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Human Resource
Q:
What type of career program includes workshops designed to show individuals how to become successful job seekers?
A) Succession planning
B) Anticipatory socialization programs
C) Outplacement programs
D) Promotability forecasts
E) Realistic recruitment
Q:
Which of the following is an organizational assessment program?
A) Succession planning
B) Realistic recruitment
C) Career workbooks
D) Skills inventory
E) Career center
Q:
Your company has headquarters is in Boston, however, 20 employees devoted to sales are in 10 offices spread throughout the northeast. Senior management is interested in providing career development to the sales employees. They should consider ____ as their most likely solution.
A) Job-sharing
B) Psychological assessment
C) Employee orientation
D) a career library
E) E-mentoring
Q:
A company is concerned about the fact that a senior manager is planning to retire in 2 years. The most direct way to be prepared to have a replacement of the retiree is to:
A) Have all employees complete career workbooks within the next two weeks
B) Implement a succession planning process
C) Schedule mid level manager for career planning workshops
D) Train managers to conduct one-on-one career counseling
E) Distribute a copy of What Color is my Parachute to all employees
Q:
All of the following are information services used to compile and communicate career-related information EXCEPT:
A) job-posting systems
B) skills inventories
C) career ladders
D) succession planning
E) career resource centers
Q:
Mentoring involves someone who:
A) Monitors an employees performance in doing their job and provides a ranking of performance
B) Develops an employee in a particular area, for instance providing training in an area of identified deficiency
C) Takes a personal interest in an individuals career and who guides and sponsors the individual
D) Provides training in areas of interest to an employee
E) Develops multiple networking relationships in order to allow an employee to positively transition from one organization to another due to downsizing
Q:
Which of the following is the most important predictor of future salary?
A) Sponsorship by a colleague
B) Work experience
C) Political knowledge
D) Hours worked
E) Education level
Q:
Which of the following is a definition of a career development system?
A) An organizational process which involves preparing, implementing, and monitoring career plans undertaken by an individual alone or within the organization's career systems.
B) A formal, organized, planned effort to achieve a balance between individual career needs and organizational workforce requirements.
C) An attempt by an individual to become more aware of his or her own skills, interests, values, opportunities, constraints, choices, and consequences.
D) An individually perceived sequence of attitudes and behaviors associated with work-related activities and experiences over the span of a person's life.
E) A process that has an "internal" and an "external" focus.
Q:
Which of the following is a definition of career planning?
A) An organizational process which involves preparing, implementing, and monitoring career plans undertaken by an individual alone or within the organization's career systems.
B) A formal, organized, planned effort to achieve a balance between individual career needs and organizational workforce requirements.
C) An attempt by an individual to become more aware of his or her own skills, interests, values, opportunities, constraints, choices, and consequences.
D) An individually perceived sequence of attitudes and behaviors associated with work-related activities and experiences over the span of a person's life.
E) A process that has an "internal" and an "external" focus.
Q:
Which of the following is a definition of career management?
A) An organizational process which involves preparing, implementing, and monitoring career plans undertaken by an individual alone or within the organization's career systems.
B) A formal, organized, planned effort to achieve a balance between individual career needs and organizational workforce requirements.
C) An attempt by an individual to become more aware of his or her own skills, interests, values, opportunities, constraints, choices, and consequences.
D) An individually perceived sequence of attitudes and behaviors associated with work-related activities and experiences over the span of a person's life.
E) A process that has an "internal" and an "external" focus.
Q:
Due to the amount of money invested in placing employees in international assignments, companies are prepared to place repatriates into appropriate roles that leverage the experience and skills gained through the international role.
Q:
The implementation of flexible work schedules and part time work can lead to positive outcomes for both the organization and individual employees.
Q:
A job posting system that is linked to internal training opportunities is likely to increase the effectiveness of the system.
Q:
One of the guidelines for effective job posting systems is posting all permanent promotion and transfer opportunities for at least one week before recruiting outside the organization.
Q:
One way to motivate managers to effectively perform the role of career counselor for their employees is to link their compensation to positive employee development outcomes.
Q:
Counseling sessions are less time consuming and more cost-effective compared to other career development methods.
Q:
A company will socialize their employees in order to ensure that they have the ability to be successful at a variety of organizations within a particular industry.
Q:
Executive coaching is described as a practical, goal-focused form of personal one-to-one learning for executives.
Q:
Some commonly used developmental programs include assessment centers, job rotation programs, in-house training programs, and tuition-refund or assistance plans.
Q:
Psychological assessment is used by the organization to make early identifications of individuals with exceptionally high career potential.
Q:
Career resource centers consist of methods for evaluating employees potential for growth and development in the organization.
Q:
Career counseling sessions often are conducted on a one-on-one basis.
Q:
Career-planning workshops consist of questions and exercises designed to guide individuals to figure out their strengths and weaknesses, job and career opportunities, and necessary steps for reaching their goals.
Q:
Two tools often used to assist individuals in their self-assessments include career-planning workshops and career workbooks.
Q:
Career management activities are conducted independently of other HR activities.
Q:
Delayering means jobs are reclassified more broadly, yet old reporting lines exist to maintain managerial control.
Q:
Gen Y employees are looking for stability and finding jobs that will pay them the highest level of compensation regardless of the content of the job.
Q:
One of your employees, who has been with the company for 7 years, is frustrated after a reorganization. You should suggest that they complete a self-assessment to determine next steps in their career. This is a good suggestion?
Q:
The most effective career development programs take into consideration the goals of both the individual and the organization.
Q:
The internal focus of career refers to the actual series of job positions held by the individual, while the external focus refers to the way an individual views his or her career.
Q:
List a few trends adopted by organizations to improve work-family balance.
Q:
List a few recommendations to help the organization make the process of downsizing less traumatic and fair.
Q:
List a few guidelines for effective jobposting systems.
Q:
List a few steps that organizations can take to eliminate the potentially adverse consequences of entrenchment.
Q:
List a few advantages and problems of E-mentoring.
Q:
List a few tips to help managers be more effective as coaches.
Q:
What aspects must be considered while choosing a training method?
Q:
List the two categories into which training methods are divided. Define each method with examples.
Q:
What are the different ways of making content meaningful so as to increase retention?
Q:
What are the four mechanisms that help goal setting improve performance?
Q:
What are the benefits of developing learning objectives for a training program?
Q:
List the three major steps involved in the basic process of training and explain the goal of each step.
Q:
Assume you are conducting a training program. What types of data should you collect to evaluate the training?
Q:
Person analysis: attempts tot answer the question of who needs training in the firm and the specific types of training needed.
Q:
How is it determined when training is needed and when might training not be appropriate?
Q:
What can be done to maximize transfer of training back to one's job?
Q:
Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?
Q:
Which of the following statements is true regarding training evaluation?
A) Most companies recognize the importance of evaluation and conduct comprehensive evaluations
B) Favorable trainee reaction data virtually guarantees that a training program was effective
C) Without evaluation it is very difficult to show that training was the reason for any improvement
D) A CEO would not be interested in changes to organizational results as a result of a training program
E) Testing trainees after the training, but not before, is an effective means to assess the degree to which participants mastered the content
Q:
The accounting department is adopting a new software program, and training will be provided on the new program to employees in the accounting department. What step of the training process would let the training department know if the training should be conducted for department other than the accounting department?
A) Evaluation
B) ROI
C) Development
D) Assessment
E) Gap Analysis
Q:
A national corporation has completed its first phase of diversity awareness training. HR has been asked to evaluate the training to measure changes in participants understanding of current laws related to diversity and determine future training initiatives. Which methodology would yield the best results?
A) Using statistical measures of association and correlation
B) Running experiments with control groups from benchmark companies
C) Gathering qualitative information from training participants
D) Interviewing training participants to discuss their reactions to the training
E) Testing participants through the use of a pre and post test on the key points of the program
Q:
Which of the following is MOST likely to be included in a new-hire orientation program?
A) Product knowledge training, skill gap analysis, process work flow
B) Company history, policies and procedures, employee introductions
C) Product knowledge training, communication skills, interpersonal skills
D) Listening skills, creative problem solving, motivational skills
E) Conflict resolution, EEO laws, and listening skills
Q:
Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?
A) Job rotation
B) Podcasting
C) Experiential learning
D) Massed learning
E) Self-directed learning
Q:
Which of the following training method is used to reproduce physiological and
psychological conditions of the real world?
A) Computer-assisted instruction (CAI)
B) On-the-job training (OJT)
C) Programmed instruction (PI)
D) Equipment simulation
E) Job rotation
Q:
__________ is a feeling of control and accomplishment.
A) Locus of control
B) Positive attitude
C) Consciousness
D) Overlearning
E) Self-efficacy
Q:
Trainee characteristics related to trainability include __________.
A) opportunity to perform trained tasks
B) a positive climate for learning
C) high cognitive ability
D) time for practice
E) reinforcement of continuous learning
Q:
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:
Company ABC has been experiencing high levels of turnover with employees who have been on the job for less than 9 months. Exit interviews indicated that employees are frustrated and confused. What type of training should the company consider to decrease turnover?
A) Cross-cultural training
B) Managerial training
C) Intergenerational training
D) Baby-boomer training
E) Employee orientation
Q:
According to research, organizations that introduce integrated high-performance work practices usually experience increases in productivity and long-term financial performance.
Q:
How can HR departments improve their performance?
Q:
You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures, handling customer complaints, and motivating sales personnel. Which of the following is not recommended?
A) Create a training environment that allows for maximum learning.
B) Provide trainees with feedback during the training.
C) Prepare the learning objectives and choose training methodology before assessment to eliminate bias.
D) Consider on-the-job training if there are experienced managers to assist.
E) Use role playing and behavior modeling to help them learn how to deal with customer
complaints and motivate others.
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:
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.
Q:
After designing and conducting a training program, the Program Director decides to evaluate the course by asking trainees to complete a reaction form. This is an example of which of the following?
A) One-shot posttest-only design
B) One-group pretest-posttest design
C) Multiple time-series design
D) Posttest-only control group design
E) Pretestposttest control group design
Q:
What type of evaluation measures should HR professionals collect if they want to assess
the extent to which trainees' understand the materials/concepts presented in training?
A) Behavioral
B) Organizational results
C) Reaction
D) Learning
E) Attitudes
Q:
Discuss how recruitment and selection practices contribute to high performance in an organization.
Q:
Which of the following training methods is particularly effective for training managers to make better, more effective decisions?
A) Equipment simulations
B) Apprenticeship programs
C) Games and other simulations
D) Audiovisuals
E) On the job training
Q:
Which group of employees will be more trainable and why?
A) Employees of Company A, where managers present their employees with a list of mandatory training because it takes the worry out of selecting the right training
B) Employees of Company B, because training programs are developed with a pass/fail criteria and only 5% of the employees pass the training, creating motivation to be one of the 5%
C) Employees of Company C because training programs are built around lecture formats with one-way communication, taking the activity out of the training
D) Employees of Company D where employees develop an individualized training program based on their career goals
E) Employees of Company E, because managers randomly assign employees to training programs regardless of current skill level, creating a sense of excitement from not knowing what training you will be able to attend.
Q:
What is a learning organization? What are its key features?
Q:
Making training material meaningful has been found to increase retention. This can be achieved by:
A) Organizing the material from complex to simple.
B) Using examples and terms familiar to the trainees.
C) Telling a lot of jokes.
D) Presenting trainees with each section of the training program rather than an overview of
what is to be learned.
E) Avoiding tests so trainees don't become anxious.
Q:
What are the different conditions that contribute to the formation of a high-performance work system?
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
Q:
Which of the following statements is TRUE regarding well-written learning objectives?
A) They specify what the supervisor has requested that employees be trained in.
B) They should contain observable actions, measurable criteria, and the conditions of performance.
C) They should be general in nature so that they can apply to all employees being trained.
D) They describe the performance you want trainees to be able to exhibit before you consider
them for training.
E) They are based on qualitative data analysis and prepared before the needs assessment.
Q:
Simply requiring all employees to attend training can be a waste of time and money. In an
effort to better identify individual training needs, one should conduct a(n):
A) Job analysis
B) Organizational analysis
C) Person analysis
D) Work-oriented analysis
E) Task-oriented analysis
Q:
In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater effectiveness means that:
A. the rate of employee turnover is considerably high.
B. the HR personnel use fewer and less-costly resources to perform its functions.
C. the average employee compensation in the organization is well above the prevailing market rate.
D. what the HR department does has a more beneficial effect on employees' and the organization's performance.
E. there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.
Q:
A(n) __________ analysis helps identify what should be taught in training.
A) content
B) design
C) job
D) organizational
E) person
Q:
In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department:
A. has a relatively limited influence over employee performance.
B. uses fewer and less-costly resources to perform its functions.
C. expends lavishly on resources.
D. has a more beneficial effect on the organization's performance.
E. ensures that all operations are legal.
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:
The use of HR analytics involves measuring a programs success in terms of:
A. whether it adopted a pro-innovation approach.
B. whether it was perceived as effective by external stakeholders.
C. whether it sustained the status quo.
D. whether it delivered value in an economic sense.
E. whether it enjoyed the support of trade unions.
Q:
At which stage of the training process would it be critical to understand the influence of the characteristics of adult learners and learning principles?
A) Assessment
B) Development
C) Analysis
D) Evaluation
E) Learning objective
Q:
Which of the following is a business indicator of the overall effectiveness of HR activities?
A. Ratio of personnel staff to employee population
B. Accuracy and clarity of information provided to managers and employees
C. Competence and expertise of staff
D. Working relationship between organizations and HRM department
E. Assistance in identifying management potential