Test bank Human Resource Development 6th Edition by Jon M. Werner

Test bank Human Resource Development 6th Edition by Jon M. Werner offers an extensive range of topics in the field of human resource development. It explores topics such as job analysis and design, recruitment, selection, development of predictions and measurements, training modalities and tools, performance appraisal and management development, compensations and benefits systems management, labor relations and legal considerations in HRD.

The book provides deeper knowledge into developing human capital, critical thinking scorecard development to measure organizational effectiveness in the HRD process as well as metrics like results-based accountability models. Test bank Human Resource Development 6th Edition by Jon M. Werner gives a detailed overview of the various aspects that are essential in mastering the skill set required for success in the field.

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Author: Werner
Edition: 6th
ISBN-10: 0538480998
ISBN-13: 978-0538480994

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SKU:00078600030

Test Bank Human Resource Development 6th Edition by Jon M. Werner

Are you looking for a comprehensive test bank for the Human Resource Development 6th Edition by Jon M. Werner? Look no further! Our test bank offers over 1300 questions that go far beyond the basics to analyze and challenge your knowledge of key concepts and theories. This comprehensive test bank includes multiple choice, true/false, fill in the blank, essay and discussion questions as well as quizzes that have been developed exclusively for Human Resource Development courses.

This test bank contains an array of different questions and topics to help you prepare effectively and efficiently for any upcoming classes or exams related to this course. It is broken up into sections such as resilience, self-correction, learning strategies, human resource development literature review, change processes, performance management, development interventions and more. The questions are created in accordance with current standards and are updated annually to ensure they are relevant and accurate.. All answers are included with each question to help you improve your understanding faster when studying.

Our test bank is designed specifically with students in mind. With ease of use in mind it allows instructors flexibility during problem sets that cover the essential information for Human Resource Development courses. Don’t be caught unprepared with our comprehensive test bank for Human Resource Development’s 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

11. According to Mager and the text the objective ‘Discuss and illustrate principles and techniques of computer programming is not a good objective.

ANS: T PTS: 1 DIF: Easy REF: Page 149

Communication | HRM Bloom’s: Knowledge LO-1

12. It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions.

ANS: F PTS: 1 DIF: Medium REF: Page 152

Communication | HRM Bloom’s: Knowledge LO-1

13. Over half of the trainers report saving a lot of money by outsourcing their programs.

ANS: F PTS: 1 DIF: Medium REF: Page 155

Communication | HRM Bloom’s: Knowledge LO-2

14. Training competency involves the knowledge and skills needed to design and implement training programs.

ANS: T PTS: 1 DIF: Medium REF: Page 156

Communication | HRM Bloom’s: Knowledge LO-4

15. Subject matter expertise refers to the mastery of the subject and of training.

ANS: F PTS: 1 DIF: Medium REF: Page 155

Communication | HRM Bloom’s: Knowledge LO-4

16. Trainers who lack subject matter expertise may rely too heavily on books and other training materials.

ANS: T PTS: 1 DIF: Easy REF: Page 156

Communication | HRM Bloom’s: Knowledge LO-5

17. Alexander consulting group found that an Instructor guide was used by only a small percentage of SMEs.

ANS: F PTS: 1 DIF: Easy REF: Page 157

Communication | HRM Bloom’s: Knowledge LO-5

18. A program announcement should include the purpose of the program.

ANS: T PTS: 1 DIF: Easy REF: Page 164

Communication | HRM Bloom’s: Knowledge LO-6

19. Trainers should be very careful when copying material from others so they do not violate copyright laws.

ANS: T PTS: 1 DIF: Easy REF: Page 165

Communication | HRM Bloom’s: Knowledge LO-6

20. Scheduling an HRD program when employees are busy with their jobs is the best way to do it.

ANS: F PTS: 1 DIF: Easy REF: Page 166

Communication | HRM Bloom’s: Knowledge LO-6

21. According to the text training programs are best conducted on either Monday or Friday.

ANS: F PTS: 1 DIF: Medium REF: Page 166

Communication | HRM Bloom’s: Knowledge LO-6

22. Having employees attend training after their normal workday is a very good idea.

ANS: F PTS: 1 DIF: Easy REF: Page 167

Communication | HRM Bloom’s: Knowledge LO-6

23. According to Bill West ‘Online is all about design’

ANS: T PTS: 1 DIF: Easy REF: Page 168

Communication | HRM Bloom’s: Knowledge LO-6

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