Question.docx

1. 2. 3. 4. 5. 6.

Training literature and Training need assessment Introduce briefly about VNDIRECT securities corporation Describe the training design process Analyzes training need and the way they develop training program Criteria to evaluate training program of the selected company. Briefly introduce training programs

1. Which one of analysis is not included in training need assessment A. Personal analysis B. Task analysis C. Organizational analysis D. Job analysis D 2. organizational analysis analyze? A. Job’s equipment and environment B. Time Constraints C. Safety Considerations D. Recourses available D 3. Task analysis analyze? A. Organization’s strategy B. Job’s equipment and environment C Recourses available D Management’s support B

4. In Department chart of VND, which service not included? A. Brokerage service B. Fundamental service C. Fundamental service D. Customer service D 5. Which segment Vndirect is working on? A. Securities B. Forex

C. Food and beverage D. Marketing agency A 6. Which activities not included in VND? A. corporate finance advisory B. proprietary trading C. Forex trade investment D. stock trade and investment C 7. Which divisions not included in Brokerage service in VND? A. Head of brokerage division B. Manager of brokerage division C. Brokers D. Customer service division D. 8. Which is process three of training process? A. Assess needs for training B. Ensure readiness for training C. Plan training program D. Evaluation results of training C 9. What problem VND is facing with not included in personal analysis? A. New jobs B. Poor performance C. Legislation D. Contraction C 10. Which one is a process of HR analyzing training need? A. Analyzing what training might be necessary B. Ensure readiness for training C. Plan training program D. Evaluation results of training A 11. Which is step 2 in developing training program?

A. Planning B. Do follow up C. Implementing C 12. Which level below: allows employees find the training favorable, engaging and relevant to their jobs. HR department receives feedbacks by observing the environment, reactions and perceiving requests from trainees. After measuring how well learners react to program, trainers must apprehend the results in performance by applying what they learned on working. A. B. C. D.

Reaction Learning Behavior Results A

13. Which level below: Allows employees find the training favorable, engaging and relevant to their jobs. HR department receives feedbacks by observing the environment, reactions and perceiving requests from trainees. After measuring how well learners react to program, trainers must apprehend the results in performance by applying what they learned on working. a. b. c. d.

Reaction Learning Behavior Results

B 13. Which level below: Requires learners to apply what they learned during training when they are back on the job. This level includes engaging themselves in organization’s culture, trainees are not only able to have teamwork spirit but also have the awareness of improving their independent work skills. Raising their awareness of enhance organization prestige in general and for their own reputation is also what they can perceive in this level. Learners will be blending with organization morality by being sociable and honesty, eager to learn and accumulate experiences. In addition, they also advance abilities to improvise and persuade.

a. Reaction b. Learning c. Behavior

d. Results C 14. Which level below mentioned: Targets outcomes occur as a result of the training and the support and the support, accountability package. Trainees are proactively complete the work and propose solutions for work-related problems, they want to challenge themselves to promote their forte and require for a appropriate salary which deserve what they did. The training program creators have a chance to improve their training programs for clever designs in the future.

a. b. c. d. D

Reaction Learning Behavior Results