Exam 7: Training and Development

Organization Z is attempting to initiate an on-the-job training program. Like many organizations, the company is aware that it suffers from a lack of well-defined job performance criteria. Which of the following is the best suggestion for Organization Z to overcome this problem and have a successful program?

Orientation is an ongoing process.

Benchmarking is concerned with measuring employee retention of training materials at specific points in time.

Trainees are better able to learn if they can connect the new material with things that are already familiar to them.

Internship programs benefit students, but rarely benefit employers.

The benefits of an orientation program include lower turnover, improved morale, and facilitation of learning.

In which stage of needs assessment are issues such as technological change and globalization assessed in training programs?

Which of the following statements best describes cross-training?

Scenario 7.2 Blake Windows & Doors Inc. installs and repairs doors and windows for Green Park Homes. When the firm started back in the 1980s, its operations were based only in Vancouver. Today, Blake is the main contractor for Green Park Homes across British Columbia. Employees with Blake work long hours, especially when new subdivisions are being built. The company now wants to increase its staff complement to help deal with increasing demands while maintaining some work-life balance. Blake found that employees from agencies tend to need too much hands-on training, which is costly, and if they do have some experience it is very costly to hire them due to the specific set of skills required. -Refer to Scenario 7.2. If Blake adopts an apprenticeship program, which of the following is NOT true about how trainees are developed?

What is the primary reason why organizations train new employees?

Explain the strategic approach to training.

Knowledge of the subject is the most critical characteristic that determines instructor effectiveness.

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

A combination of on-the-job training, seminars, conferences, classroom instruction, and role-playing would be a good assortment of learning methods for which group of employees?

Depending on the activities involved, classroom instruction is often referred to as "self-directed learning."

Data such as direct and indirect labour costs and unemployment rates determine an organization's training needs.

The systems approach to training includes four phases: job analysis, job design, implementation, and evaluation.

What is the relationship between orientation and onboarding programs?

What are the phases of the systemic/strategic model of training?

Which of the following organizations would be well-suited and likely to benefit from the implementation of "cross-training" of teams?