Deck 8: Onboarding and Training

Question 1

According to the textbook,how long can full executive integration take?

A) Up to 2 months
B) Up to 4 months
C) Up to 8 months
D) Up to 18 months
E) Up to three years

Answer 1

D

Question 2

Development as it relates to training is best described by which of the following?

A) Immediate in nature
B) Technical in nature
C) Operational in nature
D) Short-term in nature
E) Long-term in nature

Answer 2

E

Question 3

A cost/benefit analysis of an orientation program compares the cost of the program to the revenues it could generate if licensed to other companies.

Answer 3

False

Question 4

Once employees have been recruited and selected,the next step is onboarding them to

A) their new company and their new job.
B) pay scales and career planning.
C) fit in with their clients.
D) corporate strategies.
E) the company's position on equality.

Question 5

What is the process of teaching employees the basic skills they need to perform their jobs?

A) Recruiting
B) Training
C) Orientating
D) Managing
E) Coaching

Question 6

In today's service-based economy,a company's most important assets are often

A) the production teams.
B) the sales teams.
C) the finance professionals.
D) highly knowledgeable workers.
E) the HR specialists.

Question 7

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?

A) Employee handbooks should not form part of the orientation process since the handbook is updated regularly.
B) Employees must review handbooks outside of the actual workplace.
C) In employee dismissal situations, courts rarely review handbooks as the contents are not legally important.
D) Some courts have found employee handbook contents to represent a contract with the employee.
E) It is a best practice to keep benefits static over time particularly to appease long-term employees who may feel that new employees are receiving a better deal.

Question 8

There are three ways described in the text to evaluate an onboarding program.What is one of these ways?

A) Regression analysis
B) Case studies
C) Cost/benefit analysis
D) Quality circles
E) Markov analysis

Question 9

A key aspect of a successful executive integration process includes which of the following?

A) Understanding all of the nuances of the organization before the first day of work
B) Understanding that executives rarely experience reality shock
C) Letting executives integrate on their own initiative
D) Stressing the importance of listening as well as demonstrating competency
E) Clarifying the perks that managers receive once they have reached executive status

Question 10

An employee handbook cannot be considered to represent a contract with the employee.

Question 11

What is the state that results from the discrepancy between what the new employee expected from their new job and the realities of it?

A) Cognitive dissonance
B) Job conflict
C) Social shock
D) Employee divergence
E) Contract discrepancy

Question 12

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

Question 13

Newly hired or promoted executives typically do not participate in formal orientation activities.

Question 14

According to the textbook,a skills crisis has led to what major problem in the manufacturing sector?

A) Demand for greater compensation
B) Reduction in quantity of products
C) Higher absenteeism
D) Reduction in quality of products
E) Lack of qualified workers

Question 15

According to the textbook,once an HR Specialist explains company matters,such as vacation,what then should the new employee's supervisor do to continue the orientation?

A) Explain the exact nature of the job
B) Explain the retirement plan
C) Explain the working hours
D) Explain the appraisal process
E) Describe any bonus opportunities

Question 16

According to the textbook,which organizational plan is training part of?

A) The operational plan
B) The tactical plan
C) The business plan
D) The strategic plan
E) The executive plan

Question 17

Training is essentially which of the following?

A) A testing process
B) A technical process
C) A learning process
D) A planning process
E) A validation process

Question 18

Onboarding provides new employees with basic background information about the employer and specific information that they need to perform their jobs satisfactorily.

Question 19

Which of the following is the first step in helping new employees manage the learning curve?

A) Diversity management programs
B) Employment equity programs
C) Development programs
D) Onboarding programs
E) Training programs

Question 20

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 called which of the following?

A) Immersion
B) Affirmation
C) Declaration
D) Socialization
E) Culturization

Question 21

Training aims to prepare current employees for their jobs within the organization.

Question 22

Identify and briefly describe the five steps in the training and development process.

Question 23

People have three main learning styles; which of the following is one of these main learning styles?

A) Intrapersonal
B) Visual
C) Logical
D) Interpersonal
E) Rational

Question 24

Which of the following is typically included in a task analysis record form?

A) The immediate supervisor of the task
B) The number of colleagues also working on the same task
C) The conditions under which the task is performed
D) The compensation range for the task
E) Safety issues associated with the job in general

Question 25

After validation,what is the next step in the training and development process?

A) Needs analysis
B) Training evaluation
C) Instructional design
D) Implementation
E) Analysis of training options

Question 26

In which step of the training process are the issues associated with the training program worked out by presenting that training program to a small,representative audience?

A) Needs analysis
B) Training evaluation
C) Instructional design
D) Implementation
E) Validation

Question 27

The technique used when verifying whether there is a significant performance deficiency of a current employee and,if so,determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee),is called which of the following?

A) Training analysis
B) Task analysis
C) Motivation analysis
D) Employee analysis
E) Performance analysis

Question 28

Effective pre-training preparation for trainees includes which of the following?

A) Creating a perceived need for training in the minds of participants
B) Organizational restructuring in order to ensure that the organization is operating in as lean and efficient a manner as possible
C) A realistic job preview to validate that the job is still a required task
D) Reality shock to encourage employees to have the right expectations
E) Using employee orientation instead of training when possible

Question 29

Once training needs have been identified,training objectives can be established,which should be

A) flexible and fluid.
B) complex and challenging.
C) concrete and measurable.
D) differentiated and adaptable.
E) subjective and unique.

Question 30

The list of specific duties and skills required on the job,which are used in determining the training required for performing the job,are found in which of the following?

A) Job instruction for on-the-job training
B) Employee handbooks
C) Job standards and job specializations
D) Performance standards
E) Job descriptions and job specifications

Question 31

The first step in a training program is to determine

A) the validation of training.
B) the number of trainees.
C) training needs.
D) who will be the instructor.
E) training evaluation methods.

Question 32

At what pace do trainees learn best?

A) At the pace set by their trainer
B) At an average pace based on past training
C) At the pace set by their supervisor
D) At their own pace
E) At the job's required pace

Question 33

In which step of the training process are training objectives established?

A) Needs analysis
B) Training evaluation
C) Instructional design
D) Implementation
E) Validation

Question 34

A technique for determining the training needs of current employees is

A) position analysis.
B) job analysis.
C) training analysis.
D) motivation analysis.
E) performance analysis.

Question 35

Training objectives provide a focus for the efforts of the trainer and the trainees and also provide which of the following?

A) Input for the Markov analysis
B) Performance measurement techniques
C) A benchmark for evaluating the success of the training program
D) Development topics for new hires
E) Selection interview question options

Question 36

Negligent training occurs when an employer does which of the following?

A) Does not conduct a needs analysis of the position
B) Fails to develop an employee for a long-term opportunity
C) Does not implement a validation process to test the training methods
D) Fails to train adequately and an employee subsequently harms a third party
E) Fails to take into account different learning styles when delivering the training program

Question 37

The first step in performance analysis is to appraise the employee's performance and compare it with which of the following?

A) What it should be
B) Co-workers' performance
C) Maximum industry performance
D) Work group performance
E) What it used to be

Question 38

Employees who are dismissed for poor performance may claim that the employer was

A) negligent in that the employee's training was inadequate.
B) negligent in that the employee's development was inadequate.
C) negligent in that the employee's orientation was inadequate.
D) negligent in that the employee's onboarding was inadequate.
E) acceptable in that the employee's manager was effective.

Question 39

A technique used for determining the training needs of newly hired employees is

A) task analysis.
B) observation analysis.
C) personnel record analysis.
D) performance analysis.
E) job analysis.

Question 40

According to the textbook,the heart of performance analysis is distinguishing between which of the following?

A) Different supervisory practices
B) Can't do and won't do problems
C) Employee training levels
D) Education levels of employees
E) Experience levels of employees

Question 41

When an employee learns a job by actually performing that job,this training method is called

A) interactive training.
B) job instruction training.
C) vestibule training.
D) on-the-job training.
E) one-on-one training.

Question 42

Identify and briefly describe five different training techniques.

Question 43

A training method that joins two or more distant groups using a combination of audio and visual equipment is called

A) classroom training.
B) video conferencing.
C) programmed learning.
D) on-the-job training.
E) job instruction training.

Question 44

A systematic method of training that is used for teaching job skills involving presenting questions or facts,allowing the trainee to respond,and giving the trainee immediate feedback on the accuracy of his/her answers,is known as which of the following?

A) Programmed learning
B) Responsive learning
C) Immediate feedback learning
D) Systematic learning
E) On-the-job training

Question 45

Vestibule training is virtually a necessity when it is too costly or dangerous to train employees on the job.

Question 46

A process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training is referred to as

A) vestibule training.
B) job instruction training.
C) apprenticeship training.
D) computerized training.
E) classroom training.

Question 47

Apprenticeships are widely used to train individuals for many occupations,including those of

A) supervisor.
B) manager.
C) lawyer.
D) electrician.
E) executive.

Question 48

Which of the training and development process steps involves conducting a pilot study with a representative group of trainees?

A) Training needs analysis
B) Development needs analysis
C) Validation
D) Instructional design
E) Evaluation of training

Question 49

New supervisors/managers are often chosen for their technical ability however,their interpersonal and communication skills get overlooked.

Question 50

Online training costs about ________ less than traditional classroom-based training.

A) 80%
B) 40%
C) 20%
D) 50%
E) 5%

Question 51

What is the best method to use when evaluating a training program?

A) Goal setting techniques
B) Relapse-prevention techniques
C) Employee reaction questionnaires
D) Observational recording
E) Controlled experimentation

Question 52

All of the following are part of the five-step training process except

A) needs analysis.
B) instructional design.
C) validation.
D) implementation.
E) onboarding.

Question 53

You have recently been hired as the human resources director of a retailer operating across Canada.One of your first priorities is to determine whether training is an issue in some stores that are not meeting expectations for sales.How will you determine if there is a need for training at these stores?

Question 54

Harveer works for a call centre for a cell phone company.When a customer calls for help,Harveer is guided by a system with an analytical sequence to determine the problem and how to resolve it.This is an example of a(n)

A) electronic performance support system.
B) customer support system.
C) solution support system.
D) product specifications support system.
E) instruction and specification system.

Question 55

Cultural sensitivity training most likely focuses on which of the following?

A) Training for first-time supervisors/managers
B) Customer service training
C) On-the-job training for designated group members
D) Audiovisual exercises that provide scenarios for cross-cultural interpersonal skill development
E) Sensitizing employees to the views of different cultural groups toward work

Question 56

A training technique by which trainees learn on the actual or simulated equipment that they will use on the job,with the training taking place off the job is known as

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

Question 57

About two-thirds of industrial training results from day-to-day unplanned interactions between the new worker and his or her colleagues.

Question 58

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

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

Question 59

Which type of training uses a combination of instructor-led training and online e-learning?

A) Vestibule training
B) Job instruction training
C) On-the-job training
D) Computerized training
E) Blended learning

Question 60

It is estimated that learners don't complete ________ of online courses.

A) 20% to 40%
B) 10% to 50%
C) 5% to 10%
D) 90% to 100%
E) 50% to 90%

Question 61

Four global literacies,or critical competencies,required to succeed in the global economy include all of the following except

A) personal literacy-understanding and valuing oneself
B) social literacy-engaging and challenging other people
C) business literacy-focusing and mobilizing the business
D) cultural literacy-understanding and leveraging cultural differences
E) customer literacy-understanding customers

Question 62

Brad is designing an e-learning module on accessibility.Which step is he following with regard to the five-step training process?

A) Needs analysis
B) Instructional design
C) Evaluation
D) Implementation
E) Validation

Question 63

Cross-cultural communication training focuses on workplace cultural etiquette and interpersonal skills.

Question 64

Sarah is a new manager.To build her team and encourage them to work together,she has scheduled a "team building" workshop.This is an example of

A) training for special purposes.
B) onboarding.
C) e-learning.
D) instructional design.
E) cultural sensitivity training.

Question 65

Cultural sensitivity training focuses on sensitizing employees to the views of different cultural groups toward work so that employees from diverse backgrounds can work together more effectively.

Question 66

Jane is reviewing a survey of employee feedback following a health and safety training session.Which step is she following with regard to the five-step training process?

A) Needs analysis
B) Instructional design
C) Evaluation
D) Implementation
E) Validation

Question 67

Balal is conducting a workshop with employees on customer privacy.Which step is he following with regard to the five-step training process?

A) Needs analysis
B) Instructional design
C) Evaluation
D) Implementation
E) Validation

Question 68

With increasingly diverse workforces and customers,there is a strong business case for implementing global business and diversity training programs.

Question 69

Simon is attending a workshop on "Diversity at Work." This is an example of

A) onboarding.
B) training for special purposes.
C) e-learning.
D) instructional design.
E) video conferencing.

Question 70

Sarah was recently promoted into a managerial role.Her company has asked her to attend a "New Leaders" workshop.This is an example of

A) onboarding.
B) training for special purposes.
C) e-learning.
D) instructional design.
E) video conferencing.

Question 71

Social literacy involves understanding and leveraging cultural differences.