Deck 5: Talent Management, Training, and Development

Question 1

The most common approach for making individual analysis is to:

A) analyze organizational outcomes.
B) predict future organizational needs.
C) use performance appraisal data.
D) review the jobs involved.

Answer 1

C

Question 2

Which of the following is a disadvantage of the on-the-job training (OJT)?

A) Incorrect information from the supervisor can be transferred to the trainees.
B) It is the least flexible of all the available modes of employee training.
C) It is more expensive than classroom training.
D) External firms are typically used for training purposes.

Answer 2

A

Question 3

Dr. Smith, a veterinarian, has hired Carlos as an assistant. On Carlos's first day at work, Dr. Smith shows him the technique of holding a cat for vaccination. First, Dr. Smith describes the technique and then he practically shows the process of vaccination. Later he asks Carlos to hold the cat and corrects the mistakes Carlos makes while holding the cat. This is an example of:

A) cross-training.
B) virtual training.
C) simulation training.
D) on-the-job training.

Answer 3

D

Question 4

In the _____ phase of the training process, competencies of a company, a group, or an individual are measured to determine if training can help.

A) needs assessment
B) implementation
C) evaluation
D) design

Question 5

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. In this scenario, a(n) _____ analysis would most accurately reveal if there is a need for training in this department that would reduce the level of turnover.

A) job/task
B) organizational
C) individual
D) productivity

Question 6

Which of the following is true about on-the-job training (OJT)?

A) It can disrupt regular work in an organization.
B) It is the least flexible of all the available employee training methods.
C) It is more expensive than classroom training.
D) It is typically outsourced to external firms.

Question 7

Molly, a customer service representative for an insurance company, was rude to one of her customers. The customer immediately contacted Molly's supervisor and lodged a complaint. Molly's supervisor then reprimanded Molly and recorded the incident in her file. Molly has made a conscious effort ever since not to repeat the same mistake. This best exemplifies:

A) the law of effect.
B) delayed reinforcement.
C) transfer of training.
D) behavioral modeling.

Question 8

The most common method of delivering training at all levels in an organization is:

A) on-the-job training.
B) cross training.
C) web-based training.
D) informal training.

Question 9

Organizations must continually train their current employees because of:

A) the need to increase the rate of attrition.
B) rapid technological innovation.
C) the lack of competition from businesses in low labor cost countries.
D) low involuntary turnover rates of U.S. employees.

Question 10

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

A) Pre-screening
B) Recruiting
C) Networking
D) Training

Question 11

The fire fighters of Lake Hogan Fire Department train constantly to keep their skills honed so that they can respond quickly to sudden changes in an emergency situation. This best exemplifies:

A) behavioral modeling.
B) overlearning.
C) reinforcement and immediate confirmation.
D) spaced practice.

Question 12

The most elementary way in which people learn is _____, which involves copying someone else's behavior.

A) behavioral modification
B) behavioral modeling
C) cognitive practice
D) positive reinforcement

Question 13

At Plantsman's Eden nursery, new workers are trained in proper techniques for planting rooted cuttings. As part of the training, each of the workers is given ten seedlings to plant. Their planting techniques are then checked by the trainer. This best exemplifies:

A) active practice.
B) behavior modeling.
C) cross training.
D) conference training.

Question 14

Active practice occurs when:

A) job-related tasks and duties are performed by trainees during training.
B) off-the-job training is provided to new employees at a job.
C) trainees are shown how to actively multitask.
D) e-learning tools are used to deliver training.

Question 15

For employers, one of the advantages of cross training employees is:

A) narrowed job jurisdictions.
B) increased employee productivity without pay raises or bonuses.
C) better union relations.
D) employee development.

Question 16

Which of the following statements is true of global competitiveness?

A) Globally, there is a decline in the supply of specialized skilled and technical workers signaling a worldwide crisis in education.
B) For U.S. employers, the challenge related to training a globally competitive workforce has increased because of the decline in specialized skilled and technical workers.
C) Despite its shortcomings, the U.S. educational system is generating an increasing supply of specialized skilled and technical workers.
D) Companies that send their employees abroad should focus more on skills and technical capabilities training rather than wasting their time in preparing them for the host country's culture.

Question 17

One way to aid transfer of training to job situations is to ensure that:

A) the trainers have high levels of self-efficacy.
B) the trainees are not troubled with follow-up exercises.
C) the trainers focus primarily on informal training.
D) the training mirrors the job context as much as possible.

Question 18

Once training requirements have been identified using needs analyses, training objectives and priorities can be established by:

A) conducting orientation programs.
B) conducting exit interviews.
C) conducting a "SWOT analysis."
D) conducting a "gap analysis."

Question 19

Which of the following is true about on-the-job training (OJT)?

A) It is less disruptive to the work flow than other types of employee training methods.
B) It is flexible and relevant to what employees do.
C) It is more expensive than classroom training.
D) It is typically outsourced to external firms.

Question 20

The planned introduction of new employees to their jobs, coworkers, and the organization is referred to as _____.

A) orientation
B) organizational entry
C) socialization
D) indoctrination

Question 21

Which of the following statements is true about e-learning?

A) Financial service companies were among the last to use Internet training.
B) E-learning is not flexible enough to be used for off-the job training.
C) E-learning provides easy access to more employees than does conventional training.
D) E-learning is relatively more expensive per trainee than conventional training methods.

Question 22

As a development technique, the best lateral transfers:

A) facilitate upward career progress in the organization.
B) encourage employees to learn new skills that increase their marketability.
C) encourage the redundant employee to leave the company voluntarily without being terminated.
D) provide a monetary incentive for taking on new work.

Question 23

Which of the following is a common mistake made by organizations during succession planning?

A) Including the board of directors, along with the HR in the process of CEO succession
B) Focusing on the other employees apart from the top management
C) Allowing the CEO to direct the planning process
D) Looking externally as well as internally for succession candidates

Question 24

Individual-centered career planning primarily focuses on:

A) the logical progression of people through jobs in an organization.
B) an organization's long-term staffing needs.
C) succession planning for key positions.
D) an employee's personal characteristics and his/her life and work goals.

Question 25

Cross training occurs when:

A) people are trained to do more than one job.
B) the training takes place outside the employing organization.
C) e-learning is used as the primary mode for delivering the content of training.
D) the training occurs through interactions and feedback among employees.

Question 26

When is a career plateau most likely to occur?

A) When an employee starts gaining new skills
B) When an employee employs the strategy of job sequencing
C) When an employee becomes unmotivated and quits
D) When an employee cannot advance upward within an organization

Question 27

The HR department at Total Utilities is planning an internal career day which will feature workshops on various careers at Total Utilities, opportunities for work in the overseas locations of Total Utilities, and presentations by HR staff on training and development opportunities available at Total Utilities. This is an example of:

A) individual-based career development.
B) organization-centered career planning.
C) career mapping.
D) training and development outsourcing.

Question 28

Which of the following best exemplifies cooperative training?

A) A medical school that uses simulations where the students can perform operations without harming real patients
B) An e-learning program on corporate leadership in which the trainee interacts with the trainer and other trainees via a blog
C) On-the-job training in an IT firm wherein a supervisor works closely and continuously with subordinates
D) A community college program in solar panel installation partnering with solar panel installation companies providing internships

Question 29

For the employer, the two major advantages of cross training employees are employee development and:

A) narrowed job jurisdictions.
B) increased employee productivity without pay raises or bonuses.
C) better union relations.
D) flexibility in assigning work.

Question 30

Gerald is confused as to why his 28-year-old daughter is changing jobs for the third time since she graduated from college. His daughter tells him that she has learned everything she could from her current job and that it is time to move on. Gerald's daughter is in the stage of her career where most people's needs and concerns are:

A) to identify interests and acquire capabilities.
B) to focus on making as high a salary as possible because this affects their earning potential for the rest of their lives.
C) to achieve personal integrity and incorporate their values into their work life.
D) to establish their political power base within their organization.

Question 31

Josh is 32 years old. He worked for a financial organization for seven years after graduating with a bachelor's degree. He received three promotions during that period. Recently, he was fired by his employers and is now working part-time as a bartender while training as an X-ray technician. Josh is experiencing:

A) a career plateau.
B) a Protean career.
C) career sequencing.
D) a career transition.

Question 32

When using _____ to evaluate training, HR professionals in an organization, typically gather data on training and compare them to data on training at other organizations of similar size in their industry.

A) the results approach
B) benchmarking
C) cost/benefit analysis
D) return-on-investment analysis approach

Question 33

Margaret is a 54-year-old manager in the client support services department of a heavy equipment manufacturer. She has been with the company throughout her career and has had a steady rise in the hierarchy through promotions. She has performed well in numerous training and development programs. Margaret currently meets performance expectations. In the judgment of Margaret's superiors, she has "topped out" and will not be qualified for further advancement. Which of the following statements is most appropriate for Margaret's situation?

A) In the future, Margaret should be considered for lateral moves.
B) Margaret should receive stretch assignments to bring out her latent potential.
C) Since Margaret has no potential to advance, she should be encouraged to take phased retirement.
D) Margaret should receive coaching and perhaps be moved to another organization.

Question 34

Unions view cross training unfavorably primarily because:

A) it threatens job jurisdiction.
B) it adds supervisory roles to part-time employees' duties.
C) it reduces effective wages per hour.
D) it increases worker productivity and thus threatens job security.

Question 35

Joshua, the director of training, must demonstrate to the top management the amount of financial benefits the company has realized from the expenditure on the mechanics training program. Joshua needs to prepare a(n):

A) return-on-investment analysis.
B) net gain calculation.
C) actual versus proposed budget comparison.
D) results evaluation.

Question 36

_____ are tools to help people identify their interests, what they do well, what they do not like, and their strengths and weaknesses.

A) SWOT analyses
B) Neuropsychological tests
C) Career goal settings
D) Self-assessment tests

Question 37

A(n) _____ is a sequence of work-related positions a person occupies throughout life.

A) career
B) job ladder
C) profession
D) occupation

Question 38

If talent management is effective in a firm, it is most likely that:

A) the voluntary turnover among the high potential employees will be essentially zero.
B) the organization will not have to use the external labor market except in emergencies.
C) the cost of labor in the firm will be lower than its direct competitors.
D) the firm has a succession plan in place for all holders of critical jobs.

Question 39

Carmelo, the editor of a business department of a national news magazine, went through a sequence of jobs in the company before he achieved this position. He joined as a staff reporter, then got promoted to technology reporter, then to editor of the business department, and then to deputy managing editor before achieving his current position. This is:

A) an example of a non-traditional career path.
B) the result of organization-centered career planning.
C) a demonstration of the cyclical nature of careers.
D) a series of career transitions.

Question 40

Which of the following is true of career plateaus?

A) Plateaued employees are poor candidates for training and development because they have reached the highest level for which they are suitable in their organizations.
B) Career plateaus are a sign that valuable resources are not being used appropriately.
C) Career plateaus are more likely to occur in a person's early career rather than in one's later career.
D) An employee who defines career success in terms of upward mobility would view a career plateau as a sign of failure.

Question 41

The frequent changes to which organizations must adapt demands at present that employees be continually trained to update their capabilities.

Question 42

Training plans allow organizations to identify what is needed for employee performance before training begins.

Question 43

Assessing organizational training needs is the execution phase of a training plan.

Question 44

What is the most common reason managers fail after being promoted to management?

A) Lack of confidence
B) Poor time management
C) Poor teamwork with subordinates and peers
D) Inability to balance work and family demands

Question 45

When opportunities for promotion are scarce, a good way to keep employees motivated and develop their talents within the organization is:

A) to send them to a corporate university.
B) to encourage practices of glass ceiling.
C) to give them a sabbatical or leave of absence.
D) to rotate them through lateral transfers.

Question 46

Which of the following statements is true of training and development?

A) Training is for hourly employees; development is for managers and professionals.
B) Training focuses on the long-run performance of an employee.
C) Development is typically assessed with a cost-benefit analysis.
D) Capabilities learned in development may not apply to the employee's current job.

Question 47

Managers learn by behavior modeling, which involves:

A) reinforcement of the desirable behaviors spontaneously exhibited.
B) imitating the behavior of their own managers.
C) developing a personal model of ideal managerial behavior.
D) pairing junior managers with senior managers in assistant positions.

Question 48

Kelly spent four days at a training program centered on the use of improved hygiene procedures to reduce infections in long-term care facilities. Six months later, Kelly has not been able to implement these methods due to resistance from the nursing staff and the lack of interest of the medical director. The HR term for Kelly's experience is:

A) translation failure.
B) nontransference of training.
C) encapsulated development.
D) cultural inertia.

Question 49

A strategic mind-set leads top management to understand that training is the sole answer to most employee and organizational performance problems.

Question 50

Which of the following is true of lecture-style classroom instruction?

A) The technique is generally ineffective regardless of the instructor's capabilities.
B) Employees typically resist classroom instruction.
C) Employees have fewer opportunities to participate than in other types of instruction.
D) Its effectiveness is independent of the size of the group.

Question 51

Paul has completed two months at his first job. He is dissatisfied with his unsupportive supervisor, the lack of specific feedback, and the logistical aspects of solving problems. This best exemplifies a(n) _____.

A) entry shock
B) feedback on reality
C) cyclical career
D) premature career plateau

Question 52

What impact does development have on an individual's career?

A) The employee is likely to acquire abilities to handle a variety of assignments beyond those required for his or her current position.
B) The employee's career goals will be subordinated to the organization's goals.
C) The individual's marketability at other organizations will be reduced due to employer-specific specialization.
D) The employee's ability to learn specific behaviors is likely to be compromised.

Question 53

"Soft" skills are critical in many instances in a business environment and can be taught.

Question 54

_____ is a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

A) Sponsorship
B) Management coaching
C) Management mentoring
D) Modeling

Question 55

Wilderness excursions as a development tool:

A) are the enjoyable segment of indoor training.
B) can help revaluate an employee's personal goals and efforts.
C) act as an outdoor version of an assessment center.
D) are losing popularity because of the risk of reducing an employee's self-confidence.

Question 56

Senior managers and executives are often hired from outside a firm because:

A) it does not take the time to develop senior-level managers in-house.
B) promoting from middle management ranks causes extreme political jockeying.
C) the organization cannot control managers' experiences, so it cannot develop the managers it needs.
D) in order for useful learning to occur, managers must have positive and challenging experiences, and these are absent in-house.

Question 57

Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization.

Question 58

Ideally, training should be viewed tactically rather than strategically.

Question 59

Most global firms find it is better to have expatriates as their expatriates often are well-trained in skills and technical capabilities and much better prepared for the host country culture.

Question 60

Clarence is the Assistant Vice President of quality control for a medical equipment manufacturing firm. However, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, Clarence will resume his job duties with his employer. Clarence is:

A) in phased retirement.
B) an executive educator.
C) rotating through a non-core function.
D) on a sabbatical leave.

Question 61

E-learning is limited in terms of accessibility compared to leadership and cultural training.

Question 62

At present, employees are less mobile and organizations are more stable as long-term employers.

Question 63

On-the-job training will not be effective if the trainers simply allow the trainees to learn the job on their own.

Question 64

The concept of reinforcement is based on the law of effect, which states that people tend to avoid repeating actions that give them a positive reward.

Question 65

Focusing only on top management succession during succession planning is one of the most common mistakes made.

Question 66

The most common approach for making individual analysis is to use performance appraisal data.

Question 67

On-the-job training can be smoothly integrated into the regular work flow.

Question 68

The nature of a business and the environment in which it operates has a bearing on the strategies used for talent management.

Question 69

In contrast to informal training, which is planned, on-the-job training should occur spontaneously.

Question 70

Active practice occurs when trainees perform job-related tasks and duties during training.

Question 71

For the employer, the advantages of cross training are flexibility and development.

Question 72

Carlene, a customer executive, arrives at the training facility of the company full of enthusiasm because she is really excited about learning how to cope with difficult customers. She has encountered a number of intransigent customers and is eager to see what "tricks" the trainers can show her. This shows that Carlene has the motivation to learn.

Question 73

Organization-centered career planning requires an individual employee to take charge of his/her career and chart a path of advancement through his/her organization.

Question 74

Talent management is growing in importance because it is concerned with the attraction, development, and retention of human resources.

Question 75

Succession planning focuses both on emergency replacements for critical positions and making sure that other successors will be ready with some additional development.

Question 76

A year after the equine safety program was conducted in a riding stable, the volunteers remembered that they must always cross-tie the horses while they groom and saddle them. From the given data, it can be concluded that the content of the training was successfully transferred.

Question 77

Like apprenticeships, internships are a type of cooperative training.

Question 78

Carlene is a new usher at a performing arts center. She was paired with Joseph, an experienced usher, for her first show. Carlene observes Joseph during the show and imitates how he handles the guests in the next show. This scenario illustrates the process of behavior modeling.

Question 79

During the late career phase, an employee is typically concerned with external rewards
and acquiring capabilities.

Question 80

A gap analysis identifies the difference between what an individual employee knows and what the employee should know in order to perform the job satisfactorily.