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SPHR Questions - Part 92
1. _________ is one of several learning organization characteristics.
A) Programmed instruction
B) Systems thinking
C) Massed practice
D) An assessment center
2. The most common reason for the failure of organizational-change initiatives is which of the following?
A) There was no training system in place.
B) Employees were not prepared for the change.
C) The strategic plan was not communicated to employees.
D) Organization leaders did not support the change.
3. Which of the following factors can adversely affect transfer of training?
A) The trainer's expertise
B) A lack of job reinforcement
C) The subject of the training
D) Training Cost per Employee
4. Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
A) Knowledge management
B) Program management
C) Succession plan
D) Talent management
5. Which of the following refers to the ability of a team to share and build upon their ideas without holding anything back?
A) Mental model
B) Team learning
C) Systems thinking
D) Personal mastery
A) Programmed instruction
B) Systems thinking
C) Massed practice
D) An assessment center
2. The most common reason for the failure of organizational-change initiatives is which of the following?
A) There was no training system in place.
B) Employees were not prepared for the change.
C) The strategic plan was not communicated to employees.
D) Organization leaders did not support the change.
3. Which of the following factors can adversely affect transfer of training?
A) The trainer's expertise
B) A lack of job reinforcement
C) The subject of the training
D) Training Cost per Employee
4. Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
A) Knowledge management
B) Program management
C) Succession plan
D) Talent management
5. Which of the following refers to the ability of a team to share and build upon their ideas without holding anything back?
A) Mental model
B) Team learning
C) Systems thinking
D) Personal mastery
1. Right Answer: B
Explanation: Answer option B is correct.Systems thinking refer to the characteristic of a learning organization that uses a variety of information-gathering techniques to acquire knowledge about new technology, determine its value, and convert this knowledge into new and improved practices and procedures. Assessment centers (D) are used to determine what kind of training an individual needs. Massed practice (C) is a form of practicing job tasks during training in which all tasks are practiced at the same time.Programmed instruction (A) is a type of self-instruction that requires trainees to complete each step in the training before moving on to the next step.Chapter: Human Resource DevelopmentObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.The most common reason for the failure of change initiatives is that people were not prepared for the change and given time to assimilate the reasons for the change. Failing to communicate a change in strategic direction (C) as the basis for organization changes in and of itself will not lead to failure of a change initiative. Leaders who do not support change (D) do have an influence on employees, but that factor alone is not the most common reason for failure. The absence of a training system (A) may negatively impact the change process, but it is not the most common reason for failure.Chapter: Human Resource DevelopmentObjective: Review Questions
3. Right Answer: B
Explanation: Answer option B is correct.A lack of job reinforcement can adversely affect transfer of training. Other adverse impacts are the result of interference from the immediate work environment and a nonsupportive organizational climate. The trainer's expertise (A) could affect how well trainees learn information but does not specifically affect transfer of training. The subject of the training (C) affects how receptive trainees are to the information but not necessarily how the information transfers to the job.Chapter: Human Resource DevelopmentObjective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.Chapter: Human Resource DevelopmentObjective: Federal Employment Legislation
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Human Resource DevelopmentObjective: Organization Development
Explanation: Answer option B is correct.Systems thinking refer to the characteristic of a learning organization that uses a variety of information-gathering techniques to acquire knowledge about new technology, determine its value, and convert this knowledge into new and improved practices and procedures. Assessment centers (D) are used to determine what kind of training an individual needs. Massed practice (C) is a form of practicing job tasks during training in which all tasks are practiced at the same time.Programmed instruction (A) is a type of self-instruction that requires trainees to complete each step in the training before moving on to the next step.Chapter: Human Resource DevelopmentObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.The most common reason for the failure of change initiatives is that people were not prepared for the change and given time to assimilate the reasons for the change. Failing to communicate a change in strategic direction (C) as the basis for organization changes in and of itself will not lead to failure of a change initiative. Leaders who do not support change (D) do have an influence on employees, but that factor alone is not the most common reason for failure. The absence of a training system (A) may negatively impact the change process, but it is not the most common reason for failure.Chapter: Human Resource DevelopmentObjective: Review Questions
3. Right Answer: B
Explanation: Answer option B is correct.A lack of job reinforcement can adversely affect transfer of training. Other adverse impacts are the result of interference from the immediate work environment and a nonsupportive organizational climate. The trainer's expertise (A) could affect how well trainees learn information but does not specifically affect transfer of training. The subject of the training (C) affects how receptive trainees are to the information but not necessarily how the information transfers to the job.Chapter: Human Resource DevelopmentObjective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.Chapter: Human Resource DevelopmentObjective: Federal Employment Legislation
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Human Resource DevelopmentObjective: Organization Development
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