Question 1

Effective onboarding activities include which of the following?

Accepted Answer

Socialization is a key component of onboarding as it helps new employees integrate into the company culture and build relationships with colleagues.

Question 2

When an employee is moved to another position in the same class,or to a different class with substantially the same duties and salary this is called a:

Accepted Answer

A lateral transfer involves moving an employee to a new position in the same pay grade, with similar duties and compensation. This type of transfer does not involve a promotion or a demotion and is often used as a way to provide employees with new challenges or opportunities for growth within an organization. The other options (B, C, D, E) either do not accurately describe this type of transfer or suggest a change in pay, duties, or title.

Question 3

Training pilots in flight simulators because the simulators closely resemble the actual cockpits and flight characteristics of the airplane is an example of the learning principle of ______.

Accepted Answer

Transference refers to the ability to apply knowledge and skills learned in one situation to another situation. In this case, the pilots are able to transfer their knowledge and skills from the simulated cockpit to the actual cockpit because the simulations closely resemble the real thing.

Question 4

In most organizations,coaching (as a training approach)is almost always done by:

Accepted Answer

The immediate supervisor or manager is typically the person responsible for coaching employees in most organizations because they work closely with the employees and can provide ongoing feedback and support. They understand the employee's strengths and weaknesses and can help them develop skills and improve performance. Senior managers may provide coaching to executives or key personnel, but day-to-day coaching for most employees is typically done by their immediate supervisor. The human resource department may assist with the overall training and development program, but they are not usually directly involved in one-on-one coaching. Professional trainers or coaches may be used for specialized training or for executive coaching, but they are not typically used for general employee coaching. Virtual-reality coaching is a newer technology that is still being explored and is not yet widely used in most organizations.

Question 5

One responsibility of a human resource department is to plan for the unexpected vacancy in key positions.Such planning is known as:

Accepted Answer

Succession planning is the process of identifying and developing employees who have the potential to fill key positions in the organization that may become vacant unexpectedly due to resignation, retirement, illness, or death. It involves creating a talent pipeline and training the chosen employees to ensure a smooth transition and fill the critical roles without affecting the business operations. Emergency planning is broader and covers all types of unexpected events that may impact the organization's operations, while replacement planning is more short-term and focuses on filling immediate vacancies rather than developing a long-term talent pool. Insurance planning is not related to human resources function.

Question 6

Employee development can be defined as:

Accepted Answer

Employee development involves providing employees with opportunities for growth and advancement within the organization. This can include training and education programs, coaching and mentoring, job rotations, and other initiatives designed to enhance skills, knowledge, and abilities. While training (option A) and enhancing job descriptions (option D) may be part of the employee development process, they do not encompass the entire scope of what employee development entails. Option B and E are not accurate descriptions of employee development.

Question 7

Although none of the following are scientific methods of evaluating training,select the one that would likely be the most effective as a practical measurement.

Accepted Answer

The pre-test/post-test design allows for comparing the results before and after the training, which provides a more reliable measurement than just a post-test or pre-test alone. Additionally, it is a practical measurement that can easily be implemented in most training programs.

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