Question 1

A solid training program should begin with effective design.

Accepted Answer

A) True 
 B)False  False

Question 2

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

Accepted Answer

A) True 
 B)False  False

Question 3

Which of the following statements best describes orientation programs?

Accepted Answer

A)  The impact of an orientation program on new employees does not last a long time. 
B)  There is no need for coordination between line and staff managers when it comes to orientation programs. 
C)  Careful planning of orientation activities is essential. 
D)  The most popular approach to orientation involves allowing new employees to be oriented by their peers. 
A)  The impact of an orientation program on new employees does not last a long time. 
B)  There is no need for coordination between line and staff managers when it comes to orientation programs. 
C)  Careful planning of orientation activities is essential. 
D)  The most popular approach to orientation involves allowing new employees to be oriented by their peers. C

Question 4

Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors.

Accepted Answer

A) True 
 B)False

Question 5

"Transfer of training" relates to the training evaluation criterion "behaviour."

Accepted Answer

A) True 
 B)False

Question 6

Most organizations choose and implement training programs based on their overall strategic objectives.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Case studies are a useful method of giving participants experience at analyzing and synthesizing facts.

Accepted Answer

A) True 
 B)False

Question 9

Organization analysis includes broad forces that impact the effectiveness of employees, such as mergers and acquisitions, technological change, and globalization.

Accepted Answer

A) True 
 B)False

Question 10

A skill-building diversity program would teach managers how to conduct performance appraisals with employees from different cultures.

Accepted Answer

A) True 
 B)False

Question 11

Using participant reaction to evaluate training is the best way to determine training effectiveness.

Accepted Answer

A) True 
 B)False

Question 12

The distinction between simulation and simple computer-based training is blurring due to advances in information technology.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following training methods is the most poorly implemented?

Accepted Answer

A)  on-the-job training 
B)  distributed learning 
C)  mass learning 
D)  active learning 
A)  on-the-job training 
B)  distributed learning 
C)  mass learning 
D)  active learning

Question 14

The three different types of training needs analysis are organizational analysis, job knowledge analysis, and person analysis.

Accepted Answer

A) True 
 B)False

Question 15

The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following terms refers to assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs?

Accepted Answer

A)  individual assessment 
B)  competency assessment 
C)  organizational assessment 
D)  job assessment 
A)  individual assessment 
B)  competency assessment 
C)  organizational assessment 
D)  job assessment

Question 17

Practising job tasks enables the trainee to forget about distinct behaviours and become proficient on the subtleties of how they are used.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

Which of the following best describes person analysis?

Accepted Answer

A)  It has shifted from a fixed sequence of tasks to a set of competencies. 
B)  It helps organizations avoid the mistake of putting all employees through training when some do not need it. 
C)  It involves self-improvement and self-directed training. 
D)  It examines the external labour market for needed skills. 
A)  It has shifted from a fixed sequence of tasks to a set of competencies. 
B)  It helps organizations avoid the mistake of putting all employees through training when some do not need it. 
C)  It involves self-improvement and self-directed training. 
D)  It examines the external labour market for needed skills.

Question 20

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.

Accepted Answer

A) True 
 B)False

A solid training program should begin with effective design.

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

Which of the following statements best describes orientation programs?

Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors.

"Transfer of training" relates to the training evaluation criterion "behaviour."

Most organizations choose and implement training programs based on their overall strategic objectives.

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

Case studies are a useful method of giving participants experience at analyzing and synthesizing facts.

Organization analysis includes broad forces that impact the effectiveness of employees, such as mergers and acquisitions, technological change, and globalization.

A skill-building diversity program would teach managers how to conduct performance appraisals with employees from different cultures.

Using participant reaction to evaluate training is the best way to determine training effectiveness.

The distinction between simulation and simple computer-based training is blurring due to advances in information technology.

Which of the following training methods is the most poorly implemented?

The three different types of training needs analysis are organizational analysis, job knowledge analysis, and person analysis.

The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation.

Which of the following terms refers to assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs?

Practising job tasks enables the trainee to forget about distinct behaviours and become proficient on the subtleties of how they are used.

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

Which of the following best describes person analysis?

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 7: Training and Development

A solid training program should begin with effective design.

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

Which of the following statements best describes orientation programs?

Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors.

"Transfer of training" relates to the training evaluation criterion "behaviour."

Most organizations choose and implement training programs based on their overall strategic objectives.

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

Case studies are a useful method of giving participants experience at analyzing and synthesizing facts.

Organization analysis includes broad forces that impact the effectiveness of employees, such as mergers and acquisitions, technological change, and globalization.

A skill-building diversity program would teach managers how to conduct performance appraisals with employees from different cultures.

Using participant reaction to evaluate training is the best way to determine training effectiveness.

The distinction between simulation and simple computer-based training is blurring due to advances in information technology.

Which of the following training methods is the most poorly implemented?

The three different types of training needs analysis are organizational analysis, job knowledge analysis, and person analysis.

The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation.

Which of the following terms refers to assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs?

Practising job tasks enables the trainee to forget about distinct behaviours and become proficient on the subtleties of how they are used.

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

Which of the following best describes person analysis?

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters