Question 1

A technique for determining the training needs of current employees is

Accepted Answer

A) questionnaires. 
B) task analysis. 
C) training analysis. 
D) motivation analysis. 
E) performance analysis. 
A) questionnaires. 
B) task analysis. 
C) training analysis. 
D) motivation analysis. 
E) performance analysis. E

Question 2

In a task analysis record form,the standards of performance should be

Accepted Answer

A) as loose as possible. 
B) tightly woven. 
C) randomly selected. 
D) stated in measurable terms. 
E) estimated. 
A) as loose as possible. 
B) tightly woven. 
C) randomly selected. 
D) stated in measurable terms. 
E) estimated. D

Question 3

Many jobs consist of a logical sequence of steps and are best taught step by step.This type of training is called

Accepted Answer

A) vestibule training. 
B) job instruction training. 
C) on-the-job training. 
D) computerized training. 
E) process training. 
A) vestibule training. 
B) job instruction training. 
C) on-the-job training. 
D) computerized training. 
E) process training. B

Question 4

Negligent training occurs when an employer

Accepted Answer

A) does not do a needs analysis. 
B) fails to develop an employee for long-term opportunity. 
C) does not implement a validation process. 
D) fails to train adequately and an employee subsequently harms a third party. 
E) does not evaluate the training. 
A) does not do a needs analysis. 
B) fails to develop an employee for long-term opportunity. 
C) does not implement a validation process. 
D) fails to train adequately and an employee subsequently harms a third party. 
E) does not evaluate the training.

Question 5

A learning organization is an organization skilled at creating,acquiring,and transferring knowledge,and at modifying its behaviour to reflect

Accepted Answer

A) contemporary attitudes and norms. 
B) conservative views and news. 
C) new knowledge and insights. 
D) traditional standards and values. 
E) the skills of its employees. 
A) contemporary attitudes and norms. 
B) conservative views and news. 
C) new knowledge and insights. 
D) traditional standards and values. 
E) the skills of its employees.

Question 6

Trainees learn best when they learn at

Accepted Answer

A) the pace set by their trainer. 
B) an off-the-job setting. 
C) the pace set by their supervisor. 
D) their own pace. 
E) a country resort. 
A) the pace set by their trainer. 
B) an off-the-job setting. 
C) the pace set by their supervisor. 
D) their own pace. 
E) a country resort.

Question 7

People have three main learning styles,one of which is

Accepted Answer

A) similarities. 
B) visual. 
C) presenting. 
D) organizing. 
E) differences. 
A) similarities. 
B) visual. 
C) presenting. 
D) organizing. 
E) differences.

Question 8

When an employee actually learns a job by performing it,it is called

Accepted Answer

A) computerized training. 
B) job instruction training. 
C) vestibule training. 
D) on-the-job training. 
E) distance learning. 
A) computerized training. 
B) job instruction training. 
C) vestibule training. 
D) on-the-job training. 
E) distance learning.

Question 9

Training is essentially a learning process.

Accepted Answer

A) True 
 B)False

Question 10

Effective pre-training preparation includes

Accepted Answer

A) creating a perceived need for training in the mind of participants. 
B) employee testing. 
C) a realistic job preview. 
D) reality shock. 
E) employee orientation. 
A) creating a perceived need for training in the mind of participants. 
B) employee testing. 
C) a realistic job preview. 
D) reality shock. 
E) employee orientation.

Question 11

Purposes of training needs analysis include the following EXCEPT

Accepted Answer

A) developing reasonable performance objectives. 
B) analyzing skills and needs of prospective trainees. 
C) identifying specific job performance and skills needed. 
D) ensuring employment equity goals are met. 
E) developing specific knowledge objectives. 
A) developing reasonable performance objectives. 
B) analyzing skills and needs of prospective trainees. 
C) identifying specific job performance and skills needed. 
D) ensuring employment equity goals are met. 
E) developing specific knowledge objectives.

Question 12

You have been hired as the new executive director of a child and family services agency and are considering implementing an employee onboarding program at this organization.The benefits that this new program will likely bring to the organization include

Accepted Answer

A) legal compliance. 
B) affirmative action. 
C) making employees more productive more quickly. 
D) making employees more productive more quickly and establishing a foundation for ongoing performance management. 
E) promoting workforce diversity. 
A) legal compliance. 
B) affirmative action. 
C) making employees more productive more quickly. 
D) making employees more productive more quickly and establishing a foundation for ongoing performance management. 
E) promoting workforce diversity.

Question 13

Emerging trends in career development focus more on the individual employee's needs and aspirations.

Accepted Answer

A) True 
 B)False

Question 14

The task analysis indicates whether the task is best learned from

Accepted Answer

A) job instruction training. 
B) on-the-job training. 
C) on- or off-the-job training. 
D) vestibule training. 
E) simulated training. 
A) job instruction training. 
B) on-the-job training. 
C) on- or off-the-job training. 
D) vestibule training. 
E) simulated training.

Question 15

The ongoing process of instilling in all employees the prevailing attitudes,standards,values,and patterns of behaviour that are expected by the organization and its departments is

Accepted Answer

A) performance appraisal. 
B) affirmative action. 
C) job evaluation. 
D) socialization. 
E) culture. 
A) performance appraisal. 
B) affirmative action. 
C) job evaluation. 
D) socialization. 
E) culture.

Question 16

A training technique in which trainees learn on the actual or simulated equipment they will use on the job,but the trainees are actually trained off the job,is known as

Accepted Answer

A) on-the-job training. 
B) actual training. 
C) off-the-job training. 
D) vestibule or simulated training. 
E) programmed learning. 
A) on-the-job training. 
B) actual training. 
C) off-the-job training. 
D) vestibule or simulated training. 
E) programmed learning.

Question 17

Audiovisual training techniques are useful in all of the following situations EXCEPT

Accepted Answer

A) when training is going to be used organization-wide. 
B) when trainees must be exposed to events that are not easily demonstrated in live lectures. 
C) when it is too costly to move trainers from place to place. 
D) when stop-action,instant-replay,or fast- or slow-motion capabilities are needed. 
E) when a training method less expensive than conventional lectures is needed. 
A) when training is going to be used organization-wide. 
B) when trainees must be exposed to events that are not easily demonstrated in live lectures. 
C) when it is too costly to move trainers from place to place. 
D) when stop-action,instant-replay,or fast- or slow-motion capabilities are needed. 
E) when a training method less expensive than conventional lectures is needed.

Question 18

The following are all steps in an ideal training program EXCEPT

Accepted Answer

A) instructional design. 
B) evaluation. 
C) summarize and review. 
D) needs analysis. 
E) validation. 
A) instructional design. 
B) evaluation. 
C) summarize and review. 
D) needs analysis. 
E) validation.

Question 19

Development is training of a

Accepted Answer

A) immediate nature. 
B) technical nature. 
C) specific strategic nature. 
D) short-term nature. 
E) long-term nature. 
A) immediate nature. 
B) technical nature. 
C) specific strategic nature. 
D) short-term nature. 
E) long-term nature.

Question 20

Training is essentially a(n)

Accepted Answer

A) testing process. 
B) technical process. 
C) learning process. 
D) assessment process. 
E) memorizing process. 
A) testing process. 
B) technical process. 
C) learning process. 
D) assessment process. 
E) memorizing process.

A technique for determining the training needs of current employees is

In a task analysis record form,the standards of performance should be

Many jobs consist of a logical sequence of steps and are best taught step by step.This type of training is called

Negligent training occurs when an employer

A learning organization is an organization skilled at creating,acquiring,and transferring knowledge,and at modifying its behaviour to reflect

Trainees learn best when they learn at

People have three main learning styles,one of which is

When an employee actually learns a job by performing it,it is called

Training is essentially a learning process.

Effective pre-training preparation includes

Purposes of training needs analysis include the following EXCEPT

You have been hired as the new executive director of a child and family services agency and are considering implementing an employee onboarding program at this organization.The benefits that this new program will likely bring to the organization include

Emerging trends in career development focus more on the individual employee's needs and aspirations.

The task analysis indicates whether the task is best learned from

The ongoing process of instilling in all employees the prevailing attitudes,standards,values,and patterns of behaviour that are expected by the organization and its departments is

A training technique in which trainees learn on the actual or simulated equipment they will use on the job,but the trainees are actually trained off the job,is known as

Audiovisual training techniques are useful in all of the following situations EXCEPT

The following are all steps in an ideal training program EXCEPT

Development is training of a

Training is essentially a(n)

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 6: Onboarding and Training

A technique for determining the training needs of current employees is

In a task analysis record form,the standards of performance should be

Many jobs consist of a logical sequence of steps and are best taught step by step.This type of training is called

Negligent training occurs when an employer

A learning organization is an organization skilled at creating,acquiring,and transferring knowledge,and at modifying its behaviour to reflect

Trainees learn best when they learn at

People have three main learning styles,one of which is

When an employee actually learns a job by performing it,it is called

Training is essentially a learning process.

Effective pre-training preparation includes

Purposes of training needs analysis include the following EXCEPT

You have been hired as the new executive director of a child and family services agency and are considering implementing an employee onboarding program at this organization.The benefits that this new program will likely bring to the organization include

Emerging trends in career development focus more on the individual employee's needs and aspirations.

The task analysis indicates whether the task is best learned from

The ongoing process of instilling in all employees the prevailing attitudes,standards,values,and patterns of behaviour that are expected by the organization and its departments is

A training technique in which trainees learn on the actual or simulated equipment they will use on the job,but the trainees are actually trained off the job,is known as

Audiovisual training techniques are useful in all of the following situations EXCEPT

The following are all steps in an ideal training program EXCEPT

Development is training of a

Training is essentially a(n)

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters