Learning & Development Quiz

Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? A. Job rotation B. Replacement planning C. Mentoring D. Job enrichment

A.

How do career planning and career management differ? A. Career planning identifies personal abilities, while career management focuses on organizational staffing needs. B. Career planning focus on the individual, while career management focuses on the job. C. Career planning is short-term, while career management is long-term. D. Career planning is only for entry-level employees, while career management is for executive-level employees.

A.

A domestic organization has staff dispersed throughout multiple states. There is a compliance requirement for a conflict of interest course that everyone must take. What is the best solution for the internal delivery of this course? A. YouTube B. Mobile learning C. Gamification D. Social media

B.

A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach? A. Internal or external trainers can be eliminated, reducing costs. B. Participants can complete the training when it is convenient for them. C. The organization can track the training that each employee completes. D. Employees have easy access to someone who can answer questions.

B.

A hospital director wants to identify the best candidate for head nurse among currently employed nurses. Which type of assessment would be most effective in evaluating candidates? A. Peer assessment B. Manager assessment C. Patient assessment D. Self-assessment

B.

Although the founder of an organization is very competent, she has alienated nearly everyone in the organization. Colleagues have tried to share their concerns; however, she does not believe there to be an issue. Rather she believes she merely has a direct approach. Which assessment tool is best suited to display how her directness is impacting others? A. Emotional intelligence tools B. 360-degree assessments C. Situation judgment tests D. Assessment center simulations

B.

The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent? A. Developmental relationships B. Challenging assignments C. Coursework and training D. On-the-job training

B.

Which factor differentiates successful training programs from unsuccessful programs? A. Establishing ROI that is easily evaluated B. Results showing transfer of learning C. Building in-house technology applications D. Post-surveys showing positive responses

B.

Which level of learner participation offers the best opportunity for retention? A. Reading B. Immediate use C. Demonstrating D. Lecturing

B.

Which program gives technical workers the ability to earn as much as they would in a management position? A. Perquisites B. Dual career ladder C. Pay for performance D. Maturity curves

B.

A manager approves a training course on the condition that it includes some way of ensuring that the training reinforces critical learning objectives. Which strategy should an HR manager employ to best meet the manager's needs? A. Surveying all participants before and after each class B. Revising content to meet the manager's demands C. Conducting a pilot program for a limited group D. Researching similar programs in other companies

C.

According to the "pull" model, which approach should be used to develop an outside sales force's knowledge, skills, and abilities in relationship management in order to increase sales revenue in the shortest amount of time? A. Implement a performance review system that measures employees' individual performance against a benchmark goal. B. Require the sales team to attend a sales training conference and deliver a report on what they learned. C. Design a series of webcasts that review the latest techniques in relationship building. D. Conduct a mandatory on-site workshop to review how to close deals and earn commissions.

C.

HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill? A. Risk management B. Action learning C. Hardship testing D. Situation judgment tests

C.

Many employees in the manufacturing department will be retiring in the next six months. The department supervisor asks the HR manager to identify ways to capture the employees' knowledge. In order to address this request, what should the HR manager identify first? A. Who is in need of the retiring employees' knowledge B. How to replace the knowledge of the retiring employees C. The knowledge that will be lost when the employees retire D. Which employees are retiring

C.

What positive outcome will result from coaching high-potential employees? A. Employees will be less engaged in their current jobs. B. Employees are more likely to leave the organization. C. Employees will contribute more effectively to the organization. D. Employees will change jobs less frequently.

C.

When designing a training program, which should a global HR professional consider first? A. Standardization and translation considerations B. Budget and ethical considerations C. Local differentiation and stakeholder support D. Local regulations and formal agreements

C.

Which conditions encourage a higher retention rate for adult learners? A. Reviewing and visualizing key concepts B. Listening to the experiences of others C. Practicing what they have learned D. Observing someone demonstrating a new skill

C.

Which describes the environment where adults learn best? A. Training has a delayed impact. B. Learning is subject-focused. C. Debating ideas is encouraged. D. Preferred answers are communicated.

C.

Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels? A. Job expansion B. Leadership training C. Task migration D. Delegation

C.

How might an HR professional design a learning activity to best meet the needs of a kinesthetic learner? A. Having learners view a slide presentation B. Having learners review an audio summary of a meeting C. Having learners attend an expert lecture series D. Incorporating an interactive group presentation

D.

What characterizes a learning organization? A. It encourages each department to function independently. B. It advocates internal rather than external networking. C. It takes responsibility for the learning of its employees. D. It manages change and adapts to its environment.

D.

What type of organization embraces change, tolerates risk, and views failures as an opportunity to learn? A. Organization with flexible leadership B. Developmental organization C. Organization with matrix structure D. Learning organization

D.

Which best demonstrates job enlargement? A. During a new product installation, an electrician supervises and develops new apprentices. B. A salesperson switches between the paint department and the electrical department. C. A production worker works one day in assembly and one day in shipping. D. A bank teller handles deposits and disbursements and also sells certificates of deposit.

D.

Which best describes the type of activities aimed at preparing for long-term, future job responsibilities as well as increasing skills for performing the current job? A. Learning B. Experiencing C. Training D. Developmental

D.

It is estimated that one-third of Fortune 500 CEOs have remained in their positions fewer than three years. Which does this indicate about executive development? A. Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. B. Executives have the people skills and intellect to succeed but lack the personal drive and initiative to manage change. C. Executives have strong people management skills but lack the knowledge and intellect to outperform the competition. D. Executives are open to change and have the skills to succeed but are not getting honest feedback about their performance.

A.

The group of individuals you will be delivering training to like both interaction and a safe learning environment. Which of the following adult learning principles applies in this case? A. Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives B. Listening to and respecting trainees' opinions to promote a positive and respectful learning environment for all C. Providing real-world issues or examples to show how learning can be transferred back to jobs D. Setting clear objectives in order to discover each trainee's anticipated learning outcomes

A.

What does an effective pre- and post-test training assessment measure? A. Changes in knowledge before and after training B. Time needed to improve performance C. Overall satisfaction of employees D. Effect of training on organizational goals

A.

Which best describes the process where training or educational activities occur at multiple levels? A. Organizational learning B. Climate of engagement C. Learning design D. Positive organizational culture

A.

Which best identifies the difference between training and developmental activities? A. Developmental activities have a long-term focus; training activities mitigate current skill gaps. B. Developmental activities manage the change process; training activities provide basic skills. C. Developmental activities provide immediate skills; training activities have a long-term focus. D. Developmental activities mainly occur off site; training activities occur on site and on the job.

A.

Which factor has the greatest impact on maintaining peak performance? A. Challenging assignments B. Training opportunities C. Cultural obstacles D. Risk management

A.

Which is an advantage of blended learning over only instructor-led training? A. Less expensive to deliver B. Minimizes technology and security constraints C. Requires less coordination between learning methods D. Takes less time to develop training solutions

A.

Which organizational initiative should HR recommend to resolve glass ceiling issues for women? A. Leadership development and mentoring programs B. Diversity awareness and conflict resolution training C. Flextime schedules and increased parenting leave D. Team-building and communication enhancement training

A.

Which is a trend in career development that an HR team leader must consider before engaging in career planning with team members? A. Employees will be more successful in career development if they focus on developing in their current functions. B. The career projectory is longer, and employees may have to wait longer to reach positions of responsibility. C. The employer is expected to lead the process of career development by promoting employees along a traditional career path. D. The employee is expected to assume greater individual responsibility for career development.

D.

Which term best describes a job design strategy that increases the variety of responsibilities but requires the same skill level? A. Simplification B. Enrichment C. Specialization D. Enlargement

D.