Question 1

A trap to avoid when doing needs assessments is:

Accepted Answer

A) Focusing on organizational performance 
B) Use both hard and soft data 
C) Doing multiple methods in addition to questionnaires 
D) Use hard data only 
A) Focusing on organizational performance 
B) Use both hard and soft data 
C) Doing multiple methods in addition to questionnaires 
D) Use hard data only

Question 2

The most common source of information for person analysis is:

Accepted Answer

A) critical incidents 
B) the performance appraisal 
C) diaries 
D) assessment centers 
A) critical incidents 
B) the performance appraisal 
C) diaries 
D) assessment centers

Question 3

A person analysis is best defined as:

Accepted Answer

A) A systematic collection of data about every jobs in the company 
B) A systematic collection of data about specific jobs or groups of job 
C) A systematic collection of who needs to be trained and what kind of training they need 
D) A systematic collection of information on how people think their jobs should be performed 
A) A systematic collection of data about every jobs in the company 
B) A systematic collection of data about specific jobs or groups of job 
C) A systematic collection of who needs to be trained and what kind of training they need 
D) A systematic collection of information on how people think their jobs should be performed

Question 4

Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job?

Accepted Answer

A) job inventory questionnaire 
B) time sampling 
C) critical incident method 
D) card sort 
A) job inventory questionnaire 
B) time sampling 
C) critical incident method 
D) card sort

Question 5

The systematic collection of data about a specific job or group of jobs used to determine what an employee should be taught to achieve optimal performance is called:

Accepted Answer

A) position summary analysis 
B) diagnostic analysis 
C) task analysis 
D) job review 
A) position summary analysis 
B) diagnostic analysis 
C) task analysis 
D) job review

Question 6

A job description is a narrative statement of the major activities involved in performing a job and conditions under which these duties are performed.

Accepted Answer

A) True 
 B)False

Question 7

Which task identification method results in a list of the cues,behaviors,and feedback that make up each task involved in a job?

Accepted Answer

A) Critical incident 
B) Time sampling 
C) Job inventory questionnaire 
D) Stimulus-response-feedback 
A) Critical incident 
B) Time sampling 
C) Job inventory questionnaire 
D) Stimulus-response-feedback

Question 8

The knowledge,skills,abilities,and other requirements (KSAOs)needed to perform a task or job are spelled out in the:

Accepted Answer

A) job specification 
B) job design 
C) skills inventory 
D) organizational climate index 
A) job specification 
B) job design 
C) skills inventory 
D) organizational climate index

Question 9

The instrument developed by the Center for Creative Leadership to identify the developmental needs of managers is called:

Accepted Answer

A) Strategic Analysis 
B) Benchmarks 
C) Ballparks 
D) Human Resource Information System 
A) Strategic Analysis 
B) Benchmarks 
C) Ballparks 
D) Human Resource Information System

Question 10

The stimulus-response-feedback method of task identification breaks each task into four components.

Accepted Answer

A) True 
 B)False

Question 11

When using multiple rater sources it is important that all raters agree on their rating.

Accepted Answer

A) True 
 B)False

Question 12

MBO or work planning and review systems are useful tools for assessing needs because:

Accepted Answer

A) They provide performance review data 
B) They provide baseline performance data 
C) They provide long-term business objectives 
D) All the above are true 
A) They provide performance review data 
B) They provide baseline performance data 
C) They provide long-term business objectives 
D) All the above are true

Question 13

The three levels of needs analysis are: strategic/organizational,task,and team.

Accepted Answer

A) True 
 B)False

Question 14

Immediate supervisors should not be involved in a person analysis.

Accepted Answer

A) True 
 B)False

Question 15

Performance appraisal information can always be considered to be accurate.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following data sources provides an estimate of the magnitude of the specific needs for HRD/training by looking at the number of employees in each skill group,evaluating knowledge and skill levels,as well as training time per job?

Accepted Answer

A) organizational goals and objectives 
B) skills inventory 
C) exit interviews 
D) performance appraisals 
A) organizational goals and objectives 
B) skills inventory 
C) exit interviews 
D) performance appraisals

Question 17

A job analysis is the systematic study of the environment the job is performed within.

Accepted Answer

A) True 
 B)False

Question 18

A diagnostic person analysis involves determining the overall success of individual employee performance.

Accepted Answer

A) True 
 B)False

Question 19

The main advantage of a 360 degree format is that employees are observed from people with different perspectives on the employee's performance.

Accepted Answer

A) True 
 B)False

Question 20

What is the goal of identifying diagnostic needs?

Accepted Answer

A) to emphasize existing problems 
B) to determine how effective performance is obtained 
C) to determine new or better way to perform tasks 
D) to determine how interventions should be conducted 
A) to emphasize existing problems 
B) to determine how effective performance is obtained 
C) to determine new or better way to perform tasks 
D) to determine how interventions should be conducted

A trap to avoid when doing needs assessments is:

The most common source of information for person analysis is:

A person analysis is best defined as:

Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job?

The systematic collection of data about a specific job or group of jobs used to determine what an employee should be taught to achieve optimal performance is called:

A job description is a narrative statement of the major activities involved in performing a job and conditions under which these duties are performed.

Which task identification method results in a list of the cues,behaviors,and feedback that make up each task involved in a job?

The knowledge,skills,abilities,and other requirements (KSAOs)needed to perform a task or job are spelled out in the:

The instrument developed by the Center for Creative Leadership to identify the developmental needs of managers is called:

The stimulus-response-feedback method of task identification breaks each task into four components.

When using multiple rater sources it is important that all raters agree on their rating.

MBO or work planning and review systems are useful tools for assessing needs because:

The three levels of needs analysis are: strategic/organizational,task,and team.

Immediate supervisors should not be involved in a person analysis.

Performance appraisal information can always be considered to be accurate.

Which of the following data sources provides an estimate of the magnitude of the specific needs for HRD/training by looking at the number of employees in each skill group,evaluating knowledge and skill levels,as well as training time per job?

A job analysis is the systematic study of the environment the job is performed within.

A diagnostic person analysis involves determining the overall success of individual employee performance.

The main advantage of a 360 degree format is that employees are observed from people with different perspectives on the employee's performance.

What is the goal of identifying diagnostic needs?

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Designing Effective Hrd Programs

Implementing HRD Programs

Evaluating HRD Programs

Onboarding: Employee Socialization and Orientation

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

Organization Development and Change

HRD and Diversity: Diversity Training and Beyond

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Exam 4: Assessing HRD Needs

A trap to avoid when doing needs assessments is:

The most common source of information for person analysis is:

A person analysis is best defined as:

Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job?

The systematic collection of data about a specific job or group of jobs used to determine what an employee should be taught to achieve optimal performance is called:

A job description is a narrative statement of the major activities involved in performing a job and conditions under which these duties are performed.

Which task identification method results in a list of the cues,behaviors,and feedback that make up each task involved in a job?

The knowledge,skills,abilities,and other requirements (KSAOs)needed to perform a task or job are spelled out in the:

The instrument developed by the Center for Creative Leadership to identify the developmental needs of managers is called:

The stimulus-response-feedback method of task identification breaks each task into four components.

When using multiple rater sources it is important that all raters agree on their rating.

MBO or work planning and review systems are useful tools for assessing needs because:

The three levels of needs analysis are: strategic/organizational,task,and team.

Immediate supervisors should not be involved in a person analysis.

Performance appraisal information can always be considered to be accurate.

Which of the following data sources provides an estimate of the magnitude of the specific needs for HRD/training by looking at the number of employees in each skill group,evaluating knowledge and skill levels,as well as training time per job?

A job analysis is the systematic study of the environment the job is performed within.

A diagnostic person analysis involves determining the overall success of individual employee performance.

The main advantage of a 360 degree format is that employees are observed from people with different perspectives on the employee's performance.

What is the goal of identifying diagnostic needs?

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Designing Effective Hrd Programs

Implementing HRD Programs

Evaluating HRD Programs

Onboarding: Employee Socialization and Orientation

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

Organization Development and Change

HRD and Diversity: Diversity Training and Beyond

More on Research Design

Filters