Deck 6: Planning Training Programs

Question 1

What is the final step in the position analysis process?

A) Prepare task list.
B) Write job descriptions.
C) Develop task breakdowns.
D) Consider performance standards.

Answer 1

B

Question 2

Traditional "tag along" and "shadowing" training programs often do not work well because they

A) are too time consuming.
B) can only be effectively implemented in a group setting.
C) require excessive design costs for their implementation.
D) lack a well-thought-out approach to determining needed training content.

Answer 2

D

Question 3

What is contained in a task breakdown for a position?

A) A list of the tasks to be performed in the position
B) A description of the skills required to complete all of the tasks in the position
C) A list of the training required to learn how to complete all of the tasks in the position
D) A description of how one task in the task list for the position should be performed

Answer 3

D

Question 4

Technology has had little effect on employee productivity in the hospitality industry primarily because

A) the industry is labor-intensive.
B) the industry is not labor-intensive.
C) technology implementation costs are very low.
D) technology implementation costs are very high.

Question 5

Acceptance of a training assignment in an operation will likely be avoided if potential trainers are

A) new to their jobs.
B) not given the time to train.
C) not given additional compensation.
D) required to conduct group training sessions.

Question 6

Good communicators recognize that body language

A) is an effective method of communication.
B) is an ineffective method of communication.
C) usually goes unnoticed by newer employees.
D) usually goes unnoticed by experienced employees.

Question 7

An off-the-shelf training program is one that is

A) generic.
B) low-cost.
C) custom-made.
D) specific to one operating department.

Question 8

For a training program to be "cost-effective," it must

A) be offered only on an as-needed basis.
B) lead to employee promotion opportunities.
C) be taught by trainers already on the organization's staff.
D) provide time and money benefits that outweigh its costs.

Question 9

Which is an example of an open-ended question that could be used to identify items in a training task list?

A) Do you stay busy at all times?
B) When does your work shift begin?
C) How long have you held your current position?
D) What is the hardest part of your current position?

Question 10

The "warm body" syndrome refers to

A) the hiring of line cooks.
B) a desirable hiring technique.
C) the hiring of high-cost workers.
D) a hiring technique to be avoided.

Question 11

Which management process identifies each task in a position and explains how it should be done, with a focus on knowledge and skills?

A) Job analysis
B) Job description
C) Position analysis
D) Position description

Question 12

Professional development programs consist primarily of training and information for

A) business owners.
B) job applicants who are experienced.
C) job applicants who are inexperienced.
D) individuals currently employed in an operation.

Question 13

After a task is learned, what is most often needed to enable the trainee to perform the task at the appropriate speed?

A) Trainee feedback
B) Additional training
C) Time and repetition
D) Ongoing task analysis

Question 14

What is the first step in the position analysis process?

A) Prepare task list.
B) Write job descriptions.
C) Develop task breakdowns.
D) Consider performance standards.

Question 15

The statement, "An organization pays for training even if it doesn't offer it," refers to the fact that

A) training is mandated by state and local governments.
B) training costs are a mandatory component of payroll costs.
C) payment for training programs can be delayed until they are implemented.
D) in the absence of training programs, wasted time and money occurs because of employee errors.

Question 16

In most cases, effective training can help reduce operating costs because

A) fewer labor hours will be needed.
B) hourly wage rates can be reduced.
C) employee benefit costs can be reduced.
D) supervisors can more closely monitor employee efforts.

Question 17

Which training method is best for most entry-level hospitality positions?

A) Group
B) Hands-on
C) Self-paced
D) Shadowing

Question 18

When an excellent employee is chosen to serve as a trainer for other employees, he or she must first be

A) trained to train.
B) a long-term employee.
C) given additional compensation.
D) given the option of choosing an appropriate training method.

Question 19

Effective training programs may need to be modified based on a trainee's

A) pay rates.
B) scheduled days off.
C) cultural backgrounds.
D) interest in advancing within the organization.

Question 20

Properly developed performance standards for a list of tasks identify the

A) costs of completing each task.
B) way each task is to be completed.
C) training times required to learn each task.
D) quality and quantity outputs for each task.

Question 21

Staff input, exit interviews, and inspection score results are three tools managers can use to help

A) create job descriptions.
B) determine training needs.
C) assess productivity standards.
D) estimate training program costs.

Question 22

Which is the first step managers should complete when developing a training lesson?

A) Consider topic sequence.
B) Develop lesson objectives.
C) Evaluate the training lesson.
D) Purchase required training resources.

Question 23

Which is the most effective means of motivating trainees for a training program?

A) Pay extra for training time.
B) Require the training only for newly hired workers.
C) Explain why the training is needed and what the trainees should expect.
D) Allow employees to decide if they would like to participate in the training.

Question 24

"Managing by walking around" is a technique supervisors can use to

A) estimate their labor costs.
B) modify employee task lists.
C) established career development paths.
D) note deviations from operational standards.

Question 25

Which is an example of a performance-based training objective?

A) Trainees will learn how to sharpen a knife.
B) Trainees will view a knife sharpening video.
C) Trainees will demonstrate how to sharpen a knife.
D) Trainees will attend a knife sharpening training session.