MAN 4322 (EXAM III)
Russ-Eft and Preskill (2005) highlight critical factors in HR development evaluation that complicate the assessment of training outcomes. Which of the following is NOT a critical factor?
1. Evaluation occurs within a complex, dynamic & variable environment, 2. Evaluation is essentially a political activity, 3. Evaluation ought to be purposeful, planned and systematic
According to Peter Senge's book, which of the following is considered the "fifth element"?
1. Personal mastery, 2. Mental models, 3. Shared visions, 4. Team learning, 5. Systems thinking
The metrics that focus on how well the HR department accomplishes its critical processes to support organizational effectiveness are ______.
Administrative process effiency
A method of creating useful comparisons is called ______.
Benchmarking
______ allows users to maintain a current snapshot of key HR metrics.
Dashboards
The technique used to identify a causal mechanism within data and identify patterns of relationships is called ______.
Data mining
One of the useful things to remember about HR metrics and analytics is "Don't Do Metrics." This advice means
Developing HR metrics should be focused on increased organizational effectiveness
______ is considered a continuous process of systematic advancement, of "becoming increasingly more complex, more elaborate and differentiated, by virtue of learning and maturation."
Development
According to Argyris and Schon's (1978) three-level model of organizational learning, which is best described as "questioning the suitability of norms, practices, policies, and procedures that define performance standards"?
Double-loop learning questions
______ is an umbrella term and broadly refers to any learning facilitated using electronic means.
E-learning
For benefits reporting, the most common required report is the annual benefits report to employees for tax-qualified plans under ______.
ERISA
An example of a push communications channel is
Emails to managers on metrics and analytics
In what way(s) do benefits differ from compensation?
Employees usually pay all or part of the cost of most benefits
As firms grow in size, their need to manage training activities and training data more effectively and efficiently remains the same.
False
Blended learning in workplace training is slowly declining.
False
Compensation data is collected in house for benchmarking.
False
Individuals tend to have similar learning styles.
False
Off-the-job training and on-the-job training typically cost around the same for an organization to administer.
False
Organizational learning is a relatively new concept; as a result, there is little research conducted on this topic.
False
Payroll systems only need to be linked to internal data.
False
Retention awards are continuous annual awards for staying with the organization.
False
The balanced scorecard approach focuses on what will happen in the organization.
False
The costs involved in training are difficult to establish.
False
Websites with salary data are very accurate at giving the market rate of most jobs.
False
Strategic realignment involves the set of activities most commonly known as ______.
Human resource planning
Which of the following is the first step of the systems model of training and development?
Identifying training & development needs
A goal of long-term ______ is to align the interests of employees with those of shareholders and to motivate aligned performance over periods of more than 1 year.
Incentives
Which of the following best describes the inputs for performance management systems?
Individual data, job data, and organizational data
______ essentially consists of five separate activities, which are the acquisition, documentation, transfer, creation, and application of knowledge.
Knowledge management
______ defined as the process of assimilating new knowledge and skills in consequence of experience or practice, which will bring about relatively permanent changes in behavior.
Learning
Employers must pay ______ for time worked in excess of 40 hours a week at an overtime rate of 1.5 times the normal pay.
Non-exempt workers
Performance management is connected to which of the following other areas of talent management?
Other HR functions
______ the transactional process through which compensation is transferred to employees and federal, state, and local income and payroll taxes are withheld from employees' checks.
Payroll
In support of the performance management process, what serves as a basis for performance planning for the next period while providing data for a variety of HR decisions, including rewards, staffing, training, and other decisions affecting the employee's relationship with the organization?
Periodic performance summaries
Examples of ______ as a form of compensation include club memberships, first-class travel, and executive dining rooms.
Perquisites
E-learning can capitalize on all the following types of delivery media EXCEPT this one:
Printed media, Audio, Video, Hypermedia, Collaborative software or social networking
Actively sharing HR metrics and workforce analytics information with managers via e- mail is called ______.
Push systems
Which of the following provides regulations regarding executive pay?
SOX
The set of performance measures, with ______ and ______, becomes the performance "contract" for the period.
Standards and goals
Workforce analytics are
Strategies for combining metrics and examining changes in metrics
According to the systems model of T&D, organizations ought to formulate an implementation plan that should specify which of the following?
The resources required, how training should be carried out, who should facilitate the training and the period within which the training should occur.
______ refers to the planned acquisition of knowledge, skills, and abilities (KSA) to carry out a specific task or job in a vocational setting.
Training
______ focus(es) on short-term objectives while ______ focus(es) on long-term objectives.
Training; Development
"Employee of the Month" is an example of a recognition award.
True
A learning activity can be considered successful if it leads to transfer of learning, as well as a noticeable and permanent change in behavior in the trainees.
True
A learning content management system (LCMS) can be used to store and develop T&D content, such as multimedia files, templates for training courses, or assignments.
True
A perquisite is a reward based on job status (e.g. preferential parking).
True
An important test of the appropriateness of outcome metrics is the "why" test.
True
Collaboration and communication in groupware context may be synchronous or asynchronous.
True
E-learning is an umbrella term and broadly refers to any learning facilitated using electronic means.
True
Employers of nonexempt employees must pay them at least minimum wage, pay overtime of one and one-half base pay rate for every hour worked in 1 week in excess of 40 hours, keep track of hours worked, and file reports with the U.S. Labor Department demonstrating compliance.
True
Flex plan is a benefits plan in which an employee can then purchase additional coverage or benefits at cost.
True
For each performance dimension being evaluated, a manager should develop specific outcomes and behaviors that will be used to measure the direct report's performance.
True
HR process efficiency focuses on how well HR departments accomplish critical HRM processes that support organizational effectiveness.
True
Human capital is considered a key source of competitive advantage.
True
Incentive pay can be either short or long term, depending on the purpose of the incentive.
True
It is crucially important to use evaluation data to make decisions on future training initiatives.
True
Job evaluation is a rating or ranking system designed to create an internal hierarchy of job value.
True
The approach of combining e-learning methods with traditional face-to-face methods is referred to as blended learning.
True
The manner in which adults learn and are motivated to learn differs fundamentally from the ways in which children and adolescents learn.
True
The performance management process consists of three parts: performance planning, performance observation, and providing positive feedback and/or corrective feedback.
True
Transfer of training is critically dependent on the organizational climate that supports the training transfer.
True
Web-based services can offer decision support to employees deciding what levels of coverage to sign up for.
True
When performance is below standard or below the goal set by the direct report, corrective feedback is used.
True
Rapid e-learning (REL) should be ideally used to deal with all of the following EXCEPT this:
Urgent necessary business needs, short self life of training, critical info needs and standard info broadcasts, training that is purely informational in nature, training that does not require mastery, prerequisite and introductory training, and training updates.
A common concern among individuals who construct metrics and analytics reports is
Whether anyone pays any attention to their reports
Attempts to understand how an organization's human capital needs would change as a function of some expected change in the organization's environment is called ______.
Workforce modeling
The primary purpose for the use of HR metrics and workforce analytics is to
help managers make different and better decisions
The major rewards decision that has to be made about every employee is,
how much to pay that individual to be seen as fair to the employee
The Saratoga Institute/SHRM human resources metrics are
the HR metrics most frequently used in organizations, the foundation for the HRM benchmarking programs, the metrics used to measure or audit HR programs and activities.
According to the best-fit learning event model, successful learning events must achieve a best fit between ______.
the content of what is to be learning, the media through which content is delivered and the method used to facilitate learning
The most important factor that has led to increased emphasis on HR metrics and analytics is
the increased use and implementation of integrated HRIS
The most important standardized reports produced by the HRIS are ______.
the performance contract and the annual summary appraisal for each employee