HRM quiz 1

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QUIZ 1 (BM2203A, BM2302M) INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM533) NAME : _______________________________ 1 2 3 4 5 6 7 8 9 1 0 1 1 1 2 1 3 1 4 1 5 1 6 1 7 STUDENT NO/ PROGRAM : ______ The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation. Training is oriented towards broadening employees' individual skills for future responsibility. The three different types of training needs assessment are organizational analysis,
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  QUIZ 1 (BM2203A, BM2302M)INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM533)NAME : _______________________________STUDENT NO/ PROGRAM : ______  1The systems approach to training involves (1) needs assessment, (2) program design, (3)implementation, and (4) evaluation.2Training is oriented towards broadening employees' individual skills for futureresponsibility.3The three different types of training needs assessment are organizational analysis, jobknowledge analysis, and person analysis.4Although important in determining training program success, organizations conduct aneeds assessment less than half the time before initiating a training program.5Trainee readiness refers to both maturity and experience factors in a trainee's background.6A major advantage of programmed instruction is that it incorporates a number of established learning principles.7By far the greatest proportion of training is spent on rank and file employees and their supervisors.8Instructional objectives are a key component in the design of a training program.9Orientation is the formal process of familiarizing new employees with the organization,their job, and their work unit.10Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is the least common method used for training.11Feedback to trainees is important for motivational purposes as well as knowledge of results.12Data such as direct and indirect labor costs, turnover, and unemployment rate provideclues to organizations about training needs.13The performance-centered objective is not widely used because it lends itself to a biasedevaluation of results.14Feedback to trainees is important for motivational purposes as well as knowledge of results.15The success of any training effort depends more upon the content of the program thanon the teaching skills and personal characteristics of those conducting the training.16If one were using the on-the-job training method of training, the first step would be to present the operations and knowledge to the learner.17Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is often the most poorly implemented.  18Internship programs that are done well benefit students, schools, and employers.19Most organizations go to great lengths to accurately evaluate training programs.20Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors. END OF QUESTION
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