Test bank Human Resource Development 6th Edition by Jon M. Werner

Today, it is essential to at least keep up with innovations related to HR Human Resource Development. The “Test Bank for Human Resource Development 6th Edition by Jon M. Werner” is equally beneficial for students and professionals. It is an outstanding source of information and practical skills that is more than sufficient to support your studies and/or career.

Key Topics Covered

The test bank encompasses the following key areas, to mention only a few of the most relevant:

• Training and Development: The latest concepts, strategies and techniques on how to train employees are covered.
• Organisational Development: Activities aimed at planning and engineering organisational change and performance improvement.
• Career Development: Providing active support to employees as they build their careers.
• Performance Management: Analysis of employee performance and methods to improve it.

Advantages of the Test Bank

Here are a few advantages that one may gain from the use of this test bank:

• Learning Improvement: Figuring out the answers with a variety of questions can help in ascertaining the main idea of the topic.
• Sitting for the Exams: This test bank greatly assists in preparing for examinations as it ensures that you perform well.
• Application: The theoretical knowledge is supplemented with situational and case studies to make it relevant.

Directions For Using The Test Bank

To maximise the benefits you can obtain from the test bank:

1. Discuss at College or in Class: Start and engage in discussions with colleagues and classmates.
2. Examine Text: To ensure that you are well-prepared and competitive, practice using the answers in the test bank.
3. Give Yourself Scenarios: Study the relevant chapters in the textbook and try to explain the answers in the textbook as best as you can.

Summary

Purchasing the “Test Bank for Human Resource Development 6th Edition by Jon M. Werner” is worthwhile for learners who want to enhance their knowledge in human resource development skills. This test bank, with its broad coverage, is exceptional as it assists users in attaining both professional and academic qualifications.

Test Bank Human Resource Development 6th Edition by Jon M. Werner

CHAPTER 5—DESIGNING EFFECTIVE HRD PROGRAMS

TRUE/FALSE

1. When designing an HRD program it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives.

ANS: F PTS: 1 DIF: Easy REF: Page 147

Communication | HRM Bloom’s: Knowledge LO-1

2.A needs assessment if usually very useful in defining an HRD program’s objectives.

ANS: T PTS: 1 DIF: Easy REF: Page 147

Communication | HRM Bloom’s: Knowledge LO-1

3. A train the trainer program is cheap and easy to do.

ANS: F PTS: 1 DIF: Easy REF: Page 156

Communication | HRM Bloom’s: Knowledge LO-3

4. A lesson plan is a good idea to use when developing a training program.

ANS: T PTS: 1 DIF: Easy REF: Page 157

Communication | HRM Bloom’s: Knowledge LO-4

5. People who really know a subject always make great trainers.

ANS: F PTS: 1 DIF: Medium REF: Page 157

Communication | HRM Bloom’s: Knowledge LO-3

6. The most commonly used method of training is still the old instructor-led classroom program.

ANS: T PTS: 1 DIF: Medium REF: Page 161

Communication | HRM Bloom’s: Knowledge LO-3

7. Executive development programs is the most frequent type of training offered by organizations.

ANS: F PTS: 1 DIF: Easy REF: Page 162

Communication | HRM Bloom’s: Knowledge LO-5

8. What day of the week a training program is scheduled to be offered is not a factor in training employees.

ANS: F PTS: 1 DIF: Medium REF: Page 166

Communication | HRM Bloom’s: Knowledge LO-6

9. According to the text it is a good idea to decide whether to design or purchase the HRD program before setting the program objectives?

ANS: F PTS: 1 DIF: Easy REF: Page 147

Communication | HRM Bloom’s: Knowledge LO-1

10. HRD objectives describe the intent and desired result of an HRD program.

ANS: T PTS: 1 DIF: Easy REF: Page 148

Communication | HRM Bloom’s: Knowledge LO-1