Test Bank Human Resource Development 6th Edition by Jon M. Werner
CHAPTER 5—DESIGNING EFFECTIVE HRD PROGRAMS
TRUE/FALSE
1. When designing an HRD program it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives.
ANS: F PTS: 1 DIF: Easy REF: Page 147
Communication | HRM Bloom’s: Knowledge LO-1
2.A needs assessment if usually very useful in defining an HRD program’s objectives.
ANS: T PTS: 1 DIF: Easy REF: Page 147
Communication | HRM Bloom’s: Knowledge LO-1
3. A train the trainer program is cheap and easy to do.
ANS: F PTS: 1 DIF: Easy REF: Page 156
Communication | HRM Bloom’s: Knowledge LO-3
4. A lesson plan is a good idea to use when developing a training program.
ANS: T PTS: 1 DIF: Easy REF: Page 157
Communication | HRM Bloom’s: Knowledge LO-4
5. People who really know a subject always make great trainers.
ANS: F PTS: 1 DIF: Medium REF: Page 157
Communication | HRM Bloom’s: Knowledge LO-3
6. The most commonly used method of training is still the old instructor-led classroom program.
ANS: T PTS: 1 DIF: Medium REF: Page 161
Communication | HRM Bloom’s: Knowledge LO-3
7. Executive development programs is the most frequent type of training offered by organizations.
ANS: F PTS: 1 DIF: Easy REF: Page 162
Communication | HRM Bloom’s: Knowledge LO-5
8. What day of the week a training program is scheduled to be offered is not a factor in training employees.
ANS: F PTS: 1 DIF: Medium REF: Page 166
Communication | HRM Bloom’s: Knowledge LO-6
9. According to the text it is a good idea to decide whether to design or purchase the HRD program before setting the program objectives?
ANS: F PTS: 1 DIF: Easy REF: Page 147
Communication | HRM Bloom’s: Knowledge LO-1
10. HRD objectives describe the intent and desired result of an HRD program.
ANS: T PTS: 1 DIF: Easy REF: Page 148
Communication | HRM Bloom’s: Knowledge LO-1
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