113 + Mcqs in Management Training and Development Page 1 McqOptions

1.	........................ training involves training of existing employees to enable them to perform higher level jobs.
A.	orientation training.
B.	safety training.
C.	promotion training.
D.	remedial training.
Answer» D. remedial training.

Discussion

2.	......................... training is arranged to overcome the shortcomings in the behaviour and performance of old employees.
A.	orientation training.
B.	safety training.
C.	job training.
D.	remedial training.
Answer» E.

Discussion

3.	......................... is a systematic and detailed analysis of jobs to identify job contents, the knowledge,skills and aptitudes required and the work behaviour.
A.	task analysis.
B.	man power.
C.	organisational analysis.
D.	none of these.
Answer» B. man power.

Discussion

4.	................. involves a study of the entire organisation in terms of its objective, human resources, resource allocation , utilisation growth potential and its environment.
A.	task analysis.
B.	manpower.
C.	organisational analysis.
D.	all of these.
Answer» D. all of these.

Discussion

5.	Under ............... method the trainee is placed on a regular job and taught the skills necessary to perform it.
A.	on the job training.
B.	off the job training.
C.	vestibule training.
D.	none of these.
Answer» B. off the job training.

Discussion

6.	Under ....................... training method actual job conditions are duplicated or stimulated.
A.	ojt.
B.	off the job training.
C.	vectibute training.
D.	all of these.
Answer» D. all of these.

Discussion

7.	Under ............. training method thearitical instruction and practical learning are provided to trainees in training institutes.
A.	ojt.
B.	off the job training.
C.	apprenticeship training.
D.	all of these.
Answer» D. all of these.

Discussion

8.	Under ............... training method training is provided in company classrooms or in educational institutions.
A.	ojt.
B.	class room training.
C.	apprenticeship training.
D.	none of these.
Answer» D. none of these.

Discussion

9.	Under ............... training it is a joint programme of training in which educational institutions and business firms co-operate.
A.	internship training.
B.	off the job training.
C.	vestibute training.
D.	none of these.
Answer» B. off the job training.

Discussion

10.	...................... is the process of providing training to persons who underwent training earlier in their job.
A.	retraining.
B.	training.
C.	internship training.
D.	none of these.
Answer» B. training.

Discussion

11.	................. be defined as downgrading an employee by reducing his salary, decreasing his responsibility, authority and status.
A.	transfer.
B.	promotion.
C.	demotion.
D.	none of these.
Answer» D. none of these.

Discussion

12.	.............. becomes necessary when an employee moves from one job to another due to promotion and transfer.
A.	training.
B.	education.
C.	both of these.
D.	none of these.
Answer» B. education.

Discussion

13.	The following training aims to provide broad training to enable the trainee to take up wide variety of tasks within his field of specialisation.
A.	demonstration.
B.	ojt.
C.	apprenticeship.
D.	all of these.
Answer» D. all of these.

Discussion

14.	............. is the process of increasing the general knowledge and understanding of employees.
A.	training.
B.	education.
C.	training.
D.	all of these.
Answer» C. training.

Discussion

15.	The following method is used to give to trainees the important information in permanent form for immediate or future use.
A.	lecture method.
B.	conference.
C.	written instructional meth
Answer» D.

Discussion

16.	.______ is a career-path method recognizing that technical specialists can and should be allowed to continue to contribute their expertise to a company without having become managers
A.	Demotion.
B.	Lateral skill path.
C.	Dual-career path.
D.	None of the given options
Answer» C. Dual-career path.

Discussion

17.	_______ in the organizational context has been borrowed from other disciplines such as economic theory, psychological theory and systems theory
A.	Human resource development.
B.	Managing human resources.
C.	Resources management
D.	None of the above.
Answer» B. Managing human resources.

Discussion

18.	Human resources are developed and employed by the organization in order to achieve its mission and ________.
A.	Objectives.
B.	Goals.
C.	Vision
D.	All the above.
Answer» B. Goals.

Discussion

19.	___________ can provide an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific organizational problems.
A.	. Lectures & Seminars
B.	Assistant to Position
C.	Committee Assignments.
D.	Simulations.
Answer» D. Simulations.

Discussion

20.	Inspiring___ in the workforce helps in promoting an environmental conducive to human resource development.
A.	Motivation.
B.	. Leadership
C.	Diversity.
D.	None of the above.
Answer» D. None of the above.

Discussion

21.	____ should be based more on potential appraisal of a person for the job for which he is being considered.
A.	Promotion.
B.	Selection
C.	Training.
D.	Recruitment.
Answer» B. Selection

Discussion

22.	The purpose of ......... is to produce in such a way that there is minimum work in process and minimum stock of furnished goods in inventories.
A.	quality circle
B.	jit
C.	tqm
D.	none of these
Answer» C. tqm

Discussion

23.	____________ involves collecting of information and providing feedback to employees about their behaviour, communication styles and skills.
A.	Assessment.
B.	Evaluation.
C.	Estimation.
D.	Data Collection
Answer» E.

Discussion

24.	What organizational development technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?
A.	Team building.
B.	Intergroup development.
C.	Survey feedback.
D.	Sensitivity training.
Answer» D. Sensitivity training.

Discussion

25.	Measuring Performance is based on a measurement approach that can be broken down to type of judgment and measurement focus. All of the following are ways to appraise performance based on measurement focus except.
A.	Trait
B.	Behavior.
C.	Outcome.
D.	Relative.
Answer» D. Relative.

Discussion

26.	The process of developing and understanding of the self and ones relationships with other group members through unstructured group interaction is termed as
A.	Role playing
B.	Simulation exercise
C.	Sensitivity training
D.	Transactional analysis
Answer» D. Transactional analysis

Discussion

27.	The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways of making a determination is through.
A.	Career PlanningWorkshops.
B.	Succession Planning
C.	Individual Career Counseling.
D.	Job Shadowing
Answer» D. Job Shadowing

Discussion

28.	What organizational development technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?
A.	Team building.
B.	Intergroup development
C.	Survey feedback.
D.	Sensitivity training.
Answer» D. Sensitivity training.

Discussion

29.	The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways of making a determination is through
A.	Career Planning Workshops
B.	Succession Planning
C.	Individual Career Counseling
D.	Job Shadowing
Answer» D. Job Shadowing

Discussion

30.	Before using the same OD techniques to implement behavioral changes, especially across different countries, managers need to be sure that they have taken into account ________.
A.	Cultural characteristics
B.	Organizational differences
C.	Employee attitudes.
D.	Societal differences.
Answer» B. Organizational differences

Discussion

31.	Raj, a fresh chemical engineer has been provided training in a simulated work environment using the same equipment and materials that he would be using on the job
A.	Case exercise
B.	Computer modeling
C.	In basket training
D.	Vestibule training
Answer» E.

Discussion

32.	Mohan has an adventurous spirit and loves trekking, rock climbing etc. He wants to be a fighter pilot. His career anchor most probably is
A.	Service
B.	Pure challenge
C.	Autonomy
D.	Lifestyle
Answer» C. Autonomy

Discussion

33.	A number of potential problem areas may affect the quality of performance measurement results in performance appraisal such as.
A.	Rater error and bias
B.	Influence of liking.
C.	Organizational politics.
D.	All of the above.
Answer» E.

Discussion

34.	Effective __________ of the most appropriate employee performance dimensions is a key to the success of the performance appraisal process.
A.	Identification
B.	Management
C.	Measurement
D.	Appraisal
Answer» C. Measurement

Discussion

35.	The technique in which a junior borad of executives discuss actual problems and recommend alternatives is known as ..................
A.	understudy
B.	multiple management
C.	project assignment
D.	committee assignment
Answer» C. project assignment

Discussion

36.	__________refer to relationships, problems, demands, tasks, or other features that employees face in their jobs
A.	Job enhancement.
B.	Job enrichment
C.	Job experiences.
D.	Job encashment.
Answer» D. Job encashment.

Discussion

37.	To develop competent successors to senoir executives ............... method of training is necessary.
A.	in basket exercise.
B.	under study.
C.	sensitivity training.
D.	role playing.
Answer» C. sensitivity training.

Discussion

38.	............... is a training given to a person on the assumption that he will undertake the full responsibility of the position currently held by his superior at a future time.
A.	understudy
B.	multiple management
C.	project assignment
D.	committee assignment
Answer» B. multiple management

Discussion

39.	.................. technique of training helps to develop quick thinking, organising ability and leadership skills.
A.	sensitivity training
B.	conference
C.	management games
D.	lecturing
Answer» D. lecturing

Discussion

40.	Factual or procedural information that supports a person doinga particular job after initial learning has occurred is nothing but ____.
A.	Reference documentation.
B.	Research documentation.
C.	Record management
D.	Review process.
Answer» C. Record management

Discussion

41.	..................... technique of training helps to develop analytical and decision making skills.
A.	sensitivity training
B.	case study
C.	management games
D.	lecturing
Answer» C. management games

Discussion

42.	What is the term used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers
A.	Action learning
B.	Discovery learning
C.	Sitting by Nellie
D.	Induction.
Answer» E.

Discussion

43.	Low performing employees depart &/or new higher performing employees promoted or hired as replacements
A.	Beneficial turnover
B.	Voluntary turnover
C.	Involuntary turnover
D.	forceful turnover
Answer» B. Voluntary turnover

Discussion

44.	__________is a pay concept that calls for comparable pay for jobs that require comparable levels of skill, effort, responsibility and have comparable working condition seven if the job content is different.
A.	Comparable worth.
B.	Potential worth.
C.	Compensable worth.
D.	Preferable worth.
Answer» D. Preferable worth.

Discussion

45.	_______________ is the use of computers and telephones to enable an employee to work off-site and outside the traditional workplace
A.	over time
B.	flexi work
C.	part time
D.	Telecommuting
Answer» E.

Discussion

46.	Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. All of the followingare forms of direct compensation except.
A.	Base Pay.
B.	Variable Pay.
C.	Statutory Benefits.
D.	Stock Benefits.
Answer» E.

Discussion

47.	Staffing approach that takes management staff from host country is _________in its approach to staffing.
A.	Polycentric
B.	Monocentr
C.	C. Tetra centric.
D.	Mega centric.
Answer» C. C. Tetra centric.

Discussion

48.	Should confidentiality be guaranteed to people who report breaches of rules which could lead to disciplinary action taken on a fellow employee?
A.	Depends on the circumstances.
B.	It should not be guaranteed.
C.	Management should attempt to guarantee confidentiality
D.	It should be guaranteed.
Answer» D. It should be guaranteed.

Discussion

49.	_____ is defined as multi step process of aligning employees work behaviors with the strategy and goals of the organization
A.	Performance Appraisal
B.	Performance Management.
C.	Performance planning.
D.	Performance Analysis.
Answer» C. Performance planning.

Discussion

50.	The ___________is a process in which multiple raters or evaluators evaluate employee's performance on a number of exercises.
A.	Assurance centre.
B.	Tuition centre.
C.	Assessment centre
D.	Application centre
Answer» E.

Discussion

Explore topic-wise MCQs in Bachelor of Business Administration in Human Resource Management (BBA HRM).

........................ training involves training of existing employees to enable them to perform higher level jobs.

......................... training is arranged to overcome the shortcomings in the behaviour and performance of old employees.

......................... is a systematic and detailed analysis of jobs to identify job contents, the knowledge,skills and aptitudes required and the work behaviour.

................. involves a study of the entire organisation in terms of its objective, human resources, resource allocation , utilisation growth potential and its environment.

Under ............... method the trainee is placed on a regular job and taught the skills necessary to perform it.

Under ....................... training method actual job conditions are duplicated or stimulated.

Under ............. training method thearitical instruction and practical learning are provided to trainees in training institutes.

Under ............... training method training is provided in company classrooms or in educational institutions.

Under ............... training it is a joint programme of training in which educational institutions and business firms co-operate.

...................... is the process of providing training to persons who underwent training earlier in their job.

................. be defined as downgrading an employee by reducing his salary, decreasing his responsibility, authority and status.

.............. becomes necessary when an employee moves from one job to another due to promotion and transfer.

The following training aims to provide broad training to enable the trainee to take up wide variety of tasks within his field of specialisation.

............. is the process of increasing the general knowledge and understanding of employees.

The following method is used to give to trainees the important information in permanent form for immediate or future use.

.______ is a career-path method recognizing that technical specialists can and should be allowed to continue to contribute their expertise to a company without having become managers

_______ in the organizational context has been borrowed from other disciplines such as economic theory, psychological theory and systems theory

Human resources are developed and employed by the organization in order to achieve its mission and ________.

___________ can provide an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific organizational problems.

Inspiring___ in the workforce helps in promoting an environmental conducive to human resource development.

____ should be based more on potential appraisal of a person for the job for which he is being considered.

The purpose of ......... is to produce in such a way that there is minimum work in process and minimum stock of furnished goods in inventories.

____________ involves collecting of information and providing feedback to employees about their behaviour, communication styles and skills.

What organizational development technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?

Measuring Performance is based on a measurement approach that can be broken down to type of judgment and measurement focus. All of the following are ways to appraise performance based on measurement focus except.

The process of developing and understanding of the self and ones relationships with other group members through unstructured group interaction is termed as

The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways of making a determination is through.

What organizational development technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?

The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways of making a determination is through

Before using the same OD techniques to implement behavioral changes, especially across different countries, managers need to be sure that they have taken into account ________.

Raj, a fresh chemical engineer has been provided training in a simulated work environment using the same equipment and materials that he would be using on the job

Mohan has an adventurous spirit and loves trekking, rock climbing etc. He wants to be a fighter pilot. His career anchor most probably is

A number of potential problem areas may affect the quality of performance measurement results in performance appraisal such as.

Effective __________ of the most appropriate employee performance dimensions is a key to the success of the performance appraisal process.

The technique in which a junior borad of executives discuss actual problems and recommend alternatives is known as ..................

__________refer to relationships, problems, demands, tasks, or other features that employees face in their jobs

To develop competent successors to senoir executives ............... method of training is necessary.

............... is a training given to a person on the assumption that he will undertake the full responsibility of the position currently held by his superior at a future time.

.................. technique of training helps to develop quick thinking, organising ability and leadership skills.

Factual or procedural information that supports a person doinga particular job after initial learning has occurred is nothing but ____.

..................... technique of training helps to develop analytical and decision making skills.

What is the term used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers

Low performing employees depart &/or new higher performing employees promoted or hired as replacements

__________is a pay concept that calls for comparable pay for jobs that require comparable levels of skill, effort, responsibility and have comparable working condition seven if the job content is different.

_______________ is the use of computers and telephones to enable an employee to work off-site and outside the traditional workplace

Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. All of the followingare forms of direct compensation except.

Staffing approach that takes management staff from host country is _________in its approach to staffing.

Should confidentiality be guaranteed to people who report breaches of rules which could lead to disciplinary action taken on a fellow employee?

_____ is defined as multi step process of aligning employees work behaviors with the strategy and goals of the organization

The ___________is a process in which multiple raters or evaluators evaluate employee's performance on a number of exercises.