Test Item File Ch08

Chapter 8: Training and Developing Employees


Multiple Choice

1. _____ provides new employees with the basic background information required to perform their jobs satisfactorily.a. Employee recruitmentb. Employee selectionc. Employee orientationd. Employee developmente. Training(c; easy)

2. Orientation typically includes information on _____.a. employee benefitsb. personnel policiesc. daily routined. safety measurese. all of the above(e; easy)

3. The methods used to give new or present employees the skills they need to perform their jobs are called _____.a. orientationb. trainingc. developmentd. appraisale. management(b; easy)

4. Employers use a(n) _____ to ensure that employees are working toward organizational goals. a. performance management processb. employee orientation programc. management by objectives programd. rewards programe. just-in-time system(a; moderate)

5. Which of the following has the highest influence on organizational effectiveness?a. appraisalb. feedbackc. trainingd. goal-settinge. technology(d; moderate)

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Human Resource Management: An Asian Perspective (Second Edition)

6. The first step in a training program is to _____.a. assess the program’s successes or failuresb. present the program to a small test audiencec. design the program contentd. conduct a needs analysise. train the targeted group of employees(d; moderate)

7. What is the second step in the training process?a. assess the program’s successes or failuresb. present the program to a small test audiencec. design the program contentd. conduct a needs analysise. train the targeted group of employees(c; moderate)

8. The third step in the training process is to _____.a. assess the program’s successes or failuresb. present the program to a small test audiencec. design the program contentd. conduct a needs analysise. train the targeted group of employees(b; moderate)

9. The fourth step in the training process is to _____.a. assess the program’s successes or failuresb. present the program to a small test audiencec. design the program contentd. conduct a needs analysise. train the targeted group of employees(e; moderate)

10. What is the final step in the training process?a. assess the program’s successes or failuresb. present the program to a small test audiencec. design the program contentd. conduct a needs analysise. train the targeted group of employees(a; moderate)

11. Joh is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the _____ step in the training and development process.a. first b. secondc. thirdd. fourthe. fifth(a; moderate)

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12. Which of the following is not a consideration when designing a training program that motivates the trainees?a. provide the opportunity to apply the materialb. provide prompt feedbackc. utilize a half or three-fourths day scheduled. pay the trainees for the time spent in traininge. allow trainees to set their own pace(d; moderate)

13. Which of the following is recommended for training sessions to maximize learning?a. a full dayb. a half-dayc. one hourd. three hourse. two hours(b; moderate)

14. If an employer fails to train an employee adequately and an employee subsequently does harm to a third party, the court could find the employer liable for ____.a. negligent hiringb. discriminationc. negligent trainingd. occupational fraude. adverse action(c; moderate)

15. Which of the following steps will not help employers protect themselves against charges of negligent training?a. confirm employee claims of skill and experienceb. provide extensive trainingc. evaluate the degree to which training lowers risks associated with jobd. pay employees for time spent in traininge. all of the above will help employers protect themselves(d; difficult)

16. Under which situation below, should an employer pay an employee for time spent in training?a. the training program is voluntaryb. the training program is directly related to the trainee’s jobc. the trainee does not perform any productive work during the programd. the training program is conducted outside working hourse. the training provides no immediate benefit to the employer(b; difficult)

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17. _____ is a detailed study of the job to determine what specific skills the job requires. a. Needs analysisb. Task analysisc. Performance analysisd. Training strategye. Development planning(b; easy)

18. Employers can supplement the job description and specification with a _____ that consolidates information regarding required tasks and skills in a format that is helpful for determining training requirements.a. performance record formb. training assessment formc. task analysis record formd. skill sheete. work function analysis(c; moderate)

19. A task analysis record form contains all of the following information except a. task listb. required skill setc. quality of performanced. employee namee. performance conditions(d; moderate)

20. Employers can identify training needs for new employees by _____.a. reviewing job descriptionsb. reviewing performance standardsc. performing the jobd. questioning current job holderse. all of the above(e; easy)

21. The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called _____.a. needs analysisb. task analysisc. performance analysisd. training strategye. development planning(c; moderate)

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22. The first step in a performance analysis is to _____.a. compare the person’s performance to ideal performanceb. evaluate productivity per employeec. assess number of employee-related customer complaintsd. evaluate supervisor performance reviewse. conduct tests of job knowledge(a; moderate)

23. Sources of performance deficiencies in an employee may develop from a lack of _____.a. trainingb. suppliesc. support systemsd. rewardse. all of the above(e; moderate)

24. _____ means having a person learn a job by actually doing it. a. Practiceb. On-the-job trainingc. Socializationd. Social learninge. Modeling(b; easy)

25. Which of the following training methods is the most popular?a. on-the-job trainingb. apprenticeship trainingc. informal learningd. job instruction traininge. lectures(a; moderate)

26. On-the-job training can be accomplished through the use of all of the following techniques except a. coachingb. programmed learningc. understudy d. job rotatione. special assignments(b; moderate)

27. Ros was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is using the _____ form of training.a. job rotationb. understudyc. coachingd. special assignmentse. informal learning(a; moderate)

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28. Jak hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the _____ form of training.a. job rotationb. job instructionc. coachingd. special assignmentse. informal learning(c; moderate)

29. Which of the following guidelines is intended to “Prepare the Learner” for success using on-the-job training?a. explain performance quality requirementsb. go through the job at the normal work pacec. designate to whom the learner should go for helpd. familiarize the worker with equipment, materials, and toolse. compliment good work(d; moderate)

30. Which of the following guidelines is intended to “Present the Operation” when taking the steps for success using on-the-job training?a. put the learner at easeb. have the learner explain the steps as the trainer goes through the job at a

slow pacec. explain the whole jobd. create interest in the jobe. compliment good work(b; moderate)

31. The “Do a Tryout” step for success when using on-the-job training entails all of the following except _____.a. finding out what the learner already knows about this jobb. having the learner go through the job several times while explaining each

stepc. running the job at the normal paced. having the learner do the job while gradually building up skill and speede. correcting mistakes as the learner goes through the job(a; moderate)

32. Which of the following is not part of the “Follow Up” step in ensuring success from on-the-job training?a. decrease supervisionb. correct faulty work patternsc. explain quantity and quality requirementsd. designate to whom the learner should go for helpe. compliment good work(c; moderate)

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33. The first step to ensuring success for on-the-job training programs is to _____.a. present the operationb. follow upc. do a tryoutd. prepare the learnere. evaluate the program(d; easy)

34. When low expectations on the trainer’s part translate into poor trainee performance, this is called the _____.a. golem effectb. expectations fallacyc. what you ask for is what you get effectd. expectancy riske. trainer bias(a; moderate)

35. A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called _____.a. job instruction trainingb. understudy trainingc. programmed learningd. apprenticeship traininge. coaching(d; easy)

36. Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson?a. job instruction trainingb. understudy trainingc. programmed learningd. apprenticeship traininge. coaching(d; easy)

37. All of the following occupations except _____ use apprenticeship training to prepare trainees.a. cookb. electricianc. millwrightd. operating engineere. teacher(e; moderate)

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38. When jobs consist of a logical sequence of steps and are best taught step-by-step, the appropriate training method to use is _____.a. job instruction trainingb. informal learningc. job rotationd. programmed learninge. apprenticeship training(a; moderate)

39. The first step in using a job instruction training program is to _____.a. prepare the workerb. list all necessary steps in the jobc. order the steps in the jobd. list key points or guidelines for each stepe. present the operation(b; moderate)

40. A disadvantage of lecturing as a method of training is that it is _____.a. fastb. appropriate for large groupsc. allow questions from the audienced. boringe. less expensive than written materials(d; easy)

41. _____ is a step-by-step self-learning method.a. Job instruction trainingb. Programmed learningc. Apprenticeship trainingd. Lecturinge. Job rotation(b; easy)

42. Which of the following is not an advantage of programmed learning?a. reduction in training timeb. facilitation of learningc. reduced feeling of risk on the part of the learnerd. learning similar to that with textbooke. immediate feedback provided(d; moderate)

43. Functional illiteracy is defined as _____.a. reading below high school levelb. the inability to handle basic reading, writing, and arithmeticc. the inability to understand standard industry terminologyd. proficiency in math and reading skills at the high school level and abovee. all of the above(b; moderate)

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44. Employers are responding to the problem of functional illiteracy by _____.a. testing the basic skills of job candidatesb. instituting literacy programs at workc. conducting literacy auditsd. holding formal classes on math and readinge. all of the above(e; easy; p. 279)

45. Because illiterate employees will usually try to hide their problem, supervisors can try to identify illiteracy problems by looking for employees who _____.a. do not follow written instructionsb. take forms home to completec. are multilinguald. both a and be. all of the above(d; moderate)

46. Which of the following goals is the focus of diversity training?a. to create cross-cultural sensitivityb. to foster harmonious working relationshipsc. to improve interpersonal skillsd. to socialize employees into the corporate culturee. all of the above(e; moderate)

47. An advantage of conventional lecturing over the use of audiovisual-based training is that _____.a. audiovisuals are more boringb. audiovisuals are more expensivec. audiovisuals allow for instant replay and stop-actiond. audiovisuals can show events that are not easily demonstrated in live

lecturese. audiovisuals can be easily sent to all locations(b; moderate)

48. Another term for vestibule training is _____.a. apprenticeship trainingb. computer-based trainingc. cubicle trainingd. simulated traininge. job instruction training(d; moderate)

49. _____ is a method in which trainees learn on actual or simulated equipment but are trained away from the job.a. Vestibule trainingb. Apprenticeship trainingc. Retreat trainingd. Cubicle traininge. Job instruction training(a; moderate)

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50. Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of _____.a. apprenticeship trainingb. on-the-job trainingc. simulated trainingd. coachinge. programmed learning(c; easy)

51. _____ are computer-based training systems that learn what the trainee did right and wrong and then adjusts the instructional sequence to the trainee’s unique needs.a. Programmed learningb. Multi-media trainingc. DVD training programsd. Intelligent tutoring systemse. Programmed instruction(d; moderate)

52. All of the following are advanced types of computer-based training except _____.a. interactive gaming systemsb. intelligent tutoring systemsc. interactive multimedia trainingd. virtual reality traininge. all of the above are advanced types of computer-based training systems(a; moderate)

53. A(n) _____ is a set of instruction, diagrams, or similar methods available at the job site to guide the worker. a. instruction sheetb. job aidc. task analysis record formd. skill sheete. work function analysis(b; easy)

54. Apac Airlines uses a checklist of things that pilots should do before take-off and landing. This checklist is an example of a(n) _____.a. job aidb. instruction sheetc. task analysis formd. work function analysise. skill sheet(a; moderate)

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55. Travel agents at Apac Travel Services follow a computer program that displays question prompts and dialogue boxes with travel policies as the agent enters information about the consumer’s travel plans. This is an example of a(n) _____.a. job aidb. electronic performance support systemc. intelligent tutoring systemd. computer-managed instructione. computer-based training(b; moderate)

56. With _____, a trainer in a central location teaches groups of employees at remote locations via television hookups. a. lecturingb. audiovisual-based instructionc. teletrainingd. teleteachinge. distance learning(c; easy)

57. Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called _____.a. diversity trainingb. on-the-job trainingc. performance improvement programsd. management developmente. coaching(d; easy)

58. The _____ process consists of 1) assessing the company’s strategic needs, 2) appraising the current performance of managers, and 3) developing the managers. a. management developmentb. management skills inventoryc. succession planningd. action planninge. performance support(a; moderate)

59. The _____ process consists of 1) anticipating management needs, 2) reviewing the firm’s management skills inventory, and 3) creating replacement charts.a. management developmentb. management skills inventoryc. succession planningd. action planninge. performance support(c; moderate)

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60. Which on-the-job training method is used for managerial positions?a. job rotationb. coachingc. action learningd. outside seminarse. all of the above(e; easy)

61. In a(n) _____, carefully selected teams tackle real world business programs that extend beyond their usual areas of expertise and receive coaching and feedback on their work. a. management development programb. action learning programc. role playing programd. job instruction programe. understudy program(b; moderate)

62. The transparent barrier that women face when trying to move to top management is called the _____.a. glass ceilingb. glass wallc. invisible corner officed. iron walle. Mount Everest (a; easy)

63. _____ is a special approach to organizational change in which the employees formulate the change that’s required and implement it.a. Managerial developmentb. Action researchc. Succession planningd. Organizational developmente. Participative management(d; moderate)

64. Which of the following is not an application of organizational development?a. human processb. techno-structuralc. human resource managementd. strategice. interventions(e; moderate)

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65. The basic aim of _____ is to increase the participants’ insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group.a. sensitivity trainingb. action researchc. group therapyd. diversity traininge. coaching(a; moderate)

66. Which of the following organizational development techniques focuses on techno-structural applications?a. t-groupsb. process consultationc. quality circlesd. team buildinge. goal setting(c; moderate)

67. Which organizational development application involves examples like goal setting, performance appraisal, and employee wellness?a. human processb. strategicc. techno-structurald. human resource managemente. process consultation(d; easy)

68. Which of the following is not measured to evaluate a training program?a. organizational productivityb. participants’ reactions to the programc. what trainees learned from the programd. changes in on-the-job behaviore. training objectives achieved(a; moderate)

69. In a _____, measures are taken before and after the training program so they can be compared to assess the effectiveness of the program. a. Soloman four-factor designb. time series designc. controlled experimentd. post-test only designe. factorial design(b; moderate)

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70. When _____ are measured to assess the effectiveness of a training program, variables such as liking of the program, satisfaction with the program, and attitude toward the program are assessed.a. learning outcomesb. behavioral outcomesc. resultsd. reactionse. productivity levels(d; moderate)

True/ False

71. Employee orientation programs range from brief, informal introductions to lengthy, formal courses. (T; easy)

72. Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs. (F; easy)

73. Most employers do not develop their own training materials. (T; easy)

74. Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day. (T; easy)

75. Employers face the same consequences for discriminating against protected individuals when selecting candidates for training programs as they would in selecting candidates for jobs. (T; moderate)

76. Employers must always pay employees for attending training programs. (F; moderate)

77. The main task in analyzing current employees’ training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee. (F; moderate)

78. Performance analysis is a detailed study of a job to determine what specific skills the job requires. (F; easy)

79. A disadvantage of on-the-job training is its expense. (F; easy; p. 275)

80. Job instruction training is a step-by-step self-learning method which uses a textbook, computer, or the Internet. (F; moderate)

81. Literacy training is sometimes a part of a diversity training program. (T; moderate)

82. Succession planning is a type of management development program. (T; easy)

83. Lewin’s change process consists of unfreezing, moving, and refreezing. (T; easy)

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84. Management development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it. (F; moderate)

85. Organizational development usually involves action research. (T; moderate)

86. Sensitivity training seeks to increase participants’ insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group. (T; moderate)

87. Survey research is a convenient way to unfreeze a company’s management and employees by providing comparative, graphic illustration of the fact that the organization does have problems to solve. (T; easy)

88. OD applications in human resource management involve changing firm structure, methods, and job design to improve efficiency and productivity. (F; moderate)

89. Survey research is a technostructural OD technique. (F; moderate)

90. Human resource management OD applications use action research to enable employees to analyze and change their firm’s personnel practices such as performance appraisal and reward systems. (T; easy)

91. Integrated strategic management is an OD method of developing and implementing a strategic change plan. (T; easy)

92. A survey of employee attitudes towards the training program is the most frequently used assessment method. (F; moderate)

93. When designing a training evaluation study, one can use a time series design or a controlled experiment. (T; moderate)

94. When a training program is evaluated by measuring the outcomes of a group who receives the training and another group that receives no training, it is called a time series design. (F; moderate)

95. The four categories of training outcomes are reactions, learning, behavior, and results. (T; easy)

Essay/ Short Answer

96. What four things should a successful orientation program accomplish? (moderate)

Answer: New employees should feel welcome and at ease. New employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior. They should have begun the socialization process into the firm’s way of doing things.

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97. Training is not useful if the trainee lacks the motivation to benefit from it. The more meaningful the material, the more motivated an employee should be to learn. How can a manager make training material more meaningful for employees? (easy)

Answer: There are five suggestions for making training material more meaningful for employees. First, an overall picture of the training material that will be presented should be provided at the start of training. Second, familiar examples should be used. Third, the information should be logically organized and presented. Fourth, the vocabulary used during training should be familiar to the trainees. Fifth, many visual aids should be used.

98. There are several sources of information an employer can use to identify a current employee’s training needs. List five of these sources of information. (moderate)

Answer: The possible sources of information include performance reviews (supervisor, peer, self, and 360 degree); job-related performance data such as productivity, absenteeism and tardiness, accidents, short-term sickness, grievances, waste, late deliveries, product quality, downtime, repairs equipment utilization, and customer complaints; observation by supervisors or other specialists; interviews with the employee or the supervisor; skill tests; attitude surveys; employee task diaries; and assessment center results.

99. Trainers often try to solve employee performance deficiencies with training, but some deficiencies can’t be overcome with training. What other causes might exist for performance deficiency from an employee? (easy)

Answer: Training is appropriate if the problem is caused by the employee failing to understand how to do, what to do, or what the standards for performance are. However, if employees are not provided with the proper resources for doing a job well then training cannot solve this problem. Likewise, if employees have the necessary knowledge and resources, then the may not be motivated to improve performance.

100. There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why? (moderate)

Answer: The types of on-the-job training include the coaching or understudy method, the job rotation method, and the special assignments method. Using the understudy method, an experienced worker or the trainee’s supervisor trains the employee. At lower levels, the trainee might observe the supervisor, but it is also used at higher levels. Job rotation means that an employee moves from job to job at planned intervals. This is common in management training programs. Special assignments give employees firsthand experience in working on actual problems. The coaching or understudy method is used most often. It is the simplest to execute and still offers the advantages of OTJ training.

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101. What advantages are associated with on-the-job training? (moderate

Answer: OJT is relatively inexpensive. Trainees learn while producing and there is no need for expensive training facilities like classrooms or programmed learning devices. OJT also facilitates learning because trainees learn by doing and get prompt feedback on their performance.

102. On-the-job training can be enhanced if trainers know the four-step job instruction technique. What are the four steps in job instruction? Explain what happens in each step. (moderate)

Answer: The four steps in job instruction are to 1) prepare the learner, 2) present the operation, 3) do a tryout, 4) follow up. In the first step, the trainer should try to put the learner at ease and relieve tension. The trainer should explain why the trainee is being taught. The trainer should create interest in the training by encouraging questions and finding out what the learner already knows. The job should be explained to the trainee along with making sure the trainee is familiar with the equipment, materials, tools, and terminology of the trade. In the second step, the trainer should explain the quantity and quality requirements of the job. The job should be gone through at a normal pace and then at a slower pace several times while explaining each step. After the steps have been covered, the learner should explain the steps to the trainer while the trainer goes through the job at a slow pace. In the third step, the learner should go through the job several times slowly while explaining each step. Mistakes should be corrected. Then the learner should do the job at a normal pace. This should continue while the learner builds up skill and speed. Once the learner has demonstrated ability to do the job, the work should begin, but the trainer should stay close by. In the final step, the trainer should designate a contact person the learner can reach for help. Supervision should be gradually decreased but work should still be checked periodically for quality and quantity standards. Any faulty work patterns should be corrected. Finally good work should be complimented and the worker encouraged until able to performance standards.

103. Describe the programmed learning training method and explain the three parts of this form of instruction. (moderate)

Answer: Programmed learning is a step-by-step self-learning method using a medium such as a textbook, computer, or the Internet. The three parts of the method include presenting questions, facts, and problems to the learner, allowing the person to respond, and then providing feedback on the accuracy of answers.

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104. What is the goal of succession planning? What steps are involved in the process? (moderate)

Answer: Succession planning refers to the process through which a company plans for and fills senior-level openings. The typical succession planning process involves several steps. First, anticipate management needs based on factors like planned expansion. Next, review the firm’s management skills inventory to assess current talent. Then, create replacement charts that summarize potential candidates and each person’s development needs.

105. Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewin’s Change Process proposes how change should be implemented. (moderate)

Answer: To Lewin, all behavior in organizations is a product of two kinds of forces – those striving to maintain the status quo and those pushing for change. Implementing change means either weakening the status quo forces or building up the forces for change. Lewin’s change process consists of three steps:1) unfreezing the forces that seek to maintain the status quo, 2) moving to develop new behaviors and attitudes, 3) refreezing the organization into its new system to prevent it from reverting to its old ways.

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Test Item File Ch08

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