Question 1

The three different types of training needs assessment are organization analysis, task analysis, and person analysis.

Accepted Answer

A) True 
 B)False  True

Question 2

As part of its training-needs assessment, Lako Systems should conduct a person analysis in order to determine what the content of the training program should be by studying the tasks and duties involved in each job.

Accepted Answer

A) True 
 B)False  False

Question 3

Explain the four components involved in designing a training program.

Accepted Answer

Experts believe that the design of training programs should focus on at least four related issues:
1.Instructional objectives describe the skills or knowledge to be acquired and/or the attitudes to be changed.
2.Trainee readiness refers to whether or not the experience of trainees has made them receptive to the training they will receive.
3.Principles of learning include goal setting, individual differences, active practice and repetition, whole-versus-part learning, experiential learning, massed versus distributed learning, feedback and reinforcement, meaningfulness of presentation and modeling.
4.Characteristics of instructors include knowledge, adaptability, sincerity, humor, interest, clear instructions, individual assistance and enthusiasm.

Question 4

​Which of the following methods is NOT used to provide on-the-job experience to managerial employees?

Accepted Answer

A) Understudy assignments 
B) Outplacement 
C) Lateral transfer 
D) Coaching 
A) Understudy assignments 
B) Outplacement 
C) Lateral transfer 
D) Coaching

Question 5

Modeling

Accepted Answer

A) provides learning through repetition. 
B) demonstrates the desired behavior or method to be learnt. 
C) sets a road map for the training course, objectives, and learning points. 
D) breaks down tasks to facilitate learning. 
A) provides learning through repetition. 
B) demonstrates the desired behavior or method to be learnt. 
C) sets a road map for the training course, objectives, and learning points. 
D) breaks down tasks to facilitate learning.

Question 6

By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.

Accepted Answer

A) True 
 B)False

Question 7

The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding required to manage more effectively is known as

Accepted Answer

A) job rotation. 
B) job promotion. 
C) individual development. 
D) role modeling. 
A) job rotation. 
B) job promotion. 
C) individual development. 
D) role modeling.

Question 8

Orientation programs stress the "why" rather than the "what," including the philosophy behind the organization's rules.

Accepted Answer

A) True 
 B)False

Question 9

The principle of distributed learning states that spacing out the training will result in faster learning and longer retention.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is NOT a component of the PROPER method of performing on the job training?

Accepted Answer

A) Prepare 
B) Perform 
C) Explain 
D) Reassure 
A) Prepare 
B) Perform 
C) Explain 
D) Reassure

Question 11

Utility refers to

Accepted Answer

A) the usefulness of a training program. 
B) the costs incurred for a training program. 
C) training effectiveness in terms of increased outcomes. 
D) the benefits derived from training relative to the costs incurred. 
A) the usefulness of a training program. 
B) the costs incurred for a training program. 
C) training effectiveness in terms of increased outcomes. 
D) the benefits derived from training relative to the costs incurred.

Question 12

Providing individual assistance is an important aspect for successful trainers.

Accepted Answer

A) True 
 B)False

Question 13

Whole-versus-part learning

Accepted Answer

A) builds a bridge between employees and the organization. 
B) provides learning through repetition. 
C) sets a road map for the training course, objectives, and learning points. 
D) breaks down tasks to facilitate learning. 
A) builds a bridge between employees and the organization. 
B) provides learning through repetition. 
C) sets a road map for the training course, objectives, and learning points. 
D) breaks down tasks to facilitate learning.

Question 14

Person analysis

Accepted Answer

A) helps organizations in reviewing the job description and specifications to identify the task performed. 
B) helps organizations avoid the mistake of sending all employees into training when some do not need it. 
C) involves self-improvement and self-directed training. 
D) examines the external labor market for needed skills. 
A) helps organizations in reviewing the job description and specifications to identify the task performed. 
B) helps organizations avoid the mistake of sending all employees into training when some do not need it. 
C) involves self-improvement and self-directed training. 
D) examines the external labor market for needed skills.

Question 15

Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units.

Accepted Answer

A) True 
 B)False

Question 16

The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is NOT a component of behavior modeling?

Accepted Answer

A) Learning points 
B) Practice 
C) Decisional emulation 
D) Feedback and reinforcement 
A) Learning points 
B) Practice 
C) Decisional emulation 
D) Feedback and reinforcement

Question 18

Supervisors play the most important role in the orientation of new employees.

Accepted Answer

A) True 
 B)False

Question 19

__________ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.

Accepted Answer

A) Transfer of training 
B) Relapse prevention 
C) Training effectiveness index 
D) Compensatory modeling 
A) Transfer of training 
B) Relapse prevention 
C) Training effectiveness index 
D) Compensatory modeling

Question 20

Several employees at Lako Systems have been identified as possible candidates for a training program. The training manager is meeting with them individually to find out if they have the knowledge and skills necessary to absorb the training. At this point, the manager is attempting to determine their trainee readiness.

Accepted Answer

A) True 
 B)False

The three different types of training needs assessment are organization analysis, task analysis, and person analysis.

As part of its training-needs assessment, Lako Systems should conduct a person analysis in order to determine what the content of the training program should be by studying the tasks and duties involved in each job.

Explain the four components involved in designing a training program.

Which of the following methods is NOT used to provide on-the-job experience to managerial employees?

Modeling

By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.

The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding required to manage more effectively is known as

Orientation programs stress the "why" rather than the "what," including the philosophy behind the organization's rules.

The principle of distributed learning states that spacing out the training will result in faster learning and longer retention.

Which of the following is NOT a component of the PROPER method of performing on the job training?

Utility refers to

Providing individual assistance is an important aspect for successful trainers.

Whole-versus-part learning

Person analysis

Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units.

The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.

Which of the following is NOT a component of behavior modeling?

Supervisors play the most important role in the orientation of new employees.

__________ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Exam 7: Training and Development

The three different types of training needs assessment are organization analysis, task analysis, and person analysis.

As part of its training-needs assessment, Lako Systems should conduct a person analysis in order to determine what the content of the training program should be by studying the tasks and duties involved in each job.

Explain the four components involved in designing a training program.

​Which of the following methods is NOT used to provide on-the-job experience to managerial employees?

Modeling

By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.

The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding required to manage more effectively is known as

Orientation programs stress the "why" rather than the "what," including the philosophy behind the organization's rules.

The principle of distributed learning states that spacing out the training will result in faster learning and longer retention.

Which of the following is NOT a component of the PROPER method of performing on the job training?

Utility refers to

Providing individual assistance is an important aspect for successful trainers.

Whole-versus-part learning

Person analysis

Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units.

The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.

Which of the following is NOT a component of behavior modeling?

Supervisors play the most important role in the orientation of new employees.

__________ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Which of the following methods is NOT used to provide on-the-job experience to managerial employees?