Human Resource Management
Practice Questions
Course Introduction
Human Resource Management is a comprehensive course that explores the strategic and operational roles of HR professionals in organizations. The course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation management, labor relations, and legal compliance. Students will examine how effective HR practices contribute to organizational success by improving employee engagement, ensuring workforce diversity and inclusion, and managing change. Through case studies, interactive discussions, and practical assignments, learners develop the skills necessary to address real-world HR challenges and align human capital strategies with overall business goals.
Recommended Textbook
Managing Performance through Training and Developmen 8th Edition by
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14 Chapters
944 Verified Questions
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Page 2
Alan M Saks
Chapter 1: The Training and Development Process
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69 Verified Questions
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Source URL: https://quizplus.com/quiz/45110
Sample Questions
Q1) The main goal of the Edmonton Police Service's mental health program was to improve interactions between police officers and mentally ill individuals. This is clearly an example of a training initiative, NOT a development program.
A)True
B)False
Answer: True
Q2) Define and explain the term strategic human resources management (SHRM). Answer: Strategic human resources management is the alignment of human resource practices with an organization's business strategy. It means that whether an organization has a strategy for quality, innovation, or customer service, training as well as other human resource practices must be designed to reinforce and support the strategy.
Q3) When applying the ISD model of training and development, the process often begins with the identification of a concern. A)True
B)False
Answer: True
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Chapter 2: Learning and Motivation
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Sample Questions
Q1) Which psychologist's theories support the following statement: "Learning is a relatively permanent change in behaviour in response to a particular stimulus or set of stimuli"?
A) David Kolb?b.
B) F. Skinner
C) Robert Gagné
D) Neil Fleming
Answer: B
Q2) Training motivation predicts learning and training outcomes and is influenced by environmental and individual factors.
A)True
B)False
Answer: True
Q3) Skinner and the behaviourist school of psychology believe that learning is a result of reward and punishment contingencies that follow a response to a stimulus.
A)True
B)False
Answer: True
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Chapter 3: The Needs Analysis Process
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Sample Questions
Q1) What is one drawback of a task analysis process?
A) It ignores mental processes required to complete a task.
B) It focuses only on target jobs as opposed to all jobs within the organization.
C) It develops bias from subjective rating scales and the use of estimates.
D) It assumes tasks are performed by teams, not individuals.
Answer: A
Q2) Outline the differences between a cognitive task analysis and a team task analysis. Answer: A cognitive task analysis focuses on mental processes and requirements for performing a job while a team task analysis must identify the interdependencies of the job as well as the skills required for task coordination. Cognitive task analysis is especially useful for jobs that are complex, dynamic, and may have high-stake outcomes. The main objective of team task analysis is to assess team-based competencies such as knowledge, skills, and attitude.
Q3) Contingency management has its basis in social cognitive theory.
A)True
B)False
Answer: False
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Chapter 4: Training Design
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Sample Questions
Q1) Which statement is supported by the notion of error management as a learning design method?
A) Error management and error avoidance are synonymous.
B) The instructor should provide vague and misleading instructions.
C) The instructor should provide detailed instructions and rubrics so as to minimize errors.
D) It would be a mistake to explicitly encourage trainees to make mistakes during the learning process.
Q2) What has research concluded about active learning?
A) it is effective for developing adaptive expertise
B) it is effective for learning rigid policies and procedures
C) it provides the trainer with much more control over trainees' learning processes
D) it gives trainees much less control over their learning experience
Q3) One way to maximize learner engagement is to provide clear, detailed, and timely feedback throughout training.
A)True
B)False
Q4) Distinguish between error training and error-avoidant training.
Q5) Define and briefly describe the term active practice.
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Chapter 5: Off The Job Training Methods
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Sample Questions
Q1) According to the textbook, what is the typical reaction to fictitious cases used in a training event?
A) boredom and distrust
B) disinterest and irrelevance
C) apathy and suspicion
D) tedium and doubt
Q2) Which method would you recommend the Canadian Armed Forces use to decrease driving accidents associated with its armoured vehicle units?
A) role play
B) lecture
C) simulation
D) behaviour modelling
Q3) Which of the following training methods incorporates more adult learning principles than are used in other training methods?
A) simulations
B) action learning
C) case studies
D) role plays
Q4) Compare and contrast the case study and the case incident methods.
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Chapter 6: On The Job Training Methods
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Sample Questions
Q1) Apprenticeships are a training method involving tri-party agreements among labour, the government, and a training organization. Fundamentally, this method aims at addressing specific organizations' staffing needs.
A)True
B)False
Q2) What is the most significant input required when building interest for job instruction training in the preparation step?
A) finding the appropriate rewards
B) establishing common ground
C) developing training enthusiasm
D) preparing measurable objectives
Q3) Identify and describe some of the benefits associated with using on-the-job training methods.
Q4) One of the critical steps in job instruction training is performance.
A)True
B)False
Q5) Following Nellie is an approach to on-the-job training.
A)True
B)False
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Chapter 7: Technology-Based Training Methods
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Sample Questions
Q1) Two examples of synthetic learning environments are virtual reality and virtual worlds.
A)True
B)False
Q2) Why would a company use synchronous training given that it is much less flexible (from the trainee's perspective) versus asynchronous training?
Q3) Review of the literature on "self-paced learning" is mixed; some studies support the linkage between self-paced learning and satisfaction with the training process, while other studies appear to indicate the opposite.
A)True
B)False
Q4) Which of the following are examples of synthetic learning environments?
A) synthetic reality and virtual reality
B) virtual reality and augmented reality
C) virtual reality and virtual worlds
D) manipulated reality and simulated reality
Q5) Define and describe at least two advantages and disadvantages of online and distance education.
Q6) What are synthetic learning environments (SLEs)? Discuss two examples of SLEs.
Page 9
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Chapter 8: Training Delivery
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Sample Questions
Q1) Ethics involves systematically thinking about the moral consequences of one's actions and how those actions impact stakeholders. Which of the following groups comprises the stakeholders?
A) directors and corporate managers
B) shareholders, employees, and managers
C) internal and external customers
D) people inside and outside the organization
Q2) According to the textbook, creating a climate that is conducive to learning involves four elements or factors. Which of the following is NOT one of those elements?
A) trainer's style and behaviour
B) pre-arrival factors
C) learning facility/environment
D) post-training follow-up
Q3) What is the meaning and purpose of seductive details and what is the seductive details effect? What does the research say about the effects of seductive details?
Q4) Most common training delivery problems fit into one of three basic themes. Identify the three themes and provide one problem example for each.
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10
Chapter 9: Transfer of Training
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Sample Questions
Q1) The key benefit of the Learning Transfer System Inventory is that it recognizes the importance of a systematic approach to transfer of training. Which of the following statements is NOT aligned with the principles or conclusions of this diagnostic tool/model?
A) barriers to transfer vary from company to company; therefore, interventions to improve transfer need to be unique to each company
B) once the transfer resistance points are identified, the model offers implementable solutions to mitigate the resistance points
C) it identifies various variables both specific to a training program and general that may impact transfer
D) the diagnostic nature of the tool/model works well in pinpointing areas for intervention using 16 variables
Q2) According to the textbook, near transfer of training occurs when trainees are able to apply skills learned in training to situations that are very different from those experienced in training.
A)True
B)False
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Chapter 10: Training Evaluation
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Sample Questions
Q1) Which common shortcoming is shared by all three descriptive training evaluation models described in the textbook?
A) the results and data collected are simply not applicable to most training programs
B) the collection of the data is almost always very expensive and time consuming
C) the results and data collection methods do not account for external variables that may contaminate results
D) implementation of descriptive evaluation models requires mastery of statistical analysis techniques
Q2) Training evaluation is a process that helps organizations determine if expected training outcomes actually materialize.
A)True
B)False
Q3) Compare and contrast the concepts of perceived support and anticipated support.
Q4) Why would management be interested in a revision of Kirkpatrick's model that includes a fifth element, and are there situations when calculating a return on a training investment is not practical?
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Page 12
Chapter 11: Training Costs and Benefits
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Sample Questions
Q1) What do some experts consider the calculation of return on investment (ROI) to be in terms of Kirkpatrick's model of training evaluation?
A) the combination of all levels of evaluation
B) levels 3 and 4 combined
C) level 5
D) level 4
Q2) Break-even analysis can be calculated for any variable in the utility formula. However, the most valuable break-even calculations should be based on the "effect size."
A)True
B)False
Q3) An appropriate approach to costing a training program is to group costs according to the nature or kind of cost. Using one of the approaches described in the textbook, identify potential groupings of costs and provide at least two examples of cost that would naturally fit into each of the groups or categories.
Q4) Why should trainers and HR professionals learn how to calculate and demonstrate the financial results of training and development investments?
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13
Chapter 12: Training Programs
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Sample Questions
Q1) What specific essential skills training benefits does the textbook identify as being employee-centric?
A) improvements in productivity
B) lower absenteeism and lower turnover
C) improved likelihood of being promoted
D) better quality of products and services
Q2) Low literary levels have a detrimental impact on Canadian companies' ability to compete in a global environment.
A)True
B)False
Q3) Research on team training has found it has a positive effect on several learning outcomes. Which of the following has NOT been identified in the textbook as one of those outcomes?
A) performance outcomes
B) affective outcomes
C) cognitive outcomes
D) essential skills outcomes
Q4) Explain the differences between technical skills training and information technology training and provide an example of each.
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Chapter 13: Management and Leadership Development
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Sample Questions
Q1) Which of the following terms can be defined as "the ability to manage interactions with others effectively through an understanding, integration, and management of emotions"?
A) emotional security
B) emotional intelligence
C) emotional understanding
D) emotional awareness
Q2) Dealing successfully with stress involves several steps. The first and most critical step is being able to recognize it.
A)True
B)False
Q3) According to Mintzberg, what contributes to managers settling for a solution that suffices in addressing their challenges?
A) time pressures and the need to make decisions quickly
B) too much information and data available
C) lack of research and analysis
D) lack of foundational knowledge on decision making
Q4) What is wrong with leadership training and development and what is needed to fix it?
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Chapter 14: The Evolution and Future of Training and Development
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Sample Questions
Q1) TELUS's philosophical change in training approach resulted in a complete review of training methodologies and an increase in the number of external service providers. The rationale for increasing the number of providers was centred on the need to have a much more focused approach to training content.
A)True
B)False
Q2) The Institute for Performance and Learning has a set of competencies organized into six categories.
A)True
B)False
Q3) What is technology and web-based instruction especially well suited for when it comes to training and development?
A) self-directed learning
B) fostering interactive learning environments
C) blended learning
D) instructor-led learning
Q4) Discuss the multilevel systems model of organizational learning and its implications for training and development.
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Q5) Discuss the key factors that make training and development programs effective.