Q&A Hero

Q: 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) programmed learning

Q: ________ training is a method in which trainees learn on actual or simulated equipment but are trained away from the job. A) Vestibule B) Apprenticeship C) Cubicle D) Job instruction

Q: Another term for vestibule training is ________ training. A) apprenticeship B) computer-based C) cubicle D) simulated

Q: 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) All of the above.

Q: 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

Q: What percentage of learning on the job comes from informal learning? A) 80 B) 75 C) 90 D) 45

Q: 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

Q: Jack 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) informal learning

Q: Rebekah 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 utilizing the ________ form of training. A) job rotation B) understudy C) coaching D) special assignments

Q: In the ________ method, a manager is presented with a written description of an organizational problem to diagnose and solve. A) case study B) diagnose and learn C) action learning D) job rotation

Q: ________ is a form of management training in which trainees to learn by making realistic decisions in simulated situations A) Developmental solutions B) Improvisation C) Spontaneity D) Quick time

Q: All of the following about teamwork or team training is true except: A) teamwork always comes naturally. B) team training may be used to support a new organization. C) team training focuses on technical, interpersonal, and team management issues. D) All of the above.

Q: 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.

Q: Which of the following training methods is the most familiar? A) on-the-job training B) apprenticeship training C) informal learning D) lectures

Q: ________ means having a person learn a job by actually doing it. A) Practice B) On-the-job training C) Social learning D) Modeling

Q: Performance analysis means: A) verifying that there is a performance deficiency. B) determining whether a deficiency should be rectified through training or some other means. C) conducting a detailed study of the job to determine what specific skills are required. D) Only A and B.

Q: All of the following are sources of identifying training needs except: A) skills gapping. B) assessment centers. C) tests of things like job knowledge, skills, and attendance. D) All of the above.

Q: Which of the following is not a source of identifying performance deficiencies? A) supervisor, peer, self-, and 360-degree performance reviews B) observation by supervisors or other specialists C) individual employee daily diaries D) All of the above.

Q: 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 C) performance analysis D) development planning

Q: ________ 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

Q: James 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) second C) third D) fifth

Q: Which of the following characterizes training today? A) training is increasingly more strategic B) training is more prevalent in the higher levels of an organization C) training is developing a great reputation for getting results D) training is being evaluated extensively

Q: What is the final step in the training process? A) evaluate the program's successes or failures B) present the program to a small test audience C) conduct a needs analysis D) train the targeted group of employees

Q: 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) conduct a needs analysis D) implement the program or course

Q: The third step in the training process is to ________. A) develop the program or course B) design the program content C) conduct a needs analysis D) train the targeted group of employees

Q: 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 training program D) conduct a needs analysis

Q: The first step in creating a training program is to ________. A) assess the program's successes or failures B) design the program content C) analyze employees training needs D) train the targeted group of employees

Q: 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

Q: A successful orientation should achieve which of the following? A) The new employee should feel welcome. B) The new employee should understand the organization in a broad sense. C) The new employee should have clear understanding of what is expected. D) The new employee should begin the process of socialization.

Q: ________ is the continuing process of instilling in all employees the attitudes, standards, and values that the organization expects. A) Socialization B) Training C) Development D) Orientation

Q: Orientation typically includes information on ________. A) employee benefits B) daily routine C) safety measures D) All of the above.

Q: Who performs the initial orientation? A) an HR specialist B) the supervisor C) Neither A nor B D) Both A and B

Q: To improve the orientation process some firms provide their incoming managers with ________. A) preloaded personal digital assistants B) disks containing discussions of corporate culture C) a free breakfast D) A and B only

Q: Employee ________ provides new employees with the basic background information required to perform their jobs satisfactorily. A) recruitment B) selection C) orientation D) development

Q:

Q: List five main managerial development techniques.

Q: Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewin's Change Process proposes how change should be implemented.

Q: There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why?

Q: 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?

Q: 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.

Q: What four things should a successful orientation program accomplish?

Q: The four categories of training outcomes are reactions, learning, behavior, and results.

Q: 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.

Q: Survey feedback is a convenient way to unfreeze a company's management and employees by crystallizing the fact that the organization does have problems to solve.

Q: 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.

Q: Organizational development usually involves action research.

Q: Employee orientation programs range from brief, informal introductions to lengthy, formal courses.

Q: The case study method aims, first, to give trainees realistic experience in identifying and analyzing complex problems in an environment wherein their discussion leader can subtly guide their progress.

Q: The ultimate aim of managerial development programs is to enhance the organizations future performance.

Q: Companies devote many hours to training new employees to listen to each other and cooperate.

Q: Teamwork at work comes naturally.

Q: One study called the American workforce ill-prepared.

Q: Mobile learning lends itself particularly well to training that needs a lot of graphics.

Q: Lifelong learning refers to the need for employees to learn things that they will use for their entire lifetime.

Q: Simulated training combines the advantages of on- and off-the-job training.

Q: Behavior modeling involves showing trainees, or modeling, the right way of doing something, letting each person practice the right way to do it, and providing feedback regarding performance.

Q: Vestibule training's attractiveness is because of its lower costs or [HH4] increased safety.

Q: University-based executive education is becoming more realistic, relying more on active learning, business simulations, and experiential learning.

Q: Formal learning provides the bulk of on the job learning.

Q: Once you have a properly designed training program, motivation is not an issue.

Q: Learning objectives should address rectifying the performance deficiencies that you identified with needs analysis.

Q: The HR specialist usually starts the orientation.

Q: What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Q: Explain the five steps in the validation process.

Q: Describe the three [HH3] main ways to demonstrate a test's validity in employment testing.

Q: How can employers protect themselves against claims of negligent hiring?

Q: Why is it important to select the right employees for a position?

Q: How do nonverbal behaviors and impression management affect interviewer ratings of candidates?

Q: Screening can help dysfunctional behaviors at work.

Q: Once a candidate allows a company to use a test, the test taker gives up all rights.

Q: List the [HH1] steps needed to validate a test.

Q: What is reliability?

Q: List and describe two types of validity.

Q: List three do's for interviews.

Q: List and explain two basic interview types. Explain which one might be better.

Q: Explain two basic types of interviews.

Q: What is a management assessment center?

Q: What is an achievement test? Give an example.

Q: Why is careful selection important?

Q: Behavioral interview questions focus on past situations.