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					                                       Chapter 8: Training and Developing Employees



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 recruitment
      b. Employee selection
      c. Employee orientation
      d. Employee development
      e. Training
      (c; easy)

2.    Orientation typically includes information on _____.
      a. employee benefits
      b. personnel policies
      c. daily routine
      d. safety measures
      e. 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. orientation
      b. training
      c. development
      d. appraisal
      e. management
      (b; easy)

4.    Employers use a(n) _____ to ensure that employees are working
      toward organizational goals.
      a. performance management process
      b. employee orientation program
      c. management by objectives program
      d. rewards program
      e. just-in-time system
      (a; moderate)

5.    Which of the following has the highest influence on organizational
      effectiveness?
      a. appraisal

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      b. feedback
      c. training
      d. goal-setting
      e. technology
      (d; moderate)




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6.    The first step in a training program is to _____.
      a. assess the program’s successes or failures
      b. present the program to a small test audience
      c. design the program content
      d. conduct a needs analysis
      e. 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 failures
      b. present the program to a small test audience
      c. design the program content
      d. conduct a needs analysis
      e. 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 failures
      b. present the program to a small test audience
      c. design the program content
      d. conduct a needs analysis
      e. 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 failures
      b. present the program to a small test audience
      c. design the program content
      d. conduct a needs analysis
      e. 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 failures
      b. present the program to a small test audience
      c. design the program content
      d. conduct a needs analysis
      e. 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

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      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. second
      c. third
      d. fourth
      e. fifth
      (a; moderate)

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 material
      b. provide prompt feedback
      c. utilize a half or three-fourths day schedule
      d. pay the trainees for the time spent in training
      e. 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 day
      b. a half-day
      c. one hour
      d. three hours
      e. 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 hiring
      b. discrimination
      c. negligent training
      d. occupational fraud
      e. 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 experience
      b. provide extensive training

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      c. evaluate the degree to which training lowers risks associated
             with job
      d. pay employees for time spent in training
      e. 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 voluntary
      b. the training program is directly related to the trainee’s job
      c. the trainee does not perform any productive work during the
             program
      d. the training program is conducted outside working hours
      e. 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 analysis
      b. Task analysis
      c. Performance analysis
      d. Training strategy
      e. 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 form
      b. training assessment form
      c. task analysis record form
      d. skill sheet
      e. work function analysis
      (c; moderate)

19.   A task analysis record form contains all of the following
      information except
      a. task list
      b. required skill set
      c. quality of performance
      d. employee name
      e. performance conditions
      (d; moderate)

20.   Employers can identify training needs for new employees by _____.
      a. reviewing job descriptions
      b. reviewing performance standards
      c. performing the job
      d. questioning current job holders
      e. 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 analysis
      b. task analysis

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c. performance analysis
d. training strategy
e. development planning
(c; moderate)




                                                                 121
22.   The first step in a performance analysis is to _____.
      a. compare the person’s performance to ideal performance
      b. evaluate productivity per employee
      c. assess number of employee-related customer complaints
      d. evaluate supervisor performance reviews
      e. conduct tests of job knowledge
      (a; moderate)

23.   Sources of performance deficiencies in an employee may develop
      from a lack of _____.
      a. training
      b. supplies
      c. support systems
      d. rewards
      e. all of the above
      (e; moderate)

24.   _____ means having a person learn a job by actually doing it.
      a. Practice
      b. On-the-job training
      c. Socialization
      d. Social learning
      e. Modeling
      (b; easy)

25.   Which of the following training methods is the most popular?
      a. on-the-job training
      b. apprenticeship training
      c. informal learning
      d. job instruction training
      e. lectures
      (a; moderate)

26.   On-the-job training can be accomplished through the use of all of
      the following techniques except
      a. coaching
      b. programmed learning
      c. understudy
      d. job rotation
      e. special assignments
      (b; moderate)


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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 rotation
      b. understudy
      c. coaching
      d. special assignments
      e. informal learning
      (a; moderate)
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 rotation
      b. job instruction
      c. coaching
      d. special assignments
      e. 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 requirements
      b. go through the job at the normal work pace
      c. designate to whom the learner should go for help
      d. familiarize the worker with equipment, materials, and tools
      e. 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 ease
      b. have the learner explain the steps as the trainer goes through
         the job at a slow pace
      c. explain the whole job
      d. create interest in the job
      e. compliment good work
      (b; moderate)




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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 job
      b. having the learner go through the job several times while
         explaining each step
      c. running the job at the normal pace
      d. having the learner do the job while gradually building up skill and
         speed
      e. 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 supervision
      b. correct faulty work patterns
      c. explain quantity and quality requirements
      d. designate to whom the learner should go for help
      e. 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 operation
      b. follow up
      c. do a tryout
      d. prepare the learner
      e. 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 effect
      b. expectations fallacy
      c. what you ask for is what you get effect
      d. expectancy risk
      e. 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 training
      b. understudy training
      c. programmed learning
      d. apprenticeship training
      e. 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 training
      b. understudy training
      c. programmed learning
      d. apprenticeship training
      e. coaching
      (d; easy)

37.   All of the following occupations except _____ use apprenticeship
      training to prepare trainees.
      a. cook
      b. electrician
      c. millwright

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      d. operating engineer
      e. 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 training
      b. informal learning
      c. job rotation
      d. programmed learning
      e. apprenticeship training
      (a; moderate)

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

40.   A disadvantage of lecturing as a method of training is that it is
      _____.
      a. fast
      b. appropriate for large groups
      c. allow questions from the audience
      d. boring
      e. less expensive than written materials
      (d; easy)

41.   _____ is a step-by-step self-learning method.
      a. Job instruction training
      b. Programmed learning
      c. Apprenticeship training
      d. Lecturing
      e. Job rotation
      (b; easy)

42.   Which of the following is not an advantage of programmed
      learning?
      a. reduction in training time
      b. facilitation of learning
      c. reduced feeling of risk on the part of the learner
      d. learning similar to that with textbook

                                                                             127
      e. immediate feedback provided
      (d; moderate)

43.   Functional illiteracy is defined as _____.
      a. reading below high school level
      b. the inability to handle basic reading, writing, and arithmetic
      c. the inability to understand standard industry terminology
      d. proficiency in math and reading skills at the high school level
             and above
      e. 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 candidates
      b. instituting literacy programs at work
      c. conducting literacy audits
      d. holding formal classes on math and reading
      e. 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 instructions
      b. take forms home to complete
      c. are multilingual
      d. both a and b
      e. all of the above
      (d; moderate)

46.   Which of the following goals is the focus of diversity training?
      a. to create cross-cultural sensitivity
      b. to foster harmonious working relationships
      c. to improve interpersonal skills
      d. to socialize employees into the corporate culture
      e. 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 boring
      b. audiovisuals are more expensive
      c. audiovisuals allow for instant replay and stop-action
      d. audiovisuals can show events that are not easily demonstrated in
         live lectures
      e. audiovisuals can be easily sent to all locations
      (b; moderate)

48.   Another term for vestibule training is _____.
      a. apprenticeship training
      b. computer-based training
      c. cubicle training
      d. simulated training

                                                                              129
      e. 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 training
      b. Apprenticeship training
      c. Retreat training
      d. Cubicle training
      e. Job instruction training
      (a; moderate)
50.   Pilots train on flight simulators for safety, learning efficiency, and
      cost savings. This is an example of _____.
      a. apprenticeship training
      b. on-the-job training
      c. simulated training
      d. coaching
      e. 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 learning
      b. Multi-media training
      c. DVD training programs
      d. Intelligent tutoring systems
      e. Programmed instruction
      (d; moderate)

52.   All of the following are advanced types of computer-based training
      except _____.
      a. interactive gaming systems
      b. intelligent tutoring systems
      c. interactive multimedia training
      d. virtual reality training
      e. 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.

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      a. instruction sheet
      b. job aid
      c. task analysis record form
      d. skill sheet
      e. 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 aid
      b. instruction sheet
      c. task analysis form
      d. work function analysis
      e. 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 aid
      b. electronic performance support system
      c. intelligent tutoring system
      d. computer-managed instruction
      e. computer-based training
      (b; moderate)

56.   With _____, a trainer in a central location teaches groups of
      employees at remote locations via television hookups.
      a. lecturing
      b. audiovisual-based instruction
      c. teletraining
      d. teleteaching
      e. distance learning
      (c; easy)

57.   Any attempt to improve managerial performance by imparting
      knowledge, changing attitudes, or increasing skills is called _____.
      a. diversity training
      b. on-the-job training
      c. performance improvement programs
      d. management development
      e. 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 development
      b. management skills inventory
      c. succession planning
      d. action planning
      e. 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.

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a. management development
b. management skills inventory
c. succession planning
d. action planning
e. performance support
(c; moderate)




                                                                        133
60.   Which on-the-job training method is used for managerial positions?
      a. job rotation
      b. coaching
      c. action learning
      d. outside seminars
      e. 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 program
      b. action learning program
      c. role playing program
      d. job instruction program
      e. understudy program
      (b; moderate)

62.   The transparent barrier that women face when trying to move to
      top management is called the _____.
      a. glass ceiling
      b. glass wall
      c. invisible corner office
      d. iron wall
      e. 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 development
      b. Action research
      c. Succession planning
      d. Organizational development
      e. Participative management
      (d; moderate)

64.   Which of the following is not an application of organizational
      development?
      a. human process
      b. techno-structural
      c. human resource management
      d. strategic

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e. interventions
(e; moderate)




                                                          135
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 training
      b. action research
      c. group therapy
      d. diversity training
      e. coaching
      (a; moderate)

66.   Which of the following organizational development techniques
      focuses on techno-structural applications?
      a. t-groups
      b. process consultation
      c. quality circles
      d. team building
      e. goal setting
      (c; moderate)

67.   Which organizational development application involves examples like
      goal setting, performance appraisal, and employee wellness?
      a. human process
      b. strategic
      c. techno-structural
      d. human resource management
      e. process consultation
      (d; easy)

68.   Which of the following is not measured to evaluate a training
      program?
      a. organizational productivity
      b. participants’ reactions to the program
      c. what trainees learned from the program
      d. changes in on-the-job behavior
      e. 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 design
      b. time series design

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c. controlled experiment
d. post-test only design
e. factorial design
(b; moderate)




                                                                  137
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 outcomes
      b. behavioral outcomes
      c. results
      d. reactions
      e. 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)




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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)

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)

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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)




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