Top 350+ Solved Training and Development MCQ Questions Answer
Q. When evaluating interventions, organisations often resort to the lowest level of Kirkpatrick’s model and only gather reaction level data. However, reaction level data can be improved by asking trainees:
a. How difficult they found the training.
b. How difficult and useful they found the training.
c. How useful and enjoyable they found the training.
d. How much they enjoyed the training.
Q. Transfer of learning to the workplace needs to be made for the training programme to have been successful. Which of the following can hinder this process?
a. All of the below
b. Ridicule from colleagues
c. Low self-efficacy
d. Lack of managerial support
Q. In an economic downturn, training budgets are likely to be cut and the case for training needs to be strongly made. Recent research by Anderson (2007) has confirmed previous findings that relatively few organisations perform thorough evaluations. Why could this be?
a. A threat of union action
b. Training success is obvious and no detailed assessment is required
c. Managers do not want to be associated with a training programme that could be assessed as a waste of resources
d. None of the above
Q. The concept of communities of practice (CoP) has grown in the past decade and can evolve formally or informally using communication and information technology. What is an appropriate description of a CoP?
a. A gathering of experts in a particular field who allow their work to be disseminated over the internet
b. Groups of people who interact regularly on issues important to them and share best practice for their mutual benefit
c. A workplace based group willing to communicate with others using the internet and intranet
d. An individual who is willing to disseminate relevant information to interested parties
Q. Training needs assessment is usually related to:
a. Organizational performance
b. Individual
c. Both organizational and individual performance
d. None of the above
Q. The social and cultural barrier to TNA can be met by:
a. Building organizational trust and confidence
b. Assistance of external consultants
c. Effective monitoring
d. All of the above
Q. When the time is less, which techniques are recommended for TNA:
a. Interview
b. Work samples
c. Focus group discussion
d. Test
Q. Areas of improvement like knowledge, skills etc. are identified which needs improvement through:
a. Job analysis
b. Performance gap analysis
c. Monitoring
d. Training delivery
Q. Aptitude-Treatment Interaction refers to which of the following?
a. Individuals with higher aptitude learn more quickly
b. Different individuals benefit from different types of training methodology
c. The interaction between an individual’s ability to perform a task and how they are treated by trainers
d. The relationship between trainers’ personality and trainee satisfaction
Q. The best reason for presenting a training program is because:
a. it contributes to the organization's goals and objectives
b. it has been highly advertised.
c. Competitors are using the training.
d. Concern about federal agency pressure.
Q. Training Needs Analysis is important because it:
a. Determines who should receive training first
b. Enables managers to work out the cost of training
c. Identifies the training objectives
d. Provides a profile of an individual’s training nee
Q. Which of the following is not included in Gagné’s six types of learning?
a. Basic learning
b. Affective learning
c. Cognitive strategies
d. Motor Skills
Q. According to Kirkpatrick’s model, which of the following is the order in which
a. training evaluation should take place?
b. Reaction, learning, behaviour, results
c. Results, learning, reaction, behaviour
d. Learning, behaviour, results, reaction
Q. Which of the following should not be included in a training objective?
a. The location of where the behaviour should be exhibited
b. The conditions under which the behaviour is to be exhibited
c. The criterion behaviour
d. The standard of performance of the behavior