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