Chapter 5: SHRM and Human Resource Development Quiz

Learning processes can be discerned within organizations at how many interrelated levels?

HRD is concerned with change, learning, and improved performance.

The third principal theory that describes the practice of HRD is psychological.

HRD enables organizations to underperform its competitors.

HRD views employees as tangible assets that are critical to achieving and sustaining competitive advantage.

HRD needs to be a process of developing human expertise only through organization development (OD).

Social capital comprises both the network and the __________ that may be mobilized through that network.

Informal learning has been defined as learning that is '__________ and integrated with work activities'.

Most learning in the workplace occurs informally on the job or __________ the workplace rather than in the classroom.

Informal groups are typically social networks or __________ of practice.

Informal learning helps employees cope with situations and problems, and is easier to manage and control, but is less suited to handling the implications of the speed of changes taking place in the __________ environment of many organizations.

HRD professionals need to be able to predict future HRD requirements based on forecasts, influenced by national policies for vocational education and training, and new approaches to the theory and practice of HRD are likely to emerge as new business models emerge in __________.

The origins of HRD lie in a narrow focus on training which can be traced back to the development of __________ ap.

Informal learning helps employees cope with situations and problems, and is easier to manage and control, but is less suited to handling the implications of the speed of changes taking place in the __________ environment of many organizations.

HRD enables organizations to underperform its competitors.

HRD is concerned with change, learning, and improved performance.

The third principal theory that describes the practice of HRD is psychological.

Informal learning has been defined as learning that is '__________ and integrated with work activities'.

Informal groups are typically social networks or __________ of practice.

HRD views employees as tangible assets that are critical to achieving and sustaining competitive advantage.

HRD needs to be a process of developing human expertise only through organization development (OD).

Informal learning occurs primarily in the classroom rather than on the job.

Social capital only includes the network and not the assets that may be mobilized through that network.

Dr. Kamar DAMAJ argues that informal learning is well-suited to handling the implications of the speed of changes taking place in the external environment of many organizations.

HRD professionals need to be able to predict future HRD requirements based on forecasts.

The development of post-war ap led to a narrow focus on training, which is the origin of HRD.

Formal coaching strategies are not being increasingly seen as a viable option for developing organizational capability.

Informal learning helps professionals to acquire the expertise and skills needed to develop their careers.

Organizations need to recruit employees who have received a level of education inappropriate to the job.

The theory and practice of HRD have no connection to formal learning.

Employee learning that occurs informally is usually evident and conscious to the employee.