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.

Accepted Answer

Cost-benefit analysis is a relevant approach to evaluate onboarding programs because it allows organizations to balance the costs of implementing the program with the potential benefits it brings to the company. The costs include expenses such as training fees, materials, and the time investment of trainers and new hires, while the benefits may include improved time-to-productivity for new hires, increased employee retention, and reduced turnover costs. By quantifying these costs and benefits, organizations can determine the ROI of their onboarding program and make informed decisions about its continuation or improvement.

Question 2

Training is essentially a(n)
A)testing process.
B)technical process.
C)learning process.
D)assessment process.
E)memorizing process.

Accepted Answer

Training is a process of learning new skills, knowledge, or abilities. It involves providing individuals with the necessary tools, resources, and guidance to improve their performance in a particular area. While testing, technical aspects, assessment, and memorizing may be involved in the training process, the primary focus is on the learning process.

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.

Accepted Answer

Once employees have been recruited and selected, the next step is to provide them with orientation and training to familiarize them with the company's culture, policies, procedures, and job responsibilities. This helps to ensure that they have a smooth transition into their new role and can perform effectively.

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.

Accepted Answer

The answer of More employers today are also taking advantage...

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.

Accepted Answer

The best choice is E because it includes all key elements for successful executive integration: stressing the importance of listening, demonstrating competency, and identifying position specifications. It is not enough for the executive to simply understand the norms of the organization, they must also be able to effectively listen and demonstrate their ability to perform the job duties outlined in the position specifications. Additionally, assuming that executives rarely experience reality shock can be a dangerous assumption, and letting executives integrate on their own initiative may lead to inadequate integration.

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.

Accepted Answer

In a service-based economy, the success of a company depends heavily on the knowledge and skills of its workers since they are the ones interacting with customers and providing value through their expertise. Therefore, highly knowledgeable workers are a company's most important asset. Cash, plant facilities, office premises, and machinery are all important resources, but they are not as critical as skilled employees in delivering quality services.

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.

Accepted Answer

A learning organization is one that is adept at acquiring new knowledge and insights, which it then uses to modify its behavior and improve its overall performance. While it may still adhere to certain values and standards, its focus is on growth and development through continuous learning. Conservative views and traditional standards may hinder this process, while contemporary attitudes and employee skills can support it.

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.

Accepted Answer

The term "reality shock" specifically refers to the state of disillusionment or disappointment that a new employee may experience when they realize that their job does not meet their expectations. Job instruction training, affirmative action, mentoring, and socialization are all related to the process of integrating a new employee into a company, but do not necessarily address the issue of reality shock.

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.

Accepted Answer

Training is the process of teaching new employees the basic skills they need to perform their jobs. Option A, recruiting, involves the process of attracting and sourcing potential candidates for job opportunities. Option C, orientation, refers to introducing new employees to the company culture, policies, and procedures. Option D, affirmative action, pertains to policies and procedures aimed at eliminating discrimination in the workplace. Option E, coaching, involves providing ongoing support and guidance to employees to improve their performance.

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.

Accepted Answer

As the director of human resources, it is important to be aware that courts have found certain terms in employee handbooks to constitute terms of the employment contract. Therefore, if the company decides to alter the benefits package in the future, it may be at legal risk. This knowledge will help guide revisions to the contents of the employee handbook.

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.

Accepted Answer

When a new employee is hired, it is important for the supervisor to provide a clear and concise explanation of the job requirements, expectations, and responsibilities. This gives the employee a better understanding of what is expected of them and helps them to perform their job more efficiently. The other options (retirement plan, lunch, appraisal session, and exit interview) may be helpful at different points in the employee's career, but they are not essential to the orientation process.

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.

Accepted Answer

Orienting employees from different backgrounds can be challenging as they may not be familiar with the organization's values and culture, requiring a tailored orientation program.

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

Accepted Answer

Recent research indicates that implementing a comprehensive onboarding program in a corporation carries the direct benefit of improving employee perceptions of management's leadership abilities and reducing employee turnover. While onboarding may indirectly contribute to work-life balance, customer loyalty, and improved leadership ability, these are not the primary direct benefits identified by the research.

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.

Accepted Answer

The term that refers to a concern or value that a person engaged in career planning will not give up if a choice must be made is "career anchor". This is a term coined by Edgar Schein, which refers to an individual's self-concept, values, and abilities that guide their career choices. Career anchors can help individuals identify which career paths align with their values and aspirations, and also help them make decisions when faced with difficult choices.

Question 15

People have three main learning styles,one of which is
A)similarities.
B)visual.
C)presenting.
D)organizing.
E)differences.

Accepted Answer

Visual learning style refers to people who prefer to learn through pictures, graphs, charts, and other visual aids.

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.

Accepted Answer

Integration at senior levels involves learning about decision-making processes and power dynamics within the organization. This process can take several months as the new executive navigates the organizational structure and learns about the senior management team. Socialization and performance appraisals may also be a part of the integration process, but they are not as critical to understanding how the organization operates at a senior level.

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.

Accepted Answer

Implementing an employee onboarding program will not only ensure legal compliance and promote workforce diversity but it will also make employees more productive more quickly and establish a foundation for ongoing performance management. This will result in faster assimilation of new employees into the organization and improve their job satisfaction, which can positively impact the organization's overall productivity and employee retention rates.

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.

Accepted Answer

Development refers to a process of continued learning and growth that involves acquiring new skills and knowledge over a long period of time. It is focused on the long-term goal of personal and professional advancement rather than immediate or short-term gains. Therefore, option E, "long-term nature," is the best description of development.

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.

Accepted Answer

The process described in the question of instilling attitudes, standards, values, and behaviors expected by the organization is known as socialization. Socialization is the process by which new employees learn the company's culture and norms, and it is an ongoing process that occurs throughout an employee's tenure with a company. Performance appraisal, affirmative action, and job evaluation are all separate HR practices that do not directly relate to socialization and the development of organizational culture. Therefore, option D is the best choice to answer this question.

Question 20

Training is part of an organization's
A)business needs.
B)tactical plan.
C)business plan.
D)strategic plan.
E)immediate plan.

Accepted Answer

Training is a strategic plan for an organization. It is a long-term plan that aims to develop the knowledge, skills, and abilities of employees to meet the organization's goals and objectives. Training is essential for the growth and success of an organization, as it helps employees to perform their job duties more effectively and efficiently.

Quiz 6: Onboarding and Training

One approach to the evaluation of onboarding programs is

Training is essentially a(n)

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

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

An important key to successful executive integration is

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

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

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

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

A new employee's supervisor orients the employee by

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

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)

People have three main learning styles,one of which is

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

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

Development is training of a

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

Training is part of an organization's