Chapter 9 Training and On-Boarding

Learning ____ should include goal setting, meaningfulness of material, practice, and feedback. a. Mannerisms b. Facts c. Behaviors d. attitudes

b. Facts

In the context of an organization, match the characteristics shared by effective teams (in the left column) with their descriptions (in the right column).

Cooperation Refers to collective beliefs that the teams can succeed and strong team orientation Coordination Refers to the team members asking "What can l do to help you?" Communication Refers to information protocol and clarity Cognition Refers to clear roles and team norms Coaching Refers to the team leaders promoting and sharing ground rules

ln the context of identifying individual training needs of employees, match the components of individual development plans (IDPs) (in the left column) with their descriptions (in the right column).

Statements of aims They include desired changes in knowledge, skills, attitudes, values, or relationships with others. Definitions They include descriptions of areas of study, search, reflection, or testing, including lists of activities, experiences, or questions that can help achieve goals. Ideas about priorities They include feelings of preference or urgency about what should be learned first.

Match the exercises or training events that can be part of a systematic approach to team training in an organizational context (in the left column) with their descriptions (in the right column).

Team-coordination training Focuses on teamwork skills that facilitate information exchange, cooperation, and collaboration of job-related behaviors Cross-training Provides exposure to and practice with other teammates' tasks, roles, and responsibilities in an effort to increase shared understanding and knowledge among team members Guided team self- correction Provides guidance to team members in reviewing team events, identifying errors and exchanging feedback, and developing plans for the future

In the context of using technology-delivered instruction (TD)for training employees, match the meta-analysis results of using simulation games (in the left column) with the corresponding conditions (in the right column).

Trainees learned more than they did in the other situation. When the simulation games conveyed course material actively rather than passively, trainees could access the simulation game as many times as they desired, and the simulation game was a supplement to other instructional methods rather than stand-alone instruction. Trainees learned less than they did in the other situation. When the simulation games conveyed course material actively rather than passively, trainees could access the simulation game as many times as they desired, and the simulation game was a supplement to other instructional methods rather than stand-alone instruction. When the instruction the comparison group received as a substitute for the simulation games actively engaged them in the learning experience

If an employee takes charge of her own employability by keeping her skills updated and varied, so that she can work for anyone, she also builds more security with her current employer.

True

In an organization, a well-designed new-employee orientation will facilitate socialization, or learning to function as a contributing member of the corporate family.

True

In the context of measuring the outcomes of training employees, it is essential for employers to design a plan for evaluation that includes before and after measurement of a trained group's performance relative to that of one or more untrained control groups.

True

Operations analysis is one of the levels of analysis for determining the needs that training can fulfill. In the context of employment, which of the following are part of operations analysis? (Check all that apply.) a. A description of the competencies necessary for effective task performance b. A systematic collection of information on whether training supports a firm's vision c. A systematic collection of information that describes how work is done d. A description of training resources that are available e. A determination of standards of performance for work that needs to be done f. A description of how tasks are to be performed to meet the standards

a. A description of the competencies necessary for effective task performance c. A systematic collection of information that describes how work is done e. A determination of standards of performance for work that needs to be done f. A description of how tasks are to be performed to meet the standards

____ deficiencies cause the most issues for talented executives requiring the need for executive coaches. a. Behavioral or style b. Strategic c. Cognitive or style d. Analytical

a. Behavioral or style

Which of the following factors predict the quality of training outcomes? (Choose all that apply.) a. Cognitive ability b. Past training experiences c. Strong personal networks d. Level of motivation

a. Cognitive ability d. Level of motivation

Which of the following are lessons learned regarding successful on-boarding programs? (Choose all that apply.) a. Day 1 is crucial b. Make Human Resources ultimately responsible for the success of the program c. Ensure orientations are done all in one day d. Avoid information overload

a. Day 1 is crucial d. Avoid information overload

For which of the following is feedback most essential? (Choose all that apply.) a. Motivation b. Job analysis c. Learning d. Scalability

a. Motivation c. Learning

____ orientations are being used by many companies to help orient new employees that may be located all over the world. a. Online b. Accelerated c. Generational d. Cultural

a. Online

Which of the following are factors that affect training effectiveness? (Choose all that apply.) a. Quality of the training being offered b. Individuals readiness for training c. The company culture d. The company's strategic vision

a. Quality of the training being offered b. Individuals readiness for training

____ refers to the process of becoming a contributing member of the corporate family. a. Socialization b. Saturation c. Acclimation d. Distribution

a. Socialization

____ skills are behaviors acquired through informal learning that are useful for effective performance. a. Tacit b. Technical c. Psychological d. Analytical

a. Tacit

____ strategy refers to the decisions, processes, and choices that organizations make to position themselves for future success. a. Legal b. Competitive c. Human Resource d. Technological

b. Competitive

On which of the following areas do new hires need specific information to ensure a positive orientation experience? (Choose all that apply.) a. Technical aspects of the job b. Company standards c. Financial reports d. Industry trends

a. Technical aspects of the job b. Company standards

In the context of training opportunities for nonstandard workers, identify the true statements about a career in the on-demand economy. (Check all that apply.) a. The objective is to perform the task at hand and to ensure that workers have opportunities to develop to be ready for the next task that a firm sends their way. b. Talent deployment may reflect long-term collaborations between an organization and a freelance platform or vendor. c. The career focuses more on progressing through a series of positions in a hierarchy than on accumulating project and task credits. d. Individuals are always employed for unlimited periods of time by a single firm asthey work on tasks, micro-tasks, and projects.

a. The objective is to perform the task at hand and to ensure that workers have opportunities to develop to be ready for the next task that a firm sends their way. b. Talent deployment may reflect long-term collaborations between an organization and a freelance platform or vendor.

In the context of training employees, which of the following are the minimal conditions needed for effective learning to take place? (Check all that apply.) a. The training method should clearly illustrate desired skills. b. The training method should have easily achievable goals rather than challenging goals. c. The training method should be structured from complex to simple tasks. d. The training method should allow the trainee to participate actively. e. The training method should motivate the trainee to improve his or her performance.

a. The training method should clearly illustrate desired skills. d. The training method should allow the trainee to participate actively. e. The training method should motivate the trainee to improve his or her performance.

Transfer of training refers to the extent that ____ learned in training can be applied to the job. a. Actions b. Competencies c. Strategies d. research

b. Competencies

Which of the following is a benefit of an effective on-boarding program? a. Increase in organizational culture b. Increase in per-employee revenue c. Increase in volunteerism d. Decrease in injuries

b. Increase in per-employee revenue

When evaluating a training program, ____ must be systematically documented to ensure a proper evaluation of training. a. Processes b. Outcomes c. action items d. learning styles

b. Outcomes

____ is the active use and application of training content. a. Reflection b. Practice c. Learning d. Overlearning

b. Practice

On which of the following areas do companies sometimes place too much emphasis when designing training? a. Understanding desired job behaviors b. Techniques and methods c. Defining employee outcomes d. Evaluating return on investment

b. Techniques and methods

Which of the following is a reason to periodically review the orientation program? a. To ensure it complies with federal and state regulations b. To determine if it's meeting its objectives c. To add the utilization of new tools and technological advances d. To verify its alignment with company values

b. To determine if it's meeting its objectives

Most employee ____ happens in the first few months on the job. a. Engagement b. Turnover c. Participation d. socialization

b. Turnover

Which of the following are characteristics of behavior modeling. a. Having one model portray the behaviors b. Ranking the behaviors to be modeled in a sequence from most to least difficult c. Appearing similar to the observer in age, gender, and race d. Portraying the behaviors to be modeled clearly and in detail

c. Appearing similar to the observer in age, gender, and race d. Portraying the behaviors to be modeled clearly and in detail

Which of the following is considered the worst mistake a company can make with a new hire? a. Failing to communicate organizational objectives b. Failing to define job responsibilities c. Failing to follow up after orientation d. Failing to establish a formal network

c. Failing to follow up after orientation

Which of the following are factors in making training material meaningful? (Choose all that apply.) a. Teaching the more complex skills before the simpler ones b. Helping trainees see the micro over the macro c. Providing trainees with an overview of the material d. Presenting the materials by using examples

c. Providing trainees with an overview of the material d. Presenting the materials by using examples

____ is an important aspect of HR strategy. a. Accounting b. Manufacturing c. Training d. Marketing

c. Training

To choose the training method (or combination of methods) for employees that best fits a given situation, as the first step, employers should a. actively use the training content themselves b. reduce the employees' expectations of the training c. define carefully what the employers wish to teach d. set goals for the employees that are very easy to achieve

c. define carefully what the employers wish to teach

Which of the following are questions to ask when evaluating the impact of a training program? (Choose all that apply.) a. ls the training developed for one learning style? b. ls the change negatively related to the achievement of organizational goals? c. ls the change due to training? d. Have trainees achieved a higher level of skill?

c. ls the change due to training? d. Have trainees achieved a higher level of skill?

____ is helpful in determining the special needs of a particular group, such as older workers. a. Individual analysis b. Organization analysis c. Operations analysis d. Demographic analysis

d. Demographic analysis

Having training embedded into the ____ will help ensure its effectiveness. a. annual review process b. monthly performance appraisals c. corporate vision d. business strategy and objectives

d. business strategy and objectives

The ____ phase should present very few problems if the training and development phase was done competently. a. Development b. Monitoring c. Selection d. evaluation

d. evaluation