CHAPTER IV LEARNING & DEVELOPMENT Flashcards Preview

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Flashcards in CHAPTER IV LEARNING & DEVELOPMENT Deck (60)
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1

It is an approach to helping people to learn and develop that is concerned with how the organisation’s goals will be achieved through its human resources by means of integrated.

a. Learning and development
b. Strategic L&D
c. Development
d. Learning

B

2

It is defined as the process of ensuring that the organisation has the knowledgeable, skilled and engaged workforce it needs.

a. Learning and development
b. Strategic L&D
c. Development
d. Learning

A

3

the process by which a person acquires and develops knowledge, skills, capabilities, behaviours and attitudes.

a. Learning
b. Training
c. Development
d. Education

A

4

the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.

a. Learning
b. Training
c. Development
d. Education

C

5

the systematic application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.

a. Learning
b. Training
c. Development
d. Education

B

6

the development of the knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to particular areas of activity.

a. Learning
b. Training
c. Development
d. Education

D

7

It is concerned with improving the performance of managers in their present roles, preparing them to take on greater responsibilities in the future and also developing their leadership skills.

a. Learning Organisation
b. Training
c. Management Development
d. Learning

C

8

It is one that continually improves by rapidly creating and refining the capabilities required for future success

a. Learning Organisation
b. Training
c. Management Development
d. Learning

A

9

It is the process by which a person constructs new knowledge, skills and capabilities, whereas training is one of several responses an organisation can undertake to promote learning.

a. Learning Organisation
b. Training
c. Management Development
d. Learning

D

10

It is one in which learning is recognised by top management, line managers and employees generally as an essential organisational process to which they are committed and in which they engage continuously.

a. learning culture
b. Organisational learning
c. Individual learning
d. Reinforcement theory

A

11

This is in accordance with one of the basic principles of HRM, namely that it is necessary to invest in people in order to develop the human capital required by the organisation and to increase its stock of knowledge and skills.

a. learning culture
b. Organisational learning
c. Individual learning
d. Reinforcement theory

B

12

It comprises the processes and programmes used to increase the capabilities of individual employees.

a. learning culture
b. Organisational learning
c. Individual learning
d. Reinforcement theory

C

13

It is based on the work of Skinner (1974) this expresses the belief that changes in behaviour take place as a result of an individual’s response to events or stimuli and the ensuing consequences (rewards or punishments)

a. Experiential learning theory
b. Social learning theory
c. Cognitive learning theory
d. Reinforcement theory

D

14

learning involves gaining knowledge and understanding by absorbing information in the form of principles, concepts and facts and then internalising it. Learners can be regarded as powerful information-processing machines.

a. Experiential learning theory
b. Social learning theory
c. Cognitive learning theory
d. Reinforcement theory

C

15

It takes place when people learn from their experience by absorbing and reflecting on it so that it can be understood and applied.

a. Experiential learning theory
b. Social learning theory
c. Cognitive learning theory
d. Reinforcement theory

A

16

this states that effective learning requires social interaction. Wenger (1998) suggested that we all participate in ‘communities of practice’ (groups of people with shared expertise who work together) and that these are our primary sources of learning.

a. Experiential learning theory
b. Social learning theory
c. Cognitive learning theory
d. Reinforcement theory

B

17

It describe in general terms how people learn, but individual learners will have different styles – a preference for a particular approach to learning.

a. Learning theories
b. Social learning theory
c. Cognitive learning theory
d. Reinforcement theory

A

18

Kolb et al (1974) identified a learning cycle consisting of four stages, EXCEPT

A. Concrete experience
B. Reflective observation
C. Activists
D. Active experimentation

-C.

four stages
1. Concrete experience
2. Reflective observation
3. Abstract conceptualisation
4. Active experimentation

19

The key to this model is that it is a simple description of how experience is translated into concepts that are then used to guide the choice of new experiences.

A. Kolb’s learning style inventory
B. Honey and Mumford learning styles
C. learning style theory
D. Learning needs analysis

A

20

learning styles was made by Honey and Mumford (1996). They identified the following four styles: EXCEPT

A. Activists
B. Theorists
C. Learning
D. Pragmatists

C

Honey and Mumford four styles

1. Activists
2. Reflectors
3. Theorists
4. Pragmatists

21

who involve themselves fully without bias in new experiences and revel in new challenges.

A. Activists
B. Theorists
C. Reflectors
D. Pragmatists

A

22

who stand back and observe new experiences from different angles. They collect data, reflect on it and then come to a conclusion.

A. Activists
B. Theorists
C. Reflectors
D. Pragmatists

C

23

who adapt and apply their observations in the form of logical theories. They tend to be perfectionists.

A. Activists
B. Theorists
C. Reflectors
D. Pragmatists

B

24

who are keen to try out new ideas, approaches and concepts to see if they work

A. Activists
B. Theorists
C. Reflectors
D. Pragmatists

D

25

It can be used in the design and conduct of learning events or personal development programmes.

A. Kolb’s learning style inventory
B. Honey and Mumford learning styles
C. learning style theory
D. Learning needs analysis

C

26

It is often described as the process of identifying the learning gap – the gap between what is and what should be.

A. Kolb’s learning style inventory
B. Honey and Mumford learning styles
C. learning style theory
D. Learning needs analysis

D

27

Identifying the gap between what people know and can do and what they should know and be able to do, so that the learning needed to fill the gap can be specified.

A. Special surveys
B. Gap analysis
C. Performance management processes
D. Role analysis

B

28

It can obtain the views of managers and other employees on what they need to learn. the material gathered it may be unspecific and, when interviewed, people may find it difficult to articulate what they want

A. Special surveys
B. Gap analysis
C. Performance management processes
D. Role analysis

A

(Special surveys or an interviewing programme)

29

It should be a prime source of information about individual learning and development needs.

A. Special surveys
B. Gap analysis
C. Performance management processes
D. Role analysis

C

30

It is the basis for preparing role profiles that provide a framework for analysing and identifying learning needs.

A. Special surveys
B. Gap analysis
C. Performance management processes
D. Role analysis

D