Top 350+ Solved Training and Development MCQ Questions Answer
Q. The final step of the strategic training and development process involves:
a. Choosing strategic training and development initiatives.
b. Identifying the business strategy.
c. Identifying measures or metrics.
d. Creating concrete training and development activities.
Q. _____ typically includes information on the customers served, why the company exists, whatthe company does, the value received by the customers, and the technology used.
a. Balanced scorecard
b. Vision
c. Mission
d. Code of conduct
Q. A SWOT analysis is typically conducted in the _____ step of the strategic training and development process.
a. business strategy formulation and identification
b. strategic training and development initiatives
c. training and development activities
d. measures or metrics identification
Q. _____ involves examining a company’s operating environment to identify opportunities and threats.
a. Internal analysis
b. Gap analysis
c. External analysis
d. Pareto analysis
Q. Which of the following is true with regard to SWOT analysis?
a. In a SWOT analysis, external analysis attempts to identify the company’s Strengths and weaknesses.
b. A SWOT analysis represents the strategy believed to be the best alternative to achieve the company goals.
c. A SWOT analysis is typically conducted in the strategic training and development initiatives identification step of the strategic training and development process.
d. A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice.
Q. Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as _____.
a. values
b. goals
c. business strategies
d. metrics
Q. The _____ considers four different perspectives: customer, internal, innovation and learning,and financial.
a. SWOT analysis
b. value chain analysis
c. BCG matrix
d. balanced scorecard
Q. Which of the following is true of roles of managers?
a. Line managers spend lesser time managing individual performance and developing employees than midlevel managers or executives do.
b. Midlevel managers or executives are not involved in planning and allocating resources, coordinating interdependent groups, and managing change.
c. The roles that managers have in a company do not influence the focus of training development, and learning activity.
d. Regardless of their level in a company, all managers are expected to serve as spokespersons to other work units, managers, and vendors.
Q. __________ refers to the learning opportunities designed to help employees grow.
a. Training
b. Development
c. Education
d. All of the above
Q. How does training and development offer competitive advantage to an organisation?
a. Removing performance decencies
b. Deficiency is caused by a lack of ability
c. Individuals have the aptitude and motivation to learn
d. None of the above
Q. Which of the following is a benefit of employee training?
a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co – ordination
d. None of the above
Q. Choose which of the following is a benefit to the individual while receiving training?
a. Creates an appropriate climate for growth, communication
b. Aids in increasing productivity and/ or quality of work
c. Satisfies a personal needs of the trainer
d. None of the above
Q. Which of this is a step in training process?
a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models
Q. Which of the following is a method used in group or organisational training needs assessment?
a. Consideration of current and projected changes
b. Rating scales
c. Interviews
d. Questionnaires
Q. _________ seeks to examine the goals of the organisation and the trends that are likely to affect these goals.
a. Organisational Support
b. Organisational analysis
c. Person analysis
d. Key skill abilities analysis