1. What is learning?

1. A change in one’s cognition, action or interaction with others
2. A planned intervention
3. A portfolio of knowledge, skills or attitudes
4. A step-by-step instructional process

2. Which are the four main theoretical perspectives on learning?

1. Behaviourism, cognitivism, sociocultural and economic theory
2. Behaviourism, socialism, constructivism and feminism.
3. Behaviourism, socialism, agency theory and positive psychology
4. Behaviourism, cognitivism, experiential learning and social learning

3. Who developed the learning style inventory?

1. Bandura
2. Piaget
3. Skinner
4. Kolb

4. Which are the four critical conditions of role modelling?

1. Attention- attraction-production-satisfaction
2. Attention-retention-reproduction-motivation
3. Attention-attachment-production-evolution
4. Attention-retention-satisfaction-motivation

5. Which of the following is not formal learning intervention?

1. Job shadowing
2. Job rotation
3. E-learning training
4. Network of part-time mums

6. How many stages does the systematic training cycle have?

1. Two
2. Five
3. Four
4. Seven

7. How can L&D achieve horizontal integration?

1. By aligning its objectives with the vision and mission of the organisation
2. By systematically evaluating its strategic vision
3. By strategically aligning its objectives with the objectives of the HR function
4. By facilitating the interventions of strategic importance to the organisation

8. What is a learning plan?

1. A list that contains all the necessary elements for the delivery of an intervention
2. A strategic L&D objective
3. A learning agreement between the employee and the organisation
4. An intervention for career change

9. Which is the final step of the strategic L&D process?

1. Needs analysis
2. Strategic implementation of L&D practices
3. Integration with business objectives
4. Evaluation of L&D contribution

10. Which of the following is not an L&D future challenge?

1. To support the emergence of intellectual capital
2. To continue enhancing the contribution of L&D division
3. To ensure the L&D practitioner is a business partner
4. To promote classroom based training to improve performance