Question 1

When would an organization be most likely to use on-site but not on-the-job training programs?

Accepted Answer

Training at the work site but not on the

Question 2

What is the first phase in the training program model?

Accepted Answer

The formal

Question 3

A job-needs analysis:

Accepted Answer

A) examines the ethics of each employee in the organization 
B) uses information gathered from job analysis and competency modeling 
C) includes an assessment of how each employee adds to the organizational culture 
D) should be performed after a person-needs analysis 
E) is accurately described by all of the above 
A) examines the ethics of each employee in the organization 
B) uses information gathered from job analysis and competency modeling 
C) includes an assessment of how each employee adds to the organizational culture 
D) should be performed after a person-needs analysis 
E) is accurately described by all of the above

Question 4

How do the processes of training and development differ?

Accepted Answer

Training takes a short-term approach;dev

Question 5

Lena was excited that her new employer had a large group of Mexican employees.She liked having the opportunity to use her Spanish language skills.Her ability to speak fluent Spanish is an example of:

Accepted Answer

A) cognitive knowledge 
B) an affective outcome 
C) a skills-based outcome 
D) her cognitive inventory 
E) fundamental knowledge 
A) cognitive knowledge 
B) an affective outcome 
C) a skills-based outcome 
D) her cognitive inventory 
E) fundamental knowledge

Question 6

Disney begins the socialization process during recruitment as a way to discourage applicants who may not fit the corporate culture.

Accepted Answer

A) True 
 B)False

Question 7

A method for minimizing the disadvantages of on-the-job training is combining it with off-the-job training.

Accepted Answer

A) True 
 B)False

When would an organization be most likely to use on-site but not on-the-job training programs?

What is the first phase in the training program model?

A job-needs analysis:

How do the processes of training and development differ?

Lena was excited that her new employer had a large group of Mexican employees.She liked having the opportunity to use her Spanish language skills.Her ability to speak fluent Spanish is an example of:

Disney begins the socialization process during recruitment as a way to discourage applicants who may not fit the corporate culture.

A method for minimizing the disadvantages of on-the-job training is combining it with off-the-job training.

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters

Exam 8: Training and Developing a Competitive Workforce

When would an organization be most likely to use on-site but not on-the-job training programs?

What is the first phase in the training program model?

A job-needs analysis:

How do the processes of training and development differ?

Lena was excited that her new employer had a large group of Mexican employees.She liked having the opportunity to use her Spanish language skills.Her ability to speak fluent Spanish is an example of:

Disney begins the socialization process during recruitment as a way to discourage applicants who may not fit the corporate culture.

A method for minimizing the disadvantages of on-the-job training is combining it with off-the-job training.

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters