Assessment

PRACTICE MAKES PERFECT!

Practice your past years questions here!

We did a lot of questions during tutorials class with Miss Nurul Izzah.
Here are the questions and answers that have been done by the students according to the chapters.

CHAPTER 1 ( INTRODUCTION TO HRD )

Jan 2013 (Question 1)
a) Explain three assumptions of Instructional System Design (ISD) approach (6 Marks)
 Answer
- Training design is effective only if it helps employees reach instructional or training goals and objectives.
- Measurable learning objectives should be identified before the training program begin
- Evaluation plays an important part in planning and choosing a training method, monitoring the
  training  process and suggesting changes to the training design process.

b) Working and learning activities  in a company are influenced by several forces in the business environment.
     Discuss any two of those factors.
Answer
- Globalization
- Focus on links to Business Strategy

June 2012 (Question 1)
a) Distinguish human resource development and human resource management (4 Marks)
Answer
1) Human Resource Development (HRD)
- Helping employees to develop their personal and organizational skills, knowledge and abilities
- Employee training, employee career development, performance management and development,
  coaching, mentoring, succession planning and organization development.

2) Human Resource Management (HRM)
- The policies, procedure and practices and system that influences employees behavior, attitude
   and performances
- Plays a key role in attracting, motivating, rewarding and retaining employees.
- Recruiting employees, selecting, designing work, compensating and developing good labor and
  employees relations.

Jan 2012 ( Question 1)
b) Describe 4 major roles of trainers and provide example for each
Answer
- Analytical roles
- Development roles
- Mediational roles
- Instructional roles

June 2012 ( Question 1)
a) Explain how globalization, demographic changes and new technologies influences the workplace and
    learning. (9 Marks)
Answer
Globalization
- The internet allow information to be assessable and send around the world
- The internet, email and video conferencing enable business deal to be complete between another
   companies from miles apart
- Company without international operation may buy or use good that have been produced oversea, hired
   employees with diverse background or compete with foreign own companies operating within united
   states.
Demographic changes
- It will affect an aging workforce and increase in ethnic and racial diversity
- For aging workforce, high cost of health insurance and decrease in health benefit will cause many
  employees to keep working to maintain their employer based insurance.
- Trend toward pension plans based on individuals, contribution to them rather than on year of service, will
   provide another incentive for older employee to continue working.
New technology
- Many companies business model includes e-commerce, allow consumer to purchase product and service
  online
- Influence on training where social networking like Facebook, Twitter can be used to make training and
  development
- Flexibility in where and when work is perform, telecommunication has the potential to increase employees
   productivity, encourage family-friendly work arrangement and help reduce traffic and air pollution



CHAPTER 2 ( TRAINING NEEDS ASSESSMENT )

June 2012 (Question 1)
b) Explain the four stages in the training design process (12 Marks)
Answer
Step 1
- Need of assessment, which is necessary to identify whether training is needed
Step 2
- To ensure that employees have the motivation and basic skills necessary to master the training content.
Step 3
- Create a learning environment that has the features necessary for learning to occur. Its include learning
  objectives, meaningful material, practice, feedback, community of learning, modelling and program
  administration.
Step 4
- Ensure that trainees apply the training content to their jobs. This step involves having the trainee understand
  how to manage skill improvement, as well as getting co-workers and manage support.

April 2011 (Question 1)
a) With an aid of diagram, illustrate seven steps of training design process (15 Marks)
Answer
Step 1
- Conducting needs assessment
Step 2
- Ensuring employees readiness for training
Step 3
- Creating a learning environment
Step 4
- Ensure transfer of training
Step 5
- Developing an evaluation plan
Step 6
- Selecting a training method
Step 7
- Monitoring and evaluating the program

Jan 2013 
a) Describe 2 advantages/disadvantages of any three of the need assessment techniques
Observation
Advantages     - generates data relevant to work environment
                       - minimizes interruption of work
Disadvantages - Needs skilled observers
                       - Employees behavior may be affected by being observed
Questionnaires
Advantages     - Inexpensive
                       - Data easily summarized
Disadvantages - Requires time
                       - Lacks detail
Interviews
Advantages     - Questions can be modified
                       - Can explore unanticipated issue that come up
Disadvantages - Time-consuming
                       - Difficult to analyze


CHAPTER 3 ( LEARNING AND HRD )

Jan 2013 (Question 3)
a) Discuss the internal and external condition necessary for any three of the learning outcomes
Answer
 1) Verbal information : Labels, facts, and proposition
      Internal condition  - Previously learned knowledge and verbal information
                                  - Strategies coding information and into memory
      External condition - Repeated practice, meaningful chunks, advance organizer
2) Attitudes : Choice of personal action
     Internal condition    - Mastery of prerequisites
                                   - Identification with models
                                   - Cognitive dissonance
     External condition   - Demonstration by a model, positive learning environment, strong message from 
                                     credible sources/reinforcement
3) Motor skills : Muscular action
    Internal condition     - Recall of part skills
                                   - Coordination program
    External condition    - Practice and demonstration
                                   - Gradual decrease of external feedback

June 2012 (Question 3)
a) Explain 5 types of learning outcomes
Answer
Verbal information
- State, tell or describe previously stored information
- eg : state three reasons for following company safety procedures
Intellectual skills
- Apply generalizable concepts and rules to solve problem and generate novel product
- eg : Design and code a computer program that meets customer requirement
Motor skills
- Execute a physical action with precision and timing
- eg : choose to respond to all incoming mail within 24hours
Attitudes
- Choose a personal course of action
- eg : shoot a gun and consistenly
Cognitive strategies
- Manage one's own thinking and learning process
- eg : use three different strategies selectively to diagnose engine malfunctions


CHAPTER 4 ( TRAINING PROGRAM DESIGN )

JAN 2013 ( Question 3 )

b) Describe any five (5) features of an effective lesson plan. (10m)

i.    Learning objectives or outcomes
      - What is the lesson designed to accomplish?
ii.   Target audience
      - Who is attending the lesson? What are the characteristics of the audience?
iii.   Prerequisites (trainees and instructor)
      - What will trainees need to be able to do before they can benefit from the course?
      - Who is qualified to be in the programme?
iv.  Time
      - How much time is devoted to each part of the lesson?
v.   Transfer and retention
      - What will be done to ensure that training content is used on the job?

APRIL 2011 (Question 3)

a) Explain five (5) ways trainers should consider to make the training site and instruction conducive to learning. (10m)

i.  Creating a learning setting
     - high collaboration, low self-direction
     - high collaboration, high self-direction
     - low collaboration, low self-direction
     - low collaboration, high self-direction

ii. Preparation of materials
    - You need to know your content very well
    - Use mental and physical rehearsals to help build your confidence and to evaluate to pace and training of  
       materials.

iii. Classroom management
    - Monitor the room for extra chairs, overflowing trash cans and piles of materials left over from previous
       training sessions.

iv. Interacting with trainees
    - As a trainer, you carry the responsibility for the trainees' learning experiences.

v. Managing group dynamics
    - Group dynamics can be altered by changing learner's positions in the room.

b) You are asked by your company to conduct a motivation program for the employees. Using appropriate example, prepare a detail lesson plan for the program. (15m)

Course title : Conducting an Effective Performance Review Session

Lesson title : Using the problem-solving style in the performance review.

Lesson length : Full day

Learning Objectives :
1. Explain the purpose of performance reviews.
2. Describe steps in preparing for a performance review.
3. Describe the behaviors used in the problem-solving style of giving appraisal feedback without error.
4. Demonstrate the behaviors in an appraisal feedback role play without error.

Target audience : Managers

Prerequisites : 
    Trainee : None
    Instructor : Familiarity with the tell-and-sell, tell-and-listen, and problem-solving approaches used in
                     performance appraisal feedback interviews.

Room management : Fan-type

Materials and equipment needed : VCR, overhead projector, pens, transparencies, VCR tape titled "Performance Appraisal Interviews," role-play exercises

Evaluation and assignments : Role playing; read article titled, "Conducting Effective Appraisal Interviews"

Comment : Article needs to be distributed two weeks prior to session.

Lesson Outline	Instructor Activity	Trainee Activity	Time
Introduction and why conduct reviews	Presentation	Listening	8-8:50 A.M.
Discussion of how to prepare and steps in conducting the review	Questioning	Participation	8:50-10 A.M.
Break			10-10:20 A.M.
View videos of three styles	Discussion of strengths and weaknesses of each	Watching	10:20-11:20 A.M.
Lunch			11.30 A.M. – 1 P.M.
Presentation and video of eight key behaviors of problem-solving style	Presentation	Listening	1-2 P.M.
Role plays	Watch exercise	Practice using key behaviors	2-3 P.M.
Wrap-up	Answer questions	Ask questions	3-3:15 P.M.

APRIL 2010 ( Question 3)

b) Explain three (3) features and the importance of a good training site. (5m)
    Training site refers to the room where training will be conducted. A good training site offers the following
    features.
       i.   It is comfortable and accessible.
       ii.  It is quiet, private and free from interruptions.
       iii. It has sufficient space for trainees to have adequate work space and has good visibility for trainees to
           each other, the trainer and any visual displays or examples that will be used (eg, videos, product
           samples, charts and slides)

APRIL 2009 ( Question 2)

Detailed lesson plans have important information of training activities for trainers.

b) Explain how lesson plan helps trainers deliver an effective training. (5m)
    - The lesson plan provides a table of contents for the activity, which helps to ensure that training activities
       are consistent regardless of the trainer.
    - Help to ensure that both the trainee and trainer are aware of the course and program objectives.



CHAPTER 5 ( TRANSFER OF LEARNING )


CHAPTER 6 ( EVALUATING HRD PROGRAMS )


CHAPTER 7 ( TRAINING DELIVERY )


CHAPTER 8 ( USE OF TECHNOLOGIES )


CHAPTER 9 ( SPECIAL ISSUES IN TRAINING AND DEVELOPMENT )


CHAPTER 10 ( THE FUTURE OF TRAINING AND DEVELOPMENT )