FREE Society For Human Resource Management Knowledge Question and Answers
Out of 60 nations, Canada ranks 10th in terms of training investment.
Training investment is influenced by several factors, including government policies, corporate initiatives, economic conditions, and the importance placed on workforce development. Different sources may present varying rankings based on their methodologies and data sources.
Performance management – what is it?
Which training approach works the best?
The effectiveness of a training approach depends on various factors, including the nature of the training content, the learning objectives, the target audience, and the organization's specific needs. There is no one-size-fits-all answer to which training approach works the best, as different approaches may be more suitable for different situations.
100 hours per organization are spent on training on average in Canada.
25 hours is the correct answer
Of the following, which best sums up Development?
In both Canada and the US, off-the-job training is the most popular type of training.
Both Canada and the United States have diverse labor markets, and training approaches can differ based on factors such as the size of the organization, industry, type of job roles, and available resources. Some organizations may prefer off-the-job training, while others may opt for on-the-job training, online learning, or a combination of different training methods.
Which of the following best sums up the development of human resources?
The procedure for producing, disseminating, and utilizing knowledge in organizations is referred to as:
Knowledge management is the process of creating, gathering, storing, disseminating, and using "know what" and "know how."
The process of obtaining K and S and the resulting shift in behavior.
Learning is a complex and dynamic process through which individuals acquire new information, knowledge, competencies, or skills that lead to changes in behavior, understanding, or attitudes. It involves the absorption, processing, and application of information to adapt and respond effectively to various situations and challenges.
Which of the following should not be taken into account while choosing a training program?
The procedure for producing, disseminating, and utilizing knowledge in organizations is referred to as "Organizational Learning."
Organizational learning is the process through which an organization acquires, creates, shares, and applies knowledge to improve its performance and achieve its goals. It involves the continuous gathering of information, insights, and experiences, which are then analyzed and transformed into knowledge that can be used to make informed decisions and enhance organizational effectiveness.
The following Defines Active Learning: Encourages employees to make errors while learning and to learn from them
Training in error management was the definition. The correct definition of active learning is: An instructional strategy that provides students responsibility over their own learning and encourages inductive learning, in which guidelines and tactics are discovered via experimentation and discovery. o In contrast to deductive learning, which imparts information and provides learners with greater advice over what to learn,
What aspects of the organizational framework of training and development are described by strategy, structure, culture, and creation?
Strategy, Structure, Culture describe the org. context, not creation
is critical for managing knowledge
Companies must design systems or ways of sharing knowledge so that others can improve their work practices
Knowledge dissemination refers to the process of sharing knowledge and information with others in the organization so that they can benefit from the insights, experiences, and expertise of others. It involves making relevant knowledge accessible to employees, teams, and departments, promoting collaboration and learning across the organization.
Security and confidentiality, the use of organizational lingo, the incorporation of organizational principles, the use of internal content expertise, audience understanding, pride, and credibility are benefits.
An internal program generally refers to initiatives, projects, or activities that are developed and implemented within an organization to address specific goals or objectives. These programs are intended for internal use, benefiting the organization's employees, operations, or processes.
Continuity and intensity of one's efforts in pursuit of a goal
Continuity and intensity of one's efforts in pursuit of a goal is referred to as "Motivation."
Motivation is the driving force that initiates, directs, and sustains an individual's behavior to achieve a particular goal or fulfill a specific need. It plays a crucial role in determining the level of effort and persistence individuals put into their actions to accomplish desired outcomes.