Question 1

A control group:

Accepted Answer

A)  Determines what types of training to deliver and which employees will receive it 
B)  helps determine whether improvements were made as the result of training or some other factor 
C)  should have more experience and prior training,and higher job levels than the group being trained 
D)  establish the baseline standard against which training effectiveness can be measured 
A)  Determines what types of training to deliver and which employees will receive it 
B)  helps determine whether improvements were made as the result of training or some other factor 
C)  should have more experience and prior training,and higher job levels than the group being trained 
D)  establish the baseline standard against which training effectiveness can be measured

Question 2

Training delivered to trainees when and where they need it to do their jobs is known as:

Accepted Answer

A)  communities of practice 
B)  distributed learning 
C)  just in time training 
D)  E-learning 
A)  communities of practice 
B)  distributed learning 
C)  just in time training 
D)  E-learning

Question 3

An orientation program for new employees is a quite informal process.

Accepted Answer

A) True 
 B)False

Question 4

The appropriate training method for factual materials is:

Accepted Answer

A)  lecture 
B)  simulation 
C)  on-the-job training 
D)  apprenticeships 
A)  lecture 
B)  simulation 
C)  on-the-job training 
D)  apprenticeships

Question 5

When comparing employee literacy levels between 1970 and today,it can be said:

Accepted Answer

A)  Literacy levels have improved significantly 
B)  Literacy levels are about the same 
C)  Literacy levels have decreased significantly 
D)  It is impossible to make such a comparison 
A)  Literacy levels have improved significantly 
B)  Literacy levels are about the same 
C)  Literacy levels have decreased significantly 
D)  It is impossible to make such a comparison

Question 6

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Accepted Answer

A) True 
 B)False

Question 7

Explaining the goals and objectives of the training program to trainees has little impact on the interest,understanding,and effort they direct toward the training.

Accepted Answer

A) True 
 B)False

Question 8

All of the following are suggested to overcome common drawbacks of on-the-job training except:

Accepted Answer

A)  developing realistic goals and/or measures for each OJT area. 
B)  tying employees' pay to their training progress. 
C)  helping supervisors to establish a nonthreatening atmosphere that is conducive
To learning. 
D)  conducting periodic evaluations,after training is completed,to prevent
Regression. 
A)  developing realistic goals and/or measures for each OJT area. 
B)  tying employees' pay to their training progress. 
C)  helping supervisors to establish a nonthreatening atmosphere that is conducive
To learning. 
D)  conducting periodic evaluations,after training is completed,to prevent
Regression.

Question 9

The terms "training" and "development":

Accepted Answer

A)  mean the same thing 
B)  both refer to short term skill development efforts 
C)  refer to a short term performance orientation vs.a longer term skill development,respectively 
D)  refer to skills development in low level vs.managerial employees,respectively 
A)  mean the same thing 
B)  both refer to short term skill development efforts 
C)  refer to a short term performance orientation vs.a longer term skill development,respectively 
D)  refer to skills development in low level vs.managerial employees,respectively

Question 10

By far the most common method used for training nonmanagerial employees is on the job training.

Accepted Answer

A) True 
 B)False

Question 11

Training is oriented towards broadening employees' individual skills for future responsibility.

Accepted Answer

A) True 
 B)False

Question 12

Most organizations go to great lengths to accurately evaluate training programs.

Accepted Answer

A) True 
 B)False

Question 13

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 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 spontaneous recovery

Question 14

By some estimates ____ of employee learning occurs via on the job training.

Accepted Answer

A)  20-30 percent 
B)  40-50 percent 
C)  60-70 percent 
D)  80-90 percent 
A)  20-30 percent 
B)  40-50 percent 
C)  60-70 percent 
D)  80-90 percent

Question 15

Orientation is the formal process of familiarizing new employees with the organization,their job,and their work unit.

Accepted Answer

A) True 
 B)False

Question 16

The most common method of training evaluation is assessing participant:

Accepted Answer

A)  results 
B)  reactions 
C)  behavior 
D)  learning 
A)  results 
B)  reactions 
C)  behavior 
D)  learning

Question 17

____ refers to the effective application of principles learned to what is required on the job.

Accepted Answer

A)  transfer of training 
B)  learning 
C)  training effectiveness index 
D)  compensatory modeling 
A)  transfer of training 
B)  learning 
C)  training effectiveness index 
D)  compensatory modeling

Question 18

Internship programs that are done well benefit students,schools,and employers.

Accepted Answer

A) True 
 B)False

Question 19

Apprenticeship training provides information in both the ____ and ____ aspects of the job.

Accepted Answer

A)  organizational and global 
B)  appraisal and technical 
C)  practical and theoretical 
D)  differences and similarities 
A)  organizational and global 
B)  appraisal and technical 
C)  practical and theoretical 
D)  differences and similarities

Question 20

Feedback to trainees is important for motivational purposes as well as knowledge of results.

Accepted Answer

A) True 
 B)False

A control group:

Training delivered to trainees when and where they need it to do their jobs is known as:

An orientation program for new employees is a quite informal process.

The appropriate training method for factual materials is:

When comparing employee literacy levels between 1970 and today,it can be said:

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Explaining the goals and objectives of the training program to trainees has little impact on the interest,understanding,and effort they direct toward the training.

All of the following are suggested to overcome common drawbacks of on-the-job training except:

The terms "training" and "development":

By far the most common method used for training nonmanagerial employees is on the job training.

Training is oriented towards broadening employees' individual skills for future responsibility.

Most organizations go to great lengths to accurately evaluate training programs.

Learning curves show:

By some estimates ____ of employee learning occurs via on the job training.

Orientation is the formal process of familiarizing new employees with the organization,their job,and their work unit.

The most common method of training evaluation is assessing participant:

____ refers to the effective application of principles learned to what is required on the job.

Internship programs that are done well benefit students,schools,and employers.

Apprenticeship training provides information in both the and aspects of the job.

Feedback to trainees is important for motivational purposes as well as knowledge of results.

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

A control group:

Training delivered to trainees when and where they need it to do their jobs is known as:

An orientation program for new employees is a quite informal process.

The appropriate training method for factual materials is:

When comparing employee literacy levels between 1970 and today,it can be said:

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Explaining the goals and objectives of the training program to trainees has little impact on the interest,understanding,and effort they direct toward the training.

All of the following are suggested to overcome common drawbacks of on-the-job training except:

The terms "training" and "development":

By far the most common method used for training nonmanagerial employees is on the job training.

Training is oriented towards broadening employees' individual skills for future responsibility.

Most organizations go to great lengths to accurately evaluate training programs.

Learning curves show:

By some estimates ____ of employee learning occurs via on the job training.

Orientation is the formal process of familiarizing new employees with the organization,their job,and their work unit.

The most common method of training evaluation is assessing participant:

____ refers to the effective application of principles learned to what is required on the job.

Internship programs that are done well benefit students,schools,and employers.

Apprenticeship training provides information in both the ____ and ____ aspects of the job.

Feedback to trainees is important for motivational purposes as well as knowledge of results.

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

Apprenticeship training provides information in both the and aspects of the job.