Question 1

A difference between the desired production rate and the actual production rate could be an indication that training is needed.

Accepted Answer

A) True 
 B)False  True

Question 2

The accounting department is adopting a new software program,and training will be provided on the new program to employees in the accounting department.What step of the training process would let the training department know if the training should be conducted for department other than the accounting department?

Accepted Answer

A) Evaluation 
B) ROI 
C) Development 
D) Assessment 
E) Gap Analysis 
A) Evaluation 
B) ROI 
C) Development 
D) Assessment 
E) Gap Analysis D

Question 3

When training a police officer how to use a gun,it is best to use spaced practice and focus on overlearning.

Accepted Answer

A) True 
 B)False  True

Question 4

__________ practice is more productive for long-term retention and for transfer of learning to the work setting.

Accepted Answer

A) Massed 
B) Part 
C) Spaced 
D) Whole 
E) Continuous 
A) Massed 
B) Part 
C) Spaced 
D) Whole 
E) Continuous

Question 5

A national corporation has completed its first phase of diversity awareness training.HR has been asked to evaluate the training to measure changes in participants understanding of current laws related to diversity and determine future training initiatives.Which methodology would yield the best results?

Accepted Answer

A) Using statistical measures of association and correlation 
B) Running experiments with control groups from benchmark companies 
C) Gathering qualitative information from training participants 
D) Interviewing training participants to discuss their reactions to the training 
E) Testing participants through the use of a pre and post test on the key points of the program 
A) Using statistical measures of association and correlation 
B) Running experiments with control groups from benchmark companies 
C) Gathering qualitative information from training participants 
D) Interviewing training participants to discuss their reactions to the training 
E) Testing participants through the use of a pre and post test on the key points of the program

Question 6

You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures,handling customer complaints,and motivating sales personnel.Which of the following is not recommended?

Accepted Answer

A) Create a training environment that allows for maximum learning. 
B) Provide trainees with feedback during the training. 
C) Prepare the learning objectives and choose training methodology before assessment to eliminate bias. 
D) Consider on-the-job training if there are experienced managers to assist. 
E) Use role playing and behavior modeling to help them learn how to deal with customer complaints and motivate others. 
A) Create a training environment that allows for maximum learning. 
B) Provide trainees with feedback during the training. 
C) Prepare the learning objectives and choose training methodology before assessment to eliminate bias. 
D) Consider on-the-job training if there are experienced managers to assist. 
E) Use role playing and behavior modeling to help them learn how to deal with customer complaints and motivate others.

Question 7

What are the benefits of developing learning objectives for a training program?

Accepted Answer

The benefits of developing learning obje

Question 8

When training for international assignments,__________ are recommended to provide a more in-depth view of the host country's customs,values,and behaviors.

Accepted Answer

A) informational approaches 
B) use of CIT's 
C) field experiences 
D) cultural assimilators 
E) TV films 
A) informational approaches 
B) use of CIT's 
C) field experiences 
D) cultural assimilators 
E) TV films

Question 9

Which group of employees will be more trainable and why?

Accepted Answer

A) Employees of "Company "A", where managers present their employees with a list of mandatory training because it takes the worry out of selecting the right training 
B) Employees of "Company "B", because training programs are developed with a pass/fail criteria and only 5% of the employees "pass" the training, creating motivation to be one of the 5% 
C) Employees of "Company C" because training programs are built around lecture formats with one-way communication, taking the activity out of the training 
D) Employees of "Company D" where employees develop an individualized training program based on their career goals 
E) Employees of "Company E", because managers randomly assign employees to training programs regardless of current skill level, creating a sense of excitement from not knowing what training you will be able to attend. 
A) Employees of "Company "A", where managers present their employees with a list of mandatory training because it takes the worry out of selecting the right training 
B) Employees of "Company "B", because training programs are developed with a pass/fail criteria and only 5% of the employees "pass" the training, creating motivation to be one of the 5% 
C) Employees of "Company C" because training programs are built around lecture formats with one-way communication, taking the activity out of the training 
D) Employees of "Company D" where employees develop an individualized training program based on their career goals 
E) Employees of "Company E", because managers randomly assign employees to training programs regardless of current skill level, creating a sense of excitement from not knowing what training you will be able to attend.

Question 10

Assume you are conducting a training program.What types of data should you collect to evaluate the training?

Accepted Answer

There are five types of data that should

Question 11

Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?

Accepted Answer

If trainees do not see the value of trai

Question 12

Company ABC has been experiencing high levels of turnover with employees who have been on the job for less than 9 months.Exit interviews indicated that employees are frustrated and confused.What type of training should the company consider to decrease turnover?

Accepted Answer

A) Cross-cultural training 
B) Managerial training 
C) Intergenerational training 
D) Baby-boomer training 
E) Employee orientation 
A) Cross-cultural training 
B) Managerial training 
C) Intergenerational training 
D) Baby-boomer training 
E) Employee orientation

Question 13

How is it determined when training is needed and when might training not be appropriate?

Accepted Answer

The decision to conduct training must be

Question 14

As a component of its management training program,a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.

Accepted Answer

A) True 
 B)False

Question 15

Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?

Accepted Answer

A) Job rotation 
B) Podcasting 
C) Experiential learning 
D) Massed learning 
E) Self-directed learning 
A) Job rotation 
B) Podcasting 
C) Experiential learning 
D) Massed learning 
E) Self-directed learning

Question 16

Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.

Accepted Answer

A) True 
 B)False

Question 17

One of the objectives of employee orientation programs is to assist the new employee in adjusting to the organization and feeling comfortable and positive about the new job.

Accepted Answer

A) True 
 B)False

Question 18

The one-group pretest-posttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training.

Accepted Answer

A) True 
 B)False

Question 19

Massed practice is more effective than spaced practice when learning a complex task.

Accepted Answer

A) True 
 B)False

Question 20

Making training material meaningful has been found to increase retention.This can be achieved by:

Accepted Answer

A) Organizing the material from complex to simple. 
B) Using examples and terms familiar to the trainees. 
C) Telling a lot of jokes. 
D) Presenting trainees with each section of the training program rather than an overview of what is to be learned. 
E) Avoiding tests so trainees don't become anxious. 
A) Organizing the material from complex to simple. 
B) Using examples and terms familiar to the trainees. 
C) Telling a lot of jokes. 
D) Presenting trainees with each section of the training program rather than an overview of what is to be learned. 
E) Avoiding tests so trainees don't become anxious.

A difference between the desired production rate and the actual production rate could be an indication that training is needed.

When training a police officer how to use a gun,it is best to use spaced practice and focus on overlearning.

__________ practice is more productive for long-term retention and for transfer of learning to the work setting.

You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures,handling customer complaints,and motivating sales personnel.Which of the following is not recommended?

What are the benefits of developing learning objectives for a training program?

When training for international assignments,__________ are recommended to provide a more in-depth view of the host country's customs,values,and behaviors.

Which group of employees will be more trainable and why?

Assume you are conducting a training program.What types of data should you collect to evaluate the training?

Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?

Company ABC has been experiencing high levels of turnover with employees who have been on the job for less than 9 months.Exit interviews indicated that employees are frustrated and confused.What type of training should the company consider to decrease turnover?

How is it determined when training is needed and when might training not be appropriate?

As a component of its management training program,a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.

Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?

Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.

One of the objectives of employee orientation programs is to assist the new employee in adjusting to the organization and feeling comfortable and positive about the new job.

The one-group pretest-posttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training.

Massed practice is more effective than spaced practice when learning a complex task.

Making training material meaningful has been found to increase retention.This can be achieved by:

Strategic Human Resource Management in a Changing Environment

The Role of Globalization in HR Policy and Practice

The Legal Environment of Hrm: Equal Employment Opportunity

Work Analysis and Design

Human Resource Planning and Recruitment

Personnel Selection

Performance Management and Appraisal

Career Development

Compensation: Base Pay and Fringe Benefits

Rewarding Performance

Managing the Employment Relationship

Labor Relations and Collective Bargaining

Employee Health and Safety

Filters

Exam 8: Training and Development

A difference between the desired production rate and the actual production rate could be an indication that training is needed.

When training a police officer how to use a gun,it is best to use spaced practice and focus on overlearning.

__________ practice is more productive for long-term retention and for transfer of learning to the work setting.

You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures,handling customer complaints,and motivating sales personnel.Which of the following is not recommended?

What are the benefits of developing learning objectives for a training program?

When training for international assignments,__________ are recommended to provide a more in-depth view of the host country's customs,values,and behaviors.

Which group of employees will be more trainable and why?

Assume you are conducting a training program.What types of data should you collect to evaluate the training?

Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?

Company ABC has been experiencing high levels of turnover with employees who have been on the job for less than 9 months.Exit interviews indicated that employees are frustrated and confused.What type of training should the company consider to decrease turnover?

How is it determined when training is needed and when might training not be appropriate?

As a component of its management training program,a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.

Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?

Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.

One of the objectives of employee orientation programs is to assist the new employee in adjusting to the organization and feeling comfortable and positive about the new job.

The one-group pretest-posttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training.

Massed practice is more effective than spaced practice when learning a complex task.

Making training material meaningful has been found to increase retention.This can be achieved by:

Strategic Human Resource Management in a Changing Environment

The Role of Globalization in HR Policy and Practice

The Legal Environment of Hrm: Equal Employment Opportunity

Work Analysis and Design

Human Resource Planning and Recruitment

Personnel Selection

Performance Management and Appraisal

Career Development

Compensation: Base Pay and Fringe Benefits

Rewarding Performance

Managing the Employment Relationship

Labor Relations and Collective Bargaining

Employee Health and Safety

Filters