Chapter 8 HRM

22) Purposes of training needs analysis include the following EXCEPT: A) ensure employment equity goals are met. B) develop specific knowledge objectives. C) identify specific job performance and skills needed. D) develop reasonable performance objectives. E) analyze skills and needs of prospective trainees.

A. ENSURE EMPLOYMENT EQUITY GOALS ARE MET

46) The heart of performance analysis is distinguishing between: A) employee training levels. B) ʺcanʹt doʺ and ʺwonʹt doʺ problems. C) experience levels of employees. D) good and bad employees. E) different supervisory practices.

B "CANT DO" AND "WONT DO" PROBLEMS

16) Training is part of an organizationʹs: A) business plan. B) immediate plan. C) strategic plan. D) business need. E) tactical plan.

C. STRATEGIC PLAN

47) Effective training needs analysis results in: A) performance analysis. B) excellent job performance. C) performance standards. D) task analysis. E) concrete, measurable training objectives

E. CONCRETE, MEASURABLE TRAINING OBJECTIVES

52) Many jobs consist of a logical sequence of steps and are best taught step by step. This type of training is called: A) computerized training. B) on-the-job training. C) vestibule training. D) job instruction training. E) process training.

D. JOB INSTRUCTION TRAINING

19) Training is essentially a (n): A) technical process. B) assessment process. C) testing process. D) learning process. E) memorizing process.

D. LEARNING PROCESS

43) The last column of the task analysis record form indicates whether the task is best learned from: A) job instruction training. B) simulated training. C) on-the-job training. D) on- or off-the-job training. E) vestibule training.

D. ON OR OFF THE JOB TRAINING

37) The list of specific duties and skills required on the job, which are used in determining the training required for performing the job, are found in: A) job descriptions and job specifications. B) equal access and affirmative action. C) job instruction and on-the-job training. D) job standards and specialization. E) performance standards.

A. JOB DESCRIPTIONS AND JOB SPECIFICATIONS

20) People have three main learning styles. One is: A) visual. B) differences. C) organizing. D) similarities. E) presenting.

A. VISUAL

41) A technique for determining the training needs of current employees is: A) training analysis. B) performance analysis. C) questionnaires. D) task analysis. E) motivation analysis.

B. PERFORMANCE ANALYSIS

27) Trainees learn best when they learn at: A) the pace set by their trainer. B) their own pace. C) the pace set by their supervisor. D) an off-the-job setting. E) a country resort.

B. THEIR OWN PACE

28) Under Canadian human rights legislation, several aspects of training programs must be assessed with an eye toward the programʹs impact on: A) white males. B) reverse discrimination. C) highly educated workers. D) designated group members. E) company profits.

D. DESIGNATED GROUP MEMBERS

7) You have just been hired as the Director of Human Resources at a sportswear retailer. The employee handbook states that ʺall employees will have the benefits listed in the handbook for as long as they are employed with the company.ʺ In revising the contents of the employee handbook it is an important component of your role to be aware of the following; A) courts have found certain terms in employee handbooks to constitute terms of the employment contract. The company is at legal risk if it decides to alter the benefits package in the future. B) employee handbooks should not form part of the orientation process. C) it is a best practice to keep benefits static over time. D) in employee dismissal situations courts rarely review handbooks. E) it should not be a job requirement that employees review the handbook.

A. COURTS HAVE FOUND CERTAIN TERMS IN EMPLOYEE HANDBOOKS TO CONSTITUTE TERMS OF THE EMPLOYMENT CONTRACT. THE COMPANY IS AT LEGAL RISK IF IT DECIDES TO ALTER THE BENEFITS PACKAGE IN THE FUTURE.

8) A new employeeʹs supervisor orients the employee by: A) explaining the exact nature of the job. B) taking the entire work group out to lunch. C) explaining the retirement plan. D) conducting an exit interview. E) conducting an appraisal session.

A. EXPLAINING THE EXACT NATURE OF THE JOB

63) Tech Solutions Inc. is a software development firm that is considering implementing a Web-based training program for experienced software developers who will be working on a new program for the company. Tech Solutions wishes the training program students to be from its offices located in Toronto, Canada Shang Hai, China, and Kuala Lumpur, Malaysia. This E --learning training technique is ideal for the following reasons: A) it provides these busy professionals with flexibility in scheduling training sessions B) there is no instructional consistency. C) research shows students do not have to be highly motivated to complete the training. D) it is ʺblended learning.ʺ E) it is only slightly less costly than traditional classroom based training.

A. IT PROVIDES THESE BUSY PROFESSIONALS WITH FLEXIBILITY IN SCHEDULING TRAINING SESSIONS

25) It is suggested that training programs are designed to facilitate the transfer of learning from the training site to the: A) job site. B) traineeʹs examination paper. C) vestibule school. D) trainee. E) classroom.

A. JOB SITE

15) Development is training of a: A) long-term nature. B) technical nature. C) specific strategic nature. D) immediate nature. E) short-term nature.

A. LONG-TERM NATURE

39) In a task analysis record form, the task list defines the jobs: A) main tasks and subtasks. B) supplementary tasks. C) primary tasks. D) secondary tasks. E) supplemental tasks.

A. MAIN TASKS AND SUBTASKS

2) You have been hired as the new Executive Director of a child and family services agency and are considering implementing an employee orientation program at this organization. The benefits that this new program will likely bring to the organization include: A) making employees more productive more quickly and establishing a foundation for ongoing performance management. B) making employees more productive more quickly. C) promoting workforce diversity. D) legal compliance. E) affirmative action.

A. MAKING EMPLOYEES MORE PRODUCTIVE MORE QUICKLY AND ESTABLISHING A FOUNDATION FOR ONGOING PERFORMANCE MANAGEMENT

31) When an employer fails to train adequately this is referred to as: A) negligent training. B) simulated training. C) job instruction training. D) affirmative action. E) on-the-job training.

A. NEGLIGENT TRAINING

49) When an employee actually learns a job by performing it, it is called: A) on-the-job training. B) vestibule training. C) job instruction training. D) computerized training. E) distance learning.

A. ON THE JOB TRAINING

57) The following are functions of programmed learning EXCEPT: A) permitting the trainee to perform on-the-job. B) presenting questions or problems to the learner. C) allowing the person to respond. D) presenting facts to the learner. E) providing feedback on the accuracy of his or her answers.

A. PERMITTING THE TRAINEE TO PERFORM ON-THE-JOB

55) Before getting in front of a camera for videoconferencing, the instructor should: A) prepare a training manual for learners. B) practice vestibule training. C) arrive just before going on camera. D) participate in computerized training. E) visit other cities where learners will be located.

A. PREPARE A TRAINING MANUAL FOR LEARNERS

56) A systematic method of training that is used for teaching job skills involving presenting questions or facts, allowing the trainee to respond, and giving the trainee immediate feedback on the accuracy of his/her answers is known as: A) programmed learning. B) systematic learning. C) responsive learning. D) immediate feedback learning. E) on-the-job training.

A. PROGRAMMED LEARNING

72) Best practices in evaluation of training involve the following: A) running a pilot study. B) job evaluation. C) evaluating trainees reactions to the program and assessing whether the trainees behaviour on the job has changed. D) evaluating trainees reactions to the program. E) reviewing orientation outcomes.

A. RUNNING A PILOT STUDY

50) Advantages of on-the-job training include the following EXCEPT: A) self-paced training. B) trainees get quick feedback. C) being relatively inexpensive. D) minimal or no use of classrooms or programmed learning devices. E) learning while producing.

A. SELF PACED TRAINING

12) An important key to successful executive integration is: A) stressing the importance of listening as well as demonstrating competency and identifying position specifications. B) stressing the importance of listening as well as demonstrating competency. C) norms of the organization must be understood before the first day of work. D) the realization that executives rarely experience reality shock. E) to let executives integrate on their own initiative.

A. STRESSING THE IMPORTANCE OF LISTENING AS WELL AS DEMONSTRATING COMPETENCY AND IDENTIFYING POSITION SPECIFICATIONS

68) More and more companies are finding it necessary to compete based on: A) the quality of their service. B) discount prices. C) union problems. D) production bottlenecks. E) unity-of-command principles.

A. THE QUALITY OF THEIR SERVICE

33) The first step in a training program is to determine: A) training needs. B) job instruction training. C) the number of trainees. D) training evaluation. E) on-the-job training.

A. TRAINING NEEDS

18) More employers today are also taking advantage of the fact that training can strengthen employee: A) turnover. B) commitment. C) absenteeism. D) quality. E) complacency.

B. COMMITMENT

26) Effective pre-training preparation includes: A) a realistic job preview. B) creating a perceived need for training in the mind of participants. C) reality shock. D) employee orientation. E) employee testing.

B. CREATING A PERCEIVED NEED FOR TRAINING IN THE MIND OF PARTICIPANTS

30) Members of designated groups should have as much chance of successfully completing the training program as do others to prevent any: A) grievance actions. B) discrimination. C) unreliable results. D) on-the-job training. E) job instruction training.

B. DISCRIMINATION

61) ʺLearning management systemsʺ are: A) learner support tools. B) focused on the logistics of managing learning. C) able to deliver personalized content in small ʺchunks.ʺ D) ʺblended learning systems.ʺ E) educational strategies.

B. FOCUSED ON THE LOGISTICS OF MANAGING LEARNING

3) Recent research indicates that implementing a comprehensive onboarding program in a corporation carries the following additional direct benefit: A) improving employee perceptions of managementʹs leadership abilities. B) improving employee perceptions of managementʹs leadership abilities and reducing employee turnover. C) increasing work-life balance for employees. D) improving managementʹs leadership ability. E) increasing customer loyalty.

B. IMPROVING EMPLOYEE PERCEPTIONS OF MANAGEMENT'S LEADERSHIP ABILITIES AND REDUCING EMPLOYEE TURNOVER

1) Once employees have been recruited and selected, the next step would be: A) affirmative action and equal access to a job. B) orientation and training. C) interviews by coworkers. D) rules and procedures. E) discipline and counselling.

B. ORIENTATION AND TRAINING

44) The technique used when verifying whether there is a significant performance deficiency, and determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee), is called: A) motivation analysis. B) performance analysis. C) training analysis. D) employee analysis. E) task analysis.

B. PERFORMANCE ANALYSIS

67) Cultural sensitivity training includes: A) T-groups. B) sensitizing employees to the views of different cultural groups toward work. C) on-the-job training. D) language training. E) audiovisual techniques

B. SENSITIZING EMPLOYEES TO THE VIEWS OF DIFFERENT CULTURAL GROUPS TOWARD WORK

24) The following are steps in an ideal training program EXCEPT: A) validation. B) summarize and review. C) instructional design. D) evaluation. E) needs analysis.

B. SUMMARIZE AND REVIEW

54) A training method that joins two or more distant groups using a combination of audio and visual equipment is called: A) computer program training. B) videoconferencing. C) job instruction training. D) on-the-job training. E) programmed learning.

B. VIDEOCONFRENCING

45) The first step in performance analysis is to appraise the employeeʹs performance, since to improve it, the firm must first determine the personʹs current performance compared to: A) work group performance. B) what it should be. C) what it really is. D) co-workersʹ performance. E) managerial performance.

B. WHAT IT SHOULD BE

53) Audiovisual training techniques are useful in the following situations EXCEPT: A) when it is too costly to move trainers from place to place. B) when a training method less expensive than conventional lectures is needed. C) when stop-action, instant-replay, or fast- or slow-motion capabilities are needed. D) when trainees must be exposed to events that are not easily demonstrated in live lectures. E) when training is going to be used organization-wide.

B. WHEN A TRAINING METHOD LESS EXPENSIVE THAN CONVENTIONAL LECTURES IS NEEDED

48) Training objectives provide a focus for the efforts of the trainer and the trainees, and: A) orientation topics. B) performance analysis techniques. C) a benchmark for evaluating the success of the training program. D) data for the task analysis record form data. E) input for Markov analysis.

C. A BENCHMARK FOR EVALUATING THE SUCCESS OF THE TRAINING PROGRAM

65) With a work force that is becoming increasingly diverse, many more firms find they must implement: A) teamwork training programs. B) value training programs. C) diversity training programs. D) experimentation training programs. E) computer-based training.

C. DIVERSITY TRAINING PROGRAMS

17) In todayʹs service-based economy, a companyʹs most important assets are often: A) plant facilities. B) machinery. C) highly knowledgeable workers. D) office premises. E) cash.

C. HIGHLY KNOWLEDGEABLE WORKERS

64) Literacy training improves bottom-line performance through: A) programmed learning. B) outside professional teachers. C) lower costs. D) employer discipline processes. E) computer-based training.

C. LOWER COSTS

40) In column three of a task analysis record form the standards of performance should be: A) randomly selected. B) as loose as possible. C) stated in measurable terms. D) tightly woven. E) estimated.

C. STATED IN MEASURABLE TERMS

23) The following are steps in an employeeʹs training program EXCEPT: A) validating the training program. B) designing the training program. C) evaluating the training. D) attending the orientation program. E) assessing training needs.

D. ATTENDING THE ORIENTATION PROGRAM

6) Effective means to connect the firm to employees who have been hired but have not yet started in the workplace include: A) performance management. B) voicemail training. C) invitations to meet with mentors. D) communications through newsletters and invitations to meet with mentors. E) no means are recommended.

D. COMMUNICATIONS THROUGH NEWSLETTERS AND INVITATIONS TO MEET WITH MENTORS

70) You have chosen the instructional design for the new training program you are responsible for. In order to ensure that the training program will meet its objectives it is important to do the following before implementing the program company -wide: A) decide whether computer-based training is appropriate. B) assess employee socialization. C) conduct a job analysis. D) conduct a pilot study with a small group of employees and assess the results. E) do a needs assessment.

D. CONDUCT A PILOT STUDY WITH A SMALL GROUP OF EMPLOYEES AND ASSESS THE RESULTS

11) One approach to the evaluation of orientation programs is: A) Markov analysis. B) regression analysis. C) quality circles. D) cost-benefit analysis. E) case studies.

D. COST-BENEFIT ANALYSIS

35) No matter what training needs assessment technique is used to assess training effectiveness, it is wise to seek input from: A) training journals. B) professional trainers. C) other companies. D) employees. E) managers and supervisors.

D. EMPLOYEES

21) Negligent training occurs when an employer: A) does not do a validation process. B) does not do a needs analysis. C) fails to develop an employee for long-term opportunity. D) fails to train adequately and an employee subsequently harms a third party. E) does not evaluate the training.

D. FAIL TO TRAIN ADEQUATELY AND AN EMPLOYEE SUBSEQUENTLY HARMS A THIRD PARTY

13) Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about: A) performance appraisals. B) the organizational structure. C) socialization. D) how decisions are made and who holds what type of power. E) senior management.

D. HOW DECISIONS ARFE MADE AND WHO HOLDS WHAT TYPE OF POWER

9) Targus, an engineering consulting company based in Vancouver, Canada, has opened new offices in Hong Kong and Singapore. Targus wishes to hire Asian-born staff for these new offices and would also like to increase the percentage of aboriginal persons it hires as engineering consultants in British Columbia and Saskatchewan. Given this shift in hiring practices, designing the orientation program for the company will present the following challenge: A) the main leaning style of new employees will be auditory. B) the challenge of union vs non-union employees. C) hiring a diverse workforce creates a new corporate culture. D) orienting employees from a different background poses a special challenge. The values of the organization may be new to them. E) there is no challenge.

D. ORIENTING EMPLOYEES FROM A DIFFERENT BACKGROUND POSES A SPECIAL CHALLENGE. THE VALUES OF THE ORGANIZATION MAY BE NEW TO THEM.

34) A technique for determining the training needs of newly-hired employees is: A) testing. B) observations. C) performance analysis. D) task analysis. E) personnel records.

D. TASK ANALYSIS

32) To reduce the risk of negligent training accusations, an employer should: A) accept all applicants for training programs. B) hire consultants to do training. C) never change the training program content. D) train all employees who work with dangerous equipment, materials, or processes. E) offer basic training programs only.

D. TRAIN ALL EMPLOYEES WHO WORK WITH DANGEROUS EQUIPMENT, MATERIALS, OR PROCESSES

14) The process of teaching new employees the basic skills they need to perform their jobs is: A) orientation. B) recruiting. C) coaching. D) training. E) affirmative action.

D. TRAINING

29) The legal aspects of training may require showing that the admissions procedures are: A) external. B) reviewed regularly. C) invalid. D) valid. E) reliable.

D. VALID

58) A training technique in which trainees learn on the actual or simulated equipment they will use on-the-job, but the trainees are actually trained off-the-job, is known as: A) off-the-job training. B) on-the-job training. C) actual training. D) vestibule or simulated training. E) programmed learning.

D. VESTIBULE OR SIMULATED TRAINING

62) Web-based training costs about ________ less than traditional classroom -based training. A) 40% B) 5% C) 20% D) 80% E) 50%

E. 50%

71) Recent research has identified critical competencies required to succeed in the global economy. They are: A) business literacy. B) understanding and valuing oneself. C) engaging and challenging other people. D) focusing and mobilizing the business. E) all of the above.

E. ALL OF THE ABOVE

51) A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training is referred to as: A) job instruction training. B) computerized training. C) vestibule training. D) special assignment training. E) apprenticeship training.

E. APPRENTICESHIP TRAINING

59) A training technique where trainees are presented with integrated computerized simulations and the use of multimedia, including videotapes, to help the trainee learn how to do the job is called: A) coaching or mentoring. B) job instruction training. C) videoconferencing. D) on-the-job training. E) computer-based training.

E. COMPUTER BASED TRAINING

69) The basic aim of customer service training is to: A) use online training. B) use CBT training. C) train all employees to have excellent knowledge of the organization. D) train in teams. E) emphasize that ʺthe customer is always right.ʺ

E. EMPHASIZE THAT "THE CUSTOMER IS ALWAYS RIGHT"

36) It is common for organizations to hire and train entry-level workers who are: A) very intelligent. B) highly motivated. C) highly experienced. D) highly educated. E) inexperienced.

E. INEXPERIENCED

60) Computer-based training programs (CBT) are beneficial in the following ways: A) instructional consistency. B) increased auditory learning. C) decreased content complexity. D) increased trainee motivation. E) instructional consistency and flexibility of scheduling for the trainee.

E. INSTRUCTIONAL CONSISTENCY AND FLEXIBILITY OF SCHEDULING FOR THE TRAINEE

5) The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is: A) job instruction training. B) affirmative action. C) socialization. D) mentoring. E) reality shock.

E. REALITY SHOCK

38) The type of information that is found on an employer task analysis record form includes the following EXCEPT: A) quantity, quality standards. B) performance conditions. C) task list. D) how often performed. E) skills not required to learn.

E. SKILLS NOT REQUIRED TO LEARN

4) The on-going process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization and its departments is: A) performance appraisal. B) affirmative action. C) job evaluation. D) culture. E) socialization.

E. SOCIALIZATION

42) The heart of the task analysis record form is the column in which: A) the jobʹs main tasks and subtasks are listed. B) the task is listed. C) the standards of performance for each task and subtask are listed. D) there is an indication of whether the task is learned best on- or off-the-job. E) the competencies and specific skills or knowledge required for each of the tasks and subtasks are listed

E. THE COMPETENCIES AND SPECIFIC SKILLS OR KNOWLEDGE REQUIRED FOR EACH OF THE TASKS AND SUBTASKS ARE LISTED

10) The following may be problems with an orientation program EXCEPT: A) Orientation provided by the HR department is too broad to be meaningful. B) Too much information is provided in a short time. C) Little or no orientation is provided. D) New employees are inundated with forms to fill out. E) The immediate supervisor provides a few details at a time.

E. THE IMMEDIATE SUPERVISOR PROVIDES A FEW DETAILS AT A TIME

66) Cross-cultural communications training covers: A) literacy training. B) computer-based simulations. C) history of other nations. D) T-groups. E) workplace cultural etiquette and interpersonal skills.

E. WORKPLACE CULTURAL ETIQUETTE AND INTERPERSONAL SKILLS