ACAMS Practice Questions
Accounting Cycle and Classifying Accounts
Accounting for Merchandising Activities
Accounting for Pensions
Accounting Information Systems
Activity Based Costing
Adjusting Accounts for Financial Statements
Advertising and Public Relations
Analysis and Forecasting Techniques
Analyzing and Recording Transactions
Asset Demand and Supply under Uncertainty
Auditing and Attestation
Bonds and Long Term Notes Payable
Business Analytics & Technology Management Chapter 2
Business Analytics & Technology Management Chapter 3
Business Analytics & Technology Management Chapter 4
Business Analytics & Technology Management Chapter 5
Business Analytics & Technology Management Chapter 6
Business Ethics and Governance
Business Organisations and Environment
Business Process Performance
California Real Estate
Capital Budgeting and Managerial Decisions
Changes in Accounting Principles
Changing Marketing Environment
Consolidated Financial Statements
Cost Accounting Final exam
Cost Accumulation Systems
Cost Allocation Techniques
Cost and Managerial Accounting
Cost of Capital
Cost Terms and Classifications
Cost Volume Profit Analysis
Currency Exchange Rates
Customer Relationships and Value
CVP Analysis and Marginal Analysis
Decision Makers Household Sector
Demand for Money
Derivative Instruments and Hedging Activities
Dividends, Shares, and Income
Employee Training and Development
Environments of Business
Essence of Management
Ethical and Professional Standards
Ethics and Social Responsibility
Ethics for Management Accountants
Federal Securities Acts
Financial and the Nonfinancial Sectors
Financial Decision Making
Financial Intermediaries and Financial Markets
Financial Markets and Securities Offerings
Financial Statements and Accounting Transactions
Flexible Budgets and Standard Costs
Florida Real Estate MCQs
Fundamental Accounting Principles
Global Marketing and World Trade
Governmental Accounting State and Local
Human Resource Management
Human Resource Planning
Insurance and Risk Management
Integrated Marketing Communications and Direct Marketing
Interactive Marketing and Electronic Commerce
Internal Auditing and Systems Controls
Internal Control and Cash
Interpersonal and Organizational Communication
Introduction to Business
Introduction to Human Resource Management
Introduction to Human Resources Assessment
Investment Risk and Portfolio Management
Job Order Costing
Long Term Investment
Long Term Securities
Management and Cost Accounting
Managerial Accounting Concepts and Principles
Managing Organizational Change
Managing Production and Operations
Managing Products and Brands
Market Segmentation Targeting and Positioning
Marketing and Corporate Strategies
Marketing Channels and Wholesaling
Master Budgets and Planning
Mergers and Acquisitions
Money and Banking
Not For Profit Accounting
Organization and Operation of Corporations
Organizational Markets and Buyer Behaviour
Organizational Structure and Design
Personal Selling and Sales Management
Principles and Practices of Management
Production and Operations Management
Profitability Analysis and Analytical Issues
Profitability Analysis and Decentralization
Property Plant and Equipment
Reporting and Analyzing Cash Flows
Responsibility Accounting and Performance Measures
Risk and Procedures for Control
Service Department Costing
Short Term Financing
Short Term Investment
Standard Costs and Variance Analysis
Statement of Cash Flow
Statement of Comprehensive Income
Statement of Financial Position
Stock Market and Stock Prices
Strategic Marketing Process
Structure of Interest Rates
Supply Chain and Logistics Management
System Analysis and Design
Texas Real Estate
The Management Challenge
Total Quality Management
Understanding Exchange Rates
Understanding Interest Rates
Understanding Interest Rates Determinants
Employee Training and Development
Employee Training and Development MCQs
How should training be evaluated?
By seeing how many training sessions are being given within a certain amount of time
By finding out how much learning is being transferred to the job
By determining how innovative the training techniques are
By identifying through surveys, what the employees liked about the training
Which of the following is an example of a situational factor that could hinder performance?
The employee not knowing how to do the job
The employee not having the skills to do the job
The technology not being able to do the job
The technology having the ability to do the job
When looking at training and development as two separate concepts, which of the following statements is correct?
Training refers to improving skills needed to perform better in the current job
Training refers to improving abilities for a future job
Development refers to improving skills needed to perform better in the current job
Training refers to improving knowledge of the job in the future
Training and development are used to do all of the following except what?
Prepare employees for career changes
Improve employees’ attitudes
Evoke new insights
Help employees that are performing up to par
If there is no well-designed, systematic approach to training, then training and learning will not take place.
Job analysis does which of the following when it comes to training and development?
Helps identify specific training and development needs
Designs training programs to alleviate organizational deficiencies
Establishes the general context within which training and development takes place
Helps confirm the necessity of human resources
Which of the following makes it increasingly difficult to fill some HR needs with already-trained employees?
Decreased global competition
Which of the following is a possible negative outcome of training and development?
Employees’ learning time on the job is increased, which reduces efficiency
Employees’ perceptions of work are worsened
Well-trained employees may move to better-paying jobs in other organizations
Attaching some form of reward to training and development process can also help maintain the effects of the programs after the training or development...
What is a major purpose of training and development?
To give employees a break from their day-to-day tasks
Ensuring that employees are doing what management wants them to
To help control the employees and the way they perform their jobs
Removal of performance deficiencies
The ADDIE model consists of five parts. These include:
Analysis, Design, Development, Inquire, and Evaluation
Appraise, Design, Development, Implementation, and Evaluation
Analysis, Design, Development, Implementation, and Evaluation
Assign, Determine, Develop, Implement, and Evaluate
All of the following are levels of needs analysis identified by the ADDIE generic method of instructional design, except...
Kirkpatrick’s Four Levels of Criteria are, in order:
Learning, Reaction, Results, and Behavior
Behavior, Reaction, Learning, and Results
Reaction, Learning, Behavior, and Results
Reaction, Behavior, Learning, and Results
Which of the four Kirkpatrick levels suggests to evaluating the effectiveness of training based on the ROI (return on investment)?
Which of the following can be negative aspect of on-site training programs?
Doesn’t give exposure to the job and organization
Possible damage to equipment
Usually more expensive than off-site training
Will not facilitate learning transfer
On-the-job training is usually appropriate for which type of training?
Training for new employees
Voluntary after-hours training
Training that must be done after-hours
Training that requires maintaining contacts with various work units
Which of the following is NOT a type of on-the-job training?
What is a drawback to doing an assistantship?
Exposes an individual to a wide range of jobs
Involves full-time employment
The learning experience is often vicarious
The individual watches and assists other workers
Which of the following is not a phase of training and development taught in this topic?
Assessment of needs
When unplanned and haphazard training occurs, what is most likely to happen?
Training and learning may take place, but may not be in the best interests of the organization
Training and learning will take place and will be exactly what the organization needs
No training will take place
No learning will take place
Performance deficiencies can be attributed to individual deficiencies as well as situation factors that affect performance. All of the following are s...
Quality of supervisor
HR planning does which of the following for training and development?
Helps identify training and development needs
Does an appraisal to reveal certain performance deficiencies
Formalizes the process of developing talent from within the organization to fill needed roles
Designs training programs to alleviate any deficiencies
For the most part, training and development help an organization, but there is a drawback. Which of the following are a downside to training and devel...
Decreased employee commitment
Well-trained individuals can decide to move to better-paying jobs in other organizations
There is more turnover and absenteeism
There is a downgrade in the organizational perceptions employees have of work
How can training help organizations be better prepared for rapid development and expansion?
Train employees for their specific jobs
Build skills for a particular task
Build skills for a distinct purpose
Build transferrable skills
The assessment phase provides all of the following information about the training except:
What the content of the training should be
Where the training is needed
How much the training will cost
Who needs the training
What is the purpose of the Analysis stage of the ADDIE model?
Determine if the training program will meet a real need in the organization
Creating a blueprint for the training program
Putting the training program into practice
Evaluating what the training program has accomplished
Successful implementation of training and development programs depends upon all of the following except...
Selecting the appropriate media
Selecting the cheapest training option
Selecting the right conditions
Selecting the right workers
What is usually the best way to implement a new program?
Introduce it to all employees so that everyone is on the same page
Train employees one at a time to ensure that the material is adequately learned
Teach the new program to the executives and let it trickle down to everyone else
Implement it as a "pilot program" in a controlled environment to a select audience
What is a contract plan when it comes to the evaluation phase of a training or development program?
The plan written by the participants at the beginning of the training and given to the trainer to see what skills or knowledge the participants expect to learn in the training
The plan written up near the end of the training by the participants that shows the parts of the training they feel were most beneficial and that they agree to apply after the training
The plan written up by the trainer and given to participants at the end of the training to sign and verify they will implement the new training
The plan written up by the trainer and given to participants at the beginning of the training to sign and verify they will implement the new training
All of the following are advantages to on-the-job training except...
Separate areas for training are unnecessary
Equipment does not need to be moved to a separate location
Facilitation of learning transfer
It minimizes distractions to other employees
Which of the following is a disadvantage of job rotation?
Doesn’t expose the employees to a variety of jobs and situations
Decreases the employees understanding of the firm’s strategic objectives
Employees aren’t in a job a long time and don’t get motivated to work seriously
Decreases creativity and innovation
What is an advantage to using the lecture/formal-course method of instruction as an off-site form of training?
Conveys the authority structure that organizations lean towards
Increases the amount of useful material participants transfer from the lecture to the actual job
The learning environment is self-controlled
Can convey large amounts of information to large groups of people
Why do some organizations prefer to use simulations instead of training in the actual job environment?
Training is becoming increasingly popular
The actual job environment provides a popular off-site type of training
Simulations are less hectic and safer than the actual environment
The actual job environments helps employees learn to manage real-life safety concerns
Which of the following are disadvantages that arise from recruiting skills from outside the organization instead of training and developing employees ...
The promotional opportunities are reduced because employee enter at a higher pay-grade and higher position
Outside training rarely is of high quality
Additional costs from recruiting skilled talent
Skilled employees can begin contributing to the company immediately without waiting for training or development
Copyright © 2015
| All Rights Reserved