Deck 8: Training Human Resources

Question 1

EarthShapers Inc., a manufacturer of heavy construction equipments based in U.S.A., maintains large sales and support operations overseas. Before sending new employees to its operations in Japan, it requires the employees to take courses in Japanese history and culture so that they can adjust more easily to living in Japan. This training focuses on the _____ component of international competence training.

A) cognitive
B) conceptual
C) emotional
D) behavioral

Answer 1

A

Question 2

Once training requirements have been identified using needs analyses, training objectives and priorities can be established by:

A) conducting orientation programs.
B) conducting exit interviews.
C) conducting a "SWOT analysis."
D) conducting a "gap analysis."

Answer 2

D

Question 3

Which of the following statements is true of training?

A) It is illegal to ask part-time employees to take work-related training after work.
B) If part-time employees are required to take work-related training during their free time, they must be compensated for the time spent in training.
C) If a part-time employee takes a college course that applies directly to his/her current job and will increase his/her performance, the employer is required to pay the employee's tuition.
D) An employer is required to pay part-time employees only for training they take at a work location or training facility, and not for the training through Web-based classes.

Answer 3

B

Question 4

Jeanne is 54 years old. She had worked as a medical research librarian for ten years before quitting in her late forties. She wants to re-enter the workforce. However, she is worried about applying for an open position at the library she was previosly working at because of the major changes in information technology that have taken place in library management. She also feels intimidated by computers. The HR director of the library feels Jeanne is highly qualified for the position in question. Given this scenario, what would be the main barrier to her learning the job tasks?

A) The fact that Jeanne may not have the ability to learn the library's computer system even with training
B) The fact that Jeanne won't see the benefits of learning the library's computer system
C) Jeane's low motivation levels as she wants to get into a new career
D) Jeanne's low sense of self-efficacy regarding the use of computer technology

Question 5

_____ provides employees with specific, identifiable knowledge and skills for use in their present jobs.

A) Pre-screening
B) Recruiting
C) Networking
D) Training

Question 6

The most common approach for making individual analysis is to:

A) analyze organizational outcomes.
B) predict future organizational needs.
C) use performance appraisal data.
D) review the jobs involved.

Question 7

Attitude survey data are typically used in _____ analysis of training needs.

A) individual
B) organizational
C) task
D) job

Question 8

The "cognitive" component of intercultural competence is the person's:

A) level of sensitivity to cultural issues.
B) ability to connect with foreigners on an emotional level.
C) ability to handle the emotional stress of an overseas assignment.
D) knowledge about a foreign culture.

Question 9

Active practice occurs when:

A) job-related tasks and duties are performed by trainees during training.
B) off-the-job training is provided to new employees at a job.
C) trainees are shown how to actively multitask.
D) e-learning tools are used to deliver training.

Question 10

A fitness center is planning to invest in a specialized exercise equipment. This equipment is highly effective, but the club members could be injured if the equipment is not used correctly. The fitness center is sends its exercise instructors to a certified training program to learn how to use these machines correctly. This is best classified as:

A) career training.
B) job/technical training.
C) problem-solving training.
D) developmental training.

Question 11

Organizations in many industries create value by using the organization's intellectual capital. This is called _____ management.

A) intellectual
B) knowledge
C) intelligence
D) creativity

Question 12

Development is distinguished from training, in that:

A) development is broader in scope, focusing on individuals gaining new capabilities useful for both present and future jobs.
B) EEO laws and regulations apply primarily to training, not development.
C) training is usually provided internally whereas development takes place in external learning environments.
D) development provides people with specific, identifiable knowledge and skills for use on their present jobs.

Question 13

In the _____ phase of the training process, organizational and employee performance issues are considered to determine if training can help.

A) needs assessment
B) implementation
C) evaluation
D) design

Question 14

The planned introduction of new employees to their jobs, coworkers, and the organization is referred to as _____.

A) orientation
B) organizational entry
C) socialization
D) indoctrination

Question 15

Which of the following statements is true of global competitiveness?

A) Globally, there is a decline in the supply of specialized skilled and technical workers signaling a worldwide crisis in education.
B) For U.S. employers, the challenge related to training a globally competitive workforce has increased because of the decline in specialized skilled and technical workers.
C) Despite its shortcomings, the U.S. educational system is generating an increasing supply of specialized skilled and technical workers.
D) Companies that send their employees abroad should focus more on skills and technical capabilities training rather than wasting their time in preparing them for the host country's culture.

Question 16

The "emotional" component of intercultural competence is the person's:

A) level of sensitivity to cultural issues.
B) ability to connect with foreigners on an emotional level.
C) ability to handle the emotional stress of an overseas assignment.
D) ability to take on the emotional characteristics of the culture to which he/she is assigned.

Question 17

The loan review department at a major regional bank has an exceptionally high turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. In this scenario, a(n) _____ analysis would most accurately reveal if there is a need for training in this department that would reduce the level of turnover.

A) job/task
B) organizational
C) individual
D) productivity

Question 18

Organizations must continually train their current employees because of:

A) the need to increase the rate of attrition.
B) rapid technological innovation.
C) the lack of competition from businesses in low labor cost countries.
D) low involuntary turnover rates of U.S. employees.

Question 19

Henry, a trainer at a chemical company, schedules a training on handling hazardous materials for the new batch of employees in the production unit of the company. The training complies with OSHA regulations and was already provided to the other employees of the company. This best exemplifies _____ training.

A) interpersonal
B) required and regular
C) emergency
D) problem-solving

Question 20

In the context of training, self-efficacy refers to:

A) a person's desire to learn training content.
B) a trainer's belief that the learners possess the basic skills required to learn new tasks.
C) the perceived ability of the instructor to transfer the knowledge to the student.
D) a person's belief that he/she can successfully learn the training program content.

Question 21

Which of the following statements is true about e-learning?

A) Financial service companies were among the last to use Internet training.
B) E-learning is not flexible enough to be used for off-the job training.
C) E-learning provides easy access to more employees than does conventional training.
D) E-learning is relatively more expensive per trainee than conventional training methods.

Question 22

Which of the following best exemplifies cooperative training?

A) A medical school that uses simulations where the students can perform operations without harming real patients
B) An e-learning program on corporate leadership in which the trainee interacts with the trainer and other trainees via a blog
C) On-the-job training in an IT firm wherein a supervisor works closely and continuously with subordinates
D) A community college program in solar panel installation partnering with solar panel installation companies providing internships

Question 23

The most common method of delivering training at all levels in an organization is:

A) on-the-job training.
B) cross training.
C) web-based training.
D) informal training.

Question 24

The fire fighters of Lake Hogan Fire Department train constantly to keep their skills honed so that they can respond quickly to sudden changes in an emergency situation. This best exemplifies:

A) behavioral modeling.
B) overlearning.
C) reinforcement and immediate confirmation.
D) spaced practice.

Question 25

Which of the following is true about on-the-job training (OJT)?

A) It is less disruptive to the work flow than other types of employee training methods.
B) It is flexible and relevant to what employees do.
C) It is more expensive than classroom training.
D) It is typically outsourced to external firms.

Question 26

Which of the following is true about on-the-job training (OJT)?

A) It can disrupt regular work in an organization.
B) It is the least flexible of all the available employee training methods.
C) It is more expensive than classroom training.
D) It is typically outsourced to external firms.

Question 27

Dr. Smith, a veterinarian, has hired Carlos as an assistant. On Carlos's first day at work, Dr. Smith shows him the technique of holding a cat for vaccinations. First, Dr. Smith describes the technique, and then he practically shows the process of vaccination. Later he asks Carlos to hold the cat and corrects his mistakes. This is an example of:

A) cross-training.
B) virtual training.
C) simulation training.
D) on-the-job training.

Question 28

For employers, one of the advantages of cross training employees is:

A) narrowed job jurisdictions.
B) increased employee productivity without pay raises or bonuses.
C) better union relations.
D) employee development.

Question 29

Molly, a customer service representative for an insurance company, was rude to one of her customers. The customer immediately contacted Molly's supervisor and lodged a complaint. Molly's supervisor then reprimanded Molly and recorded the incident in her file. Molly has made a conscious effort ever since not to repeat the same mistake. This best exemplifies:

A) the law of effect.
B) delayed reinforcement.
C) transfer of training.
D) behavioral modeling.

Question 30

Lifelong Learning Accounts:

A) are similar to medical flexible spending accounts which are nontransferable when employees hop jobs.
B) are government-sponsored job training programs.
C) combine funds from employers and employees to be used for the employee's education.
D) are typically owned by the employers and not the employees.

Question 31

The most elementary way in which people learn is _____, which involves copying someone else's behavior.

A) behavioral modification
B) behavioral modeling
C) cognitive practice
D) positive reinforcement

Question 32

Cole, the director of training for a manufacturer of heavy equipments, is designing a training program for new sales representatives. The sales representatives need to be able to memorize and recall the exact details from the company catalog regarding types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. Cole's training program would be most effective if he designed it based on _____ practice.

A) computer-based
B) spaced
C) massed
D) passive

Question 33

A group of oil refinery supervisors from the U.S. attend a class on Spanish language every Thursday afternoon. Their main purpose is to use Spanish to communicate with their contractors whose primary language is Spanish. This best illustrates _____.

A) spaced practice
B) massed practice
C) immediate confirmation strategy
D) reinforcement strategy

Question 34

One way to aid transfer of training to job situations is to ensure that:

A) the trainers have high levels of self-efficacy.
B) the trainees are not troubled with follow-up exercises.
C) the trainers focus primarily on informal training.
D) the training mirrors the job context as much as possible.

Question 35

Soltura Products Inc. has a training program for customer service representatives that tests trainees on their knowledge of company products. Every time a trainee answers a question, he/she learns whether the answer is right or wrong. This is called:

A) behavior modeling.
B) massed practice.
C) immediate confirmation.
D) active practice.

Question 36

Which of the following is a disadvantage of the on-the-job training (OJT)?

A) Incorrect information from the supervisor can be transferred to the trainees.
B) It is the least flexible of all the available modes of employee training.
C) It is more expensive than classroom training.
D) External firms are typically used for training purposes.

Question 37

At Plantsman's Eden nursery, new workers are trained in proper techniques for planting rooted cuttings. As part of the training, each of the workers are given ten seedlings to plant. Their planting techniques are then checked by the trainer. This best exemplifies:

A) active practice.
B) behavior modeling.
C) cross training.
D) conference training.

Question 38

Cross training occurs when:

A) people are trained to do more than one job.
B) the training takes place outside the employing organization.
C) e-learning is used as the primary mode for delivering the content of a training.
D) the training occurs through interactions and feedback among employees.

Question 39

For the employer, the two major advantages of cross training employees are employee development and:

A) narrowed job jurisdictions.
B) increased employee productivity without pay raises or bonuses.
C) better union relations.
D) flexibility in assigning work.

Question 40

Unions view cross training unfavorably primarily because:

A) it threatens job jurisdiction.
B) it adds supervisory roles to part-time employees' duties.
C) it reduces effective wages per hour.
D) it increases worker productivity, and thus threatens job security.

Question 41

Since the U.S. culture is so widely dispersed via television, music, and the Internet, it is less necessary to conduct intercultural training for foreigners taking jobs in the U.S. than it is for U.S. nationals to receive intercultural training prior to foreign assignments.

Question 42

A strategic mind-set leads top management to understand that training is the sole answer to most employee and organizational performance problems.

Question 43

In her evaluation sheet, Theresa, a trainer in a company, gets very high ratings in the areas of class enjoyability and trainee willingness to take the program again. This evaluation best exemplifies a _____ measure.

A) reaction-level
B) learning-level
C) behavior-level
D) cognitive-level

Question 44

The frequent changes to which organizations must adapt demands at present that employees be continually trained to update their capabilities.

Question 45

To qualify as a tax-preparer for a seasonal job at a tax-preparation chain, Martin must answer written questions on tax terminology covered in the e-learning course provided by the company. This evaluation best exemplifies a _____ measure.

A) results-level
B) learning-level
C) reaction-level
D) behavior-level

Question 46

Assessing organizational training needs is the execution phase of a training plan.

Question 47

"Soft" skills are critical in many instances in a business environment and can be taught.

Question 48

Training plans allow organizations to identify what is needed for employee performance before training begins.

Question 49

A gap analysis identifies the difference between what an individual employee knows and what the employee should know in order to perform the job satisfactorily.

Question 50

A problem with the pre-/post-measure of evaluating training is:

A) the difficulty of constructing a good test.
B) the difficulty of knowing whether employees were randomly assigned to the control group.
C) being unable to act quickly during organizational emergencies.
D) knowing if the training was responsible for any changes in performance.

Question 51

Andrew is enrolled in a university course on project management. His class meets at the local community college and the instructors present their lectures from universities in other cities using two-way television. This best exemplifies:

A) simulation training.
B) distance learning.
C) cross training.
D) cooperative education.

Question 52

Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization.

Question 53

At GetHelp Inc., after customer service representatives complete training, their phone calls are monitored to determine if the they are applying the lessons about gathering pertinent information from callers. This evaluation best exemplifies a _____ measure.

A) reaction-level
B) learning-level
C) results-level
D) behavior-level

Question 54

Joshua, the director of training, must demonstrate to the top management the amount of financial benefits the company has realized from the expenditures on the mechanics training program. Joshua needs to prepare:

A) a return-on-investment analysis.
B) a net gain calculation.
C) an actual versus proposed budget comparison.
D) a results evaluation.

Question 55

An artificial surgical environment in which a surgeon could practice a new type of operation without harming a human being or sacrificing a laboratory animal would be called:

A) simulation.
B) blended learning.
C) cross training.
D) self-guided training.

Question 56

The most common approach for making individual analysis is to use performance appraisal data.

Question 57

Combining short, fast-paced, interactive computer-based lessons and teleconferencing with traditional classroom instruction and simulation is called:

A) job shadowing.
B) outsourcing.
C) blended learning.
D) cross training.

Question 58

The best way to determine if a change in performance resulted from training or from other factors is to use a control group combined with:

A) a pre-/post-measure.
B) a method of measuring trainee skill levels before the training takes place.
C) a process of comparing training results with results from similar training programs in other companies.
D) a return-on-investments calculation.

Question 59

When using _____ to evaluate training, HR professionals in an organization, typically gather data on training and compare them to data on training at other organizations of similar size in their industry.

A) the results approach
B) benchmarking
C) cost/benefit analysis
D) return on investment analysis approach

Question 60

Ideally, training should be viewed tactically rather than strategically.

Question 61

Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned.

Question 62

On-the-job training can amount to no training if the trainers simply allow the trainees to learn the job on their own.

Question 63

E-learning is limited in terms of accessibility compared to leadership and cultural training.

Question 64

Carlene is a new usher at a performing arts center. She was paired with Joseph, an experienced usher, for her first show. Carlene observes Joseph during the show and imitates how he handles the guests in the next show. This scenario illustrates the process of behavior modeling

Question 65

E-learning can cause trainee anxiety.

Question 66

A year after the equine safety program was conducted in a riding stable, the volunteers remembered that they must always cross-tie the horses while they groom and saddle them. From the given data, it can be concluded that the content of the training was successfully transferred.

Question 67

E-learning is the most appropriate mode for traininings on leadership and cultural changes.

Question 68

If employees view e-learning tools such as an Internet game that they enjoy playing and give it a high rate for value, it can be concluded that the training has succeeded at the reaction level.

Question 69

In contrast to informal training, which is planned, on-the-job training should occur spontaneously.

Question 70

Evaluating training at the behavioral level means measuring the effect of training on job performance through observing job performance.

Question 71

Active practice occurs when trainees perform job-related tasks and duties during training.

Question 72

Like apprenticeships, internships are a type of cooperative training.

Question 73

Simulations seek to reproduce parts of the real world so they can be experienced, manipulated, and learning can occur.

Question 74

E-learning cannot be paired with simulation.

Question 75

Carlene, a customer executive, arrives at the training facility of the company full of enthusiasm because she is really excited about learning how to cope with difficult customers. She has encountered a number of intransigent customers and is eager to see what "tricks" the trainers can show her. This shows that Carlene has the motivation to learn.

Question 76

For the employer, the advantages of cross training are flexibility and development.

Question 77

Combining pre-/post-measure with a control group is an effective training evaluation design.

Question 78

In the context of active practice, spaced practice occurs when a person performs all the practice at once.

Question 79

On-the-job training is by far the most commonly used form of training, because it can be smoothly integrated into the regular work flow.

Question 80

The concept of reinforcement is based on the law of effect, which states that people tend to avoid repeating actions that give them a positive reward.