Deck 6: Onboarding and Training

Question 1

One approach to the evaluation of onboarding programs is

A)regression analysis.
B)case studies.
C)cost-benefit analysis.
D)quality circles.
E)Markov analysis.

Answer 1

C

Question 2

Training is essentially a(n)

A)testing process.
B)technical process.
C)learning process.
D)assessment process.
E)memorizing process.

Answer 2

C

Question 3

Once employees have been recruited and selected,the next step would be

A)orientation and training.
B)discipline and counselling.
C)interviews by coworkers.
D)rules and procedures.
E)affirmative action and equal access to a job.

Answer 3

A

Question 4

More employers today are also taking advantage of the fact that training can strengthen employee

A)absenteeism.
B)turnover.
C)quality.
D)complacency.
E)commitment.

Question 5

An important key to successful executive integration is

A)norms of the organization must be understood before the first day of work.
B)the realization that executives rarely experience reality shock.
C)to let executives integrate on their own initiative.
D)stressing the importance of listening as well as demonstrating competency.
E)stressing the importance of listening as well as demonstrating competency and identifying position specifications.

Question 6

In today's service-based economy,a company's most important assets are often

A)cash.
B)plant facilities.
C)office premises.
D)highly knowledgeable workers.
E)machinery.

Question 7

A learning organization is an organization skilled at creating,acquiring,and transferring knowledge,and at modifying its behaviour to reflect

A)contemporary attitudes and norms.
B)conservative views and news.
C)new knowledge and insights.
D)traditional standards and values.
E)the skills of its employees.

Question 8

The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is

A)reality shock.
B)job instruction training.
C)affirmative action.
D)mentoring.
E)socialization.

Question 9

The process of teaching new employees the basic skills they need to perform their jobs is

A)recruiting.
B)training.
C)orientation.
D)affirmative action.
E)coaching.

Question 10

You have just been hired as the director of human resources at a sportswear retailer.The employee handbook states that "all employees will have the benefits listed in the handbook for as long as they are employed with the company." In revising the contents of the employee handbook,it is an important component of your role to be aware of which of the following?

A)Employee handbooks should not form part of the orientation process.
B)It should not be a job requirement that employees review the handbook.
C)In employee dismissal situations courts rarely review handbooks.
D)Courts have found certain terms in employee handbooks to constitute terms of the employment contract and,therefore,the company is at legal risk if it decides to alter the benefits package in the future.
E)It is a best practice to keep benefits static over time.

Question 11

A new employee's supervisor orients the employee by

A)explaining the exact nature of the job.
B)explaining the retirement plan.
C)taking the entire work group out to lunch.
D)conducting an appraisal session.
E)conducting an exit interview.

Question 12

Targus,an engineering consulting company based in Vancouver,Canada,has opened new offices in Hong Kong and Singapore.Targus wishes to hire Asian-born staff for these new offices and would also like to increase the percentage of aboriginal persons it hires as engineering consultants in British Columbia and Saskatchewan.Given this shift in hiring practices,designing the orientation program for the company will present which of the following challenges?

A)Nothing,there is no challenge.
B)the challenge of union vs non-union employees
C)Orienting employees from a different background poses a special challenge in that the values of the organization may be new to them.
D)Hiring a diverse workforce creates a new corporate culture.
E)The main learning style of new employees will be auditory.

Question 13

Recent research indicates that implementing a comprehensive onboarding program in a corporation carries which of the following additional direct benefits?

A)increasing work-life balance for employees
B)increasing customer loyalty
C)improving management's leadership ability
D)improving employee perceptions of management's leadership abilities and reducing employee turnover
E)improving employee perceptions of management's leadership abilities

Question 14

A concern or value that a person who is engaged in career planning will not give up if a choice must be made,is referred to as a(n)

A)value anchor.
B)skill.
C)anchor.
D)planning anchor.
E)career anchor.

Question 15

People have three main learning styles,one of which is

A)similarities.
B)visual.
C)presenting.
D)organizing.
E)differences.

Question 16

Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about

A)socialization.
B)the organizational structure.
C)performance appraisals.
D)how decisions are made and who holds what type of power.
E)senior management.

Question 17

You have been hired as the new executive director of a child and family services agency and are considering implementing an employee onboarding program at this organization.The benefits that this new program will likely bring to the organization include

A)legal compliance.
B)affirmative action.
C)making employees more productive more quickly.
D)making employees more productive more quickly and establishing a foundation for ongoing performance management.
E)promoting workforce diversity.

Question 18

Development is training of a

A)immediate nature.
B)technical nature.
C)specific strategic nature.
D)short-term nature.
E)long-term nature.

Question 19

The ongoing process of instilling in all employees the prevailing attitudes,standards,values,and patterns of behaviour that are expected by the organization and its departments is

A)performance appraisal.
B)affirmative action.
C)job evaluation.
D)socialization.
E)culture.

Question 20

Training is part of an organization's

A)business needs.
B)tactical plan.
C)business plan.
D)strategic plan.
E)immediate plan.

Question 21

It is common for organizations to hire and train entry-level workers who are

A)very intelligent.
B)highly educated.
C)inexperienced.
D)highly experienced.
E)highly motivated.

Question 22

The following are all steps in an employee's training program EXCEPT

A)evaluating the training.
B)assessing training needs.
C)designing the training program.
D)validating the training program.
E)attending the onboarding program.

Question 23

Trainees learn best when they learn at

A)the pace set by their trainer.
B)an off-the-job setting.
C)the pace set by their supervisor.
D)their own pace.
E)a country resort.

Question 24

The type of information that is found on an employer task analysis record form includes all of the following EXCEPT

A)performance conditions.
B)quantity and quality standards.
C)a task list.
D)skills not required to learn.
E)how often performed.

Question 25

Under Canadian human rights legislation,several aspects of training programs must be assessed with an eye toward the program's impact on

A)reverse discrimination.
B)white males.
C)company profits.
D)highly educated workers.
E)designated group members.

Question 26

The following are all steps in an ideal training program EXCEPT

A)instructional design.
B)evaluation.
C)summarize and review.
D)needs analysis.
E)validation.

Question 27

In a task analysis record form,the task list defines the jobs

A)primary tasks.
B)secondary tasks.
C)main tasks and subtasks.
D)supplementary tasks.
E)supplemental tasks.

Question 28

The task analysis indicates whether the task is best learned from

A)job instruction training.
B)on-the-job training.
C)on- or off-the-job training.
D)vestibule training.
E)simulated training.

Question 29

A technique for determining the training needs of newly hired employees is

A)task analysis.
B)observations.
C)personnel records.
D)performance analysis.
E)testing.

Question 30

The list of specific duties and skills required on the job,which are used in determining the training required for performing the job,are found in

A)job instruction and on-the-job training.
B)equal access and affirmative action.
C)job standards and specialization.
D)performance standards.
E)job descriptions and job specifications.

Question 31

In a task analysis record form,the standards of performance should be

A)as loose as possible.
B)tightly woven.
C)randomly selected.
D)stated in measurable terms.
E)estimated.

Question 32

The legal aspects of training may require showing that the admissions procedures are

A)valid.
B)invalid.
C)external.
D)reliable.
E)reviewed regularly.

Question 33

Effective pre-training preparation includes

A)creating a perceived need for training in the mind of participants.
B)employee testing.
C)a realistic job preview.
D)reality shock.
E)employee orientation.

Question 34

To reduce the risk of negligent training accusations,an employer should

A)train all employees who work with dangerous equipment,materials,or processes.
B)never change the training program content.
C)offer basic training programs only.
D)accept all applicants for training programs.
E)hire consultants to do training.

Question 35

Purposes of training needs analysis include the following EXCEPT

A)developing reasonable performance objectives.
B)analyzing skills and needs of prospective trainees.
C)identifying specific job performance and skills needed.
D)ensuring employment equity goals are met.
E)developing specific knowledge objectives.

Question 36

When an employer fails to train adequately,this is referred to as

A)job instruction training.
B)affirmative action.
C)negligent training.
D)on-the-job training.
E)simulated training.

Question 37

Negligent training occurs when an employer

A)does not do a needs analysis.
B)fails to develop an employee for long-term opportunity.
C)does not implement a validation process.
D)fails to train adequately and an employee subsequently harms a third party.
E)does not evaluate the training.

Question 38

The first step in a training program is to determine

A)on-the-job training.
B)the number of trainees.
C)training needs.
D)job instruction training.
E)training evaluation.

Question 39

Members of designated groups should have as much chance of successfully completing the training program as others to prevent any

A)job instruction training.
B)on-the-job training.
C)unreliable results.
D)grievance actions.
E)discrimination.

Question 40

A technique for determining the training needs of current employees is

A)questionnaires.
B)task analysis.
C)training analysis.
D)motivation analysis.
E)performance analysis.

Question 41

The following are all functions of programmed learning EXCEPT

A)presenting questions or problems to the learner.
B)permitting the trainee to perform on the job.
C)presenting facts to the learner.
D)providing feedback on the accuracy of his or her answers.
E)allowing the person to respond.

Question 42

Employee orientation refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.

Question 43

Learning management systems are

A)learner support tools.
B)able to deliver personalized content in small "chunks."
C)educational strategies.
D)blended learning systems.
E)focused on the logistics of managing learning.

Question 44

A training technique in which trainees learn on the actual or simulated equipment they will use on the job,but the trainees are actually trained off the job,is known as

A)on-the-job training.
B)actual training.
C)off-the-job training.
D)vestibule or simulated training.
E)programmed learning.

Question 45

Training objectives provide a focus for the efforts of the trainer and the trainees,as well as

A)input for Markov analysis.
B)performance analysis techniques.
C)a benchmark for evaluating the success of the training program.
D)orientation topics.
E)data for the task analysis record form data.

Question 46

An employee handbook is never considered to represent a contract with the employee.

Question 47

Advantages of on-the-job training include all of the following EXCEPT

A)learning while producing.
B)minimal or no use of classrooms or programmed learning devices.
C)trainees get quick feedback.
D)being relatively inexpensive.
E)self-paced training.

Question 48

A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training is referred to as

A)vestibule training.
B)job instruction training.
C)apprenticeship training.
D)computerized training.
E)special assignment training.

Question 49

Audiovisual training techniques are useful in all of the following situations EXCEPT

A)when training is going to be used organization-wide.
B)when trainees must be exposed to events that are not easily demonstrated in live lectures.
C)when it is too costly to move trainers from place to place.
D)when stop-action,instant-replay,or fast- or slow-motion capabilities are needed.
E)when a training method less expensive than conventional lectures is needed.

Question 50

E-learning costs about ________ less than traditional Autonomy,independence,security and lifestyle are all examples of

A)career transitions
B)career development
C)career changes
D)career anchors which impact career planning
E)managerial competencies

Question 51

When an employee actually learns a job by performing it,it is called

A)computerized training.
B)job instruction training.
C)vestibule training.
D)on-the-job training.
E)distance learning.

Question 52

Many jobs consist of a logical sequence of steps and are best taught step by step.This type of training is called

A)vestibule training.
B)job instruction training.
C)on-the-job training.
D)computerized training.
E)process training.

Question 53

The technique used when verifying whether there is a significant performance deficiency,and determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee),is called

A)training analysis.
B)task analysis.
C)motivation analysis.
D)employee analysis.
E)performance analysis.

Question 54

Effective training needs analysis results in

A)task analysis.
B)performance analysis.
C)concrete,measurable training objectives.
D)performance standards.
E)excellent job performance.

Question 55

A training method that joins two or more distant groups using a combination of audio and visual equipment is called

A)computer program training.
B)videoconferencing.
C)programmed learning.
D)on-the-job training.
E)job instruction training.

Question 56

Orientation provides new employees with basic background information about the employer and specific information that they need to perform their jobs satisfactorily.

Question 57

A systematic method of training that is used for teaching job skills involving presenting questions or facts,allowing the trainee to respond,and giving the trainee immediate feedback on the accuracy of his/her answers,is known as

A)programmed learning.
B)responsive learning.
C)immediate feedback learning.
D)systematic learning.
E)on-the-job training.

Question 58

Before getting in front of a camera for videoconferencing,the instructor should

A)participate in computerized training.
B)visit other cities where learners will be located.
C)arrive just before going on camera.
D)prepare a training manual for learners.
E)practice vestibule training.

Question 59

The first step in performance analysis is to appraise the employee's performance since,to improve it,the firm must first determine the person's current performance compared to

A)what it should be.
B)co-workers' performance.
C)what it really is.
D)work group performance.
E)managerial performance.

Question 60

The heart of performance analysis is distinguishing between

A)different supervisory practices.
B)can't do and won't do problems.
C)employee training levels.
D)good and bad employees.
E)experience levels of employees.

Question 61

Emerging trends in career development focus more on the individual employee's needs and aspirations.

Question 62

Identify and briefly describe emerging trends in career development.

Question 63

You have recently been hired as the human resources director of a retailer operating across Canada.One of your first priorities is to determine whether training is an issue in some stores that are not meeting expectations for sales.How will you determine if there is a need for training at these stores?

Question 64

Training is essentially a learning process.

Question 65

Management development is training of a more long-term nature.

Question 66

You are the newly hired HR manager for a manufacturing facility that makes food products.You have been asked to review the training for workers at the facility.When reviewing the training programs,you immediately see that there has been no evaluation of the training that is being conducted.Outline the training effects that you would use as a focus for your assessment of training.

Question 67

You are the HR manager of a manufacturing facility that is about to expand to a second shift,which means hiring about 30 new production workers who will all start their jobs at about the same time.Outline the content of the orientation program you will design for the new employees.

Question 68

Identify and briefly describe five different training techniques.

Question 69

The manager's role in career development includes providing timely and objective performance feedback.

Question 70

Identify and briefly describe the five steps in the training and development process.