Exam 8: Training Human Resources

Like apprenticeships, internships are a type of cooperative training.

The loan review department of a major regional bank has an exceptionally high turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. As a result, the management of the bank decides to conduct attitude surveys, review customer complaints, and conduct exit interviews to assess the training needs of this department. In this scenario, the management is most likely conducting a(n) _____ analysis to determine training needs.

Cassie is a new usher at a performing arts center. She is paired with Joseph, an experienced usher, for her first show. Cassie observes Joseph during the show and replicates his behavior to handle the guests assigned to her. This scenario illustrates behavioral modeling.

On-the-job training is rigid and mostly irrelevant to what employees do.

Unlike traditional training methods, e-learning is limited in terms of accessibility.

A gap analysis indicates the distance between where an organization is with its employee capabilities and where it needs to be.

Which of the following is a disadvantage of on-the-job training (OJT)?

_____ is an instructional strategy that involves copying someone else's behavior.

_____ is defined as a step-by-step process to ensure that the right learning materials are provided to the right people at the right time.

In the context of the strategies used for training, immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned.

_____ provides employees with specific, identifiable knowledge and skills for use in their present jobs.

When using _____ to evaluate training, HR professionals gather data on training in their organization and compare them with data on training at other organizations of similar size in their industry.

Cross-training occurs:

Discuss how performance appraisals can be used to conduct individual analysis of training needs.

Cole, the Director of Training for a manufacturer of heavy equipment, designed a training program for the newly hired sales representatives of the company. As part of the training, the sales representatives were required to perform job duties and job-related tasks. This involved memorizing and recalling details from the company catalog regarding the types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. In this scenario, Cole most likely incorporated _____ in his training program.

The planned introduction of new employees to their jobs, coworkers, and the organization is referred to as _____.

What is an orientation program? Why is it important?

What are some of the common classifications of training?

Once training requirements have been identified using needs analyses, training objectives and priorities can be established by conducting _____.

Andrew is enrolled in a university course on project management. His class meets at the local community college, and the instructors present their lectures from universities in other cities using an interactive two-way television. This scenario best exemplifies _____.