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Question
Which of the following statements is FALSE regarding employee orientation programs?
A) Fewer companies are placing their new employees in orientation programs as the cost does
not outweigh the benefits.
B) The intent of the orientation is to increase an employees job satisfaction and to reduce
turnover.
C) One objective of an employee orientation program is to get the employee to understand the
organization's culture and quickly adopt the organization's goals, values, and behaviors.
D) Most employee orientation programs are not properly planned, implemented, or evaluated.
E) Most orientation programs consist of a follow-up meeting to verify that the important
issues have been addressed and employee questions have been answered.
Answer
This answer is hidden. It contains 1 characters.
Related questions
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Podcasts are an effective method of training because:
A) It allows for trainees to learn new motor skills
B) Trainees are more engaged in the training
C) It allows for two-way communication
D) Whole learning is most effective
E) Use of computers is in decline
Q:
When training for international assignments, __________ are recommended to provide a more in-depth view of the host country's customs, values, and behaviors.
A) informational approaches
B) use of CITs
C) field experiences
D) cultural assimilators
E) TV films
Q:
__________ practice is more productive for long-term retention and for transfer of
learning to the work setting.
A) Massed
B) Part
C) Spaced
D) Whole
E) Continuous
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If employees no longer want to be represented by their union, they may petition the NLRB for which of the following? A) Mini arbitration B) Deauthorization C) Contract bar D) Decertification E) Statutory bar
Q:
A(n) __________ analysis helps identify what should be taught in training.
A) content
B) design
C) job
D) organizational
E) person
Q:
A consultant has been contracted by an organization to develop a training program. What
is the first step the consultant should take?
A) Determine whether a need for training actually exists.
B) Determine whether trainees are trainable.
C) Gain the support of trainees.
D) Derive objectives for the training program.
E) Meet with the president to determine a budget for the training program.
Q:
One of the barriers to conducting training evaluation is leaderships lack of interest.
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As a component of its management training program, a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.
Q:
Audiovisuals involve recording a portion of audio or video content that is punchy and useful and posting it online or on the firms intranet site and providing a link to download the recording.
Q:
Massed practice is more effective than spaced practice when learning a complex task.
Q:
A difference between the desired production rate and the actual production rate could be an indication that training is needed.
Q:
List the recommendations for implementing a multirater/360-degree appraisal system.
Q:
Briefly explain the management by objectives (MBO) rating method.
Q:
List the three basic ways in which raters can make performance assessments.
Q:
What is the criterion for recommending MBO as a method for comparing people or units?
Q:
What are the administrative concerns that must be addressed in performance appraisal system? Provide a description of each.
Q:
Each of the following is legally desirable regarding performance appraisal procedures EXCEPT:
A) Providing a formal appeal process.
B) Outlining specific, objective performance standards.
C) Providing written instructions for raters to follow.
D) Training raters on rating errors and EEO laws.
E) Adapting procedures to meet unique requirements of employees of different races.
Q:
Performance refers to:
A) Brief descriptions of the traits, personal characteristics, or competencies of the performer.
B) A process that requires raters to rank ratees on the basis of quantifiable goals.
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors.
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Record of outcomes produced on a specified job function or activity during a specified period of time.
Q:
The concept of liability without fault provides that workers who are victims of work-related injury or illness are granted benefits regardless of who is responsible for the accident, injury, or illness.
Q:
List and explain three services that are offered by the Occupational Safety and Health Administration for assistance with the education and enforcement of health and safety standards.
Q:
Highlight the types of violations that may be cited and the penalties that may be proposed.
Q:
Highlight some of the Workers Compensation law applying to employers.
Q:
Which of the following has the top priority for OSHA inspection?
A) Random inspections
B) Re-inspections
C) High hazard industries
D) Imminent danger
E) Employee complaints
Q:
Which of the following is true regarding ergonomics?
A) Employers need not worry about ergonomics issues because the standard was repealed by Congress.
B) Employers should take steps to solve ergonomics issues under the general duty clause.
C) Elder care programs are available under the standard.
D) Management need only spend 10% of the operating budget on ergonomic remedies.
E) Ergonomics is the process of handling injury cases that have resulted in loss of consciousness.
Q:
Which of the following does NOT lead to job stress?
A) Organizational downsizing
B) Job demands
C) Role ambiguity
D) Family responsibilities
E) Telecommuting
Q:
Workers compensation is based upon the principle that, victims of a work-related injury or illness:
A) are granted benefits regardless of who is responsible for the accident, injury, or illness.
B) must prove that the employer directly or indirectly caused the accident, injury, or illness in order to receive benefits.
C) must sue the company in order to receive benefits.
D) are most likely to sue OSHA for wrongful-doing.
E) should be granted compensation only at the discretion of the employer and the union.
Q:
Selective hiring is achieved through the selective exclusion of high-risk employees.
Q:
All employees, including workers who are self-employed and public employees in state and local government are covered under OSHA.
Q:
In civil law, negligence must be established through litigation before any compensation is awarded.
Q:
Why is measurement so important for effective HRM?