Human Resource Development
Midterm Exam
Course Introduction
Human Resource Development (HRD) centers on strategies and processes designed to enhance the capabilities, skills, and knowledge of employees within an organization. This course examines the principles and practices of workforce development, including training, career development, performance management, and organizational learning. Students will explore theoretical frameworks, needs assessment, instructional design, talent management, and evaluation of HRD programs, while also addressing current issues such as digital learning platforms and diversity in workforce development. Through case studies and practical applications, learners gain insights into how HRD contributes to organizational effectiveness, employee satisfaction, and sustainable competitive advantage.
Recommended Textbook
Human Resource Development 6th Edition by
Jon M. Werner
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Page 2
Chapter 1: Introduction to Human Resource Development
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Sample Questions
Q1) What is true about the skills gap?
A) Both Germany and Japan have done a better job of teaching basic skills than has the U.S.
B) The U.S. has done a better job of teaching basic skills than has the Japan.
C) The U.S. has done a better job of teaching basic skills than has the Germany.
D) There is no skills gap for basic knowledge in the U.S.
Answer: A
Q2) The Human Resource Certificate Institute offers all of the following except:
A) Professional in Human Resources
B) Master Professional in Human Resources
C) Senior Professional in Human Resources
D) Global Professional in Human Resources
Answer: B
Q3) The show,tell,do and check training method began in World War I and is still in use today.
A)True
B)False
Answer: True
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3
Chapter 2: Influences on Employee Behavior
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Q1) Groupthink means that a group is 'smarter' than the individuals in the group.
A)True
B)False
Answer: False
Q2) Goals setting theory:
A) Is well supported by research
B) Works only for some employees
C) Has no role in training
D) Works only if the goals are easy to achieve
Answer: A
Q3) In expectancy theory,the importance that an individual places upon a particular outcome is called instrumentality.
A)True
B)False
Answer: False
Q4) According to social learning theory,self-efficacy is defined as a person's beliefs about their ability to perform a job.
A)True
B)False
Answer: True
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Chapter 3: Learning and HRD
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Q1) Which of the following is correct?
A) Concrete experiences focuses on thinking
B) Abstract conceptualization focuses on feeling
C) Reflective observation focuses on watching
D) Active experimentation focuses on feeling and watching
Answer: C
Q2) Declarative knowledge is forming a mental representation of the task.
A)True
B)False
Answer: True
Q3) Which of the following is not a principle to follow when training older workers?
A) Older workers can and do develop
B) Supervisors need to be aware of their own bias about not training older workers
C) The organization does not need to pay attention to the rewards structure for learning new skills
D) Training must be considered within a total career perspective
Answer: D
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Chapter 4: Assessing HRD Needs
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Q1) A trap to avoid when doing needs assessments is:
A) Focusing on organizational performance
B) Use both hard and soft data
C) Doing multiple methods in addition to questionnaires
D) Use hard data only
Q2) Boeing was recognized by the ASTD as part of its benchmarking forum.
A)True
B)False
Q3) Which of the following is not a component in the stimulus-response-feedback method of task identification?
A) The ego identifier
B) The response or behavior
C) The stimulus or cue
D) Feedback
Q4) Which of the following is NOT a barrier to conducting HRD needs assessment?
A) assessment can be difficult
B) research is valued over action
C) information already exist that identifies organizational needs
D) there is a lack of support for needs assessment
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Chapter 5: Designing Effective HRD Programs
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Q1) HRD objectives describe the intent and desired result of an HRD program.
A)True
B)False
Q2) When designing an HRD program it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives.
A)True
B)False
Q3) According to the text it is a good idea to decide whether to design or purchase the HRD program before setting the program objectives?
A)True
B)False
Q4) Broad and unobservable objectives:
A) Never happen in a good HRD program
B) Can be measured using unobservable behaviors
C) Are OK if that is the best you can do
D) Need to have observable behaviors spelled out
Q5) A program announcement should include the purpose of the program.
A)True
B)False
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Chapter 6: Implementing HRD Programs
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Sample Questions
Q1) Experiential learning is:
A) Active learning - it engages the trainee
B) Passive learning - sit and listen
C) OJT with no training provided
D) Passive - take notes and keep quiet
Q2) ICAI stands for
A) Intelligent computer assisted instruction
B) IBM computer assisted instruction
C) Intelligent comprehensive aided instructors
D) None of the above are correct
Q3) Classroom training is training conducted within the normal work setting.
A)True
B)False
Q4) Job rotation involves moving different people into one job to see who is the best worker?
A)True
B)False
Q5) A reflective question mirrors what someone else said.
A)True
B)False
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Chapter 7: Evaluating HRD Programs
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Q1) Self-report data is:
A) Data provided by an employee's supervisor
B) Data provided by the individual involved in the training
C) Data from company archives
D) Data provided by customers
Q2) Recent efforts to combine data from different research studies are known as:
A) macro-analysis
B) meta-analysis
C) combined analysis
D) collaborative analysis
Q3) Trainee reaction to a training program is:
A) critical - if they don't like it, they can't learn
B) limited because it does not tell us if the program met its objective
C) in most cases, the only evaluation method that can be accomplished
D) the only level of evaluation worth doing
Q4) Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists.
A)True
B)False
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Chapter 8: Employee Socialization and Orientation
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Q1) In your text,the process of adjusting to a new organization is called:
A) organizational adjustment
B) organizational socialization
C) corporate learning
D) company adjustment time
Q2) An RJP addresses which stage of the socialization process:
A) Encounter
B) Anticipatory
C) Mature
D) Change and acquisition
Q3) An RJP can be effective during times of low unemployment.
A)True
B)False
Q4) Organizational insiders possess all of the following,except:
A) Accurate expectations
B) Other insiders
C) A mentor
D) A knowledge base
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Chapter 9: Skills and Technical Training
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Sample Questions
Q1) Apprenticeship training:
A) is an old concept, traced to the middle ages
B) was created by Lyndon Johnson in 1965
C) is no longer used
D) will probably be President Clinton's major legacy
Q2) Which of the following in not a positive outcome of a successful apprentice program?
A) Decreased turnover
B) Reduced health care costs
C) Tax incentives
D) Networking opportunities with other employers
Q3) Teams should be created just to have them.
A)True
B)False
Q4) SPC stands for Standard Practice Concept.
A)True
B)False
Q5) One role of the HRD group is to monitor that training is going as planned.
A)True
B)False
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Chapter 10: Coaching and Performance Management
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Q1) Performance management focuses on the use of performance evaluations.
A)True
B)False
Q2) 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.
Q3) According to Fournies it is important to get the employee to agree that a problem exists.
A)True
B)False
Q4) According to Fournies,the final step or question to ask in a coaching analysis is:
A) Does the subordinate know how to do what must be done?
B) Could the subordinate do it if he or she wanted to?
C) Is it worth my time and effort to address?
D) Does a positive consequence follow nonperformance?
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Chapter 11: Employee Counseling and Wellness Services
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Sample Questions
Q1) Defining success in employee counseling programs is:
A) Easy to do
B) Done mostly by line managers
C) Commonly done by organizations
D) Difficult to do
Q2) A typical skills acquisition intervention to deal with stress would include:
A) Time management training
B) Safety training
C) A stress management lecture
D) A video on stress
Q3) A stressor is an internal force affecting an individual.
A)True
B)False
Q4) A necessary ingredient for an effective employee counseling program is a clear and well-enforced policy about employee confidentiality?
A)True
B)False
Q5) Confidentiality is of no concern to employees in counseling?
A)True
B)False
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Chapter 12: Career Management and Development
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Q1) Career exploration can include any of the following EXCEPT:
A) self-analysis of KSAOs
B) research of possible jobs
C) working with a career coach
D) goal setting
Q2) Based on the Greenhaus et al.model,career establishment occurs at what age?
A) not until near retirement (about 55-65)
B) generally between the ages of 25-40
C) while still in high school or college, 16-22
D) it varies, based on the job market
Q3) According to Levinson 80% of men interviewed has experienced a midcareer period of self-questioning and reevaluation.
A)True
B)False
Q4) The career counseling process can be viewed as having three stages.
A)True
B)False
Q5) Career exploration always includes goal setting.
A)True
B)False
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Chapter 13: Management Development
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Q1) Which of the following is not a component of management development?
A) Mentoring and coaching
B) Management education
C) Management training
D) On-the-job experiences
Q2) McCall and colleagues suggest an effective management development system includes:
A) Encouragement of self motivation
B) Individualism
C) A long term perspective
D) All the above are needed.
Q3) Needs assessment in management training is critical to program success.
A)True
B)False
Q4) When globalizing organizations 4 categories of managers are needed.
A)True B)False
Q5) The characteristics approach involves interviewing managers.
A)True
B)False
Page 15
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Chapter 14: Organization Development and Change
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Q1) What are the two primary roles an HRD practitioner can play in the design of OD interventions?
A) Assessor and critic
B) Change agent and evaluator
C) Change agent and implementer
D) Trainer and planner
Q2) 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
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) Research has shown that organizational learning is very effective.
A)True
B)False
Page 16
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Chapter 15: HRD and Diversity: Diversity Training and Beyond
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Q1) Affirmative action can require organizations to practice preferential recruiting and hiring.
A)True
B)False
Q2) An organizational culture is BEST described as:
A) a set of shared interests
B) a set of shared values, beliefs, norms and patterns of behavior
C) a set of shared activities and interests
D) a set of values, beliefs, norms and patterns of behavior that are basically Identical across all employees
Q3) Cultural diversity is:
A) Mandated by the EEOC
B) People from different cultures in a work place
C) Legal is you have an affirmative action plan
D) Dictated by Title VII
Q4) Access discrimination occurs when:
A) Minorities are rejected when they apply for job
B) Training is not offered to females
C) Pay raises are not given to minorities
D) Females are harassed at work
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