Page 56 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062956Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |56ANS: DTrue or False:1. In a training program objective, the part which describes what is to be done is called performance.ANS: True2. When designing an HRD program, it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives.ANS: False3. When deciding which training method to use, it is useful to consider the current level of expertise of the trainees.ANS: True4. The HRD objectives describe the criteria, conditions, and the desired results of an HRD program.ANS: False5. It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions.ANS: False