INTERNATIONAL TRAINING COLLEGE - LINGUA
Towards Educational Excellence
NCHE Reg. No: R0014
NQA Accreditation No: 000095
DEPARTMENT OF BUSINESS AND MANAGEMENT
FIRST OPPORTUNITY EXAMINATIONS NOVEMBER 2022
COURSE
: DIPLOMA IN HUMAN RESOURCE MANAGEMENT NQF LEVEL 6
DIPLOMA IN BUSINESS ADMINISTRATION NQF LEVEL 6
SUBJECT
: MANAGEMENT OF TRAINING 1 LEVEL6
EXAMINER
: MS ROSEMARY M. |UISES
MODERATOR
: MR. ALBERT MUNAVAZA
MARKS
TOTAL MARKS : 100
DURATION
: 2 HOURS
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100
INSTRUCTIONS:
 Write your full names and student number in the space provided.
 Marks are indicated at the end of each question.
 Answer each question in the space provided below.
 Write neatly and clearly
 Cell phones are not allowed during exam sessions.
 This paper consists of 13 printed pages including this cover page
STUDENT SURNAME:
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STUDENT FIRST NAME: _______________________________________
STUDENT NUMBER:
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ROOM NUMBER:
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EXAM DATE:
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FT
PT
Distance
(Please Tick one box only)
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SECTION A
[25 marks]
Answer all questions in this section. Each question carries 1 mark.
QUESTION 1
1.1 Read the following statements and categorize them either True or False. Just circle
the correct answer on your answer sheet.
1. Training proves to be more productive if it is based on the results of proper TNA.
True / False
2. Job rotation is not an example of on-the-job training. True / False
3. Training improves the potentials of an employee but it also affects organizational
productivity, and profit. True / False
4. Training and development have the same goals, but different methods. True /
False
5. If employees consistently achieve their productivity objectives, it might be a signal
that training is needed. True / False
6. Training is oriented towards broadening employees' individual skills for future
responsibility. True / False
7. The systems approach to training involves (1) needs assessment, (2) program
design, (3) implementation, and (4) evaluation. True / False
8. Training is oriented towards broadening employees' individual skills for future
responsibility. True / False
9. The three different types of training needs assessment are organizational analysis,
job knowledge analysis, and person analysis. True / False
10. Performance appraisals are generally a good mechanism in determining why
employees are not meeting the firm’s expectations when conducting person
analysis. True / False
11. By far the greatest proportion of training is spent on rank and file employees and
their supervisors. True / False
12. Human resource planning allows the company to anticipate the movement of
human resources in the country. True / False
13. Business growth could cause a decrease in demand for qualified manpower. True
/ False.
14. Training is becoming more performance focused. True / False
15. Training design is a not continuous process through which training is carried out.
True / False.
[15 marks]
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QUESTION 2
2.1. Multiple Choice. Answer the following by circling the correct answer.
1. The terms "training" and "development":
a. mean the same thing
b. both refer to short term skill development efforts
c. refer to a short term performance orientation vs. a longer term skill
development,
a. respectively
d. refer to skills development in low level vs. managerial employees, respectively
2. From the broadest perspective, the goal of training is to contribute to:
a. social improvement.
b. personal growth.
c. organizational goals.
d. departmental challenges.
3. The first step in a needs assessment is:
a. task analysis
b. organization analysis
c. person analysis
d. market analysis
4. The four phases of a systems approach to training are:
a. needs assessment, program design, program implementation, and
evaluation.
b. organization analysis, task analysis, person analysis, and performance
analysis.
c. needs assessment, person assessment, program implementation, and
evaluation.
d. organization assessment, KSA assessment, person assessment, and
evaluation.
5. When an employee is groomed to take over the supervisor's job by gaining
experience in handling important functions of the job, this is known as:
a. grooming.
b. coaching.
c. understudy assignment.
d. role modeling
6. This method of instruction allows employees to search through a virtual sea of
information in order to customize their own learning in their own time and space.
a. vestibule instruction.
b. computer-assisted instruction.
c. videodisc instruction.
d. e-learning
7. Which of the following is NOT an issue related to the design of a training program?
a. instructional objectives
b. trainee readiness and motivation
c. principles of learning
d. trainee ethnic characteristics
8. Trainers can specialize as:
a. instructional designers,
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b. recruitment administrators
c. Job analysts.
d. All of the above
9. One of the forces influencing the workplace and training are;
a. money
b. globalisation
c. skills
d. people
10. The line manager in training is responsible for:
a. coaching and counseling subordinates
b. learning with the subordinates
c. both a and b
d. None of the above
[10 marks]
2.2. Describe the roles of the line manager
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[10 marks]
SECTION B
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[30 marks]
Answer all questions from this section using practical examples.
QUESTION 3
[30 Marks]
3.1. Highlight the differences between training and development.
Training
Development
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[15 marks]
3.2. What are some of the reasons that organisations embark on training interventions
and what benefits does training have?
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[15 marks]
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SECTION B
[30 marks]
QUESTION 4
[30 Marks]
4.1. In the overall management of training/learning within the organization, the training
department usually has responsibilities. What are some of these responsibilities of
the training department?
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[10 marks]
4.2. The gap analysis generates a list of training options and needs. Discuss the factors
to consider when determining if training is a viable option. Give examples where
necessary.
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[15 marks]
4.3. Identify and explain some gap analysis assessment tools, used for TNA.
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[10 marks]
TOTAL: 100 MARKS
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