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SEMESTER - 3
HUMAN RESOURCE DEVELOPMENT
(HRD)
MCQS
1. ___________ involves providing knowledge and skills needed to do a particular task or job.
A. Training
B. Development
C. Counselling
D. Coaching
2.Which one of the following is NOT a part of Traditional HR Activities which views People as Resources?
A. Goal-setting and performance assessment
B. Planning of rewards
C. Recruitment and retention
D. Technology Development
3. __________ activities are used to predict how changes in management strategy will affect future HR needs.
A. Human Resource Planning
B. Employee Appraisal
C. Employee Empowerment
D. Employee Evaluation
4.__________ involves taking the necessary steps to achieve the plan, and generally focuses more on what an organization can do to foster employee Career Development.
A. Career Management
B. Career Planning
C. Coaching vaishali
D. Mentoring
5. A learning principle which involves objects that are experienced together tend to become associated with other is known as ___________.
A. Contiguity
B. The Law of Effect
C. Practise
D. Trainability
6. Behaviour gets weakened and the probability of repeating same behaviour decreses/declines as a result of application of unpleasnt consequences is known as __________
A. Punishment
B. Extinction
C. Negative Reinforcement
D. Positive reinforcement
7. _________ advises management on the matters related to efficient work teams, quality management and planned change management.
A. Organizational Change agent
B. Instructor/Facilitator
C. Individual development and Career Counselor
D. Researcher
8. _________ is defined as the process of enhancing the effectiveness of an Organization and the well being of its members through planned interventions.
A. Organizational Development
B. Career Development
C. Economic development
D. Training
9. Behavior gets strengthened and probability of repeating the same behaviour increases as a result of avoidance of unpleasant consequences is known as _________.
A. Negative Reinforcement
B. Positive Reinforcement
C. Punishment
D. Extinction
10. _________ can be defined as a set of systematic and planned activities by an Organization to provide opportunities to learn necessary skills and knowledge to meet current and future job demands.
A. Human Resource Management
B. Strategic Human Resource Management
C. Human Resource Development
D. Organizational development
11. ________ advises line management on appropriate interventions designed to individual and group performance.
A. Performance Consultant (Coach)
B. Researcher
C. Instructor/Facilitator
D. Hr Systems designer and Developer
12. Behaviour gets weakened and the probability of repeating same behaviour decreses/declines as a result of withdrawal of pleasant consequences is known as ________
A. Extinction
B. Negative Reinforcement
C. Positive Reinforcement
D. Punishment
13. Learning theory which explains the relationship between response to stimulus is __________
A. Operant Conditioning Theory
B. Classical Conditioning Theory
C. Cognitive Learning Theory
D. Social Learning Theory
14. Learning theory which explains the relationship between stimulus to response is _________
A. Classical Conditioning Theory
B. Operant Conditioning Theory
C. Cognitive Learning Theory
D. Social Learning Theory
15. ___________ suggestes that learners should be given an opportunity to repeated perform the task or use the knowledge being learned.
A. Active practise
B. Mental Practise
C. No Practise
D. Over Learning
16. Which of the follwing is NOT a fuction of Trainability?
A. Motivation
B. Ability
C. Perceptions of the Work Environment
D. Control
17. The full form of ASTD is
A. American Society for Training and Development
B. African Society for Training and Development
C. Australian Society for Training and Development
D. American Society for Trade and Development
18. The cognitive rehearsals of a task in the absence of overt physical activity is known as __________
A. Mental Practise
B. Active Practise
C. No Practise
D. Physical Practise
19. _______ states that a behaviour followed by a pleasurable consequence is likely to be repeated.
A. Law of Effect
B. Practice
C. Contiguity
D. Trainability
20. _________ is the HRD role in terms of program and system design, intervention strategies and implementation of the same.
A. HR System designer and Developer
B. HR Strategic Advisor
C. Organizational Change Agent
D. Instructor/Facilitator
21. ________involves activities performed by an individual, often with the assistance of counselors and others to assess his or her skills and abilities in order to establish a realistic career plan.
A. Career Planning
B. Organizational Development
C. Counselling
D. Coaching
22. ___________ involves adapting the learning environment to maximise learning and includes the conditions of practise and factors impacting retention.
A. Training Design
B. Transfer of Training
C. Trainee Characteristics
D. Training Evaluation
23. ________ the process by which new employees learn important Organizational Values and norms, establish working relationship and learn how to function within their jobs.
A. Employee orientation
B. Employee evaluation
C. Employee Appraisal
D. Employee Retrenchment
24. Competitive Advantage Through People in the long term cycle involves ______ dimension.
A. Leadership Development
B. Objective Setting
C. Performance Metrics
D. Short Term Training
25. A long term focus on preparing for work future work responsibilities along with improving performance in the current job is known as __________.
A. Development
B. Training
C. Coaching
D. Mentoring
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