Development of Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Development of Human Resources, a fundamental topic in the field of IC90 Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Development of Human Resources MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Development of Human Resources mcq questions that explore various aspects of Development of Human Resources problems. Each MCQ is crafted to challenge your understanding of Development of Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Development of Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

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Development of Human Resources MCQs | Page 6 of 18

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Q51.
What are the limitations of training?

a.

Training cannot achieve anything

b.

Training is most effective when done outside of the organization

c.

Training is only useful in theoretical understanding of concepts and rules

d.

Training is most useful when done within the organization, but people coming from different work situations may not be helpful in the actual work situation

Discuss
Answer: (d).Training is most useful when done within the organization, but people coming from different work situations may not be helpful in the actual work situation Explanation:People coming from different work situations, even within the same organization, to a central place of training can help in better theoretical understanding of the concepts and rules but may not be helpful at the actual work situation itself, not uniformly in any case.
Q52.
How can training needs be identified in organisations?

a.

Interviewing employees

b.

Conducting surveys through written questionnaires

c.

Direct observation of behaviour at work

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Training needs can be identified by interviewing employees, conducting surveys through written questionnaires, or direct observation of behaviour at work. A combination of more than one method can also be adopted.
Q53.
Why is it difficult to identify the actual training needs?

a.

Performance and behaviours can be observed

b.

Deficiencies can be noticed

c.

The cause of deficiencies is not easy to identify

d.

None of the above

Discuss
Answer: (c).The cause of deficiencies is not easy to identify Explanation:While performance and behaviours can be observed and deficiencies noticed, the cause of the deficiencies is not so easy to identify. It requires specially trained professionals to do so.
Q54.
Can a training course of a week or month's duration bring about a permanent change?

a.

Yes, always

b.

No, never

c.

It depends

d.

None of the above

Discuss
Answer: (b).No, never Explanation:Even if the needs are correctly identified, no training course of a week or month's duration can bring about a permanent change. The inputs for correction have to be personalised for any worthwhile effect.
Q55.
What is the Social-Learning Theory of learning?

a.

Learning requires feedback

b.

Individuals learn only when they want to learn

c.

We learn by observing what happens to other people as well as by direct experiences

d.

Reinforcement encourages repetition of learned behaviour

Discuss
Answer: (c).We learn by observing what happens to other people as well as by direct experiences Explanation:Social-Learning Theory of learning states that we learn by observing what happens to other people as well as by direct experiences. This theory also implies that much of what we learn comes from watching models – parents, teachers, bosses, characters in films, TV, and so on.
Q56.
Can a training course designed to cater to a class target the needs of any individual?

a.

Yes

b.

No

c.

It depends

d.

None of the above

Discuss
Answer: (b).No Explanation:Even if the training needs are correctly identified, no training course of a week or month's duration can bring about a permanent change. The inputs for correction have to be personalised for any worthwhile effect. A course designed to cater to a class cannot be targeting the needs of any individual.
Q57.
Which is the oldest and most commonly used method of training?

a.

Classroom training

b.

E-learning

c.

Apprenticeship

d.

On-the-job training

Discuss
Answer: (c).Apprenticeship Explanation:Apprenticeship training is the oldest and most commonly used method of training, especially when proficiency in a job is dependent on a variety of skills and on adequate practice.
Q58.
What is the benefit of apprenticeship training in organizations?

a.

Enhancing employee skills in their current position

b.

Preparing employees for higher positions

c.

Reducing the need for external guidance

d.

Offering academic preparation for new employees

Discuss
Answer: (b).Preparing employees for higher positions Explanation:Employees in organizations can benefit through apprenticeship if they are being considered for a shift of duties involving different kinds of skills, like from a peon to a filing clerk or to a machine operator. Young executives identified to have the potential to rise high can be attached to senior managers as Executive Assistants.
Q59.
Which is the oldest and most commonly used method of training?

a.

Apprenticeship

b.

On-the-job training

c.

Lectures

d.

Job rotation

Discuss
Answer: (a).Apprenticeship Explanation:Apprenticeship training is the oldest and most commonly used method of training, especially when proficiency in a job is dependent on a variety of skills and on adequate practice.
Q60.
Which method of training is effective for learning both unskilled and semi-skilled operations?

a.

Apprenticeship

b.

On-the-job training

c.

Lectures

d.

Job rotation

Discuss
Answer: (b).On-the-job training Explanation:On-the-job training is effective for learning both unskilled and semi-skilled operations.
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