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HRM QUIZ (CHAPTER 4)

HRM QUIZ (CHAPTER 4)
17問 • 2年前
  • Angela Abelinde
    • 通報

    問題一覧

  • 1

    Types of Needs Analysis: An analysis of the business needs or other reasons the training is desired.

    organizational analysis

  • 2

    Types of Needs Analysis: Analysis dealing with potential participants and instructors involved in the process.

    person analysis

  • 3

    Types of Needs Analysis: Analysis of the tasks being performed.

    work analysis or task analysis

  • 4

    Types of Needs Analysis: Are the employees performing up to the established standard? Is there a performance gap?

    performance analysis

  • 5

    Types of Needs Analysis: Analysis of documents, laws, procedures used on the job.

    content analysis

  • 6

    Types of Needs Analysis: Analysis of whether training is the desired solution.

    training suitability analysis

  • 7

    Types of Needs Analysis: Analysis of the return on investment (ROI) of training.

    cost-benefit analysis

  • 8

    Give atleast 5 knowledge, skills, and abilities required in order to perform their jobs well:

    adaptability, communication, planning, innovation, leadership

  • 9

    Several basic Needs Assessment techniques include:

    direct observation, questionnaires, interviews, surveys, work samples

  • 10

    The purpose of this is to identify the work to be carried out to achieve agreed goals and objectives.

    training plan

  • 11

    He is a Professor Emeritus at the University of Wisconsin and past president of the ASTD who gave 4 levels to evaluate training.

    Donald Kirkpatrick

  • 12

    4 Levels to evaluate training results:

    level 1: reaction, level 2: learning, level 3: behavior, level 4: results

  • 13

    Evaluate training result: This level measures how your trainees reacted to the training.

    level 1: reaction

  • 14

    Evaluate training result: This level measures what your trainees have learned.

    level 2: learning

  • 15

    Evaluate training result: At this level, you evaluate how far your trainees have changed their behavior based on the training they received.

    level 3: behavior

  • 16

    Evaluate training result: At this level, you analyze the final results of your training. This includes the outcomes that you or your organization have determined to be good for business, for the employees, or for the bottom line.

    level 4: results

  • 17

    It is the key contributor to a company's competitive advantage by helping employees understand their strength, weaknesses and interests, and by showing them how new jobs and expanded job responsibilities are available to them to meet their personal growth needs.

    employee development

    • UNDERSTANDING THE SELF

    UNDERSTANDING THE SELF

    Angela Abelinde · 67問 · 2年前

    UNDERSTANDING THE SELF

    UNDERSTANDING THE SELF

    67問 • 2年前
    Angela Abelinde

    HRM QUIZ (CHAPTER 3 - Identification)

    HRM QUIZ (CHAPTER 3 - Identification)

    Angela Abelinde · 68問 · 2年前

    HRM QUIZ (CHAPTER 3 - Identification)

    HRM QUIZ (CHAPTER 3 - Identification)

    68問 • 2年前
    Angela Abelinde

    HRM QUIZ (Chapter 3 - Enumeration)

    HRM QUIZ (Chapter 3 - Enumeration)

    Angela Abelinde · 13問 · 2年前

    HRM QUIZ (Chapter 3 - Enumeration)

    HRM QUIZ (Chapter 3 - Enumeration)

    13問 • 2年前
    Angela Abelinde

    MMW

    MMW

    Angela Abelinde · 59問 · 2年前

    MMW

    MMW

    59問 • 2年前
    Angela Abelinde

    SRGG (Midterm Exam)

    SRGG (Midterm Exam)

    Angela Abelinde · 56問 · 1年前

    SRGG (Midterm Exam)

    SRGG (Midterm Exam)

    56問 • 1年前
    Angela Abelinde

    BFI (CHAPTER 1)

    BFI (CHAPTER 1)

    Angela Abelinde · 31問 · 1年前

    BFI (CHAPTER 1)

    BFI (CHAPTER 1)

    31問 • 1年前
    Angela Abelinde

    BFI (CHAPTER 2)

    BFI (CHAPTER 2)

    Angela Abelinde · 23問 · 1年前

    BFI (CHAPTER 2)

    BFI (CHAPTER 2)

    23問 • 1年前
    Angela Abelinde

    BFI (CHAPTER 3)

    BFI (CHAPTER 3)

    Angela Abelinde · 21問 · 1年前

    BFI (CHAPTER 3)

    BFI (CHAPTER 3)

    21問 • 1年前
    Angela Abelinde

    COMPUTER

    COMPUTER

    Angela Abelinde · 72問 · 1年前

    COMPUTER

    COMPUTER

    72問 • 1年前
    Angela Abelinde

    問題一覧

  • 1

    Types of Needs Analysis: An analysis of the business needs or other reasons the training is desired.

    organizational analysis

  • 2

    Types of Needs Analysis: Analysis dealing with potential participants and instructors involved in the process.

    person analysis

  • 3

    Types of Needs Analysis: Analysis of the tasks being performed.

    work analysis or task analysis

  • 4

    Types of Needs Analysis: Are the employees performing up to the established standard? Is there a performance gap?

    performance analysis

  • 5

    Types of Needs Analysis: Analysis of documents, laws, procedures used on the job.

    content analysis

  • 6

    Types of Needs Analysis: Analysis of whether training is the desired solution.

    training suitability analysis

  • 7

    Types of Needs Analysis: Analysis of the return on investment (ROI) of training.

    cost-benefit analysis

  • 8

    Give atleast 5 knowledge, skills, and abilities required in order to perform their jobs well:

    adaptability, communication, planning, innovation, leadership

  • 9

    Several basic Needs Assessment techniques include:

    direct observation, questionnaires, interviews, surveys, work samples

  • 10

    The purpose of this is to identify the work to be carried out to achieve agreed goals and objectives.

    training plan

  • 11

    He is a Professor Emeritus at the University of Wisconsin and past president of the ASTD who gave 4 levels to evaluate training.

    Donald Kirkpatrick

  • 12

    4 Levels to evaluate training results:

    level 1: reaction, level 2: learning, level 3: behavior, level 4: results

  • 13

    Evaluate training result: This level measures how your trainees reacted to the training.

    level 1: reaction

  • 14

    Evaluate training result: This level measures what your trainees have learned.

    level 2: learning

  • 15

    Evaluate training result: At this level, you evaluate how far your trainees have changed their behavior based on the training they received.

    level 3: behavior

  • 16

    Evaluate training result: At this level, you analyze the final results of your training. This includes the outcomes that you or your organization have determined to be good for business, for the employees, or for the bottom line.

    level 4: results

  • 17

    It is the key contributor to a company's competitive advantage by helping employees understand their strength, weaknesses and interests, and by showing them how new jobs and expanded job responsibilities are available to them to meet their personal growth needs.

    employee development