Question 1

Job rotation,matrix management,and project teams are all environmental strategies for employee development.

Accepted Answer

A) True 
 B)False  True

Question 2

Reactions from new employees,effects of socialization on job attitudes and roles,and a positive cost-benefit are all methods for measuring the effectiveness of an orientation program.

Accepted Answer

A) True 
 B)False  True

Question 3

The starting point for any career planning and development is the organization.

Accepted Answer

A) True 
 B)False  False

Question 4

Repetition and relevance are learning principles,but feedback is not.

Accepted Answer

A) True 
 B)False

Question 5

Active participation usually makes learning quicker and more long-lasting.

Accepted Answer

A) True 
 B)False

Question 6

Human resource departments encourage career planning through all the following EXCEPT:

Accepted Answer

A) information 
B) career education 
C) job analysis 
D) counselling 
E) employee self-assessment 
A) information 
B) career education 
C) job analysis 
D) counselling 
E) employee self-assessment

Question 7

In selecting a particular training technique no one technique is always best,for there are always trade-offs between desired content,cost,and personal capabilities.

Accepted Answer

A) True 
 B)False

Question 8

The order of activities in planning a training program is to decide on the content and learning principles to be used,then do a needs assessment,and finally determine objectives.

Accepted Answer

A) True 
 B)False

Question 9

No matter how professional they are,to be successful,career counsellors must first get employees to assess themselves and their environment.

Accepted Answer

A) True 
 B)False

Question 10

The learning organization creates a knowledge network where employees can share ideas and learn more about content that is important to their development.

Accepted Answer

A) True 
 B)False

Question 11

A competency framework is:

Accepted Answer

A) an organizational process for defining corrective discipline in situations of incompetence 
B) used to identify quality problems in production 
C) a list of skills and abilities that are needed to get to the next level or which add value to the business 
D) a test that human resource specialists give employees to determine job standards 
E) a physical structure designed to house organizational knowledge 
A) an organizational process for defining corrective discipline in situations of incompetence 
B) used to identify quality problems in production 
C) a list of skills and abilities that are needed to get to the next level or which add value to the business 
D) a test that human resource specialists give employees to determine job standards 
E) a physical structure designed to house organizational knowledge

Question 12

The process by which a new employee begins to understand and accept the values,norms,and beliefs held by others in an organization is known as ______.

Accepted Answer

A) familiarization 
B) adaptation 
C) socialization 
D) orientation programs 
E) participation 
A) familiarization 
B) adaptation 
C) socialization 
D) orientation programs 
E) participation

Question 13

An employee handbook is a common tool for explaining benefits,policies,and general information about the organization to the new employee.

Accepted Answer

A) True 
 B)False

Question 14

Training prepares people for their present jobs while development prepares them for future jobs.

Accepted Answer

A) True 
 B)False

Question 15

Job performance,exposure,and organizational loyalty are all possible career development actions.

Accepted Answer

A) True 
 B)False

Question 16

Employee development can be defined as:

Accepted Answer

A) training employees how to do their job better 
B) increasing an employee's level of productivity 
C) the process of providing employees with opportunities to grow within the organization 
D) using job analysis to enhance job descriptions 
E) developing personal systems for increasing an employee's cognitive dissonance 
A) training employees how to do their job better 
B) increasing an employee's level of productivity 
C) the process of providing employees with opportunities to grow within the organization 
D) using job analysis to enhance job descriptions 
E) developing personal systems for increasing an employee's cognitive dissonance

Question 17

As far as costs go,training should be considered to be:

Accepted Answer

A) too important to be analyzed on a cost-benefit basis 
B) the same as any other organizational decision and assessed for cost-effectiveness 
C) by its very nature immeasurable in any practical way for cost-effectiveness 
D) too future oriented to be measured in current costs 
E) a non-cost item 
A) too important to be analyzed on a cost-benefit basis 
B) the same as any other organizational decision and assessed for cost-effectiveness 
C) by its very nature immeasurable in any practical way for cost-effectiveness 
D) too future oriented to be measured in current costs 
E) a non-cost item

Question 18

Training pilots in flight simulators because the simulators closely resemble the actual cockpits and flight characteristics of the airplane is an example of the learning principle of ______.

Accepted Answer

A) relevance 
B) repetition 
C) transference 
D) feedback 
E) participation 
A) relevance 
B) repetition 
C) transference 
D) feedback 
E) participation

Question 19

The use of such instruments as role-playing,sensitivity training,team building,and mentoring would indicate an organizational strategy based on the:

Accepted Answer

A) cognitive approach 
B) behavioural approach 
C) environmental approach 
D) job analysis approach 
E) assessment approach 
A) cognitive approach 
B) behavioural approach 
C) environmental approach 
D) job analysis approach 
E) assessment approach

Question 20

The skills,knowledge,and behaviours that distinguish high performance in a board role,function,or level of the organization is known as:

Accepted Answer

A) level of development 
B) competencies 
C) employee talent 
D) job skills 
E) talent profile 
A) level of development 
B) competencies 
C) employee talent 
D) job skills 
E) talent profile

Job rotation,matrix management,and project teams are all environmental strategies for employee development.

Reactions from new employees,effects of socialization on job attitudes and roles,and a positive cost-benefit are all methods for measuring the effectiveness of an orientation program.

The starting point for any career planning and development is the organization.

Repetition and relevance are learning principles,but feedback is not.

Active participation usually makes learning quicker and more long-lasting.

Human resource departments encourage career planning through all the following EXCEPT:

In selecting a particular training technique no one technique is always best,for there are always trade-offs between desired content,cost,and personal capabilities.

The order of activities in planning a training program is to decide on the content and learning principles to be used,then do a needs assessment,and finally determine objectives.

No matter how professional they are,to be successful,career counsellors must first get employees to assess themselves and their environment.

The learning organization creates a knowledge network where employees can share ideas and learn more about content that is important to their development.

A competency framework is:

The process by which a new employee begins to understand and accept the values,norms,and beliefs held by others in an organization is known as ______.

An employee handbook is a common tool for explaining benefits,policies,and general information about the organization to the new employee.

Training prepares people for their present jobs while development prepares them for future jobs.

Job performance,exposure,and organizational loyalty are all possible career development actions.

Employee development can be defined as:

As far as costs go,training should be considered to be:

Training pilots in flight simulators because the simulators closely resemble the actual cockpits and flight characteristics of the airplane is an example of the learning principle of ______.

The use of such instruments as role-playing,sensitivity training,team building,and mentoring would indicate an organizational strategy based on the:

The skills,knowledge,and behaviours that distinguish high performance in a board role,function,or level of the organization is known as:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Performance Management

Compensation Management

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters

Exam 7: Orientation, Training and Development, and Career Planning

Job rotation,matrix management,and project teams are all environmental strategies for employee development.

Reactions from new employees,effects of socialization on job attitudes and roles,and a positive cost-benefit are all methods for measuring the effectiveness of an orientation program.

The starting point for any career planning and development is the organization.

Repetition and relevance are learning principles,but feedback is not.

Active participation usually makes learning quicker and more long-lasting.

Human resource departments encourage career planning through all the following EXCEPT:

In selecting a particular training technique no one technique is always best,for there are always trade-offs between desired content,cost,and personal capabilities.

The order of activities in planning a training program is to decide on the content and learning principles to be used,then do a needs assessment,and finally determine objectives.

No matter how professional they are,to be successful,career counsellors must first get employees to assess themselves and their environment.

The learning organization creates a knowledge network where employees can share ideas and learn more about content that is important to their development.

A competency framework is:

The process by which a new employee begins to understand and accept the values,norms,and beliefs held by others in an organization is known as ______.

An employee handbook is a common tool for explaining benefits,policies,and general information about the organization to the new employee.

Training prepares people for their present jobs while development prepares them for future jobs.

Job performance,exposure,and organizational loyalty are all possible career development actions.

Employee development can be defined as:

As far as costs go,training should be considered to be:

Training pilots in flight simulators because the simulators closely resemble the actual cockpits and flight characteristics of the airplane is an example of the learning principle of ______.

The use of such instruments as role-playing,sensitivity training,team building,and mentoring would indicate an organizational strategy based on the:

The skills,knowledge,and behaviours that distinguish high performance in a board role,function,or level of the organization is known as:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Performance Management

Compensation Management

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters