Which one of the following is a training technique in which trainees act out parts in a realistic management situation?
Role playing
Concept: Training techniques differ by how the trainee learns - by doing, by watching, by discussing, or by solving; the technique where trainees physically enact assigned characters in a simulated situation is role playing.
The description - trainees acting out parts in a realistic management situation - points to the technique built on enacting roles. Role playing is exactly this: trainees are assigned roles in a simulated but realistic situation and act them out, which lets them practise interpersonal and decision-making skills and get feedback.
Example: One trainee plays an angry customer and another the service manager, so the manager can practise handling a complaint before facing a real one.
Option check: Action learning (option 1) solves real problems in teams; behaviour modelling (option 3) has trainees watch and then copy a demonstrated model behaviour; and a case study (option 4) is analysed and discussed rather than acted out. Only role playing has the trainees enact parts.
Hence the technique is role playing.
Similar Questions
Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Which one of the following methods of performance appraisal involves ranking employees from best to worst in a particular trait?
Arrange the steps of diagnostic model of human resource management in the correct sequence from the first to the last. Select the code of correct sequence:
a. Evaluate
b. Prescribe
c. Diagnose
d. Implement
Codes:
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
Arrange the basic process of HR strategy in correct orders :
A. Identify people issues
B. Communicate HR strategy
C. Identify strategic Business issues
D. Scan External Environment
E. Develop HR strategy
Choose the correct answer from the options given below :
Which of the following statements are correct as per paragraph ?
A. Companies like Adobe, Deloitte, GE, Microsoft and PwC have shifted to informal assessments.
B. Annual reviews are now seen as promoting collaboration and innovation.
C. Continuous feedback improves satisfaction, coaching and corporate alignment.
D. Annual evaluations originated from executive compensation reforms.
E. Current organizations emphasize agility, collaboration and personnel development through continuous dialogue.
Choose the correct answer from the options given below :
Critics argue that conventional performance evaluations :
Match List - I with List - II.
List - I
(Concept)List - II
(Description)A. Origin of performance appraisals I. Compulsory ranking at GE B. Bureaucratic evolution II. Military’s merit rating system C. Factors influencing appraisal changes III. Expensive and unpopular processes D. Current organizational focus IV. Agility, collaboration and continuous dialogue Choose the correct answer from the options given below :
What replaced annual reviews in the company, as announced by the Chairman ?
Why have annual reviews become redundant in organizations today ?
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
D. Coordinating
E. Controlling
F. Directing
Choose the correct answer from the options given below:
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Which one of the following methods of performance appraisal involves ranking employees from best to worst in a particular trait?
