Top 350+ Solved Training and Development MCQ Questions Answer
Q. Which of the following positions is characterized by low value and low uniqueness?
a. Lab technician
b. Scientist
c. Secretarial staff
d. Legal adviser
Q. The unique characteristics of a learning organization is that:
a. the members teach outsiders
b. it has the capacity to gather new information and use it for improvement
c. it focuses on selecting new employees who love learning and are highly skilled
d. employees are rewarded for submitting creative suggestions
Q. The career-related consequence of the delayering of organisations most likely option is:
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. Generally, in big companies who is responsible for an employee’s career development:
a. The employee’s manager.
b. The company.
c. The employee.
d. The HRM department
Q. The purpose of career development is:
a. focus on both the organization and the individual.
b. focus on the individual
c. focus on the organization
d. focus on management development
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. The need for some businesses to meet affirmative action goals.
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. (c) and (b)
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 is:
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. Is usually a highly selective process which guarantees success through that’s electivity?
d. Focuses on individual over organizational needs.
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. All employees will begin self-development.
b. Employees will be encouraged by promotion possibilities.
c. Employees will specialize in their specific jobs.
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
Q. The process of attracting, selecting, training and promoting employees through a particular firm is called:
a. phased retirement
b. preretirement counseling
c. talent management
d. modifying selection procedure
Q. Dollard and Miller classify the situation where we have to choose between two equally attractive goals as:
a. approach-approach conflict.
b. avoidance-avoidance conflict
c. approach-avoidance conflict
d. double approach-avoidance conflict