Question 1

More employers today are also taking advantage of the fact that training can strengthen employee

Accepted Answer

A) absenteeism. 
B) turnover. 
C) quality. 
D) complacency. 
E) commitment. 
A) absenteeism. 
B) turnover. 
C) quality. 
D) complacency. 
E) commitment.

Question 2

Employee orientation refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.

Accepted Answer

A) True 
 B)False

Question 3

Under Canadian human rights legislation,several aspects of training programs must be assessed with an eye toward the program's impact on

Accepted Answer

A) reverse discrimination. 
B) white males. 
C) company profits. 
D) highly educated workers. 
E) designated group members. 
A) reverse discrimination. 
B) white males. 
C) company profits. 
D) highly educated workers. 
E) designated group members.

Question 4

One approach to the evaluation of onboarding programs is

Accepted Answer

A) regression analysis. 
B) case studies. 
C) cost-benefit analysis. 
D) quality circles. 
E) Markov analysis. 
A) regression analysis. 
B) case studies. 
C) cost-benefit analysis. 
D) quality circles. 
E) Markov analysis.

Question 5

You have just been hired as the director of human resources at a sportswear retailer.The employee handbook states that "all employees will have the benefits listed in the handbook for as long as they are employed with the company." In revising the contents of the employee handbook,it is an important component of your role to be aware of which of the following?

Accepted Answer

A) Employee handbooks should not form part of the orientation process. 
B) It should not be a job requirement that employees review the handbook. 
C) In employee dismissal situations courts rarely review handbooks. 
D) Courts have found certain terms in employee handbooks to constitute terms of the employment contract and,therefore,the company is at legal risk if it decides to alter the benefits package in the future. 
E) It is a best practice to keep benefits static over time. 
A) Employee handbooks should not form part of the orientation process. 
B) It should not be a job requirement that employees review the handbook. 
C) In employee dismissal situations courts rarely review handbooks. 
D) Courts have found certain terms in employee handbooks to constitute terms of the employment contract and,therefore,the company is at legal risk if it decides to alter the benefits package in the future. 
E) It is a best practice to keep benefits static over time.

Question 6

Once employees have been recruited and selected,the next step would be

Accepted Answer

A) orientation and training. 
B) discipline and counselling. 
C) interviews by coworkers. 
D) rules and procedures. 
E) affirmative action and equal access to a job. 
A) orientation and training. 
B) discipline and counselling. 
C) interviews by coworkers. 
D) rules and procedures. 
E) affirmative action and equal access to a job.

Question 7

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

Accepted Answer

A) reality shock. 
B) job instruction training. 
C) affirmative action. 
D) mentoring. 
E) socialization. 
A) reality shock. 
B) job instruction training. 
C) affirmative action. 
D) mentoring. 
E) socialization.

Question 8

Advantages of on-the-job training include all of the following EXCEPT

Accepted Answer

A) learning while producing. 
B) minimal or no use of classrooms or programmed learning devices. 
C) trainees get quick feedback. 
D) being relatively inexpensive. 
E) self-paced training. 
A) learning while producing. 
B) minimal or no use of classrooms or programmed learning devices. 
C) trainees get quick feedback. 
D) being relatively inexpensive. 
E) self-paced training.

Question 9

To reduce the risk of negligent training accusations,an employer should

Accepted Answer

A) train all employees who work with dangerous equipment,materials,or processes. 
B) never change the training program content. 
C) offer basic training programs only. 
D) accept all applicants for training programs. 
E) hire consultants to do training. 
A) train all employees who work with dangerous equipment,materials,or processes. 
B) never change the training program content. 
C) offer basic training programs only. 
D) accept all applicants for training programs. 
E) hire consultants to do training.

Question 10

The type of information that is found on an employer task analysis record form includes all of the following EXCEPT

Accepted Answer

A) performance conditions. 
B) quantity and quality standards. 
C) a task list. 
D) skills not required to learn. 
E) how often performed. 
A) performance conditions. 
B) quantity and quality standards. 
C) a task list. 
D) skills not required to learn. 
E) how often performed.

More employers today are also taking advantage of the fact that training can strengthen employee

Employee orientation refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.

Under Canadian human rights legislation,several aspects of training programs must be assessed with an eye toward the program's impact on

One approach to the evaluation of onboarding programs is

Once employees have been recruited and selected,the next step would be

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

Advantages of on-the-job training include all of the following EXCEPT

To reduce the risk of negligent training accusations,an employer should

The type of information that is found on an employer task analysis record form includes all of the following EXCEPT

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

More employers today are also taking advantage of the fact that training can strengthen employee

Employee orientation refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.

Under Canadian human rights legislation,several aspects of training programs must be assessed with an eye toward the program's impact on

One approach to the evaluation of onboarding programs is

Once employees have been recruited and selected,the next step would be

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

Advantages of on-the-job training include all of the following EXCEPT

To reduce the risk of negligent training accusations,an employer should

The type of information that is found on an employer task analysis record form includes all of the following EXCEPT

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