Learning and Development
Visually representing the consequences of specific actions can best be represented using which of the following TQM tools? A. Cause-and-effect diagram B. Histograms C. Pareto charts D. Stratification
A. A cause-and-effect diagram visually represents possible causes of a specific problem in a process. For example, identifying the root cause of a workplace injury would involve diagramming the possible causes that led to the injury for analysis.
Which of the following key words best describes the nature of an organizational development intervention? A. Planned B. Project-based C. Company-wide D. Employee-driven
A. A successful organization development intervention first and foremost requires a proper plan. This includes starting with the end in mind by identifying targets and then establishing implementation milestones that can be measured.
Which of the following types of patents protect the invention of new and useful processes and machines? A. Utility patents B. Creative patents C. Plant patents D. Design patents
A. A utility patent protects those processes or machines that are useful from a functional perspective. They are usually limited to 20 years.
Coaching is to transactional as mentoring is to what? A. Transformational B. Psychological C. Authoritarian D. Country club
A. Coaching and mentoring differ in that coaching is an on-the-job training activity meant to provide real-time, transactional feedback on employee behaviors. Mentoring is a long-term program that is often more transformative in nature, helping the employee maximize skills, address weaknesses, identify motivators, and create career paths.
An organization has decided to adopt an employee mentorship program as part of the culture initiative it is rolling out this year. Which of the following should be given the greatest priority in pairing mentors and mentees? A. The mentee should believe that the mentor is genuinely interested in their success. B. The company has committed an adequate budget for the program. C. The mentor should have volunteered for the role. D. The mentor should be formally trained.
A. Embarking on a mentorship program requires careful planning to ensure success. When creating pairs, it is important that the mentee believes that their mentor truly has their best interests at heart so they are comfortable exposing their weaknesses for develop- ment purposes.
Using the information from question 9, which stage of Kirkpatrick's training evaluation model are post-training surveys asking about the trainer's knowledge of the training material? A. Level 1, reaction B. Level 2, learning C. Level 3, behavior D. Level 4, results
A. In the first level of Kirkpatrick's training evaluation model, participants are asked for their "reactions" to the training content and logistics. This reaction-level 1 training would seek both information about the training facility and feedback on the trainer.
Which of the following elements of a leadership development program would be most likely to motivate a person with a transactional leadership style? A. A bonus upon completion of the program B. More autonomy in managing their staff upon completion of the program C. The ability to mentor a high-potential employee upon completion of the program D. All of the above
A. Individuals with a transactional leadership style practice a "this for that" form of leadership and are generally more likely to be motivated by tangible rewards or threats of discipline.
Unfreezing, moving, and then refreezing are the three stages for change according to which of the following theories? A. Change process theory B. Theory X C. Motivation/Hygiene theory D. Hierarchy of needs
A. Managing changes within an organization requires the systematic application of a change management theory that will help move both individuals and processes in the direction necessary for results. The change process theory developed by Kurt Lewin described three stages for change, including the following: Unfreezing, or identifying and communicating the need for change Moving, or examining and managing resistance Refreezing, or the stage where the change becomes the new norm
Using the example in the previous question regarding Lisa the AP clerk, which of the following best represents the relevant part of a SMART goal? A. The goal is tied to a company need. B. The goal must be completed within the annual rating period. C. The goal is both clear and understandable. D. The goal is challenging.
A. Setting performance goals are often part of an effective performance appraisal process. Goals that are specific, measurable, achievable, relevant, and time bound are known as SMART goals. A relevant goal is one that is connected to something important, usually a company or department need or the larger mission/objectives of the organization.
Teaching the accounting staff how to use new accounting software is an example of which of the following talent management activities? A. Skills training B. Job enlargement C. Supervisory training D. Development
A. Skills training provides employees with specific information that is needed to do their jobs. It is often used as a talent management technique. Talent management involves several strategies and activities designed to direct the efforts of the workforce toward desired outcomes. It includes analyzing the fit between the person (skills) and requested tasks (job), offering feedback, and designing solutions for deficiencies such as training or job redesign.
A participant in training prefers to take notes on his mobile device. He brings a Bluetooth keyboard and pecks away at the typewriter during training sessions. The typing is most likely engaging which of his preferred learning styles? A. Tactile B. Visual C. Auditory D. Chunking
A. Tactile learners are often at their best when they are able to use their hands to understand training content. This can be accomplished by on the job training but also by "touching" a keyboard when learning new content.
A training participant tends to stand up in the back of the room periodically and needs to get up and down fairly frequently. This trainee most likely prefers which learning style? A. Tactile B. Visual C. Auditory D. None of the above
A. Tactile learners often use their body's senses to absorb new information. This can be aided by movement, or frequent changes of position during class sessions.
A warehouse employee came to you, the HR manager, and disclosed that she has dyslexia. She is scheduled to attend training that week and is worried that she will not be able to keep up with the written work. What should your response be? A. Ask her what training format would work better and seek to accommodate her request. B. Excuse her from the training altogether. C. Remind her that training is part of her job duties and she needs to pass to help her keep up with the job requirements. D. Tell her not to worry about it because the training is really more of a formality.
A. The Americans with Disabilities Act requires employers with 15 or more employees to engage in the interactive process to accommodate individuals with disabilities. In this case, asking the employee what she needs will start the conversation toward a reasonable solution, one that gives her the knowledge she needs to do her job effectively.
The author of an original work has been deceased for more than 80 years. Under which of the following exceptions may their work be used without permission? A. Public domain B. Work for hire C. Fair use doctrine D. U.S. Patent Act
A. Under the Copyright Act of 1976, authors retain the copyright to original work for their life plus 70 years. After that the work goes into the public domain and may be used without violating the copyright.
In implementing an executive coaching program, which of the following activities should HR complete first? A. Creating a 360-degree feedback survey regarding the executive B. Designing an evaluative system to measure effectiveness C. Tying the coaching activities to the company mission or strategy D. Deciding how the coaching sessions will be delivered
A. When implementing an executive coaching program, it is helpful to gather information about how the executive is perceived. This information can be used alongside other tools—such as personality profiles—to maximize the coaching session outcomes. Decisions about evaluation, program delivery, or strategic objectives are often decided before a program is implemented.
Of the following, which should come first for a company wanting to design an effective training program? A. Getting budgetary approval for training sessions B. Completing a job task analysis C. Designing training evaluation D. Establishing the learning outcomes
B. A job task or process analysis is an important early step in the design of effective training programs. This type of analysis can help employers define the learning objectives, as well as design training delivery and evaluative outcomes.
At which stage of training needs assessment are all possible means of filling a performance gap considered? A. Gathering data B. Proposing solutions C. Estimating budget D. Identifying goals
B. A training needs assessment is a step-by-step process that begins by identifying goals, outcomes, and deficiencies. Once relevant data is gathered and analyzed and the performance gaps between actual and desired performance have been identified, multiple options for closing the gap can be considered and proposed.
An unexpected outcome from harassment prevention campaigns such as #metoo in the area of learning and development is which of the following? A. An increase in harassment charges filed with the EEOC B. A decrease in the number of men willing to become mentors to female employees C. State-by-state changes to required harassment prevention education programs D. The need for diversity management programs for organizations of all sizes
B. According to a 2018 Leanin.org survey of more than 8,000 working adults, many men are hesitant to begin to mentor female employees. The survey found that since the scandals that prompted the #metoo movement, the number of men unwilling to mentor females has more than tripled.
The time it takes for a person to understand and retain information is known as which of the following? A. Learning agility B. Learning pace C. Learning style D. Learning motivation
B. All individuals learn at different paces. Trainers who understand the variables associated with how quickly or how slowly a person learns are better positioned to design training that will meet overall performance needs.
The activity of coaching is best represented in which of the following scenarios? A. A manager directs an employee's efforts every day. B. An employee meets one on one with a manager to discuss ways to improve his interpersonal skills. C. An employee attends formal classroom training to improve communication skills. D. All of the above.
B. Coaching is a highly individualized activity that is dependent upon the specific needs of the individual being coached. The process involves direct (often face to face, although that's not necessary), one-on-one communication about specific employee skills, relation- ships in the workplace, career development, or other needs of the employee to improve overall performance.
Which of the following statements is true regarding the Copyright Act of 1976? A. Original work patents belong to the individual who authored the work, regardless of who paid for its development. B. The employer that hires an employee to create original work as part of their normal job duties is the owner of the copyright. C. Copyrights protect original work for 30 years. D. Employers must obtain permission from employees to use their work for training.
B. Copyrights protect the owner of the original work for the life of the author plus 70 years. Employers that pay employees for the development of original work as part of their normal job duties own the copyright because the company paid for the work to be done.
In terms of importance, which of the following positions should you create a succession plan for first? A. Leadership roles B. Critical roles C. Individual contributor roles D. Line management
B. Critical roles that are either important for business operations or represented by hard-to-find skills should be placed in a priority position when HR is tasked with building replacement or succession plans.
Hiring an external coach may be beneficial to which of the following people? A. An employee who expresses an interest in growing in her position B. An executive having difficulty generating accountability in his team C. Any employee who is experiencing poor job fit D. All of the above can benefit from an external coach.
B. External coaches are usually reserved for exempt-level or high-performance employees. This option usually involves private coaching sessions with a professional who seeks to modify behavior or improve specific outcomes.
The last focus group your employer conducted was facilitated by the department manager. Which of the following reasons is the most likely to have made it fail? A. The group likely did not have executive support. B. The employees were uncomfortable sharing their true opinion with their manager. C. The manager was probably not a skilled facilitator. D. The focus group lacked a purpose statement.
B. Gathering unfiltered employee feedback is a critical outcome of an employee focus group. For this reason, it is best that a focus group is facilitated by someone other than their direct manager so that employees are comfortable sharing their opinions without fear—real or perceived—of reprisal.
Broadly defined jobs in flat hierarchies are characteristics of which of the following types of organizations? A. Learning B. High involvement C. High functioning D. Competitive
B. High-involvement organizations are those that create a culture of accountability and continuous feedback. This results in a flatter structure with fewer reporting structures, often made up of self-directed work teams accountable for outcomes.
As the instructional designer for the financial services company you work for, you have been tasked with gathering data to define the training needs of your financial advisors. What is the best way for you to source this information? A. A review of employee benefits utilization B. A review of customer portfolio performance for each advisor C. An employee survey asking them what type of training they need D. A 360-degree feedback survey
B. In this example, how well or how poorly a portfolio is being managed can effectively identify employee training needs, especially as this is the primary activity of this job function.
The company that you work for has had difficulty finding and retaining qualified individuals for its marketing department. After conducting an analysis, it has been determined that the department lacks leadership and accountability for outcomes. Which of the following human resource development interventions should HR recommend? A. Redesign the jobs to increase employee satisfaction. B. Develop a leadership evaluation and development program. C. Develop a diversity program to ensure that employees feel like they belong. D. Create an incentive program that is directly tied to performance.
B. In this example, the root cause of employee turnover is lack of leadership account- ability. A leadership evaluation and development program will help define performance expectations, identify under-performing leaders, and help them develop more effective leadership skills.
The three types of employee training programs are organizational, task, and what? A. Strategic B. Individual C. Safety D. Developmental
B. Individual-level training focuses on individual performance and may take into account developmental needs. Organizational-level training may encompass the entire organization or a business unit. It can be the result of new strategic initiatives or in response to a needs assessment recommending risk avoidance. Task-level training provides information specific to a job process or task.
Which of the following is an example of a human process intervention? A. Discipline B. Team building C. Rewards D. Job design
B. Interventions are designed to shake up the status quo. In a human process intervention, employee socialization factors and the individual contributions to desired outcomes are analyzed and systematically addressed using tools such as development activities, TQM, and Six Sigma. Common processes that are addressed include enhancing an individual's ability to work well as part of a team, conflict resolution training, and management by objectives. They differ from human resource interventions, which may include activities related to other HR functions, such as compensation, workforce planning, and employee relations.
Which of the following type of learning curve is characterized by a slow start in learning that increases as the learner masters different aspects of the process or task? A. An S-shaped learning curve B. A positively accelerating learning curve C. A plateau learning curve D. A negatively accelerating learning curve
B. Learning curves are a graphical representation of the rate of learning over time. A positively accelerating learning curve occurs when the learning accelerates over time rather than diminishing, as with a negatively accelerating learning curve. An S-shaped learning curve combines elements of both positive and negative curves, and a plateau occurs when learning levels off after an initial increase. Consider the following: Positive—Increases Negative—Decreases S-shaped—Increases and decreases Plateau—Flattens out
Which of the following sources for coaching is useful when desired outcomes are the responsibilities of a shared workgroup? A. Executive coaching B. Peer-to-peer coaching C. Mentor program D. Facilitation
B. Peer-to-peer coaching can be a successful strategy when performance and decisions are tied to a workgroup or management tier. A peer group understands the unique needs of both the job and the organization, providing a level of support that is both relevant and meaningful.
Of the following disciplines described by Peter Senge, which one refers to the deep-seated beliefs that drive employee and organizational behavior? A. Systems thinking B. Mental models C. Personal mastery D. Team learning
B. Peter Senge described five disciplines that enable a company to cultivate a learning organization, including the concept of mental models, which refers to an individual's or organization's perceptions of how things should be done. These perceptions provide a model for employee behavior, and they may produce both positive and negative effects.
Which of the following technostructural intervention strategies uses Define, Measure, Analyze, Improve, and Control (DMAIC) in the analysis quality improvements? A. Total Quality Management B. Six Sigma C. Juran Trilogy D. Learning interventions
B. Six Sigma began as a philosophy used by engineers to study process defects, and it can be used to measure products or services. It is a systematic way to identify exceptions to processes by defining the issues, measuring the company's performance, analyzing gaps between desired and actual performance, implementing improvement solutions, and con- trolling the new process until the changes are firmly rooted in place.
Which of the following has been shown to improve creativity and innovation on the job? A. Creating flexible work schedules B. Increasing diversity on work teams C. Having supervisors in place who are creative D. Cultural initiatives allowing free play, such as ping pong
B. Studies have shown that increasing the diversity of work teams has significant impact on the generation of creative and innovative ideas.
Which of the following types of training involves processes performed in a single job category? A. Individual-level training B. Task-level training C. Organizational-level training D. Systems-based training
B. Task-level training provides information specific to a job process or task as opposed to the behaviors of an individual or an organization.
If a career plan focuses on the individual employee, then who or what does career management focus on? A. Also the individual B. On the organization C. On the business strategy D. On the teams
B. The function of career management programs is to help support the workforce planning needs of the organization. It includes identifying current and future staffing needs, assessing employee skills, and designing the necessary training and development programs for employees to serve the current and future needs of the business.
Which of the following will best help an employer make an informed decision about how to address gaps in employee competencies? A. Employee interviews B. Training needs assessment C. Job analysis D. Supervisor surveys
B. The purpose of a training needs assessment is to identify and help establish the objectives of human resource development activities. The process of conducting the needs assessment will identify the current competencies of the employees while also identifying the required skillsets for current or future company needs. This information will help employers make informed decisions about what type of training will be most effective in bridging the gap.
A systematic method of examining an organization's technology, processes, structure, and human resources, and then developing action strategies to achieve business results, is known as which of the following processes? A. Human resource development B. Organization development C. Organizational interventions D. Individual interventions
B. The purpose of organizational development (OD) is to examine the processes and people who impact the ability of a company holistically to produce desired results. This examination is followed by systematic activities—called interventions—designed to make necessary changes at both the individual and organizational levels.
Of the following options, which would be best for HR to recommend if they want to increase workforce collaboration between headquartered and telecommuting workers? A. Team-building activities B. Technological solutions C. Call back all telecommuting workers D. Bootcamp-style training events
B. Workforce collaboration is an ongoing activity that relies upon the ability of individuals to connect. Especially with a remote, virtual, or other-than-headquartered workforce, technological solutions are a major step toward keeping teams in touch with each other.
If a company wants to identify the root cause of most of the issues driving turnover and then represent that data using the 80/20 rule, which of the following TQM tools should HR recommend? A. Checksheets B. Histograms C. Pareto charts D. Stratification
C. A Pareto chart is a graphical representation of the 80/20 rule, which states that 80 percent of the problems are caused by 20 percent of the causes. This means that allocating resources to correct the deficiencies should result in a higher return on investment.
Many of the employees at the IT company you help to manage have no interest in moving into a supervisory role. Additionally, because the company is small, there are not enough management positions for employees to move into, even if they desired it. However, in exit interviews you have discovered that many employees are leaving because of the lack of a clear career path within your organization. Which of the following would be an effective solution to the retention problem? A. Offer more training programs. B. Tie skill development to higher pay levels. C. Design dual career ladders. D. Pay longevity bonuses.
C. A dual career ladder allows employees with superior skills to advance within the company without having to enter a management role. Often tied to advanced licensing or certifications, it is an effective way to help employees create depth in their careers as well as achieve pay increases for skill development activities.
A mentor is to career development as a coach is to _________development. A. Job B. Emotional C. Skill D. Cultural
C. A mentor is typically focused on the growth of the employee in the context of his or her career needs. A coach is usually focused on developing an employee or manager in a particular area.
Which of the following tools is most likely to be used to identify an employee's development potential? A. Replacement plan B. Performance improvement plan C. Succession plan D. Workforce plan
C. A succession plan is a long-term view that seeks to identify employees with the development potential to groom into future roles. It involves creating specific plans and setting goals to prepare the employee for future leadership vacancies.
Which of the following is almost always a byproduct of an OD intervention? A. Employee turnover B. Leadership development C. Change management D. Re-training efforts
C. Almost any type of OD intervention will require HR to step in to both lead and implement change. HR is often called upon to serve as or find a change agent, someone who deliberately causes change within a department or organization.
What is one limitation of a high-potential employee fast-track program? A. The expense in the design of these types of programs B. The risk of newly developed employees leaving the organization C. The potential low morale of employees not selected D. The lack of a true measurable
C. An increasing challenge of using fast-track programs for high-potential workers is the message it sends to employees who are not selected for training. It is important that HR design a selection program that does not discriminate against protected-class workers and that all employees have the opportunity to be considered for any fast-track program. For those not selected, HR is instrumental in controlling the message to minimize low morale and prepare others for future programs based on skill development.
Which training room configuration is most conducive to a successful employee focus group? A. Classroom B. Chevron C. U-shaped D. Theater
C. Collaboration is often required when facilitating employee focus groups. For this reason, U-shaped seating in which employees can all see and talk to each other will best facilitate the discussion.
You have been tasked with creating training for the accounting department at the large CPA firm for which you work. Which of the following would be a copyright infringement if you used it in your training presentation? A. A quotation from a blog found on LinkedIn B. A photocopy from the Generally Accepted Accounting Principles (GAAPs) C. A Dilbert cartoon parody of a typical accountant D. Real scenarios from your accounting department
C. Instructional designers must be careful to avoid violating the Copyright Act when creating training material. Generally, using short quotations, content from legislative reports or guidelines, and original work for training would all be considered legitimate. Repro-ducing artwork or similar items—such as a cartoon—without permission from the owner would be a copyright infringement.
For many of the employees at the manufacturing company you work for, Spanish is their native language and English is their second. While they are eager to participate in training sessions, you are concerned that they are not actually understanding the content. Which of the following approaches would best help manage this training participant need? A. Hire a translator for the training sessions. B. Host voluntary English language training after hours. C. Design the training to be delivered in both English and Spanish. D. Continue to only offer the sessions in English.
C. Language barriers in training will continue to emerge as the labor force population becomes increasingly diverse. For this reason, it is important that HR anticipate the need and create training content that ensures all participants may fully benefit from a training program. This may include offering content that is in multiple languages.
The company you work for needs to deliver warehouse and driver training but is concerned that the classroom environment will not be the most effective form of delivery. Additionally, none of these employees has company computers or email addresses, so e-learning is not a viable option. Which of the following strategies should you recommend? A. Bootcamp B. Training C. Micro-learning D. After-hours training
C. Micro-learning provides employees with short bursts of training rather than requiring them to gather in a traditional classroom environment. This allows employees to access information on demand where necessary, often from their more readily available mobile devices.
A management trainer prefers to use PowerPoint presentations and graphs to communicate training content to participants. She is most likely relying on what preferred learning style? A. Tactile B. Kinesthetic C. Visual D. Auditory
C. Of the three main learning styles, visual learners (and trainers) tend to prefer information that is communicated via visual aids such as formal presentations, charts, and graphs.
It is understood that employees make a decision to stay with or leave an organization within the first three weeks of employment. Which of the following onboarding techniques will most likely result in reducing the stress that comes from not knowing what to expect on the job? A. Communicating how the job aligns with company strategy B. Engaging the employee in on-the-job training activities C. Creating a connection with the new hire D. Providing performance feedback after the first 90 days
C. Onboarding is about much more than simply having a new hire fill out the paperwork or technical training. It involves activities that help the employee make a connection to the work but also to management and co-workers. Doing so gives the employee resources to access in times of uncertainty or stress.
Which of the following is a main advantage of e-learning platforms over the traditional classroom setting? A. Ease of use and implementation B. Increased retention of information C. Time savings D. Availability of custom content options
C. One advantage of e-learning training options is that employees do not have to waste time traveling to and from training locations.
Which of the following types of training focuses on preparing for future needs? A. Individual-level training B. Task-level training C. Organizational-level training D. Systems-based training
C. Organizational-level training may encompass the entire organization or a business unit. It can be the result of new strategic initiatives or in response to a needs assessment recommending risk avoidance. Task-level training provides information specific to a job process or task. Individual-level training focuses on individual performance.
Of the following disciplines described by Peter Senge, which one relates to a high level of expertise in an individual's chosen field? A. Systems thinking B. Mental models C. Personal mastery D. Team learning
C. Peter Senge described five disciplines that enable a company to cultivate a learning organization, including the concept of personal mastery, which is the development of subject-matter experts (SMEs) in their chosen field. SMEs are resources for the organization to draw upon in the application of their core competency toward desired business results.
Redesigning the workflow of a manufacturing assembly line is an example of what type of organizational intervention? A. Technological intervention B. Human resource intervention C. Process flow mapping D. Structural
C. Process flow mapping is one tool used in organizational development to redesign how a work process is completed. It is characterized by a series of steps that visualize a process from start to finish.
Performance management, progressive discipline, and conflict management are all examples of which of the following talent management activities? A. Skills training B. Job enlargement C. Supervisory training D. Feedback
C. Supervisory training takes into account the skills and responsibilities necessary to manage workers. It is often used as a talent management technique designed to enhance supervisory effectiveness that, in turn, improves retention and increases other positive outcomes.
Coaching that combines self-paced learning with email and telephone support is called what? A. E-coaching B. Personal coaching C. Virtual coaching D. Video coaching
C. Virtual coaching can be a successful approach for executives or managers with time or distance barriers, requiring the individual to be self-managed. It is most successful when augmented by face-to-face sessions and tied to clearly communicated outcomes and expectations. It is a form of personal coaching that may combine elements of e-learning, such as videoconferencing and email.
Which of the following types of patents protect new, original, and ornamental designs of manufacturing items for 14 years? A. Utility patents B. Creative patents C. Plant patents D. Design patents
D. A design patent is designed to protect exactly what the name states—new, original, or ornamental designs of manufactured items.
A program that seeks out employees demonstrating management skills is also known as which of the following? A. Training program B. Diversity program C. Coaching program D. Leadership program
D. A leadership program identifies high-potential (HiPo) employees for development as leaders. It involves training and development activities, such as coaching and mentoring, focused on both skill and career development.
A training needs analysis seeks to identify which of the following? A. Finding a way to pay for the training B. The level of executive commitment to the training C. The long-term needs of the organization D. The type of training necessary to solve a problem
D. A training needs assessment is a process that begins with identifying the goals of training. From there, data can be gathered and analyzed, the performance gap identified, and training solutions proposed in accordance with instructional outcomes.
A company's electronic communications policy should include guidelines for which of the following? A. Copyright use B. Spamming C. Confidentiality D. All of the above
D. A well-crafted electronic communications policy will provide guidelines for employee behaviors as well as protect the company from liability. A statement that reminds employees that they must respect copyrighted materials, may not use company electronic com-munications to disrupt the work of others, and should have no reasonable expectation of privacy are all important elements of this type of policy.
Mentoring is a type of _________designed to maximize executive and organizational performance. A. Perk B. Training C. Management activity D. Partnership
D. At the heart of any good mentorship program is a partnership between the mentor and employee or executive. The mentor agrees to provide meaningful, constructive feedback and be available to the employee as agreed. The employee agrees to actively participate and engage, using the feedback to improve performance and other outcomes.
The healthcare facility you work for is facing a leadership shortage within the next five years as a wave of managers proceed through a phased retirement program. The executive team is concerned because the healthcare industry is already facing a shortage of qualified talent. What should HR recommend? A. Increasing employee compensation to be more competitive B. Lobbying the government for more healthcare visas C. Beginning to engage in continuous recruitment activities for these positions D. Building a succession plan using self- and supervisor assessments of the current workforce
D. Building a leadership pipeline is a critical function for many employers, especially those facing an overall shortage of workers. Asking employees to self-identify, as well as asking supervisors for their recommendations, are good starting points for succession planning.
The company that you work for has decided to implement a new inventory management system that affects all departments. Which of the following management strategies should HR recommend? A. Learning organization B. Lean systems C. TQM D. Change management
D. Change management is a strategic intervention that helps employees deal with and implement changes that are the result of strategic decisions. These changes may include the introduction of new technology, creating a more efficient process, or altering the organizational hierarchy/reporting structure.
Dr. Kaoru Ishikawa developed which of the following TQM tools? A. Checksheets B. Histograms C. Pareto charts D. All of the above
D. Dr. Ishikawa significantly contributed to the TQM movement and is well known for the analytical tools used in an intervention. Examples include the following: Checksheets—Relevant data is recorded and then counted based on number of occurrences. Histograms—These charts are used to identify patterns in information. Pareto charts—These graphically represent the 80/20 rule, which states that 80 percent of the problems are caused by 20 percent of the causes. This means that allocating resources toward that 20 percent will result in a high return on investment.
A successful executive coaching program will result in all of the following except what? A. A focus on learning to produce results B. The development of improved communication skills C. The identification of strengths and weaknesses D. The development of new business growth strategies
D. Executive coaching is focused on individual needs, strengths, and weaknesses as opposed to business needs, goals, objectives, or strategies.
Skill variety, task identity, and task significance are all examples of which of the following talent management strategies? A. Autonomy B. Job enlargement C. Job design D. Job enrichment
D. Job enrichment is the process of assigning new responsibilities or tasks that challenge the employee to use their skills or to develop an aptitude for others. It includes using job factors, such as skill variety, task identity, task significance, autonomy, and feedback.
Learning a new job by watching the incumbent perform the task is what type of on-the-job training? A. Job enrichment B. Job enlargement C. Job rotation D. Job shadowing
D. Job shadowing is a training method in which a person learns a new job by watching (or shadowing) a person performing the tasks.
An experienced individual who acts as a teacher, guide, counselor, and facilitator providing personalized feedback to an employee in a business context is known as which of the following? A. Supervisor B. Trainer C. Manager D. Mentor
D. Mentoring programs take into account all of these. A good mentor acts as a trainer and a coach, providing feedback from a position of experience without authority. While not a supervisor in the true sense of the word, a mentor provides feedback to the employee about how well or how poorly they are doing in the context of the issues that the employee brings to the discussion and the employee's desired career development. A mentor serves broad, long-term career needs, whereas a coach focuses on the development needs of an employee in a specific area.
Which of the following statements is true regarding replacement planning? A. Replacement planning always requires a significant investment in employee training. B. Replacement planning is usually focused on the candidate with the most development potential. C. Replacement planning spans a longer-term outlook. D. Replacement planning is generally completed for a short-term period.
D. Replacement planning is generally used for attrition plans that are less than one year in scope. It is a tool used to assess the best candidate available to fulfill immediate needs or as backup for critical positions.
Lisa is an accounts payable clerk at the large car dealership for which you are the HR manager. She has been identified as a high-potential employee based on her positive attitude and ability to learn new things quickly. The leadership team has asked you to establish stretch goals for her over the coming year to expand her knowledge and competencies in business finance. Which of the following is the best example of a stretch goal for Lisa? A. Ask her to create an annual calendar to track recurring payments. B. Work with her to improve her data entry accuracy by 15 percent. C. Schedule her to job shadow the salespeople to better understand the selling process. D. Task her with researching and recommending a new sales commission structure tied to business growth targets.
D. Stretch goals are those that require an employee to improve their knowledge or competencies beyond that required of their current position. A research project will help her gain knowledge about a specific subject, and tying the goal to business strategy will help her better understand the internal needs of the business.
A highly productive employee has recently been promoted to a supervisory position and is struggling with the new responsibilities. Which of the following talent management strategies should HR recommend to help the employee in their new position? A. Interpersonal skills training B. Time management training C. Team-building training D. Supervisory training
D. Supervisory training usually involves topics related to interactions with employees. It is a talent management strategy that seeks to impart to the supervisor the skills necessary for effective management of people and processes.
Total Quality Management (TQM) is a technostructural intervention that focuses company-wide efforts on which of the following? A. The ability of a process to generate revenue B. Waste management C. Employee needs D. Customer needs
D. TQM is a type of organizational intervention that focuses on the structure and behaviors of the organization, most often through the filter of the customer. TQM is dependent upon continuous improvement and adaptations to the needs and desires of the customer.
Under which of the following conditions may employers not pay an employee wages for attending training? A. If the training is truly voluntary B. If the training is not related to the employee's job C. If attendance is outside of the employee's working hours D. If all of the above conditions are met
D. The Fair Labor Standards Act defined the four conditions that must be met for an employer to avoid paying wages for training time. These conditions include that attendance is outside regular working hours; attendance is voluntary; the course, lecture, or meeting is not job-related; and the employee does not perform any productive work during attendance.
A survey was sent out to all training participants asking them to rate various training elements. This information will be used to inform new iterations of the training material. This activity belongs in which stage of the ADDIE training model? A. Assessment B. Design C. Develop D. Evaluate
D. The evaluation stage of the ADDIE training model consists of many factors. It includes gathering the participants' thoughts on how well or how poorly the training was delivered, as well as evaluating whether the training achieved the desired outcomes.
Talent management encompasses which of the following HR activities? A. Employee development B. Training C. Business management and strategy D. All of the above
D. The function of learning and development pivots upon the effective management of the human talent of the organization. It includes training and development activities as well as individual and organizational interventions that are aligned to business and strategic management.
Which of the following can actually inhibit the development of creative ideas? A. Lack of project management skills B. Lack of flexibility within a bureaucratic structure C. Lack of expertise D. All of the above
D. The psychology of creativity points to the presence of individual expertise and organizational business structures that allow for mind-wandering. These two elements contribute to enhanced creative work activities such as problem-solving and brainstorming. Employees who lack project management skills may be unable to bring their creative ideas to fruition. The absence of any of these may inhibit the development of an innovative workforce that considers multiple options and perspectives.
Ben is an operations manager at a large dog food plant in Arkansas. He is working with a junior-level employee who is teaching him the mechanics of the company's new software operating system. This is the best example of which of the following talent management techniques? A. Mentoring B. Coaching C. Development D. Reverse mentoring
D. There is a growing trend acknowledging that organizational levels are not the key factor in the development of mentoring relationships. Reverse mentoring occurs when a more senior-level employee is learning or being mentored by a junior-level employee.
Why is succession planning most often focused on filling leadership-level and above jobs? A. Older workers tend to leave the workforce more often, and they hold the most leadership positions. B. The value of these jobs is higher than that of individual contributors. C. These positions are the most important within an organization. D. These positions are most difficult to fill.
D. With the limited time and financial resources of companies today, it stands to reason that focusing succession planning efforts on jobs that are most difficult to fill, such as leadership roles, is a best practice.
The sales manager at the company for which you work tends to have an increasingly laid-back approach to managing her salespeople. This has come up as part of the need to coach and develop her skillsets to make her a more effective leader. What type of leadership style is she practicing? A. Transactional B. Transformational C. Laissez-faire D. Authoritarian
Understanding a person's leadership style is another tool that may be used in the development of a management development program. In this case, the sales manager is demonstrating a laissez-faire leadership style, one that is characterized by a hands-off, laid back approach to managing employees.
