to be effective. A)True
B)False
Q5) Teams should be created just to have them.
A)True
B)False
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Chapter 11: Coaching and Performance Management
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Q1) The definition of coaching:
A)Is easy to find
B)Is something everyone agrees on
C)Is difficult to arrive at, but can vary from very narrow to very broad
D)Is always a very narrow definition.
Q2) Which of the following skills are necessary for effective coaching?
A)immediacy
B)objectivity
C)planning
D)affirming
E)all of the above are needed
Q3) Supervisors almost never need training in how to be effective coaches.
A)True
B)False
Q4) After a performance problem has been identified the supervisor should:
A)Talk to HR to get their view
B)Decide if it is worth the time and effort to deal with it
C)Immediately tell the employee to fix the problem
D)Take several weeks to see if it goes away by itself.
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Chapter 12: Employee Counseling and Wellness Services
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Q1) An SMI is:
A)Stress Management Improvement program
B)Street Maintenance improvement
C)Stress Management intervention
D)Stupid Management Invention
Q2) In most EAP's supervisors are:
A)trained in 'constructive confrontation'
B)not part of the program
C)ignored
D)not trained at all - they are not medical specialists are they
Q3) Gambling is:
A)lots of fun - especially on weekends
B)addictive to between 2 and 8 million Americans
C)only a problem in Las Vegas and Atlantic City
D)illegal in most states
Q4) Employers see healthcare costs as a major factor in encouraging counseling programs for employees.
A)True
B)False
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Chapter 13: Career Management and Development
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Q1) Assessment centers can be used:
A)for employee selection
B)for identifying the career potential of existing employees
C)both A and B above
Q2) 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
Q3) Career models can focus on:
A)The individual, organization and team
B)The individual, organization and department or plant
C)The department, organization and union
D)The union, organization and individual
Q4) According to Greenhaus & colleagues a career is best defined as::
A)the pattern of work experiences over one's lifetime
B)advancement in jobs
C)staying with one job for a long time
D)something a doctor has, but a bricklayer does not
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Chapter 14: Management Development
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Q1) According to Allred and colleagues which of the following is not a skill managers will need in the 21st Century?
A)A knowledge based technical speciality
B)Cross-functional and international experience
C)Self-management skills
D)Computer programming knowledge
Q2) A lot of what we have learned about Management came from the 1970's and the world has changed since then.
A)True
B)False
Q3) 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
Q4) A key characteristic of transformational leaders is:
A)Intelligence
B)Computer knowledge
C)Charisma
D)Decisiveness
Page 16
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Chapter 15: Organization Development and Change
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Q1) An SMT is a self-managed team
A)True
B)False
Q2) In OD the action plan specifies:
A)Who will be the manager
B)The intervention strategy
C)The evaluation strategy
D)How to do the needs assessment
Q3) The most prestigious award recognizing quality in an organization is known as:
A)Department of Commerce Award
B)Malcolm Forbes Award
C)Malcolm Baldrige Award
D)Harvard Business School Award
Q4) Organization culture is:
A)A bunch of people from the same country
B)Everyone is related to each other
C)A group of "good old boys"
D)A system with shared values and beliefs
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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Q1) A hostile work environment is:
A)The way life is
B)Legal if job related
C)A form of illegal sexual harassment
D)Illegal only based on sexual preference
Q2) The glass ceiling is:
A)barriers to women and minorities entering top management positions
B)a planned way companies keep women and minorities out of top management
C)the fancy ceiling in the executive wing of an office building
D)usually part of the company policy manual
Q3) Equal opportunity is the giving of preferences to women and minorities in employment decisions.
A)True
B)False
Q4) Over one-half of US companies offer some form of cross-cultural training.
A)True
B)False
Q5) The status of affirmative action plans is clear and unchallenged. A)True
B)False
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