ACCURACY IS GUARANTEED
HR Final Exam Questions with Detailed Verified
Answers for Accuracy
On the job training
✓✓ Informal training /shadowing
training
✓✓ a process whereby people acquire capabilities to aid in the
achievement of organizational goals
Performance consulting
✓✓ *do before you spend on training
*root cause of performance problem
*HR training professional / external consultant
*Current level is compared with what you want to see
*identify why there is a performance gap
Developing strategic training plans
, ACCURACY IS GUARANTEED
✓✓ *system or process that moves towards company strategy
*maintenance of training
*be aligned with org goals
*be measurable
*justified cost
HR needs to ask:
*is there really a need?
who needs it?
who provides it?
How will it be delivered?
how will the knowledge transfer on the job?
How will it be evaluated?
systematic training process
, ACCURACY IS GUARANTEED
✓✓ *what is the performance problem?
*training needs assessment
*analyze training needs
*Identify training objective
*How are we going to do it?
*training design
*pretest
*methods
*plan content
*When are we going to do it?
*Training delivery
*schedule, conduct, monitor
Did they learn?
*evaluation
*measure outcomes and compare to objectives
*tricky to capture knowledge transfer
Gap analysis
✓✓ The distance between where an organization is with its
employee capabilities and where it needs to be.
Types of training objectives: knowledge
, ACCURACY IS GUARANTEED
✓✓ *introductory best practice HR
*impart technical and or job specific information (learn the org
anti-harassment policy e.g.)
Types of training objectives: skill
✓✓ Develop behavior changes in how job or tasks are
performed (e.g. learn how to operate a new piece of equipment)
Types of training objectives: attitude
✓✓ *create interest and awareness in an issue (e.g. generate
excitement about an upcoming org change)
*acquisition is an example (excited about new endeavors)
Learner readiness: ability to learn
✓✓ *basic organization grasp of concepts
*learners must possess basic skills
Learner readiness: motivation to learn
✓✓ *learners must desire and value training
*mandatory - hard to get excited
Learner readiness: self-efficacy
✓✓ *learners must believe that they can successfully learn the
training content
*confidence that they can learn
HR Final Exam Questions with Detailed Verified
Answers for Accuracy
On the job training
✓✓ Informal training /shadowing
training
✓✓ a process whereby people acquire capabilities to aid in the
achievement of organizational goals
Performance consulting
✓✓ *do before you spend on training
*root cause of performance problem
*HR training professional / external consultant
*Current level is compared with what you want to see
*identify why there is a performance gap
Developing strategic training plans
, ACCURACY IS GUARANTEED
✓✓ *system or process that moves towards company strategy
*maintenance of training
*be aligned with org goals
*be measurable
*justified cost
HR needs to ask:
*is there really a need?
who needs it?
who provides it?
How will it be delivered?
how will the knowledge transfer on the job?
How will it be evaluated?
systematic training process
, ACCURACY IS GUARANTEED
✓✓ *what is the performance problem?
*training needs assessment
*analyze training needs
*Identify training objective
*How are we going to do it?
*training design
*pretest
*methods
*plan content
*When are we going to do it?
*Training delivery
*schedule, conduct, monitor
Did they learn?
*evaluation
*measure outcomes and compare to objectives
*tricky to capture knowledge transfer
Gap analysis
✓✓ The distance between where an organization is with its
employee capabilities and where it needs to be.
Types of training objectives: knowledge
, ACCURACY IS GUARANTEED
✓✓ *introductory best practice HR
*impart technical and or job specific information (learn the org
anti-harassment policy e.g.)
Types of training objectives: skill
✓✓ Develop behavior changes in how job or tasks are
performed (e.g. learn how to operate a new piece of equipment)
Types of training objectives: attitude
✓✓ *create interest and awareness in an issue (e.g. generate
excitement about an upcoming org change)
*acquisition is an example (excited about new endeavors)
Learner readiness: ability to learn
✓✓ *basic organization grasp of concepts
*learners must possess basic skills
Learner readiness: motivation to learn
✓✓ *learners must desire and value training
*mandatory - hard to get excited
Learner readiness: self-efficacy
✓✓ *learners must believe that they can successfully learn the
training content
*confidence that they can learn
