Top 350+ Solved Training and Development MCQ Questions Answer
Q. The trainees that set out to ruin the training session for everyone are
a. Quiet trainee
b. Talkative trainee
c. Angry trainee
d. Comedian
Q. __________ is designed to determine the value and clarity of the various pieces of the training program in a controlled setting.
a. Dry run
b. Pilot program
c. Cold run
d. Anticipatory program
Q. The outcomes that measure the trainee’s perceptions, emotions and subjectiveevaluations of the training experience
a. Reaction outcomes
b. Learning outcomes
c. Job behavior outcomes
d. Work outcomes
Q. The career-related consequences of the delayering of organisations include:
a. A higher proportion of job moves being demotion
b. Promotion being a bigger step when it happens
c. Lateral moves becoming scarcer
d. All of the above
Q. 'An area of the self-concept that is so central that a person will not give it up even if forced to make a difficult choice' is a definition of:
a. The subjective career
b. Career anchor
c. Career development
d. Matching theories of career choice
Q. In most companies the current answer to the question, “Who's responsible for an employee’s career development,” is:
a. The employee’s manager.
b. The company.
c. The employee.
d. no one and that’s why little career development is being done
Q. The purpose of career development has changed over time:
a. From a focus on the organization to a focus on both the organization and the individual.
b. From a focus on the individual to a focus on the organization.
c. From a focus on the organization to a focus on the individual.
d. To become less important than it was in the 1970s and 1980s.
Q. Companies now view career development as a way to meet a variety of goals, including:
a. reinforcing affirmative action.
b. reducing job burnout
c. Improving quality of work life.
d. Furthering organizational and individual goals.
Q. Initially, companies viewed career development as a program to meet organizational need. Now, it is also looked upon as a way to meet employees’ needs. This shift in perspective is due to:
a. The pressures of downsizing.
b. the pressures of technological change
c. employee demands for more career advancement opportunities
d. all of the above
Q. In recent years, the career development field has changed very rapidly as
a. job hopping has become less prevalent.
b. downsizing among companies becomes more popular
c. technological change requires that employees keep pace with new ways to perform their jobs.
d. b and c
Q. Career development differs from training in that:
a. Career development has a short-term focus. Training has a long-term focus.
b. Career development is initiated by employees and training is initiated by the organization.
c. Career development has a wider focus and broader scope than training.
d. career development is more beneficial to the organization and training is more beneficial to the individual employee
Q. Career development
a. usually involves a one-time event or opportunity to enhance long-term skills’
b. is a formal, organized, ongoing effort to develop people’s skills
c. Has been in existence since the turn of the century.
d. Is usually a highly selective process which guarantees success through that’s electivity?
Q. When it comes to career development, workers:
a. Generally know precisely what they want to do with their careers.
b. Usually take sufficient action to ensure that they will be considered for new career opportunities.
c. Seldom experience a mismatch between their goals and career opportunities.
d. Usually don't have sufficient experience to warrant promotion to the positions they desire.
Q. When businesses do not provide career development to employees, it increases the possibilities that:
a. Turnover will decrease.
b. All employees will begin self-development.
c. Employees will be encouraged by promotion possibilities.
d. the business will not keep pace with the changing business environment
Q. In the talent management end to end process, the workforce compensation management leads to
a. succession planning
b. performance management
c. learning management systems
d. e-recruiting