Week 1 Quiz   1. When a TNA is conducted it  a. guarantees that the time and money spent on training is spent wisely. b. determines the benchmark for evaluation of training. c. provides an essential component in the implementation of the strategic plan. d. both B & C   2. HRD should be involved in strategic planning by a. helping shape strategy. b. influencing the HR strategy. c. developing its own strategy in line with the strategic plan. d. both B & C. e. all of the above   3. A training needs analysis is conducted when a. a setback event occurs. b. a triggering event occurs c. a decision to provide sexual harassment training is made. d. a deficiency is determined to be a motivational deficiency.   4. A decentralized training department results in a. less training costs. b. more relevant training c. more control over training content. d. less likelihood of the transfer of training.   5. Organizational development is best defined as a. a profession that deals with reacting to changes in external environment. b. a profession and field of study that creates and implements planned change in organizations. c. a profession and field of study that deals with creating and implementing new ideas in the organization. d. a field of study and profession that deals with explaining serendipitous events.     6. Which of the following focuses on an anticipated performance problem in the future? a. The PAQ b. A reactive TNA c. A proactive TNA  d. Work sampling     7. Which of the following focuses on a current performance problem? a. The PAQ b. A reactive TNA  c. A proactive TNA d. Work sampling   8. To deal with a KSA deficiency, an appropriate remedy suggested in the text is a. training. b. changing the job. c. providing proper feedback. d. both A & B.  e. all of the above.   9. Looking at the internal environment of an organization and determining it’s fit with organizational goals and objectives is associated with which TNA component? a. Operational Analysis b. Performance Discrepancy c. Organizational Analysis  d. Person Analysis e. Organizational Laddering   10. A competency based approach focuses on a. knowledge and skills. b. attitudes and personality. c. all characteristics that underlie successful performance.  d. motivational characteristics.   11. When comparing competencies to KSA’s, competencies a. are more specific in nature. b. have a shorter term fit. c. only include knowledge, skills, and attitudes. d. are tied to corporate goals.    12. Performance appraisals are almost always completed by  a. peers and self. b. 360 degree feedback. c. supervisors.  d. work planning and review. e. none of the above.   13. When there is a performance gap but no KSA deficiency what is the possible cause  a. motivation b. lack of proper feedback c. Both A and B  d. It must be a KSA deficiency, as that is what a performance gap is defined as   14. A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment. a. True b. False   15. If you determine there is a KSA deficiency, then the response is training.  a. True b. False   16. List five sources of data for person analysis and their training need implications.

Leave a Reply

Your email address will not be published. Required fields are marked *