HRM 531 Week 4 Knowledge Check

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HRM 531 Week 4 Knowledge Check

Week 4 Knowledge Check

The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.

Personalized Study Guide Results:

Score: 12 / 12

Concepts Mastery Questions

Four Levels of Needs Analysis 100% • 1

• 2• 3

Principles That Enhance Learning 100% • 4

• 5• 6

Three Categories of Training Methods 100% • 7

• 8• 9

Steps in Evaluation Phase 100% • 10

• 11

• 12

Concept: Four Levels of Needs Analysis

Mastery : 100% Questions : • 1

• 2• 3

Materials on the concept:

• Assessing Training Needs

• Assessing Training Needs and Designing Training Programs

1.

The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis.

• A.

individual

• B.

environmental

• C.

operations

• D.

organization

2.

_____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels.

• A.

Individual

• B.

Operations

• C.

Demographic

• D.

Organization

3.

The level of training needs analysis that attempts to identify the content of the training is _____ analysis.

• A.

operations

• B.

individual

• C.

environmental

• D.

organizational

Concept: Principles That Enhance Learning

Mastery : 100% Questions : • 4

• 5• 6

Materials on the concept:

• Principles that Enhance Learning

4.

_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.

• A.

Meaningfulness

• B.

Pygmalion effect

• C.

Orientation

• D.

Training paradox

5.

Which theory is founded on the premise that an individual’s intentions regulate his or her behavior?

• A.

Attribution theory

• B.

Grounded theory

• C.

Correspondent inference theory

• D.

Goal theory

6.

When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times, the task becomes second nature and is

• A.

repetitive

• B.

overlearned

• C.

boring

• D.

irrelevant

Concept: Three Categories of Training Methods

Mastery : 100% Questions : • 7

• 8• 9

Materials on the concept:

• Selecting Training Methods

7.

The systematic, long-range program within information presentation training methods to improve the organization is

• A.

conferences

• B.

intelligent tutoring

• C.

on-the-job training

• D.

organizational development

8.

Which of the following is an example of the simulation method of training?

• A.

Job rotation

• B.

Orientation

• C.

Correspondence courses

• D.

In-basket

9.

Which of the following is an example of an on-the-job training method?

• A.

Intelligent tutoring

• B.

Role playing

• C.

Understudy assignments

• D.

Case method

Concept: Steps in Evaluation Phase

Mastery : 100% Questions : • 10

• 11

• 12

Materials on the concept:

• Evaluating Training Programs

10.

In evaluating training programs, it is important to distinguish _____ from data-collection methods.

• A.

targets of evaluation

• B.

organizational payoffs

• C.

cost-benefit analysis

• D.

individual participation

11.

The impact of training on _____ is the most significant, but it is the most difficult effect to demonstrate.

• A.

trainee self-esteem

• B.

organizational results

• C.

demographics

• D.

action learning

12.

The evaluation phase is one phase of the process for effective training to occur. Which of the following is not a part of the evaluation phase?

• A.

Development criteria

• B.

Pretest trainees

• C.

Monitor training

• D.

Select training media
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