Question 1

Common drawbacks to on-the-job training include all of the following except:

Accepted Answer

A)  lower motivation of trainees. 
B)  lack of a well-structured training environment. 
C)  poor training skills of supervisors. 
D)  the absence of well-defined job performance criteria. 
A)  lower motivation of trainees. 
B)  lack of a well-structured training environment. 
C)  poor training skills of supervisors. 
D)  the absence of well-defined job performance criteria.

Question 2

Basic skills training includes all of the following except:

Accepted Answer

A)  computing. 
B)  problem solving. 
C)  speaking. 
D)  attitude attainment. 
A)  computing. 
B)  problem solving. 
C)  speaking. 
D)  attitude attainment.

Question 3

If you were responsible for developing a training program,your first step should be to:

Accepted Answer

A)  create a suitable training environment. 
B)  select the proper training method. 
C)  determine the knowledge in the group. 
D)  performing a needs assessment. 
A)  create a suitable training environment. 
B)  select the proper training method. 
C)  determine the knowledge in the group. 
D)  performing a needs assessment.

Question 4

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material,make sense of it in their own lives,and transfer it back to the job.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

Encouragement is most effective when it is given a long period of time after a trainee successfully accomplishes a certain task so that they employee knows that management has not forgotten his/her contributions.

Accepted Answer

A) True 
 B)False

Question 7

Awareness building in diversity training provides the KSAs necessary for working with people who are different.

Accepted Answer

A) True 
 B)False

Question 8

Why is ethics training becoming more prevalent in companies?

Accepted Answer

Recent high-profile corporate scandals h

Question 9

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

Accepted Answer

A) True 
 B)False

Question 10

While the largest companies agree in principle with remedial training in basic skills,they are generally reluctant to allot funds to provide for that type of training.

Accepted Answer

A) True 
 B)False

Question 11

The method of training used to train personnel to operate aircraft,spacecraft,and other highly technical and expensive equipment is the:

Accepted Answer

A)  simulation method. 
B)  classroom method. 
C)  vestibule method. 
D)  apprenticeship method. 
A)  simulation method. 
B)  classroom method. 
C)  vestibule method. 
D)  apprenticeship method.

Question 12

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 13

Which of the following is NOT a component of the PROPER method of performing on the job training.

Accepted Answer

A)  Prepare 
B)  Perform 
C)  Perfect 
D)  Reassure 
A)  Prepare 
B)  Perform 
C)  Perfect 
D)  Reassure

Question 14

Modeling:

Accepted Answer

A)  builds a bridge between employees and the organization 
B)  demonstrates the desired behavior or method to be learnt 
C)  sets a road map for the training course,objectives,and learning points 
D)  breaks down tasks to facilitate learning 
A)  builds a bridge between employees and the organization 
B)  demonstrates the desired behavior or method to be learnt 
C)  sets a road map for the training course,objectives,and learning points 
D)  breaks down tasks to facilitate learning

Question 15

On-the-job experiences are used most commonly by organizations to develop managers.

Accepted Answer

A) True 
 B)False

Question 16

Explain the P.R.O.P.E.R.method of on-the-job training.

Accepted Answer

P.R.O.P.E.R.stands for prepare,reassure,

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is NOT an issue related to the design of a training program?

Accepted Answer

A)  instructional objectives 
B)  trainee readiness and motivation 
C)  principles of learning 
D)  trainee ethnic characteristics 
A)  instructional objectives 
B)  trainee readiness and motivation 
C)  principles of learning 
D)  trainee ethnic characteristics

Question 19

Providing individual assistance is an important aspect for successful trainers.

Accepted Answer

A) True 
 B)False

Question 20

Reaction measures to evaluate training typically focus on the entertainment value of the training program.

Accepted Answer

A) True 
 B)False

Common drawbacks to on-the-job training include all of the following except:

Basic skills training includes all of the following except:

If you were responsible for developing a training program,your first step should be to:

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material,make sense of it in their own lives,and transfer it back to the job.

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

Encouragement is most effective when it is given a long period of time after a trainee successfully accomplishes a certain task so that they employee knows that management has not forgotten his/her contributions.

Awareness building in diversity training provides the KSAs necessary for working with people who are different.

Why is ethics training becoming more prevalent in companies?

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

While the largest companies agree in principle with remedial training in basic skills,they are generally reluctant to allot funds to provide for that type of training.

The method of training used to train personnel to operate aircraft,spacecraft,and other highly technical and expensive equipment is the:

Utility refers to:

Which of the following is NOT a component of the PROPER method of performing on the job training.

Modeling:

On-the-job experiences are used most commonly by organizations to develop managers.

Explain the P.R.O.P.E.R.method of on-the-job training.

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

Which of the following is NOT an issue related to the design of a training program?

Providing individual assistance is an important aspect for successful trainers.

Reaction measures to evaluate training typically focus on the entertainment value of the training program.

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

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Exam 7: Training and Development

Common drawbacks to on-the-job training include all of the following except:

Basic skills training includes all of the following except:

If you were responsible for developing a training program,your first step should be to:

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material,make sense of it in their own lives,and transfer it back to the job.

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

Encouragement is most effective when it is given a long period of time after a trainee successfully accomplishes a certain task so that they employee knows that management has not forgotten his/her contributions.

Awareness building in diversity training provides the KSAs necessary for working with people who are different.

Why is ethics training becoming more prevalent in companies?

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

While the largest companies agree in principle with remedial training in basic skills,they are generally reluctant to allot funds to provide for that type of training.

The method of training used to train personnel to operate aircraft,spacecraft,and other highly technical and expensive equipment is the:

Utility refers to:

Which of the following is NOT a component of the PROPER method of performing on the job training.

Modeling:

On-the-job experiences are used most commonly by organizations to develop managers.

Explain the P.R.O.P.E.R.method of on-the-job training.

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

Which of the following is NOT an issue related to the design of a training program?

Providing individual assistance is an important aspect for successful trainers.

Reaction measures to evaluate training typically focus on the entertainment value of the training program.

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