Deck 5: Training and Talent Management

Question 1

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

A)Orientation
B)Learning
C)Employee development
D)Training

Answer 1

D

Question 2

One condition that must be met for effective transfer of training is that _______________.

A)there is positive reinforcement for applying the skills on the job
B)employees must maintain their use of the learned material over time
C)trainees must be able to recall the training as needed
D)trainers must be able to transfer that knowledge to new employees

Answer 2

B

Question 3

Worldwide Food Services, Inc., (WFS) has a large number of cooks and other food service workers who will be sent to hardship environments overseas to prepare meals for the military. The workers have been hired, but they need to be trained almost immediately because of the contract with the military, and the HR staff at WFS is overloaded. It would be most wise for WFS to _______________.

A)cancel the military contract
B)hire external trainers
C)hire and train new HR staff to conduct the training
D)use on-the-job training when the new hires arrive in the hardship location

Answer 3

B

Question 4

occurs through interactions and feedback among employees.

A)Informal training
B)Vestibule training
C)Employee development
D)New employee orientation

Question 5

Which of the following is not an influence of a person's motivation to learn training content?

A)gender
B)training budget
C)ethnicity
D)instructor's motivation

Question 6

The perceived value of training is affected by a need to improve, the likelihood of improvement, and the _______of the training.

A)Cost
B)Duration.
C)Practicality
D)Location.

Question 7

What should an organization do if it wants to enhance the relationships between training, learning, and job performance?

A)Give the trainees a pre-training test and post-training test to measure their learning from the training.
B)Give the trainees a real business problem to solve as part of their training.
C)Offer interactive e-learning as a training method.
D)Outsource the training to subject matter experts.

Question 8

Learner readiness consists not only of the ability to learn, but also _______________, and self-efficacy.

A)the time to learn
B)the access to training
C)a need to learn
D)the motivation to learn

Question 9

What are the four phases of the training process?

A)planning, delivery, evaluation, validation
B)strategize, plan, organize, deliver
C)analysis, development, implementation, control
D)assessment, design, delivery, evaluation

Question 10

When people repeat responses that give them some type of positive reward and avoid actions associated with negative consequences, they are demonstrating the concept of _______________.

A)modification
B)behavior
C)learning
D)reinforcement

Question 11

________ occurs when trainees perform job related tasks and duties during training.

A)active practice
B)OJT
C)reinforcement
D)knowledge transfer

Question 12

"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)socialization

Question 13

The importance of getting new employees to immediately begin performing successfully is a notion referred to by the term, _______________.

A)orientation
B)on-the-job learning
C)workplace hazing
D)on-boarding

Question 14

is defined as the use of the Internet or an organizational intranet to conduct training on-line.
A)Computer-assisted learning

A)E-learning
B)Cooperative learning
C)Simulation learning

Question 15

_______________ is concerned with enhancing the attraction, development, and retention of key human resources.

A)Talent management
B)Staffing
C)Organizational development
D)Strategic training

Question 16

The most common type of training at all levels in an organization is _______________.

A)e-learning
B)on-boarding
C)on-the-job training
D)classroom instruction

Question 17

When identifying organizational needs, which of the following is not one of the questions that a good training plan deals with?

A)Is there a need for training?
B)Is there a budget for training?
C)Who will do the training?
D)How will the knowledge be transferred to the job?

Question 18

Repeated practice, even when the learner has mastered the performance, is called_____

A) rote memory drilling
B) patterned response
C) enhanced learning
D) overlearning

Question 19

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 of these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize these training programs based on _______________.

A)the richness 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 performance goals

Question 20

The learning concept of indicates that people learn best if reinforcement is given as soon as possible after training.

A)behavior modeling
B)positive reinforcement
C)immediate confirmation
D)active practice

Question 21

Jeffrey Bean, Manager of Operations for a large retail chain, recently attended an off-site training program which was designed to teach managers new ideas and methods for managing the department's work and making his operation more efficient. When Jeffrey went back to the office, he thought, "This is never going to work. Those ideas are good in theory, but it's just not practical to change the processes we already have in place." Jeffrey's reaction describes a situation of _______________.

A)encapsulated development
B)classroom paralysis
C)lack of self-efficacy
D)transfer of training error

Question 22

There are two sources of information used to analyze training needs, which are organizational and individual.

Question 23

Self-efficacy refers to a person's desire to learn training content.

Question 24

The oldest on-the-job development technique is____________.
a. job rotation
b. coaching
c. demonstration
d. committee assignments

Question 25

Anderson Finance Corporation has created specialized leadership classes and mentoring programs, targeted specifically to the employees who are likely to be promoted to Director positions in the next 24 months. Anderson Finance's talent management program is _______________.

A)insufficient for retaining key employees
B)focused on "high-pos"
C)in violation of EEOC guidelines
D)unlikely to be expanded to include non-management

Question 26

Which is the first stage in calculating training costs and benefits?

A)identify potential savings
B)compute costs and savings benefits comparisons
C)determine training costs
D)compute potential savings

Question 27

A career plan in which an individual enters the sales department of an organization as a sales counselor, then is promoted to account director, then to sales manager, and finally to vice-president of sales, would be a good example of _______________.

A)individual-centered career planning
B)organization-centered career planning
C)lifetime employment
D)career transitions

Question 28

In a management development program, Trudy spends 3 months visiting customers, 3 months in HR, and 3 months in IT. This process is called__________.

A) job rotation
B) orientation
C) stress test
D) coaching

Question 29

Development is distinguished from training, in that _______________.

A)development focuses on individuals gaining new capabilities useful for both present and future jobs
B)development cannot be measured or quantified, whereas training can
C)training is used mostly for management positions
D)development provides people with specific, identifiable knowledge and skills for use on their present jobs

Question 30

Donna recently spent two days off the job in activities such as role playing, in-basket exercises, and tests.She most likely was participating in a/an _______________.

A)performance appraisal
B)security screening
C)outplacement center
D)assessment center

Question 31

Behavior modeling is the most elementary way in which people learn, and it is one of the best.

Question 32

The abilities to work independently and under pressure are considered__________abilities.

A) innate
B) experiential
C) nontechnical
D) cognitive

Question 33

A/An is a series of work-related positions a person occupies throughout life.

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

Question 34

A training needs assessment measures current competencies against what is required in the strategic plan.

Question 35

Individual-centered career planning focuses on _______________.

A)the individual's responsibility for a career rather than on organizational needs
B)the career ladder for that employee
C)the individual's place on a succession chart
D)the internal opportunities for career advancement

Question 36

The purpose of succession planning is to _______________.

A)prepare for passing wealth from family-business owners to the next generation
B)measure the success or failure of the strategic planning process
C)provide for the orderly transition of ownership from one generation to the next
D)identify a longer-term plan for the orderly replacement of key employees

Question 37

Training can be evaluated through a cost-benefit analysis, which consists of each of the following steps except: _______________.

A)determine training costs
B)identify potential savings results
C)conduct costs and savings benefit comparisons
D)benchmark the results against that in other organizations

Question 38

Which of the following statements is true about dual-career couples?

A)Part-time work, flextime, and work-at-home arrangements are generally unacceptable options for most couples.
B)Dual-career couples are more mobile due to their dual income.
C)The promotion of one partner in the couple to another geographic area may result in a "commuting" relationship.
D)Their numbers are decreasing as more women opt for the "mommy track."

Question 39

Maintaining a satisfactory work-life balance while investing a great amount of time beyond the job in career management is especially problematic for _______________employees.

A)new
B)older
C)part-time
D)younger

Question 40

In order to reward talented technical people who do not want to move into management, many companies have established _______________.

A)dual career ladders
B)portable career paths
C)phased retirement plans
D)the position of technical-professional

Question 41

After an individual has decided what kind of career path interests them, they should obtain some feedback on reality before they set specific career plans.

Question 42

The concept of reinforcement is based on the law of effect.

Question 43

Define HR development and identify the difference between that and training.

Question 44

The second half of life is usually described by the quest for competency and a need to make a mark in the world.

Question 45

Dual career ladders have been established by many large companies to deal with the problems faced by dual-career couples.

Question 46

Identify and discuss the learning principles to consider when designing a training program.

Question 47

Provide a definition for succession planning, and identify the value is creates for the organization?

Question 48

Identify some commonly used training evaluation metrics.

Question 49

Senior managers and executives usually come from internal promotions after resulting from rigorous classroom training.

Question 50

Cross-training allows the opportunity for greater flexibility and development of human resources.

Question 51

One perceived disadvantage of sequencing is that it will hurt chances for advancement.

Question 52

Succession planning should be limited to top executive jobs.