Colegio de San Juan de Letran

Dominican Hills, [Link], Abucay, Bataan

MIDTERM EXAMINATION
HRD103 – Training and Development
2nd Semester , SY 2014 -2015
Asst Prof. Juan Paolo C. Espiritu

NAME : _______________________________ SCORE : __________ RATING : ________

PERMIT NO. _________________ YEAR / SECTION: ____________ DATE : __________

I. MULTIPLE CHOICE . Each statement is followed by four ( 4 ) choices from which you
can select your answer. On the blank provided for before each number , WRITE only
the letter that corresponds to the answer of your choice. (45 points)

______1. What is the concept that looks at the process of establishing performance expectations with employees
designing interventions and programs to improve performance, and monitoring the success of interventions and programs?
A. Performance management
B. Balance scorecard
C. Process measurement
D. Training development
_____2. What is the concept that studies the acquisition of knowledge, skills, and abilities required to perform future job
responsibilities?
A. Knowledge management
B. Training
C. Human capital
D. Development
______3. Which of the following is not a benefit of training and development
A. Facilitate organizational strategy
B. Increase HR effectiveness
C. Link business strategy to organizational strategy
D. Improve employee recruitment and retention
_____4. Studies have shown that companies that invest in training their employees will have higher revenues and
profits. What else do these studies show that demonstrate the effectiveness of training?
A. Cost benefit analysis
B. Productivity
C. Trend analysis
D. Link to strategy
_____5. Some of the key environmental factors that drive human resources and training and development are global
competition, the labour market, and change. What is the fourth item that affects these things?
A. Ecology
B. Technology
C. Legislation
D. Competitors
_____6. What is the concept that includes the shared beliefs, values, and assumptions that exist in an organization?
A. Vision
B. Organizational climate
C. Organizational culture
D. Mission
______7. In a needs analysis, there are three levels including an organizational analysis, and a person analysis. What is
the third level of analysis?
A. Divisional analysis
B. Unit analysis
C. Trend analysis
D. Task analysis
______8. What is the concept that looks at the process of creating, sharing, diffusing, and applying knowledge in
organizations?
A. Traditional ecological knowledge
B. Knowledge management
C. Intellectual capital
D. Organizational learning
______9. Which of the following is NOT a principle of a learning organization?
A. Learning organizations are more profitable than other organizations
B. Continuous learning is considered to be a hallmark of learning organizations
C. In a learning organization everybody is considered to be a learner
D. Learning is part of a change process and in fact enables change
_____10. There are four key dimensions of learning organizations. Three of these dimensions include vision, culture,
and learning dynamics or systems. What is the fourth dimension?
A. Intellectual capital and emotional intelligence

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 B. Knowledge management and infrastructure
C. Human attributes: knowledge, skills and abilities
D. Communities of practice and learning environments
______11. What is the concept that includes those things that you can buy or trade, such as patents or copyrights and
other forms of intellectual property?
A. Intellectual capital
B. Knowledge
C. Explicit knowledge
D. Knowledge management
_____12. What is the concept that refers to an organization’s knowledge, experience, relationships, process discoveries,
innovations, market presence, and community influence?
A. Human capital
B. Renewal capital
C. Intellectual capital
D. Relationship capital
______13. What is the concept that refers to the creation, collection, storage, distribution, and application of compiled
“know-what” and “know-how?”
A. Knowledge management
B. Explicit knowledge
C. Structural knowledge
D. Strategic knowledge
______14. Most types of learning have the transfer of skills, knowledge and information. Which type of learning occurs
naturally as part of work and is not planned?
A. Organizational learning
B. Informal learning
C. Learning acquisition
D. Formal learning
_____15. Formal learning and informal learning differ on a variety of factors including control, relevance, structure, and
outcomes. What is the final factor that is missing from this list?
A. Content
B. Specificity
C. Timing
D. Needs
_____16. What is the concept that refers to groups of people with common interests and concerns who meet regularly to
share their experiences and knowledge, learn from each other, and identify new approaches for working and solving
problems?
A. Self-directed work teams
B. Informal learning
C. Self-directed learning
D. Communities of practice
______17. What is the concept that refers to deeply ingrained assumptions, generalizations, or images that influence how
we understand the world and how we take action?
A. Structural capital
B. Mental models
C. Implicit knowledge
D. Formal learning
______18. Which of the following is NOT a typical level associated with organizational learning?
A. Organizational level
B. Individual level
C. Group level
D. Team level
_____19. What is the concept that refers to the process of acquiring knowledge and skills, and a change in individual
behaviour as a result of some experience?
A. Intellectual capital
B. Intelligence
C. Learning
D. Knowledge management
_____20. Using Gagné’s Classification Scheme, which learning outcome has to do with procedural knowledge?
A. Verbal information
B. Motor skill
C. Intellectual skills
D. Cognitive strategies
_____21. What is the concept that refers to the way in which an individual gathers information and processes and
evaluates it during the learning process?
A. Declarative knowledge
B. Knowledge compilation
C. Procedural knowledge
D. Learning style
______22. Which of the following is NOT a learning style?
A. Converging
B. Assimilating
C. Reflecting
D. Accommodating
______23. What is the concept that refers to the conditioned response that occurs in circumstances different from those
during learning?
A. Generalization
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 B. Chaining
C. Shaping
D. Observation
______24. What is the concept that refers to the adult-oriented approach to learning that takes into account the differences
between adult and child learners?
A. Pedagogy
B. Andragogy
C. Anthropology
D. College
______25. What is the concept that refers to the type of motivation that stems from a direct relationship between a worker
and the task?
A. Intrinsic motivation
B. Extrinsic motivation
C. Training motivation
D. Motivation to transfer
______26. Using Alderfer’s theory, what is the need that is similar to Maslow’s esteem and self-actualization needs?
A. Existence needs
B. Growth needs
C. Learning needs
D. Relatedness needs
_____27. What type of goal is process-oriented and focuses on the learning process?
A. Process goals
[Link] goals
[Link] goals
[Link] goals
_____28. What type of motivation focuses on the direction, intensity, and persistence of learning-directed behaviour in
training contexts?
A. Intrinsic motivation
B. Extrinsic motivation
C. Training motivation
D. Motivation to transfer
______29. What is the concept that refers to the process to identify gaps or deficiencies in employee and organizational
performance?
A. Task analysis
B. Needs analysis
C. Organizational analysis
D. Person analysis
______30. With what does the needs-analysis process start?
A. Itch
B. Idea
C. Ideal
D. Stimuli
______31. Which of the following is NOT related to a Person Analysis?
A. Define desire performance
B. Determine gap
C. Identify obstacles
D. Obtain description
_____32. What is the concept that refers to the process of studying employee behaviour to determine whether
performance meets standards?
A. Task analysis
B. Needs analysis
C. Organizational analysis
D. Person analysis
_____33. What is the concept that refers to a set of procedures that focuses on understanding the mental processes and
requirements for performing a job?
A. Team task analysis
B. Cognitive task analysis
C. Person analysis
D. Task analysis
_____34. Lack of knowledge, skills, motivation and group norms are all human barriers to effective performance. What
is the one remaining human barrier to effective performance?
A. Counterproductive reward systems
B. Poor job design
C. Informal leaders
D. Ill-defined goals and objectives
______35. Lack of tools and procedures, rapid change in technology and poor job design are all technical barriers to
effective performance. What is the one remaining technical barrier to effective performance?
A. Lack of performance measurements
B. Resources sub-optimized
C. Ineffective feedback
D. Raw data
______36. What is the concept that refers to practices based on the belief that every act has a consequence and if the
consequence is a reward then the act will be repeated?
A. Work motivation
B. Motivation theories
C. ERG theory
D. Contingency management
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______37. Training is often the best solution to performance problems. Under which condition is training NOT the best
solution?
A. If coaching is expensive
B. If the task is performed frequently
C. If the task is difficult
D. If correct performance is critical
______38. The instructional design in an organization logically should begin with a
A. Aptitude assessment
B. Task analysis
C. Needs assessment
D. Person analysis
_____39. Orientation is generally offered by organizations to
A. Get new employees off to a good start
B. Increase turnover
C. Facilitate training and steer away from a learning environment
D. Reduce cost
_____40. In order to create a climate that is conducive to learning, managers must
A. Use positive reinforcement
B. Make jobs dependent on the outcomes of the learning
C. Do not vary from the established
D. Have participants be responsible for their own training

II. MODIFIED TRUE or FALSE . Write TRUE if the statement is true. If its false, underline
the word/phrase that makes it incorrect and write the correct word/ on the space provided for.
(2 points each. 20)

____________________1. Job rotation is an example of formal training in which shift changes foster
supervisor – employee relationship. INFORMAL
____________________2. Group climate, group dynamics and interactions are factors that shapes
organizational level learning. GROUP LEVEL
____________________3. The first stage of learning involves learning knowledge, facts and
information or what is known as knowledge compilation. DECLARATIVE
____________________4. During the declarative knowledge, the learned has mastered the task
and performance is automatic. PROCEDURAL
____________________5. Negative reinforcement is the removal of stimulus after an act. T
____________________6. According to condition theory, people learn by observing the behavior of
others. SOCIAL LEARNING THEORY
____________________7. Pedagogy is problem-centered and self-directed in its approach to
learning ANDRAGOGY
____________________8. ERG theory does not state that a lower level need must be gratified
before a higher level need becomes motivational. T
____________________9. Tacit knowledge cannot be copied and acquired. T
____________________10. An organizational analysis involves identifying the resources available
in the organization that might be required to design and implement training and development
programs. RESOURCE ANALYSIS

III. MATCHING TYPE. Group the following management principles and contributors
according to respective management principles. Write only the letter of the correct
answer on the space provided for before each number. (20 points) NO ERASURES

Discipline of Learning Organization

______1. View organization as a whole E A. Personal mastery

______2. Thinking together D B. Mental model
______3. Images and assumptions B C. Shared vision
______4. Agrees on the future C D. Team learning
______5. Willing to learn A E. Systems thinking

Stages of Learning

______1. Performance is slow and prone to errors A. Knowledge compilation

______2. Integrating tasks into sequences to simplify B. Declarative knowledge
task C. Procedural knowledge
______3. Performance is automatic and habitual
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Learning Theories

______1. Employees participate in role playing activities A. Social Learning Theory

that stimulate encounters with clients B. Conditioning Theory
______2. Employees receive merit points for promotion C. Adult Learning Theory
in attending training program
______3. Employees evaluate the practicality of training
programs

Barriers to Effective Performance

______1. Lack of motivation A. Information

______2. Poor job design B. Structural
______3. Overlapping roles C. Technical
______4. Vague objectives D. Human

Needs Analysis Methods

______1. Response to a hypothetical case study A. Work samples

______2. Secure information from persons who B. Questionnaires
are in position C. Records & reports
______3. Brainstorming D. Key consultation
______4. Attendance, accident, critical incidents E. Group discussion
______5. Surveys

IV. CONCEPT APPLICATION. Answer the following questions briefly but substantially. (10
points)

1. If you had a friend who was about to attend a training program on how to use a new HR
software application and she had a very low efficacy about her ability to learn and use
computer ,what would you do to increase her self- efficacy? Describe some of the things you
might do prior to the training program to increase your friend’s self-efficacy to learn to use a
software application.

2. Imagine that you are a trainer in an organization that prides itself on providing employees
with frequent opportunities for training. The president of the company has asked you to
design and deliver a training program on team skills so that empl

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