Question_DOC2_12Dec

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

a. Orientation

b. Learning

c. Employee development

d. Training

2. 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.

3. A fitness center is planning to invest in specialized pieces of exercise equipment. This equipment is

highly effective, but the customers could be injured if the equipment is used incorrectly. So, the fitness

center is sending its exercise instructors to a certified training program to learn how to use these

machines correctly. This would be classified as

a. required and regular training.

b. job/technical training.

c. problem-solving training.

d. developmental training.

4. Henry is scheduling a program on handling hazardous materials for production employees at the

chemical plant to comply with OSHA regulations. This type of program is classified as ____ training.

a. job/technical

b. required and regular

c. developmental

d. problem-solving

5. Ben, a new manager, is being sent to a series of seminars to bring his communication, meeting

management, and team-building skills to the higher level needed for his new duties. Ben is being

trained in ____ skills.

a. emotional

b. soft

c. tangible

d. concrete

6. Training is an area targeted by employment laws and regulations. A primary discrimination concern

centers on the

a. methods by which mentors are selected and allocated.

b. diversity content of training programs.

c. amount of expenditures on training of minority and disabled employees versus training of

majority and able-bodied employees.

d. criteria used to select individuals for inclusion in training programs.

7. The planned introduction of new employees to their jobs, coworkers, and the organization is a

definition of

a. orientation.

b. organizational entry.

c. employee development.

d. indoctrination.

8. Amanda has just completed her MBA for which her company paid all tuition and book expenses.

Amanda signed a training contract with her employer that runs for four years. A headhunter has

contacted Amanda with an offer of a position that would be a significant promotion. Which of the

following statements is TRUE?

a. Amanda cannot leave to go to another firm for four years because of this contract.

b. Training contracts that prohibit trainees from future employment with competitors are

illegal.

c. Amanda could ask the offering company for a signing bonus that would cover her

obligation to her employer for her MBA expenses.

d. If Amanda took the job offer from the other company, Worldwide Food Services could sue

the new employer for the cost of Amanda’s educational expenses under the non-piracy

law.

9. A growing number of companies have recognized that training and HR development are

a. expensive substitutes for high quality public education.

b. primarily associated with orienting new employees to the organization and their jobs.

c. integral to competitive business success.

d. generate high ROI when used tactically.

10. Lyle has been hired as the first director of training at SISI, Inc. Lyle has been spending his first few

weeks meeting with operating managers and learning the business at SISI. Lyle has told the managers

he wants to partner with them to help solve their problems. Lyle

a. probably believes that training can solve most organizational problems.

b. is displaying a strategic training mindset.

c. is taking a tactical approach to training.

d. is focusing on knowledge management.

11. In order to remain competitive, organizations must continually train current employees because of

a. the poor education system in the U.S.

b. rapid technological innovation.

c. competition from businesses in low labor cost countries.

d. high voluntary turnover rates of U.S. employees.

12. ____ management is the art of creating value by using the organization’s intellectual capital.

a. Intellectual

b. Knowledge

c. Intelligence

d. Creativity

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13. The performance consulting approach to training

a. is a process in which a trainer and the organization work together to decide how to

improve organizational and individual results.

b. focuses exclusively on improving job performance by employees through training

programs.

c. uses outside vendors to design and implement training programs.

d. assumes that human factors are the major reasons for gaps between desired and actual

employee performance.

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14. Gloria is an HR professional who takes the performance consulting approach to training. Gloria is

meeting with Beatrice, a manager who is has a poor-performing subordinate. Gloria is most likely to

work with Beatrice to

a. identify the tasks in which the subordinate’s performance is low and send the subordinate

for training in that task.

b. investigate whether the cause of the subordinate’s problem is something about the

subordinate or whether it is caused by Beatrice or some aspect of the workplace.

c. determine whether the tasks being performed poorly are important to the organization’s

strategic goal.

d. give the subordinate a number of skill and psychological tests to assess the subordinate’s

level of competence.

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15. The New Heights Public School system has purchased an HR management software system from a

major software vendor. As part of the sale, the vendor has included training for the school system’s

HR staff. The vendor is doing this to help retain New Heights as a customer, making future sales to

New Heights more likely, and to

a. eliminate New Heights as a competitor for training other schools in use of this software.

b. allow New Heights staff to become certified trainers for the vendor’s software, thus giving

the school a new source of revenue.

c. to ensure that critical skills are not transferred to the school system’s HR staff, but kept

exclusively with the vendor.

d. turn training into a revenue source for the vendor.

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16. Providential Security, a firm specializing in protecting financial institutions, invests heavily in training

its staff. One of its training exercises (which the company refers to as its “war games”) involves

actually putting a high-rise office building of one of its clients on “lockdown” in reaction to a bomb

threat. The building is evacuated and secured, then all the Providential staff are debriefed. This is an

example of

a. a simulation.

b. integration of performance and training.

c. a strategic mindset.

d. real-world gaming.

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17. The best example of “real time” learning would be

a. using a virtual reality setting to train drivers of trolley cars in San Francisco.

b. allowing trainee firefighters to put out a small building fire in the presence of trainers.

c. a simulator in which trainee flight controllers can learn to cope with near misses of

aircraft.

d. having a trainee instructor deliver a lecture in the presence of a trainer without an

audience.

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18. Compared with a training director, a Chief Learning Officer

a. is a line manager reporting directly to the CEO rather than being in a staff or advisory role.

b. focuses more on academic learning and cooperative programs with universities.

c. has risen through the ranks of operating managers rather than having a specialized

background in adult learning.

d. is an organizational leader functioning in the area of knowledge through training.

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19. An expected major benefit of cross-cultural training of employees moving to international assignments

is

a. a reduction of lawsuits brought against expatriate U.S. employees by foreigners.

b. increased financial performance due to reduction in decision time and other efficiencies.

c. a higher likelihood that U.S. expatriates will be willing to spend the remainder of their

careers overseas, rather than returning prematurely.

d. more effective use of intercultural knowledge of former expatriates when they reintegrate

back to headquarters.

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20. Giles, a sales representative for a pipeline components manufacturer in the U.S., will be spending a

month traveling in Eastern and Western Europe to develop potential buyers for his company’s product.

Which of the following statements is TRUE?

a. Since Giles will not be living overseas, and the business language of Europe is English,

there would not be a positive cost-benefit result in Giles receiving cross-cultural training.

b. The most beneficial pre-assignment training Giles could receive would be in legal

practices in Eastern and Western Europe since he will be having to negotiate contracts

with foreign firms.

c. Giles would benefit from training in customs and business practices in the countries he

will visit.

d. It would be more important for Giles to receive language training, probably in German,

before his trip overseas than training in customs and business practices.

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21. Which of the following statements is TRUE?

a. Globally, there is a decline in the supply of specialized skilled and technical workers

signaling a worldwide crisis in education.

b. The U.S.’s leadership position in innovation is threatened by the decline in specialized and

skilled workers in the U.S.

c. Despite its shortcomings, the U.S. educational system is generating an increasing supply

of specialized skilled and technical workers.

d. In a global economy, one country’s supply of specialized skilled and technical workers is

irrelevant to that nation’s success because labor is outsourced on a global scale.

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22. The “emotional” component of international 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. propensity to emotionally identify with a foreign culture.

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23. Alex wishes to increase the behavioral competence of the company’s expatriates, most of whom are

sent to countries in Africa. He should investigate ____ for expatriates.

a. sensitivity training

b. courses on the history of the African cultures

c. communication training, especially in non-verbal cues,

d. social skills training focusing on intercultural situations

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24. All of the following are questions that should be answered before training begins EXCEPT

a. Is there a need for training?

b. Will the training require the employees to be paid more?

c. Who will do the training?

d. How will the knowledge be transferred to the job?

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25. EarthShapers, Inc., a U.S. manufacturer of heavy construction equipment, maintains large sales and

support operations overseas. When sending new employees to its operations in Japan, the employees

take courses in Japanese history and culture so that the Americans can adjust more easily to living in

Japan. This training would apply to the ____ component of international competence training.

a. cognitive

b. conceptual

c. emotional

d. behavioral

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26. In the ____ phase of the training process, organizational and employee performance issues are

considered to determine if training can help.

a. assessment

b. implementation

c. evaluation

d. initiation

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27. Georgian Oaks Hospital is trying to reduce the number of hospital-based infections it is experiencing.

Its director of training has determined that a training program to encourage all hospital employees who

have contact with patients to wash their hands frequently would be effective in reducing these

infections. The most appropriate criterion of success for this training program would be

a. a significant increase in the percentage of hospital staff who respond on a follow-up

questionnaire that hand washing is important in reducing hospital-based infections.

b. a significant increase in the number of times the hospital staff wash their hands per day in

the year following the training.

c. the total mortality and morbidity rates of patients in the hospital.

d. the cost per staff member of the training program.

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28. 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.

A/an ____ analysis would reveal if there were a need for training in this department that would reduce

this level of turnover.

a. job/task

b. organizational

c. individual

d. productivity

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29. Andrea, an intern in the HR department for a chain of upscale organic grocery stores, has been

assigned to observe the activities that bakery managers perform during the day. Andrea is performing

a/an ____ analysis.

a. occupational

b. group

c. individual

d. job/task

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30. The director of training at the headquarters of a large insurance company is considering various

methods of gathering information on the training needs of specific individuals in the organization.

Which of the following is NOT a source of information the director would consider?

a. employee-of-the-month awards

b. attitude surveys

c. records of critical incidents

d. skill tests

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31. Performance appraisal data is the most common approach used in ____ analysis.

a. individual

b. organizational

c. group

d. job/task

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32. Luis, the director of training for Helotes International, wishes to increase employee support for new

training programs. The best way to build this support is for Luis to

a. write a monthly training newsletter that describes the training opportunities provided by

Helotes.

b. work with supervisors and managers to design a development-focused performance

appraisal for subordinates.

c. design an Internet survey of employees asking them to describe their training needs.

d. send lower-level employees who might have management potential to an assessment

center.

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33. NewPhase Modular Homes is located in a large, depressed urban area, partly because of the

historically low labor cost there. It needs skilled workers who can do carpentry, wiring, plumbing and

other construction work. But, in the last 10 years, it has become harder and harder to find applicants

who have basic literacy and math skills, much less people who are already skilled electricians and

plumbers. NewPhase does not want to relocate its plant to another city, so its realistic options

INCLUDE all the following EXCEPT

a. work with local elementary and high schools to help better educate potential employees.

b. offer remedial training to current employees in lower-skilled jobs so that they can be

moved into open positions in the more highly-skilled areas.

c. weed out deficient applicants and fill open jobs by recruiting in other states with a more

highly-educated population by offering above-market wages.

d. hire deficient applicants and set up training programs for them.

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34. One of the objectives for the emergency medical technician’s certification is that the individual must

be able to start an IV in an infant. This is a ____ type of training objective.

a. knowledge

b. skill

c. tactile

d. transferal

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35. If a person has internalized the training, he/she

a. will need constant reinforcement on the job until the learning has been transferred.

b. has only absorbed the training in a superficial way.

c. has truly learned and is able to use the training.

d. has integrated the training into his/her basic personality.

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36. There are 16 training programs which Brian, the director of training, wishes to implement during the

coming year. After examining his training budget, Brian realizes he will not be able to conduct all

these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize

these training programs based on

a. the quantifiability of program criteria.

b. the number of requests he has had from employees and managers for certain types of

training.

c. the cost per trainee of the programs.

d. organizational strategic objectives.

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37. One of the indicators that an employee is “ready to learn” is if he/she has

a. a higher-than-average IQ.

b. an extroverted personality.

c. a desire to understand the training content.

d. had success in previous training experiences.

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38. The primary considerations when designing training include all of the following EXCEPT

a. cost-benefit analysis.

b. learner readiness.

c. learning styles.

d. transfer of training.

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39. Jeanne is 62 years old. When she was in her 20s and 30s, Jeanne was a medical research librarian at a

medical school. She left her job to take care of her children and disabled husband. Now that her family

responsibilities are behind her, Jeanne has both a financial need and a psychological need to re-enter

the workforce. But Jeanne is worried about applying for an open position at a university library

because of the major changes in information technology that have occurred in library management. As

the HR director of the library, you feel Jeanne is highly qualified for this position, but that the main

barrier to her learning the job tasks will be

a. the reduction in ability to learn new tasks as people age.

b. the fact that Jeanne will lack the motivation to learn the new technology.

c. that older adults learning styles are tactile and the library’s training system is visual.

d. Jeanne’s low sense of self-efficacy.

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40. The elements of training design that make learning possible include all of the following EXCEPT:

a. trainer knowledge of learner styles

b. learner readiness.

c. design for transfer of training.

d. trainer’s sense of self-efficacy.