HRIR 3021 - Chapter 7 Quiz

Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs. a. True b. False

b. False - Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant than attending classes.

_____ is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. a. Experiential training b. Simulation c. Internship d. Apprenticeship e. Coordination training

b. Simulation - A simulation is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. Simulations enable trainees to see the impact of their decisions in an artificial, risk-free environment.

Which of the following help a manager identify which employees need training? a. Organization analysis b. Person analysis c. Task analysis d. Trend analysis e. Regression analysis

b. Person analysis - The person analysis is a process for determining individuals' needs and readiness for training. It helps a manager to identify whether training is appropriate and which employees need training.

The training technique most widely used in the workplace is behavior modeling. a. True b. False

b. False - At school, one tends to associate learning with classroom instruction, and that type of training is most widely used in the workplace, too. Classroom instruction typically involves a trainer lecturing a group.

Organizations provide for orientation (on boarding) because: a. it is a legal requirement for all new employees. b. it is less cost effective than organizational analysis. c. most new employees do not do sufficient research on the employer before joining. d. it relieves some of the shock and surprise experienced when starting a new job. e. a realistic job profile is provided during recruitment.

d. it relieves some of the shock and surprise experienced when starting a new job. - Organizations provide for orientation because, no matter how realistic the information provided during employment interviews and site visits, people feel shock and surprise when they start a new job.

When should a you prepare to evaluate the training program? a. When the organization ensures readiness. b. When the program is being developed. c. During the implementation of the program. d. Before the request for proposal is developed. e. After the program has been developed.

b. When the program is being developed. - After a training program ends, or at intervals during an ongoing training program, organizations should ensure that the training is meeting objectives. The stage to prepare for evaluating a training program is when the program is being developed.

Which of the following is an example of the cross-training method? a. Katherine uses an online persona to make decisions in game simulations involving job-related situations. b. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. c. Stan and his work colleagues take part in a rafting course sponsored by the company. d. Jenna and 5 other managers are tasked to study a business problem and present recommendations. e. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees.

e. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. - In cross-training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

Organizational analysis looks at training needs with respect to the: a. readiness of employees for training. b. management's support for training activities. c. monetary incentives the management has promised its employees. d. severance package deal for a particular batch of employees. e. employee's strategy toward achieving organizational goals.

b. management's support for training activities. - Organization analysis is a process for determining the appropriateness of training by evaluating the characteristics of the organization. The organization analysis looks at training needs in light of the organization's strategy, resources available for training, and management's support for training activities.

Trainees are likely to respond more positively to which of the following approaches of diversity training? a. A program that clearly demonstrates that it values diversity and minorities over the average white male employee. b. Sending participants directly into communities where they interact with persons from different cultures, races, and nationalities. c. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together. d. Increasing participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities. e. Making people aware of cultural differences and their stereotypes about those differences to avoid letting stereotypes influence their interactions with people.

c. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together. - One approach to diversity training starts with the assumption that all individuals differ in various ways and teaches skills for constructively handling the communication barriers, conflicts, and misunderstandings that necessarily arise when different people try to work together. Trainees may be more positive about receiving this type of training than other kinds of diversity training.

You manage a car dealership. Given the increasing complexity and variety of today's automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as a(n): a. online help. b. virtual reality-based simulation program. c. electronic performance support system. d. e-learning simulation e. experiential behavior modeling program.

c. electronic performance support system. - Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job.

Training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships is known as: a. benchmarking. b. sensitivity training. c. conditioning. d. bumping. e. orientation.

e. orientation. - Many employees receive their first training during their first days on the job. This training is the organization's orientation program—its training designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.

What is a learning management system? a. A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. b. The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. c. A process for determining the appropriateness of training by evaluating the characteristics of the organization. d. A software application that automates the administration, development, and delivery of training programs. e. The process of determining individuals' needs and readiness for training.

d. A software application that automates the administration, development, and delivery of training programs. - To carry out an instructional design process more efficiently and effectively, a growing number of organizations are using a learning management system (LMS), a computer application that automates the administration, development, and delivery of a company's training programs.

Which of the following is an example of an experiential training method? a. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. b. Jenna and 5 other managers are tasked to study a business problem and present recommendations. c. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. d. Stan and his work colleagues take part in a rafting course sponsored by the company. Katherine uses an online persona to make decisions in game simulations involving job-related situations.

d. Stan and his work colleagues take part in a rafting course sponsored by the company. - One form of experiential program, called adventure learning, uses challenging, structured outdoor activities, which may include difficult sports such as dogsledding, rafting or mountain climbing.

The first step in the instructional design process is: a. planning a training program. b. implementing a training program. c. ensuring employees' readiness for training. d. conducting a needs assessment. e. selecting training methods.

d. conducting a needs assessment. - An instructional design process begins with an assessment of the needs for training—what the organization requires that its people learn.

Behavior modeling is especially useful for improving: a. spatial skills. b. quantitative skills. c. cognitive skills. d. clerical skills. e. interpersonal skills.

e. interpersonal skills. - Research suggests that one of the most effective ways to teach interpersonal skills is through behavior modeling. This involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves.