Question 1

The objective of behavior modification is:

Accepted Answer

A) to gradually shape behavior toward a desired profile. 
B) to reward all task behavior. 
C) to apply principles learned in the classroom to the job. 
D) to bridge the needs of the employee with the needs of the organization. 
A) to gradually shape behavior toward a desired profile. 
B) to reward all task behavior. 
C) to apply principles learned in the classroom to the job. 
D) to bridge the needs of the employee with the needs of the organization.

Question 2

Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future,whereas behavior which is unrewarded will decrease in frequency.

Accepted Answer

A) True 
 B)False

Question 3

Why is ethics training becoming more prevalent in companies?

Accepted Answer

​
Ethics training became more prevalent

Question 4

From the broadest perspective,the goal of training is to contribute to:

Accepted Answer

A) social improvement. 
B) personal growth. 
C) organizational goals. 
D) departmental challenges. 
A) social improvement. 
B) personal growth. 
C) organizational goals. 
D) departmental challenges.

Question 5

Apprenticeship programs originated in:

Accepted Answer

A) United States. 
B) Europe. 
C) Japan. 
D) India. 
A) United States. 
B) Europe. 
C) Japan. 
D) India.

Question 6

The first step in a needs assessment is:

Accepted Answer

A) task analysis. 
B) organization analysis. 
C) person analysis. 
D) market analysis. 
A) task analysis. 
B) organization analysis. 
C) person analysis. 
D) market analysis.

Question 7

Trainees should not practice their job tasks until after the training program is complete.

Accepted Answer

A) True 
 B)False

Question 8

Return on investment is the amount of money a company saves by avoiding training programs.

Accepted Answer

A) True 
 B)False

Question 9

​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 10

The desired outcomes of training programs are formally stated as:

Accepted Answer

A) training goals. 
B) learning objectives. 
C) instructional objectives. 
D) learning goals. 
A) training goals. 
B) learning objectives. 
C) instructional objectives. 
D) learning goals.

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

On-the-job training is often one of the most poorly implemented training methods.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

If employees consistently achieve their productivity objectives,it might be a signal that training is needed.

Accepted Answer

A) True 
 B)False

Question 16

Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace,it is sometimes poorly implemented.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Accepted Answer

A) True 
 B)False

Question 19

Utility refers to measuring one's own training services against the leaders in their industry.

Accepted Answer

A) True 
 B)False

Question 20

Learning curves show:

Accepted Answer

A) that plateaus in performance are regular and predictable. 
B) that effective training programs eliminate plateaus. 
C) that performance plateaus are natural and are usually overcome with behavior modification. 
D) that performance plateaus are natural and are usually followed by a spontaneous recovery. 
A) that plateaus in performance are regular and predictable. 
B) that effective training programs eliminate plateaus. 
C) that performance plateaus are natural and are usually overcome with behavior modification. 
D) that performance plateaus are natural and are usually followed by a spontaneous recovery.

The objective of behavior modification is:

Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future,whereas behavior which is unrewarded will decrease in frequency.

Why is ethics training becoming more prevalent in companies?

From the broadest perspective,the goal of training is to contribute to:

Apprenticeship programs originated in:

The first step in a needs assessment is:

Trainees should not practice their job tasks until after the training program is complete.

Return on investment is the amount of money a company saves by avoiding training programs.

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

The desired outcomes of training programs are formally stated as:

Utility refers to:

On-the-job training is often one of the most poorly implemented training methods.

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

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

If employees consistently achieve their productivity objectives,it might be a signal that training is needed.

Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace,it is sometimes poorly implemented.

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

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Utility refers to measuring one's own training services against the leaders in their industry.

Learning curves show:

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 7: Training and Development

The objective of behavior modification is:

Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future,whereas behavior which is unrewarded will decrease in frequency.

Why is ethics training becoming more prevalent in companies?

From the broadest perspective,the goal of training is to contribute to:

Apprenticeship programs originated in:

The first step in a needs assessment is:

Trainees should not practice their job tasks until after the training program is complete.

Return on investment is the amount of money a company saves by avoiding training programs.

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

The desired outcomes of training programs are formally stated as:

Utility refers to:

On-the-job training is often one of the most poorly implemented training methods.

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

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

If employees consistently achieve their productivity objectives,it might be a signal that training is needed.

Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace,it is sometimes poorly implemented.

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

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Utility refers to measuring one's own training services against the leaders in their industry.

Learning curves show:

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

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