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HRM 326 Week 1 Quiz
Complete the 15 multiple choice questions and one short answer response. Each multiple choice question is worth 3 points each and the short essay response is worth 50 points. When responding to the essay questions, any direct quotes must be cited. Answers in their entirety, a response copied and pasted from the source, such as your textbook, will not receive credit. Direct quotes can be used, when properly cited, but should not be the entire answer.
- When a TNA is conducted it
- guarantees that the time and money spent on training is spent wisely.
- determines the benchmark for evaluation of training.
- provides an essential component in the implementation of the strategic plan.
- both B & C
- HRD should be involved in strategic planning by
- helping shape strategy.
- influencing the HR strategy.
- developing its own strategy in line with the strategic plan.
- both B & C.
- all of the above
- A training needs analysis is conducted when
- a setback event occurs.
- a triggering event occurs
- a decision to provide sexual harassment training is made.
- a deficiency is determined to be a motivational deficiency.
- A decentralized training department results in
- less training costs.
- more relevant training
- more control over training content.
- less likelihood of the transfer of training.
- Organizational development is best defined as
- a profession that deals with reacting to changes in external environment.
- a profession and field of study that creates and implements planned change in organizations.
- a profession and field of study that deals with creating and implementing new ideas in the organization.
- a field of study and profession that deals with explaining serendipitous events.
- Which of the following focuses on an anticipated performance problem in the future?
- The PAQ
- A reactive TNA
- A proactive TNA
- Work sampling
- Which of the following focuses on a current performance problem?
- The PAQ
- A reactive TNA
- A proactive TNA
- Work sampling
- To deal with a KSA deficiency, an appropriate remedy suggested in the text is
- training.
- changing the job.
- providing proper feedback.
- both A & B.
- all of the above.
- Looking at the internal environment of an organization and determining it’s fit with organizational goals and objectives is associated with which TNA component?
- Operational Analysis
- Performance Discrepancy
- Organizational Analysis
- Person Analysis
- Organizational Laddering
- A competency based approach focuses on
- knowledge and skills.
- attitudes and personality.
- all characteristics that underlie successful performance.
- motivational characteristics.
- When comparing competencies to KSA’s, competencies
- are more specific in nature.
- have a shorter term fit.
- only include knowledge, skills, and attitudes.
- are tied to corporate goals.
- Performance appraisals are almost always completed by
- peers and self.
- 360 degree feedback.
- supervisors.
- work planning and review.
- none of the above.
- When there is a performance gap but no KSA deficiency what is the possible cause
- motivation
- lack of proper feedback
- Both A and B
- It must be a KSA deficiency, as that is what a performance gap is defined as
- A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment.
- True
- False
- If you determine there is a KSA deficiency, then the response is training.
- True
- False
- List five sources of data for person analysis and their training need