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Question
A diagnostic person analysis involves determining the overall success of individual employee performance.Answer
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Related questions
Q:
Which of the following could be used to conduct an organizational needs analysis?a. Exit interviews b. Customer complaints c. Data such as turnover and absenteeismd. All of the above could be used
Q:
A needs assessment is often not conducted for which of the following reasons?
a. It can be difficult and time consuming to do
b. Line managers prefer action to research
c. There is lack of support from management for this step
d. All of the above are true
Q:
An ability is a general or enduring trait that a person possesses.
Q:
Training a firefighter to do their job by showing them videos of a fire would violate the principle of:a. Transfer of trainingb. Identical elements c. Contiguityd. Fidelity
Q:
Which is true about 'near transfer' and 'far transfer' of training?a. Near transfer is training that can be applied right away to the jobb. Far transfer is training that can be applied right away to the jobc. Near transfer is also called 'skill generalization'd. Far transfer is also called 'skill reproduction'
Q:
Before training Joe produced 20 widgets per day. Four months after training he is producing 30 widgets per day. This is an example of:a. Zero transfer b. Positive transfer c. Negative transferd. None of the above
Q:
Based on the law of effect means that:
a. Many people like to be punished.
b. Good things happen to bad people
c. We repeat things we are punished for - they are usually fun to do
d. We repeat actions that give us a pleasurable consequence.
Q:
The argument that teaching adults requires a different set of instructional techniques than those typically used to teach children is called:a. gerontology b. andragogy c. pedagogyd. contiguity
Q:
In choosing between whole versus part learning:
a. Whole learning is always better than part learning
b. Part learning is always better then whole learning
c. The choice depends on the nature of the task to be learned
d. It simply does not matter which method you select
Q:
Mental practice involves
a. The trainee repeatedly performing the task to be learned
b. The trainee mentally rehearsing what is being learned
c. Both A & B are mental practice
d. Neither A or B is mental practice
Q:
A student who studied for this exam for two hours a day for four days would most clearly be using (or demonstrating):a. whole learning b. spaced practice c. Overlearningd. massed practice
Q:
Individuals with low levels of cognitive playfulness are more affected by positive feedback than individuals with high levels of cognitive playfulness.
Q:
Expert performance is being very good at almost everything
Q:
Gerontology is the study of old age and aging.
Q:
ATI is the attitude treatment interaction theory
Q:
An example of stimulus variability would be allowing the trainees to practice on different types of stoves they may be asked to cook on at work.
Q:
Interference refers to things you learned before the training session or information received after the training.
Q:
Learning is defined a short-term change in behavior:
Q:
Learning is defined as a permanent change in behavior, cognition or affect.
Q:
Trainability is influenced by all of the following factors: motivation, ability and your level of education:
Q:
The behavioral intentions model:
a. Explains why attitudes always predict actual behaviors
b. Impact behavior only to the extent that they influence one's intentions
c. Is the best way to evaluate a training program
d. Has no link to employee's intentions to use what they learn during a training program.
Q:
According to Social Learning Theory a person's self-efficacy expectations will determine:
a. Whether or not they will do the task correctly
b. How much effort a person will spend on a task
c. The size of the reward they expect
d. Whether or not they like doing the task
Q:
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
Q:
The organization impacts employee behaviors based on:
a. The type, distribution and criteria for rewarding people
b. How much money a person makes compared to others
c. Whether or not there is a bonus
d. Pay has not impact on employee behaviors
Q:
The self-fulfilling prophecy means that:
a. What you see is what you get
b. A picture is worth 1000 words
c. If you value the reward you will work hard
d. The supervisors expectations can impact employee behavior
Q:
A task analysis asks the question: What must be done to perform the job effectively.
Q:
The ultimate goal of HRD is to improve an organization's effectiveness.
Q:
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 questionnairesd. Use hard data only
Q:
All of the following are ways HRD seeks to improve organizational effectiveness except:a. Preventing anticipated problems b. Including those groups and individual that can benefit the most c. Hiring better peopled. Solving current problems
Q:
Supervisors and job incumbents evaluate a task list in terms of its importance and time spent performing it in which method of task identification?
a. Critical incident
b. Time sampling
c. Job inventory questionnaire
d. Stimulus-response-feedback