Effective Hr Training

Compelling HR TRAINING AND DEVELOPMENT STRATEGY. Assessment OF TRAINING MCQ'S. 1. DISNEY UNIVERSITY IS NOT A CAMPUS BUT A †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Procedure FOR TRAINING ALL EMPLOYEES OF THIS ENTERPRISE ? a. Procedure. b. Model c. Program d. The entirety OF THE ABOVE. 2. Proficient FACILITORS LEAD ONLY. a. CONTENT, PRESENTATION. SESSIONb. Significant LEVEL SESSION c. Specialized ; EXECUTIVE SESSIONd. Nothing unless there are other options. 3. THE ATRITION RATE AT DISNEY IS ONLY †¦Ã¢â‚¬ ¦. PERCENT COMPARED WITH 60 PERCENT. a. 15b. 20 c. 25 d. 10 4. Related article: KFC †Training and Development Problems Encountered by HRM StudentsTHE FIRST PART OF RPOGRAMME INVOLVES TRAINING OR RETRAINING IN QUALITY FINANCE, AND OTHER AREAS. a. Genuine b. Bogus 5. When THE TRAINING IS COMPLETED THE TEAMS BECOME RESPOSIBLE FOR THEIR †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. a. OWN DEVELOPEMENTb. Associations DEVELOPEMENT c. Learners DEVELOPEMENTd. The entirety OF THE ABOVE. 6. Every EMPLOYEE IS RESPONSIBLE FOR CREATING HIS OR HER OWN TRAINING AND DEVELOPMENT PLAN a. TURE b. Bogus. 7. THE PERFORMANCE OF EMPLOYEES THAT ARE MANAGED BY INDIVIDUALS THAT WENT THROUGH THE APPRAISAL a. TURE b. Bogus 8. Response IS DEFINE AS. a. WHAT THE TRAINEES THOUGHT ABOUT PRAGRAM. . TARINERS TEACHING SKILL. c. NON OF THE ABOVE 9. MOST TRAINERS BELIVES THAT INITIAL RECEPTIVITY PROVIDES A GOOD ATMOSPHERE FOR LEARNING THE MATERIAL IN THE INSTRUCTIONAL PROGRAM BUTDOES NOT NECESSERILY CAUSE†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. a. The board OF STRESSb. Advancement, MANAGEMENT OF STRESS c. Significant LEVEL OF TRAININGd. NONE OF THE AOVE 10. THE LEARNING OF †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ought to BE USED SO THAT QUANTITIVE RESULT CAN BE DETERMINED . a. ALL PARTICIPANT b. TWO PARTICIPANTS c. Every PARTICIPANT d. The entirety OF THE ABOVE 11. Beyond what many would consider possible THE LEARNING SHOULD BE MEASURED ON A SUBJECTIVE BASIS a.TURE b. Bogus 12. WHERE PRINCIPLES AND FACT ARE TAUGHT RATHER THAN SKILLS, IT IS MORE DIFFICULT TO EVALUATE LEARNING. a. TURE b. Bogus 13. THE MOST COMMON TECHNIQUES IS THE †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦TEST a. PROJECTORb. PEN AND PENCIL c. CLASSROOMd. Nothing from what was just mentioned. 14. IT IS DIFFICULT TO DO AND HARD TO PROVE THAT TRAINING WAS THE ‘CAUSE’ OF THE ORGANIZATIONAL ACHIEVEMENT. a. TURE b. Bogus 15. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ IS THE CONCEPT THAT MEANS THE DEGREE TO WHICH AN EVALUATION TECHNIQUE OR INSTRUMENT MEASURES WHAT IT WAS INTENDED TO MEASURE. a. RELIABILITYb. LEARNING c. VALIDITYd. Nothing from what was just mentioned