HR ch:7
Verbal learners absorb information best through spoken or written words. a. True b. False
True
Visual learners absorb information best through pictures, diagrams, and demonstrations. a. True b. False
True
A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training? a. Case study b. Coaching c. Individual development d. Role modeling
Coaching
. _____ covers a wide variety of applications such as web and computer-based training (CBT), and social networks. a. Vestibule instruction b. Modeling c. Videodisc instruction d. E-learning
E-learning
. Which of the following is NOT a component of the PROPER method of performing on the job training? a. Prepare b. Perform c. Explain d. Reassure
Explain
. Training is oriented toward broadening employees' individual skills for future responsibilities. a. True b. False
F
. A person analysis is the process of determining what the content of the training program should be, based on a study of the tasks and duties involved in the job. a. True b. False
False
_____ goes beyond just orienting new employees to their new environments and brings them into the organization's fold so that they truly feel as if they are a part of it. a. Cross-training b. Onboarding c. On-the-job training d. Benchmarking
Onboarding
. Which of the following methods is NOT used to provide on-the-job experience to managerial employees? a. Understudy assignments b. Outplacement c. Lateral transfer d. Coaching
Outplacement
. The two preconditions for learning are employee readiness and motivation. a. True b. False
True
The appropriate training method for factual materials is: a. lecture. b. simulation. c. on-the-job training. d. apprenticeship.
lecture
Apprenticeship programs originated in: a. United States. b. Europe. c. Japan. d. India.
b. Europe.
If one were using the on-the-job training method of training, the first step would be to present the operations and knowledge to the learner. a. True b. False
False
On-the-job experiences are used most commonly by organizations to develop managers. a. True b. False
False
_____ refers to how well employees apply what they have learned to their jobs. a. Transfer of training b. Learning c. Training effectiveness index d. Compensatory modeling
a. Transfer of training
The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding required to manage more effectively is known as: a. job rotation. b. job promotion. c. individual development. d. role modeling.
a. job rotation.
. When people learn by mimicking other people, it is referred to as: a. modeling. b. distributed learning. c. reinforcing behavior. d. individual learning difference.
a. modeling.
Performance-centered objectives might include all of the following phrases EXCEPT: a. "to repair". b. "to appreciate". c. "to assemble". d. "to calculate".
b. "to appreciate".
Generally, to start with, an apprentice is paid _____ percent of a skilled journey worker's wage. a. 30 b. 40 c. 50 d. 60
c. 50
Training delivered to trainees when and where they need it to do their jobs is known as: a. cross-training . b. apprenticeship training. c. just-in-time training. d. on-the-job training.
c. just-in-time training.
. When an employee is groomed to take over the supervisor's job by gaining experience in handling important functions of the job, it is known as: a. grooming. b. coaching. c. understudy assignment. d. role modeling.
c. understudy assignment
. Blogs and wikis are examples of tools used to facilitate learning via the _____ method. a. communities of practice b. simulation c. programmed learning d. mentoring
. Blogs and wikis are examples of tools used to facilitate learning via the _____ method. a. communities of practice b. simulation c. programmed learning d. mentoring
. The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: a. simulation method. b. classroom method. c. vestibule method. d. apprenticeship method.
a. simulation method.
Internship programs that are done well benefit students, schools, and employers. a. True b. False
True
On-the-job training is often one of the most poorly implemented training methods. a. True b. False
True
Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units. a. True b. False
True
Orientation programs stress the "why" rather than the "what", including the philosophy behind the organization's rules. a. True b. False
True
Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on the subtleties of how they are used. a. True b. False
True
Providing individual assistance is an important aspect for successful trainers. a. True b. False
True
Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material, make sense of it in their own lives, and transfer it back to their jobs. a. True b. False
True
Return on investment = Benefits of training ÷ Training Costs a. True b. False
True
_____ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job. a. Transfer of training b. Benchmarking c. Training effectiveness index d. Compensatory modeling
b. Benchmarking
. _____ involves the use of a learning management system (LMS), often custom built for the firm by software vendors. a. Transfer of training b. E-learning c. On-the-job training d. Independent study
b. E-learning
Which of the following is NOT a component of behavior modeling? a. Learning points b. Practice and role-play c. Decisional emulation d. Feedback and reinforcement
c. Decisional emulation
. From the broadest perspective, the goal of training is to contribute to: a. social improvement. b. personal growth. c. organizational goals. d. departmental challenges.
c. organizational goals.
Periods in learning situations when progress does not occur because of either reduced motivation or ineffective methods of task performance are called: a. learning blocks. b. lapses. c. plateaus. d. learning gaps.
c. plateaus.
. 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, respectively. d. refer to the skills developed in lower level vs. managerial employees, respectively.
c. refer to a short term performance orientation vs. a longer term skill development, respectively.
Goal setting: a. provides a real life demonstration to get the message across. b. provides learning through repetition. c. sets a road map for the training program, its objectives, and its learning points. d. sets a road map for breaking down tasks to facilitate modelling.
c. sets a road map for the training program, its objectives, and its learning points.
Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs needed to perform them is known as: a. organization analysis. b. individual analysis. c. utility analysis. d. task analysis.
d. task analysis.
. Benchmarking is concerned with measuring employee retention of training materials at specific points in time. a. True b. False
False
. Two criteria to evaluate training programs are costs and training materials. a. True b. False
False
. While cross-training can increase productivity, it can also increase employee turnover. a. True b. False
False
An orientation program for new employees is an informal process. a. True b. False
False
Awareness building in diversity training provides employees with the KSAs necessary for working with people who are different from them with regard to race, gender, age. a. True b. False
False
. A plateau is a natural phenomenon, and learners usually experience a spontaneous recovery later. a. True b. False
True
. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors. a. True b. False
True
. By far the most common informal method used for training employees is on-the-job training. a. True b. False
True
. Instructional objectives are the key components in designing a training program. a. True b. False
True
. Role-playing consists of playing the roles of others, often a supervisor and a subordinate who are facing a particular problem. a. True b. False
True
. The goal of training is to contribute to an organization's overall strategic goals. a. True b. False
True
. The systematic approach to training involves needs assessment, program design, implementation, and evaluation. a. True b. False
True
. Trainee readiness refers to whether or not the experience and knowledge of trainees have made them ready to absorb the training
True
Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace, it is sometimes poorly implemented. a. True b. False
True
Government contractors and subcontractors with contracts that last for _____ or more and are for more than _____ are required by law to have business ethics codes and compliance policies and procedures. a. 30 days; $5 million b. 120 days; $5 million c. 30 days; $10 million d. 120 days; $10 million
b. 120 days; $5 million
. E-learning encompasses two techniques: computer-assisted instruction, and computer-based program design. a. True b. False
False
The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.
False
E-learning allows a firm to bring the training to employees. a. True b. False
True
. By some estimates _____ of employee learning occurs via on the job training. a. 20-30 percent b. 40-50 percent c. 60-70 percent d. 80-90 percent
d. 80-90 percent
. Encouragement is most effective when it is given after a long period of time after a trainee successfully accomplishes a certain task so that the employee knows that management has not forgotten his/her contributions. a. True b. False
False
. Which of the following training methods consists of having the trainee assume the attitudes and behavior of others? a. Job rotation b. Case study c. Simulation study d. Role-playing
Role-playing
. It has been found in most cases that spacing out the training will result in faster learning and longer retention.
False
. The objective of behavior modification is: a. to gradually shape behavior toward a desired profile. b. to reward all task behavior. c. to apply principles learned in the classroom to the job. d. to bridge the needs of the employee with the needs of the organization.
a. to gradually shape behavior toward a desired profile.
Apprenticeship programs are an extension of on-the-job training that provide on and off the job instructions. a. True b. False
True
Case studies provide participants the experience of analyzing and synthesizing facts. a. True b. False
True
Effective trainers are often enthusiastic, humorous, have interest in the training itself, and demonstrate knowledge of the subject.
True
The basic skills employees need in addition to reading, writing, and computing include speaking, listening, problem solving, working in teams and leading other people
True
The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance. a. True b. False
True
. Person analysis: a. helps organizations in reviewing the job description and specifications to identify the task performed. b. helps organizations avoid the mistake of sending all employees into training when some do not need it. c. involves self-improvement and self-directed training. d. examines the external labor market for needed skills.
b. helps organizations avoid the mistake of sending all employees into training when some do not need it.
. Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting a person analysis. a. True b. False
False
. Reaction measures to evaluate training typically focus on the entertainment value of the training program. a. True b. False
False
. Return on investment is the amount of money a company saves by avoiding training programs. a. True b. False
False
. Supervisors play the most important role in the orientation of new employees. a. True b. False
False
. Trainees should not practice their job tasks until after the training program is complete. a. True b. False
False
Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future, whereas behavior which is unrewarded will decrease in frequency. a. True b. False
False
Explaining the goals and objectives of the training program to trainees has little impact on the interest, understanding, and effort they direct toward the training. a. True b. False
False
The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training. a. True b. False
False
Utility refers to measuring one's own training services against the leaders in their industry. a. True b. False
False
While the largest companies agree in principle with remedial training in basic skills, they are generally reluctant to allot funds to provide for that type of training. a. True b. False
False
Which of the following includes the different types of diversity training? a. Equal employment and affirmative action b. Process and behavior c. Awareness building and skill building d. Conventional and non-conventional
c. Awareness building and skill building
. To which phase of the system model do organization analysis, task analysis, and person analysis belong? a. Design phase b. Implementation phase c. Needs assessment phase d. Evaluation phase
c. Needs assessment phase
The benefits of the training exceeds the cost of the program when: a. ROI=1. b. ROI<1. c. ROI>1. d. ROI ≠ 1.
c. ROI>1.
Basic skills training includes all of the following EXCEPT: a. computing. b. problem solving. c. speaking. d. modeling.
modeling
A study by the American Society for Training and Development found that organizations conduct need assessment less than _____ percent of the time. a. 50 b. 40 c. 30 d. 20
a. 50
. A(n) _____ involves determining which employees require training and which do not. a. person analysis b. demographic analysis c. task analysis d. organization analysis
a. person analysis
Modeling: a. provides learning through repetition. b. demonstrates the desired behavior or method to be learnt. c. sets a road map for the training course, objectives, and learning points. d. breaks down tasks to facilitate learning.
b. demonstrates the desired behavior or method to be learnt.
101. When comparing employee literacy levels of 1970 and today, it can be said: a. literacy levels have improved significantly. b. literacy levels are about the same. c. literacy levels have decreased significantly. d. it is impossible to make such a comparison.
b. literacy levels are about the same.
Behavior modification seeks to gradually shape trainee behavior using reinforcement. a. True b. False
True
. If employees consistently achieve their productivity objectives, it might be a signal that training is needed. a. True b. False
False
An organization analysis is an examination of the environment, strategies, and resources the firm faces so as to determine what training it should emphasize.
True
. The four phases of a systematic 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.
a. needs assessment, program design, program implementation, and evaluation
. The first step in a needs assessment is: a. task analysis. b. organization analysis. c. person analysis. d. market analysis.
b. organization analysis.
. E-learning provide all the following benefits EXCEPT: a. bringing the training to employees. b. replacing conventional learning experiences. c. facilitating just-in-time skill development. d. being more cost effective.
b. replacing conventional learning experiences.
. Programmed instruction is also referred to as: a. mentoring. b. self-paced learning. c. simulation. d. observational learning.
b. self-paced learning.
All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT: a. developing realistic goals and/or measures for each on-the-job training area. b. tying employees' pay to their training progress. c. planning a specific training schedule for each trainee. d. conducting periodic evaluations, after training is completed, to prevent regression.
b. tying employees' pay to their training progress.
New college graduates often have a high desire for: a. structured jobs. b. close supervision. c. advancement. d. reassurance from supervisors.
c. advancement.
Some organizations fail to make the connection between training and _____. a. technology b. competition c. an organization's goals d. an organization's functional requirements
c. an organization's goals
98. The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement is _____. a. industry analysis b. modeling c. benchmarking d. environmental analysis
c. benchmarking
An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred to as: a. task analysis. b. needs assessment. c. competency assessment. d. job analysis.
c. competency assessment.
. The desired outcomes of training programs are formally stated as: a. training goals. b. learning objectives. c. instructional objectives. d. learning goals.
c. instructional objectives.
Training given in one ten-hour period instead of five two hour periods is an example of: a. part learning. b. distributed learning. c. mass learning. d. active learning.
c. mass learning.
. 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
d. Trainee ethnic characteristics
Whole-vs-Part Learning: a. builds a bridge between employees and the organization. b. provides learning through repetition. c. sets a road map for the training course, objectives, and learning points. d. breaks down tasks to facilitate learning.
d. breaks down tasks to facilitate learning.
Spacing out the training will result in faster learning and longer retention. This is known as the principle of: a. part learning. b. retention. c. transfer of training. d. distributed learning.
d. distributed learning.
. If an individual is responsible for developing a training program, his/her first step should be to: a. create a suitable training environment. b. create a design for the training program. c. perform the evaluation of behavior. d. perform the needs assessment.
d. perform the needs assessment.
. The first step in task analysis is to: a. define descriptive terms. b. refer other similar jobs. c. identify the skills required. d. review the job description.
d. review the job description.
. Learning curves show: a. that plateaus in performance are regular and predictable. b. that effective training programs eliminate plateaus. c. that performance plateaus are natural and are usually overcome with behavior modification. d. that performance plateaus are natural and are usually followed by a spontaneous recovery.
d. that performance plateaus are natural and are usually followed by a spontaneous recovery.
Utility refers to: a. the usefulness of a training program. b. the costs incurred for a training program. c. training effectiveness in terms of increased outcomes. d. the benefits derived from training relative to the costs incurred.
d. the benefits derived from training relative to the costs incurred.
