Chapter 1 HRM PDF

CHƯƠNG 1 HRM 1\. Meaning & Definition of HRM Question 1: What is the primary focus of Human Resource Management (HRM)? A. Maximizing profits. B. Managing people in organizations to achieve goals. C. Developing new products. D. Controlling organizational costs. Answer: B Question 2: Which of...

CHƯƠNG 1 HRM 1\. Meaning & Definition of HRM Question 1: What is the primary focus of Human Resource Management (HRM)? A. Maximizing profits. B. Managing people in organizations to achieve goals. C. Developing new products. D. Controlling organizational costs. Answer: B Question 2: Which of the following is NOT a key function of HRM? A. Recruitment and selection. B. Financial management. C. Training and development. D. Performance management. Answer: B Question 3: HRM is primarily concerned with which of the following? A. Managing machines and equipment. B. Managing and developing human resources. C. Managing financial capital. D. Developing technological innovations. Answer: B Question 1: What is the ultimate goal of HRM? A. Maximize employee compensation. B. Align employee efforts with organizational goals. C. Increase HR department size. D. Focus solely on employee benefits. Answer: B Question 2: HRM is a process that involves managing people to achieve what? A. Higher stock prices. B. Organizational objectives. C. Industry dominance. D. Legal compliance. Answer: B 2\. The Management Process Question 4: The management process includes which of the following steps? A. Planning, organizing, leading, and controlling. B. Hiring, training, appraising, and firing. C. Evaluating, measuring, feeding back, and developing. D. Purchasing, manufacturing, marketing, and selling. Answer: A Question 5: What is the first step in the management process? A. Controlling. B. Organizing. C. Planning. D. Leading. Answer: C Question 6: In the management process, which function ensures that tasks are completed as planned? A. Leading. B. Controlling. C. Organizing. D. Planning. Answer: B Question 3: The process of ensuring that resources are used effectively and efficiently to achieve organizational goals is known as: A. Leading. B. Controlling. C. Organizing. D. Management. Answer: D Question 4: Which of the following is a key role of HR in the management process? A. Managing stock portfolios. B. Ensuring that human resources are aligned with business strategies. C. Developing new technological platforms. D. Marketing organizational products. Answer: B Question 5: In the management process, which function involves setting goals and deciding how to achieve them? A. Organizing. B. Planning. C. Controlling. D. Leading. Answer: B 3\. Difference between PM and HRM Question 7: Which of the following is a key difference between Personnel Management (PM) and Human Resource Management (HRM)? A. PM is more administrative, while HRM is more strategic. B. PM focuses on long-term planning, while HRM is operational. C. PM deals with organizational culture, while HRM focuses on recruitment only. D. PM is only concerned with financial management. Answer: A Question 8: HRM differs from PM in decision-making by: A. Being more short-term and operational in nature. B. Being more strategic and long-term oriented. C. Focusing solely on employee welfare. D. Prioritizing cost-cutting measures. Answer: B Question 6: Personnel Management is generally considered to be more: A. Proactive. B. Reactive and administrative. C. Strategic. D. Long-term focused. Answer: B Question 7: HRM, unlike Personnel Management, focuses on: A. Immediate employee needs. B. Short-term problem solving. C. Integrating human resources with business strategies. D. Financial performance only. Answer: C Question 8: A key feature of HRM over traditional Personnel Management is: A. HRM operates in isolation from other departments. B. HRM emphasizes employee engagement and development as part of business strategy. C. HRM disregards long-term planning. D. HRM ignores recruitment and training. Answer: B 4\. Models of HRM Question 9: Which model of HRM emphasizes the relationship between HR functions and organizational strategy? A. The Harvard model. B. The Taylor model. C. The McGregor model. D. The Fayol model. Answer: A Question 10: The Matching model of HRM focuses on aligning HR strategy with which aspect? A. Financial strategy. B. Business strategy. C. Market share. D. Employee preferences. Answer: B Question 11: In the Harvard model of HRM, what is emphasized? A. The economic performance of the business. B. Employee commitment and long-term outcomes. C. Reducing costs and increasing profitability. D. Short-term operational efficiency. Answer: B Question 9: Which HRM model advocates for the integration of HR practices into the broader strategic framework of the business? A. The Matching model. B. The Harvard model. C. The Classical model. D. The Bureaucratic model. Answer: B Question 10: The \"Hard\" HRM approach views employees as: A. Valuable assets for long-term investment. B. Cost factors that need to be minimized. C. Independent contributors. D. External stakeholders. Answer: B Question 11: Which HRM model suggests that employees should be treated as resources to achieve competitive advantage? A. Soft HRM. B. Hard HRM. C. Bureaucratic model. D. Task-oriented model. Answer: B 5\. HRM and its Environment Question 12: Which of the following external factors can influence HRM practices? A. Political and legal environment. B. Technological advancements. C. Cultural and social norms. D. All of the above. Answer: D Question 13: How does globalization impact HRM? A. It decreases the need for employee training. B. It limits the diversity of the workforce. C. It increases the importance of managing a diverse and geographically dispersed workforce. D. It has no impact on HRM. Answer: C Question 14: Which of the following best describes the relationship between HRM and the business environment? A. HRM operates independently of external factors. B. HRM must adapt to changes in the business environment to remain effective. C. HRM only focuses on internal organizational factors. D. HRM\'s only concern is technological changes. Answer: B Question 12: Which of the following is considered an internal factor affecting HRM? A. Technological advancements. B. Legal environment. C. Organizational culture. D. Economic trends. Answer: C Question 13: An external factor influencing HRM that could impact workforce planning is: A. Employee attitudes. B. Market competition. C. Organizational structure. D. Managerial styles. Answer: B Question 14: What kind of environmental factor would changes in labor laws represent for HRM? A. Economic. B. Political and legal. C. Social and cultural. D. Technological. Answer: B 6\. Integrating HR Strategy With Business Strategy Question 15: Integrating HR strategy with business strategy primarily aims to: A. Ensure HR supports long-term organizational goals. B. Focus on short-term employee satisfaction. C. Maximize immediate financial gains. D. Minimize the number of employees. Answer: A Question 16: What is the benefit of aligning HR strategy with business strategy? A. It increases the likelihood of achieving competitive advantage. B. It reduces the need for employee training. C. It allows the organization to avoid external changes. D. It eliminates the need for strategic planning. Answer: A Question 17: An HR strategy aligned with business strategy directly impacts: A. Employee performance and motivation. B. Organizational culture. C. The organization's ability to compete in the market. D. All of the above. Answer: D Question 15: When HR strategy is aligned with business strategy, it helps to: A. Only improve short-term financial gains. B. Increase organizational efficiency and effectiveness. C. Focus primarily on compliance with labor laws. D. Separate HR practices from the core business. Answer: B Question 16: What is the primary benefit of integrating HR strategy with business strategy? A. Minimizing employee training costs. B. Creating a more dynamic and competitive workforce. C. Reducing the need for performance appraisals. D. Isolating HR functions from organizational goals. Answer: B Question 17: Which of the following is an outcome of HR and business strategy alignment? A. Lower employee engagement. B. Improved organizational performance. C. Fewer opportunities for career development. D. Reduced focus on innovation. Answer: B Question 18: A strategic HRM approach ensures that: A. HR decisions are made independently of business goals. B. HR policies are fully aligned with business objectives to achieve long-term success. C. HR strategies are developed without regard to external environmental factors. D. HR functions focus solely on employee satisfaction. Answer: B Bonus Questions Question 18: Which HRM model is characterized by a \"soft\" approach, emphasizing employee development and participation? A. Hard HRM model. B. Harvard model. C. Matching model. D. Scientific management model. Answer: B Question 19: What is the role of HR in organizational change management? A. To resist any form of change. B. To facilitate employee adaptation to new processes and structures. C. To focus solely on administrative tasks during the change. D. To ensure cost reduction during the change process. Answer: B Question 20: HRM's focus on "employee engagement" aims to achieve what result? A. Lower job satisfaction. B. Higher employee turnover. C. Improved employee productivity and organizational loyalty. D. Less commitment to the organization's goals. Answer: C Question 19: In the context of HRM, what does "employee retention" refer to? A. Hiring new employees. B. The ability of an organization to keep its employees. C. Reducing employee wages. D. The number of employees who are promoted annually. Answer: B Question 20: Which of the following best describes \"workforce planning\"? A. A process of hiring employees based on immediate needs. B. A long-term strategic approach to ensure that an organization has the right number of employees with the right skills. C. A reactive method to replace employees after resignation. D. An approach that focuses on reducing training costs. Answer: B Question 21: Which HR practice involves identifying key roles and preparing for potential employee departures or retirements? A. Performance management. B. Succession planning. C. Compensation management. D. Employee relations. Answer: B Question 22: What is the primary purpose of training and development within HRM? A. To increase immediate profits. B. To enhance employees\' skills and prepare them for future roles. C. To control employee behavior. D. To reduce employee turnover. Answer: B Question 23: Which of the following HRM practices is crucial for maintaining compliance with labor laws? A. Recruitment and selection. B. Compensation and benefits management. C. Employee relations. D. All of the above. Answer: D --- CHƯƠNG 2 Manpower Planning 1\. What is Manpower Planning also known as? A. Employee recruitment B. Job analysis C. Workforce planning D. Strategic planning Answer: C. Workforce planning 2\. Why is Manpower Planning important for organizations? A. To reduce employee turnover B. To ensure the right number of employees with the right skills C. To focus on financial budgeting D. To manage daily operations Answer: B. To ensure the right number of employees with the right skills 3\. Which of the following is NOT a key reason for the interest in Manpower Planning? A. Aging workforce B. Technological changes C. Increased company profits D. Globalization Answer: C. Increased company profits 4\. What is the first stage in the Manpower Planning process? A. Forecasting future manpower requirements B. Recruitment of employees C. Job design D. Analyzing current workforce Answer: D. Analyzing current workforce 5\. Which factor is essential for effective Manpower Planning? A. Proper financial resources B. Strong leadership skills C. Clear understanding of organizational objectives D. High employee turnover Answer: C. Clear understanding of organizational objectives 6\. Manpower Planning helps to identify what kind of gaps? A. Skill gaps B. Compensation gaps C. Leadership gaps D. Operational gaps Answer: A. Skill gaps 7\. Which is NOT a pre-requisite for effective Manpower Planning? A. Well-defined HR policies B. Accurate labor market information C. Automated recruitment systems D. Support from top management Answer: C. Automated recruitment systems 8\. Strategic HRM Initiatives typically include: A. Training and development programs B. Outsourcing recruitment C. Temporary staffing D. Cost-cutting measures Answer: A. Training and development programs 9\. In Manpower Planning, what does \'succession planning\' refer to? A. Hiring new employees B. Managing employee benefits C. Preparing for future leadership changes D. Reducing workforce size Answer: C. Preparing for future leadership changes 10\. Which of the following is a challenge in Manpower Planning? A. Forecasting economic conditions B. Increasing employee benefits C. Reducing training costs D. Limiting employee promotions Answer: A. Forecasting economic conditions \-\-- Stages in Manpower Planning 11\. Which of the following is the final stage in the Manpower Planning process? A. Developing action plans B. Monitoring and evaluating plans C. Hiring and training employees D. Communicating with employees Answer: B. Monitoring and evaluating plans 12\. After forecasting manpower needs, what should be done next in the process? A. Recruiting employees B. Developing job descriptions C. Identifying gaps between current and future needs D. Conducting interviews Answer: C. Identifying gaps between current and future needs 13\. What does the \'action plan\' in Manpower Planning typically include? A. Training employees B. Cost-saving strategies C. A detailed hiring plan D. Employee retention plans Answer: C. A detailed hiring plan 14\. How often should organizations review their Manpower Planning efforts? A. Monthly B. Annually C. Every five years D. Only when there is a crisis Answer: B. Annually 15\. What is a crucial first step before beginning the Manpower Planning process? A. Assessing labor market trends B. Determining the company's future goals C. Analyzing employee satisfaction D. Developing training programs Answer: B. Determining the company's future goals \-\-- Strategic HRM Initiatives 16\. Which of the following is a primary goal of strategic HRM initiatives? A. Cost reduction B. Aligning HR practices with business objectives C. Automating HR processes D. Increasing employee overtime Answer: B. Aligning HR practices with business objectives 17\. Why is strategic manpower planning critical to organizational success? A. It helps reduce turnover B. It aligns workforce needs with long-term business goals C. It increases daily productivity D. It manages operational budgets Answer: B. It aligns workforce needs with long-term business goals 18\. Strategic HRM Initiatives often focus on: A. Employee onboarding B. Developing leadership potential C. Payroll management D. Standardizing work hours Answer: B. Developing leadership potential 19\. Which of the following is a pre-requisite for strategic manpower planning? A. Support from middle management B. Clear communication channels C. Comprehensive data analysis D. High employee engagement Answer: C. Comprehensive data analysis 20\. How do technological advancements impact Manpower Planning? A. They eliminate the need for workforce planning B. They lead to more accurate forecasts C. They make training programs redundant D. They reduce employee engagement Answer: B. They lead to more accurate forecasts \-\-- 21\. Which of the following is NOT a factor influencing Manpower Planning? A. Economic conditions B. Workforce demographics C. Internal company culture D. Employee compensation packages Answer: D. Employee compensation packages 22\. What is the purpose of conducting a job analysis in Manpower Planning? A. To reduce hiring costs B. To identify the skills required for each position C. To increase employee satisfaction D. To streamline payroll processes Answer: B. To identify the skills required for each position 23\. What is a common method used for forecasting future manpower needs? A. Performance appraisals B. Trend analysis C. Employee surveys D. Cost-benefit analysis Answer: B. Trend analysis 24\. Which stage of Manpower Planning involves assessing the skills of the current workforce? A. Forecasting B. Gap analysis C. Implementation D. Recruitment Answer: B. Gap analysis 25\. What role does top management play in effective Manpower Planning? A. They approve training budgets B. They provide strategic direction and support C. They conduct employee interviews D. They manage day-to-day operations Answer: B. They provide strategic direction and support \-\-- Key Reasons for Interest in Manpower Planning 26\. One key reason organizations invest in Manpower Planning is to: A. Increase marketing efforts B. Improve employee retention rates C. Limit employee benefits D. Focus solely on cost-cutting Answer: B. Improve employee retention rates 27\. Which demographic trend is a significant reason for increased focus on Manpower Planning? A. Increasing youth employment B. An aging workforce C. Decreasing unemployment rates D. Rising educational levels Answer: B. An aging workforce 28\. Manpower Planning can help organizations respond to: A. High employee turnover B. Rapid changes in market conditions C. Increased demand for products D. All of the above Answer: D. All of the above 29\. Which of the following best describes a reactive approach to Manpower Planning? A. Planning for future workforce needs proactively B. Addressing workforce shortages only when they occur C. Aligning HR strategies with business goals D. Conducting regular workforce assessments Answer: B. Addressing workforce shortages only when they occur 30\. The impact of technology on workforce requirements can be described as: A. Reducing the need for skilled workers B. Creating new job opportunities C. Making Manpower Planning irrelevant D. Standardizing all job roles Answer: B. Creating new job opportunities \-\-- Prerequisites for Effective Manpower Planning 31\. Which of the following is essential for effective communication in Manpower Planning? A. Hierarchical structures B. Regular feedback loops C. Centralized decision-making D. Limited employee input Answer: B. Regular feedback loops 32\. What role does data analytics play in Manpower Planning? A. It complicates decision-making B. It provides insights into workforce trends C. It eliminates the need for strategic planning D. It focuses only on financial metrics Answer: B. It provides insights into workforce trends 33\. What is a key prerequisite for accurate forecasting in Manpower Planning? A. A large HR department B. Historical data analysis C. Employee surveys D. Competitive analysis Answer: B. Historical data analysis 34\. Which type of organizational culture supports effective Manpower Planning? A. Rigid and hierarchical B. Open and collaborative C. Isolated and competitive D. Reactive and short-term focused Answer: B. Open and collaborative 35\. To ensure successful implementation of Manpower Planning, what should organizations prioritize? A. Employee engagement B. Cost-cutting measures C. Outsourcing HR functions D. Eliminating training programs Answer: A. Employee engagement \-\-- Strategic HRM Initiatives 36\. What is a significant benefit of integrating strategic HRM with Manpower Planning? A. Increased costs B. Improved alignment of workforce with business goals C. Limited employee participation D. Reduced training opportunities Answer: B. Improved alignment of workforce with business goals 37\. Which HR initiative focuses on developing a diverse workforce? A. Workforce reduction B. Employee engagement surveys C. Diversity and inclusion programs D. Performance management Answer: C. Diversity and inclusion programs 38\. How can training and development initiatives impact Manpower Planning? A. They can increase employee turnover B. They can reduce the need for workforce adjustments C. They are unrelated to workforce planning D. They can lead to higher hiring costs Answer: B. They can reduce the need for workforce adjustments 39\. Which of the following is a strategic HRM initiative aimed at enhancing workforce productivity? A. Implementing flexible work arrangements B. Focusing solely on cost reduction C. Limiting employee development programs D. Eliminating performance evaluations Answer: A. Implementing flexible work arrangements 40\. Strategic HRM is best described as: A. Focusing only on administrative tasks B. Aligning HR strategies with overall business strategy C. Managing day-to-day HR operations D. Increasing the number of employees Answer: B. Aligning HR strategies with overall business strategy \-\-- Final Questions 41\. Which technique is commonly used to assess the effectiveness of Manpower Planning? A. Employee satisfaction surveys B. SWOT analysis C. Benchmarking against industry standards D. Cost analysis Answer: C. Benchmarking against industry standards 42\. A successful Manpower Planning process leads to: A. Increased workforce costs B. Better alignment of skills and roles C. Higher employee turnover D. More bureaucracy Answer: B. Better alignment of skills and roles 43\. Which of the following is essential for ensuring compliance in Manpower Planning? A. Regular policy updates B. Decreasing employee benefits C. Ignoring labor laws D. Eliminating performance reviews Answer: A. Regular policy updates 44\. What is the role of workforce analytics in strategic HRM? A. It reduces the need for employee training B. It helps in making data-driven decisions C. It complicates the decision-making process D. It focuses on financial performance only Answer: B. It helps in making data-driven decisions 45\. How does effective communication impact Manpower Planning? A. It creates confusion among employees B. It leads to better collaboration and understanding C. It limits employee feedback D. It increases operational costs Answer: B. It leads to better collaboration and understanding 46\. In the context of Manpower Planning, what does 'workforce segmentation' refer to? A. Dividing the workforce based on performance B. Categorizing employees based on skills and competencies C. Reducing the workforce size D. Outsourcing specific roles Answer: B. Categorizing employees based on skills and competencies 47\. Which aspect of HRM is closely related to Manpower Planning? A. Payroll management B. Talent management C. Office management D. Marketing strategy Answer: B. Talent management 48\. Which of the following best describes a proactive approach to Manpower Planning? A. Reacting to workforce shortages as they occur B. Anticipating future workforce needs and addressing them C. Hiring temporary workers only during peak seasons D. Focusing on immediate staffing needs Answer: B. Anticipating future workforce needs and addressing them 49\. The impact of globalization on Manpower Planning includes: A. Decreased competition B. Greater access to diverse talent C. Reduced need for skilled workers D. Simplified hiring processes Answer: B. Greater access to diverse talent 50\. What is the primary focus of strategic workforce planning? A. Maximizing profits B. Ensuring alignment of workforce capabilities with organizational goals C. Reducing labor costs D. Minimizing employee training Answer: B. Ensuring alignment of workforce capabilities with organizational goals \-\-- Từ những nội dung trong file thứ ba, hãy tìm cho tôi những bộ câu hỏi trắc nghiệm mà theo yêu cầu của nội dung sau( 1.To understand the nature of job analysis and describe the process of conducting job analysis. 2.To understand job design and describe how it is done. 3.To identify techniques of job design). Nếu không có, thì hãy tạo cho tôi bộ câu hỏi trắc nghiệm đó khoảng 50 câu vẫn giữ nguyên tiếng anh kèm theo đáp án. Chương 3. Job Analysis and Job Design Quiz 1\. What is job analysis? A. A process to define the tasks and responsibilities of a job. B. A method to assess employee performance. C. A strategy for recruiting new employees. D. A technique for developing training programs. Answer: A 2\. Which of the following is NOT a step in the job analysis process? A. Collecting job information. B. Writing job descriptions. C. Conducting interviews with employees. D. Evaluating employee performance. Answer: D 3\. Which method is commonly used in job analysis? A. Surveys B. Observations C. Interviews D. All of the above Answer: D 4\. What is the primary goal of job design? A. To increase employee satisfaction. B. To improve efficiency and productivity. C. To reduce training costs. D. To define roles and responsibilities. Answer: B 5\. Job design often considers which of the following factors? A. Task variety B. Autonomy C. Feedback D. All of the above Answer: D 6\. What is a job description? A. A summary of an employee's qualifications. B. A document detailing job responsibilities and requirements. C. A report on employee performance. D. A tool for recruitment advertising. Answer: B 7\. What technique is used to identify job duties and tasks? A. Job evaluation B. Job rotation C. Job analysis D. Job enrichment Answer: C 8\. What does job design aim to achieve? A. Greater job satisfaction B. Reduced employee turnover C. Increased productivity D. All of the above Answer: D 9\. Which technique focuses on redesigning jobs to increase intrinsic motivation? A. Job simplification B. Job enlargement C. Job enrichment D. Job rotation Answer: C 10\. Which of the following is a benefit of effective job analysis? A. Improved recruitment processes B. Enhanced employee training C. Better performance management D. All of the above Answer: D 11\. Job design that involves combining tasks to create a more rewarding job is known as: A. Job simplification B. Job enrichment C. Job enlargement D. Job rotation Answer: C 12\. A job specification typically includes: A. Required skills and qualifications B. Job title C. Salary range D. Job responsibilities Answer: A 13\. Which of the following techniques can be used to collect job analysis data? A. Critical Incident Technique B. Task Analysis C. Job Diary Method D. All of the above Answer: D 14\. Which of the following factors is LEAST likely to be considered in job design? A. Work environment B. Employee preferences C. Company profits D. Job safety Answer: C 15\. Job rotation is primarily used to: A. Increase efficiency in a single job. B. Develop a variety of skills among employees. C. Eliminate redundancies in job tasks. D. Reduce training costs. Answer: B 16\. What is a primary disadvantage of job simplification? A. Increased employee satisfaction B. Decreased job variety C. Enhanced productivity D. Reduced training needs Answer: B 17\. Which job design approach emphasizes the importance of feedback? A. Job enrichment B. Job enlargement C. Job simplification D. Job rotation Answer: A 18\. In job analysis, what is a \"position\"? A. The collection of tasks performed by a single employee. B. A general term for a job in an organization. C. A job title without specific responsibilities. D. A method of evaluating job performance. Answer: A 19\. A job that provides employees with the ability to make decisions is said to have: A. High autonomy B. Low complexity C. Low task variety D. High workload Answer: A 20\. Job analysis helps to determine: A. Employee compensation B. Job training needs C. Performance standards D. All of the above Answer: D 21\. Which technique involves having employees maintain a diary of their work activities? A. Job evaluation B. Job diary method C. Task analysis D. Work sampling Answer: B 22\. Which of the following is NOT a technique of job design? A. Job rotation B. Job enrichment C. Job splitting D. Job enlargement Answer: C 23\. What is the primary purpose of a job description? A. To attract potential candidates B. To define the specific requirements and responsibilities of a job C. To evaluate employee performance D. To create training materials Answer: B 24\. Which job design method allows employees to work in different departments for a set period? A. Job rotation B. Job enrichment C. Job enlargement D. Job simplification Answer: A 25\. Job enrichment typically includes: A. Adding more tasks of similar complexity B. Increasing job responsibilities C. Reducing job autonomy D. Simplifying job tasks Answer: B 26\. The process of determining the worth of a job in relation to other jobs in the organization is called: A. Job analysis B. Job evaluation C. Job design D. Job classification Answer: B 27\. Which of the following is a result of effective job design? A. Increased absenteeism B. Higher employee morale C. Greater turnover rates D. Decreased productivity Answer: B 28\. A method that involves assessing the most critical incidents of job performance is called: A. Job evaluation B. Critical Incident Technique C. Job analysis D. Job enrichment Answer: B 29\. Job design that focuses on increasing employee motivation is known as: A. Job enlargement B. Job enrichment C. Job rotation D. Job simplification Answer: B 30\. What is the benefit of conducting a job analysis before hiring? A. It increases the speed of hiring. B. It helps in accurately matching candidates to jobs. C. It reduces hiring costs. D. It eliminates the need for training. Answer: B 31\. Which of the following best describes the term \"job characteristics model\"? A. A framework for analyzing job performance. B. A model for designing jobs that enhance motivation. C. A method for evaluating employee performance. D. A tool for employee recruitment. Answer: B 32\. Which factor is NOT part of the job characteristics model? A. Skill variety B. Task identity C. Job satisfaction D. Task significance Answer: C 33\. Job design techniques can improve: A. Employee engagement B. Organizational culture C. Job satisfaction D. All of the above Answer: D 34\. The process of creating a job analysis involves collecting data from: A. Employees only B. Management only C. Both employees and management D. External consultants only Answer: C 35\. Job analysis can help identify: A. Skills needed for a job B. Salary ranges C. Performance metrics D. All of the above Answer: D 36\. Which of the following is an advantage of job rotation? A. Reduced training costs B. Increased job satisfaction C. Lowered productivity D. Decreased skills variety Answer: B 37\. Which method of job analysis focuses on the tasks and behaviors required for successful performance? A. Task inventory B. Job evaluation C. Job description D. Competency model Answer: A 38\. What is an example of job enrichment? A. Reducing the number of tasks an employee performs. B. Allowing employees to set their own work schedules. C. Increasing the physical demands of a job. D. Assigning repetitive tasks. Answer: B 39\. The primary goal of job analysis is to: A. Increase employee workload B. Understand job requirements C. Evaluate employee performance D. Recruit new employees Answer: B 40\. Which type of job design allows for more decision-making authority for employees? A. Job simplification B. Job enrichment C. Job enlargement D. Job rotation Answer: B 41\. Which approach to job design is characterized by combining tasks to increase the scope of the job? A. Job enlargement B. Job enrichment C. Job rotation D. Job simplification Answer: A 42\. What is a common method for job evaluation? A. Point method B. Job enlargement C. Job rotation D. Job simplification Answer: A 43\. What is a common method for job evaluation? A. Point method B. Job enlargement C. Job rotation D. Job simplification Answer: A 44\. The primary focus of job design is to: A. Enhance employee well-being B. Maximize organizational profits C. Standardize job roles D. Simplify the recruitment process Answer: A 45\. Which method involves asking employees to list their daily tasks? A. Job evaluation B. Job diary method C. Task analysis D. Job rotation Answer: B 46\. Job design that aims to create more meaningful work experiences is known as: A. Job simplification B. Job enrichment C. Job analysis D. Job specification Answer: B 47\. Which of the following is a potential disadvantage of job rotation? A. Increased skill variety B. Lower employee morale C. Increased training costs D. Greater job satisfaction Answer: C 48\. Job analysis provides essential data for: A. Performance appraisals B. Compensation planning C. Employee development D. All of the above Answer: D 49\. What does job simplification typically result in? A. Increased job variety B. Decreased employee engagement C. Enhanced job satisfaction D. Greater autonomy Answer: B 50\. The technique that assesses how different jobs compare in value to the organization is known as: A. Job classification B. Job evaluation C. Job enrichment D. Job analysis Answer: B **[Account:Thanh Nghi]** CHƯƠNG 4. Employee Recruitment 1\. Understand the nature, objectives, and importance of recruitment 1\. Which of the following is a primary objective of recruitment? A. To reduce the number of candidates B. To search and attract candidates for job vacancies C. To terminate unfit employees D. To design job roles Answer: B 2\. What is one of the key benefits of recruitment for a company? A. Increases organizational costs B. Lowers the success rate of the selection process C. Reduces the likelihood of applicants leaving after hiring D. Limits workforce diversity Answer: C 3\. Recruitment helps an organization meet which of the following obligations? A. Marketing B. Legal and social obligations regarding workforce composition C. Financial obligations D. Global expansion strategies Answer: B 4\. The recruitment process is typically said to end when: A. Applicants are screened B. The job offer is accepted C. Applications are received from job-seekers D. The hiring manager approves candidates Answer: C 5\. Which of the following is a nature of recruitment? A. External advertising B. Permanent employment contracts C. Searching for and attracting qualified candidates D. Performance reviews Answer: C 2\. Identify factors that impact recruitment 6\. Which of the following is an internal factor that influences recruitment? A. Supply and demand in the labor market B. Recruitment policy C. Political and social factors D. Competitors\' hiring trends Answer: B 7\. An example of an external force influencing recruitment is: A. HR planning B. Growth and expansion of the firm C. Unemployment rate D. Size of the organization Answer: C 8\. The 'Sons of the soil' factor refers to: A. Organizational hiring policy B. Preference for hiring local candidates over outsiders C. Political influence in recruitment D. Salary expectations of employees Answer: B 9\. Which of the following is NOT an external force influencing recruitment? A. Supply and demand B. Labor market conditions C. Recruitment policy D. Political and social factors Answer: C 10\. A company's image in the market can: A. Increase its HR planning efforts B. Be irrelevant to recruitment success C. Attract more qualified candidates D. Decrease the number of applicants Answer: C 3\. Understand the recruitment process 11\. The first step in the recruitment process is: A. Developing the strategy B. Job analysis C. Screening applications D. Posting advertisements Answer: B 12\. What is the purpose of recruitment planning? A. To determine the salary range for the job B. To identify the number and type of applicants needed C. To select the best candidate D. To assess training needs Answer: B 13\. Which of the following is a part of the recruitment strategy development? A. Defining when and where to search for candidates B. Conducting interviews C. Providing onboarding training D. Offering job promotions Answer: A 14\. What is the "evaluation and control" stage in the recruitment process? A. Deciding the type of media to use for job ads B. Evaluating the effectiveness and costs of recruitment methods C. Determining job vacancies D. Developing job descriptions Answer: B 15\. Which of the following best describes 'applicant pool' in recruitment? A. The candidates who are invited for final interviews B. The group of potential hires C. The number of open job positions D. A list of rejected candidates Answer: B 4\. Bring out philosophies of recruitment 16\. Which recruitment philosophy focuses on promoting internal employees first? A. External recruitment B. Job analysis C. Open recruitment D. Internal recruitment Answer: D 17\. A firm that values diversity in recruitment is most likely to: A. Only use internal recruitment sources B. Encourage referrals from current employees C. Use both internal and external recruitment sources D. Limit its recruitment to local candidates Answer: C 18\. The philosophy of recruitment aims to: A. Hire employees solely based on job experience B. Ensure a fair and transparent hiring process C. Hire only external candidates D. Focus on cost-saving over employee quality Answer: B 19\. Which recruitment philosophy emphasizes using technology to attract candidates? A. Manual recruitment B. E-recruitment C. Campus recruitment D. Advertisement-based recruitment Answer: B 20\. A proactive recruitment philosophy involves: A. Waiting for applicants to come to the company B. Actively sourcing candidates through various channels C. Relying only on employee referrals D. Conducting interviews after a vacancy arises Answer: B 5\. Understand the nature of selection and appreciate its role 21\. What is the primary objective of the selection process? A. To reject unqualified candidates B. To identify the most suitable candidate for the job C. To reduce company costs D. To finalize job offers Answer: B 22\. Which of the following best defines 'selection'? A. The process of recruiting candidates B. Choosing the right candidates for specific job roles C. Offering salary negotiations D. The final step in the recruitment process Answer: B 23\. Selection is important for an organization because: A. It lowers turnover rates B. It influences employee performance and productivity C. It increases the pool of candidates D. It is an automatic process Answer: B 24\. One role of selection is to: A. Train employees for new positions B. Ensure only qualified individuals are hired C. Design job descriptions D. Manage workforce diversity Answer: B 25\. Effective selection helps to reduce: A. Performance appraisals B. The need for training C. Employee turnover D. Recruitment costs Answer: C 6\. Describe the selection process 26\. The first step in the selection process is usually: A. Conducting a background check B. Preliminary interview C. Job offer D. Medical examination Answer: B 27\. Which of the following is typically the last step in the selection process? A. Screening applications B. Final interview C. Job offer and employment contract D. Selection decision Answer: C 28\. Selection tests are used to: A. Assess a candidate's suitability for a job B. Determine the candidate\'s salary expectations C. Finalize the employment offer D. Measure job satisfaction Answer: A 29\. Which of the following is a type of selection test? A. Personality test B. Reference check C. Job offer negotiation D. Background analysis Answer: A 30\. During the selection process, what follows the employment interview? A. Physical examination B. Job description analysis C. Reference and background checks D. Decision on selection Answer: C 7\. Identify new methods of selection **31. A modern selection method that uses social media platforms is:** A. Job boards B. E-recruitment C. Personality profiling D. Campus interviews Answer: B **32. Psychometric testing in selection assesses:** A. Educational qualifications B. Personality traits and cognitive abilities C. Work experience D. Job-specific technical skills Answer: B **33. Which of the following selection methods is used to simulate real-life job scenarios?** A. Reference check B. Work sample tests C. Application form D. Preliminary interview Answer: B **34. \*\*An emerging selection method used for group roles is:** A. Psychometric testing B. Group interviews C. Assessment centers D. Online job applications Answer: C 35\. Which of the following is an innovative selection technique for senior management positions? A. Cognitive ability tests B. Situational judgment tests C. Executive coaching assessments D. Online personality tests Answer: C 36\. Which new selection method evaluates both technical and non-technical skills simultaneously? A. Traditional interviews B. Behavioral interviews C. Hybrid assessments D. Written exams Answer: C 37\. Which of these is a modern approach to screening applicants more efficiently? A. Manual shortlisting B. Artificial Intelligence (AI) screening tools C. Face-to-face interviews D. Reference checking Answer: B 38\. Gamification in selection is primarily used to: A. Replace traditional interviews B. Assess candidates' problem-solving skills in a dynamic environment C. Conduct background checks D. Rank candidates' educational qualifications Answer: B 39\. Virtual reality (VR) is an emerging selection tool used mainly to: A. Train new employees B. Simulate real job challenges for candidates during the selection process C. Replace psychometric testing D. Conduct remote interviews Answer: B 40\. Using predictive analytics in selection is intended to: A. Predict candidate success based on past performance data B. Replace interviews with data analysis C. Evaluate technical skills of the candidates D. Eliminate bias in reference checking Answer: A 41\. One of the key benefits of video interviews in modern selection methods is: A. Reducing interview duration B. Offering flexibility for remote candidates C. Eliminating the need for resumes D. Limiting the number of applicants Answer: B 42\. Which of the following is an advantage of online skill assessments in selection? A. Provides subjective feedback B. Evaluates job-specific skills accurately C. Requires candidates to be physically present D. Is only useful for managerial positions Answer: B 43\. An innovative selection method that uses crowdsourcing to evaluate candidates' performance is: A. Peer review assessments B. Open-source coding challenges C. Group interviews D. Personality profiling Answer: B 44\. Which of these selection methods involves real-time interaction with virtual clients to assess communication skills? A. Cognitive testing B. VR simulation C. Role-playing interviews D. Psychometric evaluation Answer: B 45\. Blockchain technology in recruitment and selection helps to: A. Automate interviews B. Verify candidate credentials securely and transparently C. Replace traditional resumes D. Predict job performance based on social media activity Answer: B 46\. Video-based situational judgment tests (SJT) are designed to: A. Assess candidates\' judgment in hypothetical work scenarios B. Replace final interviews C. Measure job satisfaction D. Evaluate candidates\' physical health Answer: A 47\. A key feature of AI-powered chatbots in recruitment is to: A. Automate the shortlisting of candidates B. Provide automated feedback to applicants C. Conduct technical skill assessments D. Simulate group interview environments Answer: B 48\. Mobile recruitment apps are an emerging trend in selection that: A. Allow candidates to apply for jobs via smartphones B. Eliminate the need for resumes C. Focus solely on executive-level hiring D. Automate reference checking Answer: A 49\. Which selection method allows candidates to showcase their technical skills through coding challenges on online platforms? A. Resume screening B. Hackathons C. Group discussions D. Online questionnaires Answer: B 50\. A collaborative selection approach that involves multiple departments in the interview process is known as: A. Cross-functional interviews B. Departmental feedback loops C. Peer-review selection D. Structured panel interviews Answer: A \_\_\_\_\_\_\_\_\_\_\_\_ **CHƯƠNG 5. PERFORMANCE MANAGEMENT ** 1\. What is the primary purpose of performance evaluation? A. To terminate employees B. To assess and improve employee performance C. To analyze market trends D. To develop recruitment strategies Answer: B 2\. Performance evaluation typically focuses on: A. Company profits B. Employee attendance C. Individual employee performance against established standards D. Market competition Answer: C 3\. Which of the following best describes a key benefit of performance evaluation? A. Increases employee turnover B. Enhances communication between employees and management C. Reduces training costs D. Minimizes the need for job descriptions Answer: B 4\. Performance evaluations are used to determine: A. Job vacancies B. Compensation and promotions C. Recruitment methods D. Marketing strategies Answer: B 5\. Which statement best describes performance evaluation? A. It is a one-time event that occurs annually. B. It is an ongoing process that involves regular feedback and assessments. C. It focuses solely on quantitative metrics. D. It eliminates the need for performance-based training. Answer: B 2\. Compare and contrast performance appraisal and job evaluation 6\. What is the main difference between performance appraisal and job evaluation? A. Performance appraisal evaluates individual performance; job evaluation assesses the job\'s value. B. Job evaluation focuses on individual performance; performance appraisal assesses job functions. C. They are essentially the same process. D. Job evaluation is only for upper management. Answer: A 7\. Which of the following is TRUE regarding job evaluation? A. It is conducted after hiring. B. It determines the relative worth of jobs within an organization. C. It focuses on employee performance. D. It is primarily concerned with training needs. Answer: B 8\. Performance appraisals are typically performed: A. Before hiring B. Regularly during an employee\'s tenure C. Only for managerial positions D. Annually without feedback Answer: B 9\. The purpose of performance appraisal includes: A. Assessing organizational culture B. Determining employee training needs and career development C. Establishing job classifications D. Analyzing financial performance Answer: B 10\. Which of the following best describes the job evaluation process? A. Evaluating employee performance based on subjective criteria B. Assessing job responsibilities, required skills, and conditions C. Conducting market research on employee salaries D. Interviewing employees about their job satisfaction Answer: B 3\. Explain different stages in evaluation 11\. What is the first stage of the performance appraisal process? A. Performance feedback B. Establishing job expectations C. Conducting the appraisal interview D. Archiving appraisal data Answer: B 12\. Which of the following is NOT a typical stage in the performance appraisal process? A. Appraising performance B. Conducting a wage survey C. Designing an appraisal program D. Using appraisal data for decision-making Answer: B 13\. During the performance evaluation process, what happens in the performance interview stage? A. Employees receive their salaries. B. Feedback is provided to employees regarding their performance. C. Job descriptions are rewritten. D. Training programs are implemented. Answer: B 14\. What is a critical aspect of the appraisal data stage? A. Storing the data for future reference B. Evaluating employee promotions C. Discarding outdated performance metrics D. Analyzing competitor performance Answer: A 15\. In performance evaluation, establishing job expectations helps to: A. Increase employee turnover B. Clarify performance criteria and align objectives C. Determine salary levels D. Limit communication between employees and supervisors Answer: B 4\. Describe job evaluation process 16\. Which of the following is a purpose of the job evaluation process? A. Determine the best recruitment sources B. Establish salary differentials among various jobs C. Evaluate employee attendance records D. Analyze market trends Answer: B 17\. The job evaluation process typically begins with: A. Collecting performance data B. Job analysis C. Employee interviews D. Salary benchmarking Answer: B 18\. In job evaluation, which method focuses on the comparison of jobs based on factors such as skill and responsibility? A. Job ranking method B. Factor comparison method C. Job grading method D. Job posting method Answer: B 19\. Job analysis involves gathering information on: A. Employee salaries and benefits B. Job responsibilities, required skills, and working conditions C. Market competition D. Company financial performance Answer: B 20\. Which of the following is a non-analytical method of job evaluation? A. Point ranking method B. Factor comparison method C. Job grading method D. Job evaluation committee Answer: C 5\. Further Questions on Performance Evaluation and Job Evaluation 21\. Which performance appraisal method focuses on specific incidents of effective or ineffective behavior? A. Rating scales B. 360-degree feedback C. Critical incident method D. Management by objectives (MBO) Answer: C 22\. What is a major challenge faced during performance evaluations? A. Lack of job descriptions B. Bias in ratings C. High employee turnover D. Inflexible working hours Answer: B 23\. Which performance evaluation method involves feedback from multiple sources, including peers and subordinates? A. 360-degree appraisal B. Self-appraisal C. Performance testing D. Job evaluation Answer: A 24\. In the job evaluation process, what is a wage survey used for? A. To determine employee performance B. To compare job values against market rates C. To evaluate employee job satisfaction D. To assess management styles Answer: B 25\. The term \"merit pay\" is associated with which aspect of performance evaluation? A. Job descriptions B. Performance appraisal outcomes C. Job analysis D. Recruitment methods Answer: B 6\. More Questions on Evaluation Processes 26\. What is one of the purposes of conducting a performance appraisal? A. To restrict salary increases B. To enhance organizational culture C. To assess the effectiveness of training programs D. To terminate underperforming employees Answer: C 27\. Which of the following evaluation methods focuses on achieving specific, measurable objectives? A. Trait-based evaluation B. Management by Objectives (MBO) C. Critical incident technique D. Behavioral Anchored Rating Scales (BARS) Answer: B 28\. Job evaluation helps organizations to: A. Determine market share B. Establish equitable pay structures C. Manage recruitment expenses D. Develop marketing strategies Answer: B 29\. The job grading method involves: A. Ranking jobs according to their importance B. Assigning grades to jobs based on their responsibilities C. Analyzing employee performance data D. Conducting interviews with employees Answer: B 30\. What should follow after establishing performance expectations in an appraisal? A. Eliminating job descriptions B. Regular performance monitoring and feedback C. Immediate salary adjustments D. Annual employee reviews Answer: B 7\. Final Questions on Evaluation and Performance 31\. Which of the following is NOT a benefit of job evaluation? A. Identifying salary disparities B. Improving employee morale C. Establishing competitive job classifications D. Creating job satisfaction surveys Answer: D 32\. What is the role of the job evaluation committee? A. To conduct performance appraisals B. To establish job value and classification C. To hire new employees 32\. What is the role of the job evaluation committee? A. To conduct performance appraisals B. To establish job value and classification C. To hire new employees D. To manage employee relations Answer: B 33\. Which of the following is a performance appraisal method that uses descriptive narratives? A. Checklist method B. Essay method C. Rating scale method D. Forced distribution method Answer: B 34\. Performance evaluations should ideally be conducted: A. Annually only B. At random intervals C. Regularly throughout the year D. Only when problems arise Answer: C 35\. Which of the following is a common issue with performance appraisals? A. They encourage open communication B. They may suffer from recency bias C. They improve team dynamics D. They provide comprehensive feedback Answer: B 36\. Which approach to performance appraisal emphasizes setting specific performance targets for employees? A. Trait-based evaluations B. Behaviorally Anchored Rating Scales (BARS) C. Management by Objectives (MBO) D. 360-degree feedback Answer: C 37\. Job evaluation can be categorized into which two main types? A. Analytical and subjective B. Qualitative and quantitative C. Analytical and non-analytical D. Primary and secondary Answer: C 38\. Which stage of performance evaluation involves discussing the results with the employee? A. Performance feedback B. Establishing job expectations C. Performance interview D. Data archiving Answer: C 39\. In a 360-degree feedback system, feedback is collected from: A. Only the employee\'s supervisor B. Peers, subordinates, and supervisors C. Human Resources only D. The employee alone Answer: B 40\. The primary focus of the job analysis process is to: A. Assess employee performance B. Determine the financial viability of jobs C. Identify job duties and requirements D. Set salary structures Answer: C 41\. What is the purpose of a performance appraisal form? A. To minimize documentation B. To standardize the evaluation process C. To replace verbal feedback D. To simplify the job evaluation process Answer: B 42\. Which evaluation method assesses the contribution of a job to the organization's objectives? A. Job ranking method B. Factor comparison method C. Job evaluation D. Performance appraisal Answer: C 43\. What is a potential disadvantage of using rating scales in performance appraisal? A. They are time-consuming. B. They may not capture the full scope of performance. C. They are easy to implement. D. They provide immediate feedback. Answer: B 44\. Job descriptions are often a result of: A. Job evaluation processes B. Employee feedback sessions C. Performance appraisal reviews D. Market salary surveys Answer: A 45\. The \"halo effect\" in performance appraisal refers to: A. A bias where one positive trait influences overall judgment B. A process of setting high performance expectations C. An effect of team performance on individual evaluation D. A method to evaluate job satisfaction Answer: A 46\. The term \"meritocracy\" in performance evaluation refers to: A. Paying based on years of service B. Rewarding employees based on performance and abilities C. Equal pay for all employees D. Appraising employees without feedback Answer: B 47\. A common goal of performance evaluations is to identify: A. Employee weaknesses only B. Training and development needs C. Job vacancies D. Competitor performance Answer: B 48\. Which evaluation method is particularly useful for developing team performance assessments? A. Individual performance appraisals B. Group evaluations C. Job evaluation D. Self-appraisals Answer: B 49\. Which of the following statements about performance evaluations is FALSE? A. They should be based on objective criteria whenever possible. B. They are only conducted for underperforming employees. C. They can help in career development discussions. D. They can lead to salary adjustments. Answer: B 50\. Job evaluations often involve input from which of the following stakeholders? A. Only HR personnel B. Employees and management C. External consultants only D. Competitors Answer: B \_\_\_\_\_\_\_\_\_\_ CHƯƠNG 6.  1\. Rationale for Training & Development 1\. The primary rationale for training and development is to: A. Reduce employee turnover B. Improve employee performance in their current roles C. Increase company profits D. Enhance organizational culture Answer: B 2\. Which of the following best describes the goal of employee training? A. To provide promotions B. To teach employees basic skills for their current jobs C. To prepare employees for retirement D. To eliminate the need for supervision Answer: B 3\. Training is essential for organizations because: A. It decreases employee motivation. B. It ensures employees can perform their jobs effectively. C. It replaces the need for recruitment. D. It only benefits new employees. Answer: B 4\. Development focuses on: A. Immediate job performance only B. Preparing employees for future responsibilities C. Training employees for current tasks D. Reducing training costs Answer: B 5\. Which of the following is NOT a reason for training and development? A. To meet changing job requirements B. To improve employee morale C. To ensure compliance with regulations D. To decrease employee engagement Answer: D 2\. Key Benefits of Training & Development 6\. One key benefit of systematic training is: A. Increased employee absenteeism B. Improved organizational performance C. Decreased employee skills D. Higher recruitment costs Answer: B 7\. Training programs can lead to: A. Increased employee dissatisfaction B. Reduced turnover rates C. Lower productivity D. Decreased customer satisfaction Answer: B 8\. Which benefit of training and development relates to safety? A. Increased productivity B. Fewer workplace accidents C. Higher salaries D. More employee promotions Answer: B 9\. Training can help organizations to: A. Streamline job functions B. Avoid legal compliance C. Reduce employee skills D. Increase employee isolation Answer: A 10\. One of the benefits of development initiatives is: A. Enhanced job satisfaction B. Higher operational costs C. Increased competition D. Decreased performance metrics Answer: A 3\. Methods of Assessing Employee Training Needs 11\. Which method is commonly used to identify training needs through performance outcomes? A. Job analysis B. Performance appraisals C. Employee interviews D. Attitude surveys Answer: B 12\. Task analysis focuses on: A. Employees' personal goals B. Assessing the skills required for specific jobs C. Company financial performance D. Employee satisfaction surveys Answer: B 13\. Which method involves gathering qualitative data from employees about their training needs? A. Observation B. Surveys and questionnaires C. Job rotation D. Performance metrics Answer: B 14\. Which of the following is NOT a method for assessing training needs? A. Attitude surveys B. Job-related performance data C. Employee satisfaction ratings D. Tests and examinations Answer: C 15\. Observational techniques in training needs assessment are used to: A. Assess employee morale B. Analyze job performance and skill gaps C. Measure training effectiveness D. Conduct performance reviews Answer: B 4\. Initiatives to Rectify Performance Deficiencies 16\. What is the first step in addressing performance deficiencies? A. Implementing disciplinary action B. Identifying the root cause of the deficiency C. Offering salary increases D. Changing job roles Answer: B 17\. Providing feedback to employees about their performance helps to: A. Reduce communication B. Clarify expectations and improve performance C. Increase employee stress D. Limit their job responsibilities Answer: B 18\. What initiative can be taken to improve employee performance when a skill gap is identified? A. Job reassignment B. Additional training sessions C. Promotion D. Reduced responsibilities Answer: B 19\. Which of the following initiatives can help address performance deficiencies effectively? A. Increasing workload B. Setting clear performance goals C. Ignoring the issue D. Providing no feedback Answer: B 20\. Implementing a mentoring program can: A. Reduce training costs B. Support employee development and performance improvement C. Limit communication between staff D. Focus solely on new hires Answer: B 5\. Levels of Training Evaluations 21\. Which level of training evaluation assesses changes in employee behavior after training? A. Reaction level B. Learning level C. Behavior level D. Results level Answer: C 22\. The learning level of evaluation focuses on: A. The number of employees trained B. Knowledge or skills gained through training C. Employee satisfaction with the training D. The costs associated with the training program Answer: B 23\. At the results level, training evaluation looks at: A. Employee attendance B. The overall impact of training on organizational performance C. Participant feedback D. Trainer effectiveness Answer: B 24\. What does the reaction level of training evaluation measure? A. Job performance post-training B. Employee feedback about the training program C. Organizational productivity D. The overall cost of training Answer: B 25\. Which of the following is a critical component in the evaluation of training programs? A. Training duration B. Employee feedback and performance outcomes C. Trainer qualifications D. Company reputation Answer: B 6\. Career Development Initiatives in the Organization 26\. Career development initiatives are designed to: A. Restrict employee movement within the organization B. Provide employees with opportunities for growth and advancement C. Focus only on upper management D. Eliminate training programs Answer: B 27\. One example of a career development initiative is: A. Job redesign B. Cross-training programs C. Increased pay for all employees D. Reducing benefits Answer: B 28\. Career counseling can help employees by: A. Providing guidance on career paths and development opportunities B. Limiting job responsibilities C. Encouraging them to leave the organization D. Reducing training sessions Answer: A 29\. Which of the following is a benefit of having a structured career development program? A. Increased employee turnover B. Enhanced employee satisfaction and retention C. Reduced need for performance evaluations D. Higher costs of recruitment Answer: B 30\. Which initiative helps employees identify their strengths and areas for improvement? A. Job rotation B. Self-assessment tools C. Salary surveys D. Performance reviews Answer: B 7\. Final Questions on Training and Development 31\. An important aspect of effective training programs is: A. Conducting them infrequently B. Aligning them with organizational goals C. Offering training without any assessment D. Ignoring employee feedback Answer: B 32\. What is the purpose of needs analysis in the training process A. To determine the training costs B. To identify the gap between current and desired performance C. To decide on the training location D. To assess employee satisfaction with their roles Answer: B 33\. Training programs that focus on specific job skills are known as: A. Generic training programs B. Job-specific training C. Leadership training D. Soft skills training Answer: B 34\. Which of the following would be considered an initiative to improve organizational learning? A. Offering online courses for skill development B. Reducing training budgets C. Limiting knowledge sharing among employees D. Decreasing job responsibilities Answer: A 35\. Which of the following is a method for evaluating the effectiveness of a training program? A. Conducting employee satisfaction surveys after training B. Ignoring post-training performance metrics C. Focusing solely on trainer qualifications D. Measuring only pre-training performance Answer: A 36\. What role do supervisors play in employee career development? A. They are only responsible for performance evaluations. B. They can provide mentorship and guidance for career paths. C. They should avoid discussing career goals with employees. D. They primarily focus on administrative tasks. Answer: B 37\. Which of the following is a common challenge in implementing training programs? A. Lack of employee interest in training B. Overinvestment in employee development C. High employee satisfaction with current skills D. Abundance of resources Answer: A 38\. What is the purpose of a career development workshop? A. To evaluate employee performance B. To provide employees with skills and strategies for career advancement C. To cut training costs D. To focus on team-building activities Answer: B 39\. Which evaluation level assesses the impact of training on business outcomes, such as productivity or profitability? A. Reaction level B. Learning level C. Behavior level D. Results level Answer: D 40\. A successful career development program often includes: A. Opportunities for continuous learning and skill enhancement B. Fixed job roles with no mobility C. Limited access to training resources D. Exclusivity to senior management Answer: A 41\. Which of the following training methods is best suited for developing interpersonal skills? A. E-learning modules B. Role-playing exercises C. Written assessments D. Online quizzes Answer: B 42\. A development program that allows employees to work in different departments is known as: A. Job shadowing B. Job rotation C. Task analysis D. Cross-functional training Answer: B 43\. Which type of training focuses on enhancing leadership qualities? A. Technical training B. Management training C. Compliance training D. Customer service training Answer: B 44\. To ensure the effectiveness of a training program, organizations should: A. Set clear objectives and measurable outcomes B. Conduct training without follow-up assessments C. Limit participant feedback D. Avoid regular updates to training content Answer: A 45\. The success of a career development initiative can often be measured by: A. The number of employees who leave the organization B. The increase in employee retention and promotion rates C. The reduction in training expenses D. The number of hours spent in training Answer: B 46\. Which of the following initiatives aims to align employee career goals with organizational objectives? A. Talent management programs B. Job evaluations C. Performance appraisals D. Employee termination policies Answer: A 47\. Career development initiatives should consider: A. Only organizational needs B. Employee aspirations and personal goals C. Previous job performance only D. The tenure of employees Answer: B 48\. Which training method allows for immediate application of skills in a real-world environment? A. Lecture-based training B. On-the-job training C. Online courses D. Group discussions Answer: B 49\. An essential part of career development is: A. Job security without skill enhancement B. Opportunities for networking and mentorship C. Standardized roles with no flexibility D. Reducing employee training budgets Answer: B 50\. What is a primary goal of continuous training and development within an organization? A. To minimize employee engagement B. To adapt to changing market demands and improve competitiveness C. To enforce strict job roles D. To limit professional growth opportunities Answer: B \_\_\_\_\_\_\_\_\_\_\_\_\_ CHƯƠNG 7.