Question 1

Members of designated groups should have as much chance of successfully completing the training program as others to prevent any

Accepted Answer

A) job instruction training. 
B) on-the-job training. 
C) unreliable results. 
D) grievance actions. 
E) discrimination. 
A) job instruction training. 
B) on-the-job training. 
C) unreliable results. 
D) grievance actions. 
E) discrimination.

Question 2

People have three main learning styles, one of which is

Accepted Answer

A) similarities. 
B) visual. 
C) presenting. 
D) organizing. 
E) differences. 
A) similarities. 
B) visual. 
C) presenting. 
D) organizing. 
E) differences.

Question 3

The first step in a training program is to determine

Accepted Answer

A) on-the-job training. 
B) the number of trainees. 
C) training needs. 
D) job instruction training. 
E) training evaluation. 
A) on-the-job training. 
B) the number of trainees. 
C) training needs. 
D) job instruction training. 
E) training evaluation.

Question 4

With a work force that is becoming increasingly diverse, many more firms find they must implement

Accepted Answer

A) value training programs. 
B) computer-based training. 
C) diversity training programs. 
D) experimentation training programs. 
E) teamwork training programs. 
A) value training programs. 
B) computer-based training. 
C) diversity training programs. 
D) experimentation training programs. 
E) teamwork training programs.

Question 5

Training programs are designed to facilitate the transfer of learning from the training site to the

Accepted Answer

A) vestibule school. 
B) trainee's examination paper. 
C) job site. 
D) classroom. 
E) trainee. 
A) vestibule school. 
B) trainee's examination paper. 
C) job site. 
D) classroom. 
E) trainee.

Question 6

Only the employees and no supervisors should be involved in managing diversity.

Accepted Answer

A) True 
 B)False

Question 7

Once employees have been recruited and selected, the next step would be

Accepted Answer

A) orientation and training. 
B) discipline and counselling. 
C) interviews by coworkers. 
D) rules and procedures. 
E) affirmative action and equal access to a job. 
A) orientation and training. 
B) discipline and counselling. 
C) interviews by coworkers. 
D) rules and procedures. 
E) affirmative action and equal access to a job.

Question 8

The following are all steps in an ideal training program except

Accepted Answer

A) instructional design. 
B) evaluation. 
C) summarize and review. 
D) needs analysis. 
E) validation. 
A) instructional design. 
B) evaluation. 
C) summarize and review. 
D) needs analysis. 
E) validation.

Question 9

A useful step-by-step instruction approach for a trainer giving a new employee on-the-job training includes performance tryout as the first step.

Accepted Answer

A) True 
 B)False

Question 10

An important key to successful executive integration is

Accepted Answer

A) norms of the organization must be understood before the first day of work. 
B) the realization that executives rarely experience reality shock. 
C) to let executives integrate on their own initiative. 
D) stressing the importance of listening as well as demonstrating competency. 
E) stressing the importance of listening as well as demonstrating competency and identifying position specifications. 
A) norms of the organization must be understood before the first day of work. 
B) the realization that executives rarely experience reality shock. 
C) to let executives integrate on their own initiative. 
D) stressing the importance of listening as well as demonstrating competency. 
E) stressing the importance of listening as well as demonstrating competency and identifying position specifications.

Question 11

Tech Solutions Inc.is a software development firm that is considering implementing a Web-based training program for experienced software developers who will be working on a new program for the company.Tech Solutions wishes the training program students to be from its offices located in Toronto, Canada; Shanghai, China; and Kuala Lumpur, Malaysia.The e-learning training technique is ideal for which of the following reasons?

Accepted Answer

A) it is only slightly less costly than traditional classroom based training 
B) it provides these busy professionals with flexibility in scheduling training sessions 
C) research shows students do not have to be highly motivated to complete the training 
D) there is no instructional consistency 
E) it is blended learning 
A) it is only slightly less costly than traditional classroom based training 
B) it provides these busy professionals with flexibility in scheduling training sessions 
C) research shows students do not have to be highly motivated to complete the training 
D) there is no instructional consistency 
E) it is blended learning

Question 12

In a task analysis record form, the task list defines the jobs

Accepted Answer

A) primary tasks. 
B) secondary tasks. 
C) main tasks and subtasks. 
D) supplementary tasks. 
E) supplemental tasks. 
A) primary tasks. 
B) secondary tasks. 
C) main tasks and subtasks. 
D) supplementary tasks. 
E) supplemental tasks.

Question 13

No matter what training needs assessment technique is used to assess training effectiveness, it is wise to seek input from

Accepted Answer

A) employees. 
B) other companies. 
C) managers and supervisors. 
D) training journals. 
E) professional trainers. 
A) employees. 
B) other companies. 
C) managers and supervisors. 
D) training journals. 
E) professional trainers.

Question 14

A technique for determining the training needs of newly-hired employees is

Accepted Answer

A) task analysis. 
B) observations. 
C) personnel records. 
D) performance analysis. 
E) testing. 
A) task analysis. 
B) observations. 
C) personnel records. 
D) performance analysis. 
E) testing.

Question 15

The legal aspects of training may require showing that the admissions procedures are

Accepted Answer

A) valid. 
B) invalid. 
C) external. 
D) reliable. 
E) reviewed regularly. 
A) valid. 
B) invalid. 
C) external. 
D) reliable. 
E) reviewed regularly.

Question 16

Effective pre-training preparation includes

Accepted Answer

A) creating a perceived need for training in the mind of participants. 
B) employee testing. 
C) a realistic job preview. 
D) reality shock. 
E) employee orientation. 
A) creating a perceived need for training in the mind of participants. 
B) employee testing. 
C) a realistic job preview. 
D) reality shock. 
E) employee orientation.

Question 17

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

Accepted Answer

A) reality shock. 
B) job instruction training. 
C) affirmative action. 
D) mentoring. 
E) socialization. 
A) reality shock. 
B) job instruction training. 
C) affirmative action. 
D) mentoring. 
E) socialization.

Question 18

A technique for determining the training needs of current employees is

Accepted Answer

A) questionnaires. 
B) task analysis. 
C) training analysis. 
D) motivation analysis. 
E) performance analysis. 
A) questionnaires. 
B) task analysis. 
C) training analysis. 
D) motivation analysis. 
E) performance analysis.

Question 19

Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about

Accepted Answer

A) socialization. 
B) the organizational structure. 
C) performance appraisals. 
D) how decisions are made and who holds what type of power. 
E) senior management. 
A) socialization. 
B) the organizational structure. 
C) performance appraisals. 
D) how decisions are made and who holds what type of power. 
E) senior management.

Question 20

Learning management systems are

Accepted Answer

A) learner support tools. 
B) able to deliver personalized content in small "chunks." 
C) educational strategies. 
D) blended learning systems. 
E) focused on the logistics of managing learning. 
A) learner support tools. 
B) able to deliver personalized content in small "chunks." 
C) educational strategies. 
D) blended learning systems. 
E) focused on the logistics of managing learning.

Members of designated groups should have as much chance of successfully completing the training program as others to prevent any

People have three main learning styles, one of which is

The first step in a training program is to determine

With a work force that is becoming increasingly diverse, many more firms find they must implement

Training programs are designed to facilitate the transfer of learning from the training site to the

Only the employees and no supervisors should be involved in managing diversity.

Once employees have been recruited and selected, the next step would be

The following are all steps in an ideal training program except

A useful step-by-step instruction approach for a trainer giving a new employee on-the-job training includes performance tryout as the first step.

An important key to successful executive integration is

In a task analysis record form, the task list defines the jobs

No matter what training needs assessment technique is used to assess training effectiveness, it is wise to seek input from

A technique for determining the training needs of newly-hired employees is

The legal aspects of training may require showing that the admissions procedures are

Effective pre-training preparation includes

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

A technique for determining the training needs of current employees is

Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about

Learning management systems are

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 8: Orientation and Training

Members of designated groups should have as much chance of successfully completing the training program as others to prevent any

People have three main learning styles, one of which is

The first step in a training program is to determine

With a work force that is becoming increasingly diverse, many more firms find they must implement

Training programs are designed to facilitate the transfer of learning from the training site to the

Only the employees and no supervisors should be involved in managing diversity.

Once employees have been recruited and selected, the next step would be

The following are all steps in an ideal training program except

A useful step-by-step instruction approach for a trainer giving a new employee on-the-job training includes performance tryout as the first step.

An important key to successful executive integration is

In a task analysis record form, the task list defines the jobs

No matter what training needs assessment technique is used to assess training effectiveness, it is wise to seek input from

A technique for determining the training needs of newly-hired employees is

The legal aspects of training may require showing that the admissions procedures are

Effective pre-training preparation includes

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

A technique for determining the training needs of current employees is

Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about

Learning management systems are

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters