Deck 7: Orientation, Training and Development, and Career Planning

Question 1

The order of activities in planning a training program is to decide on the content and learning principles to be used,then do a needs assessment,and finally determine objectives.

Answer 1

False

Question 2

Benefits of training for the individual can include skill improvement and self-development.

Answer 2

True

Question 3

The "buddy system" is an informal orientation system used by some organizations where a new employee is paired with a senior worker who shows the new person around.

Answer 3

True

Question 4

Canadian companies must increasingly compete in a global market and a fast-changing environment,which in turn makes training an important part of organizational strategy.

Question 5

Onboarding can reduce employee turnover,reduce errors,and increase productivity.

Question 6

Most organizations conduct group orientation programs to be more cost effective.

Question 7

Socialization is about introducing the culture of an organization.

Question 8

An employee handbook is a common tool for explaining benefits,policies,and general information about the organization to the new employee.

Question 9

Formal orientation programs are intended to familiarize new employees with their roles,other employees,and the organization.

Question 10

A training program's content is shaped by the needs assessment and the learning principles.

Question 11

Knowledge management can be defined as the ability to utilize the information and knowledge stored in employees' heads.

Question 12

Training objectives should state three things: desired behaviour,conditions under which it should occur,and acceptable performance criteria.

Question 13

In training,needs assessment diagnoses present problems and environmental challenges that training might facilitate.

Question 14

Canadian managers will increasingly have to work with colleagues who often have very different cultural values.

Question 15

Successful organizational entry and maintenance is the key objective of employee socialization.

Question 16

Responsibility for orientation is usually shared between the human resource department and the immediate supervisor.

Question 17

Recommending a good employee for a training course as a reward is one reason why human resource departments regard supervisory suggestions for employee training as valid.

Question 18

Training prepares people for their present jobs while development prepares them for future jobs.

Question 19

Reactions from new employees,effects of socialization on job attitudes and roles,and a positive cost-benefit are all methods for measuring the effectiveness of an orientation program.

Question 20

Benefits of training for the organization can include higher productivity,improved morale,and a better corporate image.

Question 21

In selecting a particular training technique no one technique is always best,for there are always trade-offs between desired content,cost,and personal capabilities.

Question 22

As the learning curve indicates,learning is not linear but takes place in bursts separated by plateaus.

Question 23

One advantage of role-playing as a training technique is that can create greater empathy and tolerance of individual differences.

Question 24

Employee development can be defined as the process of enhancing an employee's future value to the organization through career planning.

Question 25

An organization that plans to change its strategy should allocate funds for training.

Question 26

The three basic developmental strategies for organizations are cognitive,behavioural,and environmental.

Question 27

Three of the five learning principles that can be included in training are participation,relevance,and transference.

Question 28

The drop-out rates that plague higher education MOOCs may not be a concern,as many corporate learners use MOOCs to address a specific issue or problem instead of completing the full course.

Question 29

Repetition and relevance are learning principles,but feedback is not.

Question 30

Behavioural developmental strategies are more concerned with changing employee behaviour than changing attitudes and values.

Question 31

Because they use passive techniques,cognitive development strategies tend to be the most effective as a developmental tool.

Question 32

All the following are training evaluation criteria: reaction,knowledge,behaviour,and organizational results.

Question 33

Job rotation,matrix management,and project teams are all environmental strategies for employee development.

Question 34

The learning organization creates a knowledge network where employees can share ideas and learn more about content that is important to their development.

Question 35

Off-the-job training techniques include lecture and video presentations,apprenticeships,and self-study.

Question 36

A competency-based performance management allows trainers to offer programs that focus on specific employee strengths and invest training and development effort where it maximizes value for the company.

Question 37

Active participation usually makes learning quicker and more long-lasting.

Question 38

The use of feedback can allow motivated learners to modify their behaviour to achieve the quickest possible learning curve.

Question 39

Coaching as a training technique is seldom if ever done by the immediate manager or supervisor,but rather by the human resource department.

Question 40

Strategic human resource development can be defined as the identification of essential job skills and the management of employee learning for long-range in relation to corporate strategy.

Question 41

A competency framework is:

A)an organizational process for defining corrective discipline in situations of incompetence
B)used to identify quality problems in production
C)a list of skills and abilities that are needed to get to the next level or which add value to the business
D)a test that human resource specialists give employees to determine job standards
E)a physical structure designed to house organizational knowledge

Question 42

In training,to do a needs assessment means to:

A)assess the costs of training programs
B)suggest possible methods to evaluate training programs
C)diagnose environmental challenges that could be met through training
D)develop an external workforce analysis to fill training needs
E)review recruiting and selection procedures

Question 43

No matter how professional they are,to be successful,career counsellors must first get employees to assess themselves and their environment.

Question 44

"Desirable behaviour" as a development strategy includes reinforcing which of the following?

A)proper leadership style
B)conflict resolution techniques
C)appropriate types of communication
D)interactions with customers
E)all of the choices

Question 45

As far as costs go,training should be considered to be:

A)too important to be analyzed on a cost-benefit basis
B)the same as any other organizational decision and assessed for cost-effectiveness
C)by its very nature immeasurable in any practical way for cost-effectiveness
D)too future oriented to be measured in current costs
E)a non-cost item

Question 46

Strategic human resource development involves all of the following EXCEPT:

A)identifying essential job skills
B)attempting to change employee behaviour
C)actively managing an employee's learning
D)linking the development needs and activities to an organization's strategy and mission
E)being future oriented with regards to employee development

Question 47

The reaction criterion for training evaluation has as an advantage that it evaluates:

A)the set-up of the program
B)the effectiveness of the program
C)desired behavioural changes
D)attitude and behaviour changes effected by the training
E)overall organizational results and benefits

Question 48

Organizationally sponsored career planning can further employee growth,tap employee potential,and satisfy employee needs.

Question 49

To assist in their career development,employees expect organizations to provide the following EXCEPT:

A)career equity
B)supervisory concern
C)awareness of opportunities
D)career satisfaction
E)job design

Question 50

Developmental strategies that desire to change employee attitudes and values would generally fall under the heading of ______.

A)behavioural
B)environmental
C)cognitive
D)normative
E)managerial

Question 51

One advantage of career planning is that it gives the human resource department a larger pool of job applicants from which to fill internal job openings.

Question 52

The use of such instruments as role-playing,sensitivity training,team building,and mentoring would indicate an organizational strategy based on the:

A)cognitive approach
B)behavioural approach
C)environmental approach
D)job analysis approach
E)assessment approach

Question 53

Some human resource departments offer career counselling,although to be truly successful,counsellors must:

A)be able to inform employees exactly where their career path lies at any time
B)get employees to assess themselves and their environment
C)be able to persuade employees to go in the direction the organization,not where the employee wants
D)have direct experience in the jobs and careers that they are counselling about
E)avoid using attitudes and skills tests at this stage

Question 54

The first step in any training program is to:

A)set a specific space as a permanent training area
B)determine what the training program will be about
C)determine training objectives
D)assess the needs of the organization
E)initiate a job redesign program

Question 55

Which of the following apply to computer-based training?

A)it allows the student to control the pace of learning
B)positive reinforcement occurs during the training
C)courses can be offered through tutorial packages
D)training packages are of a modular type format
E)all of the choices

Question 56

Job performance,exposure,and organizational loyalty are all possible career development actions.

Question 57

Matrix management,cross-cultural management,and diversity training are all instruments used in the __________ strategy to employee development.

A)behavioural
B)environmental
C)cognitive
D)normative
E)participative

Question 58

The involvement of human resource departments in employee career planning has grown in recent years mainly because career planning does all of the following EXCEPT:

A)taps employee potential
B)reduces management hoarding of key employees
C)automatically filters out and removes unacceptable employees
D)develops promotable employees
E)assists employment equity plans

Question 59

The skills,knowledge,and behaviours that distinguish high performance in a board role,function,or level of the organization is known as:

A)level of development
B)competencies
C)employee talent
D)job skills
E)talent profile

Question 60

The starting point for any career planning and development is the organization.

Question 61

When employers encourage career planning,one benefit often is:

A)employees set goals and are more motivated
B)increased creative anxiety
C)poor employees resign
D)expanded learning curve charts
E)employees will decertify unions and set up team based self-management equity systems

Question 62

A poor new-employee onboarding program may:

A)increase organizational stability
B)reduce employee anxiety
C)reduce labour grievances
D)encourage employees to do things his or her own way and not to be bound by organizational norms
E)develop clear-cut organizational expectations

Question 63

Methods and instruments used in environmental strategies for employee career development include which of the following:

A)videos
B)job rotation
C)leadership grid
D)mentoring
E)team building

Question 64

Human resource departments encourage career planning through all the following EXCEPT:

A)information
B)career education
C)job analysis
D)counselling
E)employee self-assessment

Question 65

On-the-job training techniques do NOT include:

A)coaching
B)job rotation
C)job instruction training
D)role-playing
E)apprenticeships

Question 66

Job hopping:

A)is rarely done by younger workers
B)is considered to be okay by younger workers provided the benefits outweigh the potential bad reputation
C)refers to how many interviews it takes a candidate to secure a position
D)is a stigma which should be avoided
E)involves lateral moves within an organization and demonstrates loyalty to the employer

Question 67

In a perfect world,the best criteria of evaluating a training program would be ______.

A)reaction
B)behaviour
C)organizational results
D)knowledge
E)attitudes

Question 68

An evaluation of training needs will result in training objectives,including:

A)employees' future career plans
B)acceptable performance criteria
C)revised job descriptions
D)training costs
E)where training will take place

Question 69

Training evaluation criteria can include which of the following?

A)organizational results
B)reaction
C)knowledge
D)behaviour
E)all of the choices

Question 70

Orientation programs often cover a number of topics including all of the following EXCEPT:

A)employee benefits
B)job duties
C)job analysis issues
D)organizational issues
E)introduction to other employees

Question 71

Case study,simulation,and programmed learning are all examples of:

A)on-the-job training techniques
B)off-the-job training techniques
C)role-playing
D)transference
E)participation learning

Question 72

Knowledge management has all of the following characteristics EXCEPT:

A)it focuses on making information available to managers for decision making
B)it translates an organization's ability to utilize employee knowledge
C)it determines which employees will receive additional career development
D)it attempts to leverage knowledge within the organization
E)it endeavors to increase knowledge systematically to apply knowledge in a profitable manner

Question 73

Approaches to evaluating the effectiveness of an orientation program include which of the following?

A)randomly interview new employees who have completed the program
B)randomly select new employees and have them complete surveys
C)measure job satisfaction and work motivation after employees have been in their new roles
D)conduct cost-benefit studies on orientation activities
E)all of the choices

Question 74

There is a trend towards online orientation instruments,the benefits of which are all the following EXCEPT:

A)compressed delivery time
B)reduced workload for trainers
C)greater cost-effectiveness
D)employees can do internet searches for more information
E)ability to deliver to geographically dispersed workforces

Question 75

The term ________ is used to describe a series of aligned strategic processes that take into account all the new employees early experiences.

A)orientation
B)socialization
C)succession planning
D)onboarding
E)teamwork

Question 76

The organizational benefits of employee career planning do NOT include:

A)lower turnover
B)promotable employees
C)increased benefits levels
D)tapping employee potential
E)meeting legal requirements

Question 77

The process by which a new employee begins to understand and accept the values,norms,and beliefs held by others in an organization is known as ______.

A)familiarization
B)adaptation
C)socialization
D)orientation programs
E)participation

Question 78

Which of the following are learning principles?

A)relevance
B)commitment
C)repetition
D)participation
E)all of the choices

Question 79

Cross-training employees by moving them through a variety of jobs within the organization is called:

A)job enrichment
B)job enlargement
C)job rotation
D)job mentoring
E)job learning

Question 80

An individual can take a number of actions to develop a career,including all the following EXCEPT:

A)exposure
B)job performance
C)resignations
D)mentors
E)not learn from mistakes