Training and Development Exam Preparation Guide
Course Introduction
This course explores the principles, practices, and strategies of employee training and development in organizational settings. Students will examine needs assessment, program design, and various training methodologies to enhance employee performance and organizational effectiveness. Topics include adult learning theories, instructional design, e-learning, and the evaluation of training outcomes. Practical case studies and real-world applications are used to develop skills in creating and implementing effective training programs that support career growth and organizational objectives.
Recommended Textbook
Human Resources Management in Canada 14th Canadian Edition by Gary Dessler
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Chapter 1: The Strategic Role of Human Resources Management
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) One key characteristic of Generation X employees is
A) mastery of technology.
B) eagerness to make a contribution.
C) a sense of security linked to corporate loyalty.
D) an orientation towards action.
E) results driven.
Answer: E
Q2) Which generation has attitudes,values,and expectations of both optimism and team orientation?
A) Traditionalists
B) Generation Z-ers
C) Generation X-ers
D) Baby boomers
E) Generation Y-ers
Answer: D
Q3) Productivity refers to the amount of goods produced from one year to the next.
A)True
B)False
Answer: False
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Sample Questions
Q1) A company with employees in different provinces/territories must monitor the legislation in each of those jurisdictions because
A) legislation often remains the same over time.
B) legislation changes and it may vary from one jurisdiction to another.
C) it is required under the Canadian Charter of Rights and Freedoms.
D) it is required under Constitutional Law.
E) legislation has commonalities across jurisdictions.
Answer: B
Q2) Saleem is a new immigrant to Canada with a master's degree in management.Despite his qualifications,Saleem has worked as a Clerk in the shipping department of a company for the last year.This is most likely an example of A) occupational segregation.
B) a BFOR.
C) underemployment.
D) positive discrimination.
E) justifiable discrimination.
Answer: C
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4
Chapter 3: Human Resources Management and Technology
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Sample Questions
Q1) Much of the data now available to HR comes from
A) a data warehouse.
B) the job interview process.
C) the reference checking stage.
D) job application forms.
E) customer testimonials.
Answer: A
Q2) Using tools like statistical analysis to sift through data looking for relationships is an example of?
A) Strategy-based metrics
B) Data mining
C) Talent management
D) Applicant tracking
E) Trend analysis
Answer: B
Q3) Technology has been driving the shift in Canada towards a service-based economy.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Designing and Analyzing Jobs
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Sample Questions
Q1) Job analysis questionnaires typically
A) contain non-job-related questions.
B) contain questions regarding previous employment with other companies.
C) fall between the two extremes of structured and open-ended.
D) have a completely structured format.
E) have a completely open-ended format.
Q2) The process of systematically organizing work into tasks required to perform a specific job is consistent with A) organizational design.
B) job design.
C) job analysis.
D) job evaluation.
E) writing job descriptions.
Q3) Job analysis is sometimes called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.
A)True
B)False
Q4) List and describe the six steps involved in job analysis.
Q5) Define the term "virtual team."
6
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Chapter 5: Human Resources Planning
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Sample Questions
Q1) Before embarking on an HR planning exercise,
A) the current internal labour force must be assessed.
B) results must be monitored and analyzed.
C) jobs must be reanalyzed and redesigned.
D) a forecast of potential external candidates must be conducted.
E) supply and demand must be balanced.
Q2) A potential solution when labour demand exceeds labour supply is
A) initiating layoffs.
B) job sharing.
C) hiring temporary workers.
D) initiating terminations.
E) reducing workweeks.
Q3) An initial response to a labour shortage is usually
A) engaging in promotions.
B) engaging in transfers.
C) engaging in retraining.
D) scheduling layoffs.
E) scheduling overtime hours.
Q4) Describe human resources planning (HRP)and explain its connection to strategic planning using an example.
Page 7
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Chapter 6: Recruitment
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Sample Questions
Q1) What is the first step in the recruitment process?
A) Selecting the most qualified applicants
B) Generating a pool of qualified applicants
C) Selecting methods of recruitment
D) Specifying job requirements
E) Identifying job openings
Q2) One advantage of employee referrals is that,because there are no advertising fees involved,paying referral rewards represents a low recruiting cost.
A)True
B)False
Q3) Which of the following specifically addresses goals for increasing recruitment from the designated groups?
A) Business plans
B) Promote-from-within policies
C) Strategic plans
D) Compensation plans
E) Employment equity plans
Q4) Identify and describe the four main steps in the recruitment process.
Q5) What are the advantages of external recruitment?
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Chapter 7: Selection
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Sample Questions
Q1) Which of the following would be able to test an applicant's understanding of basic mechanical principles when considering that candidate for the job of machinist?
A) An aptitude test
B) An interest inventory
C) An achievement test
D) A personality test
E) An intelligence test
Q2) What do work samples focus on directly measuring?
A) Hypothetical situations
B) The information a person has learned
C) The "Big Five" personality dimensions
D) Emotional intelligence
E) Job performance
Q3) A hiring manager asked a candidate how she would handle an irate customer; this is an example of a behavioural interview question.
A)True
B)False
Q4) Describe three common interview mistakes which compromise the quality of the selection process.
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Chapter 8: Onboarding and Training
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Sample Questions
Q1) Once employees have been recruited and selected,the next step is onboarding them to
A) their new company and their new job.
B) pay scales and career planning.
C) fit in with their clients.
D) corporate strategies.
E) the company's position on equality.
Q2) 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 which of the following?
A) Programmed learning
B) Responsive learning
C) Immediate feedback learning
D) Systematic learning
E) On-the-job training
Q3) New supervisors/managers are often chosen for their technical ability however,their interpersonal and communication skills get overlooked.
A)True
B)False
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Chapter 9: Career and Management Development
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Sample Questions
Q1) Identify and briefly describe five career anchors.
Q2) Predicting an employee's potential is related to which promotion decision made by employers?
A) Is seniority or competence the rule?
B) How is competence measured?
C) Is the process formal or informal?
D) Are the promotions vertical or horizontal?
E) Will there be future management-level promotions?
Q3) Employers are increasingly granting technical and professional employees extended periods of time off to attend a college or university in order to pursue a higher degree or to upgrade their skills; these periods of time off are referred to as
A) upgrade programs.
B) vacations.
C) sabbaticals.
D) temporary leaves of absence.
E) leaves without pay.
Q4) Behaviour modelling is only used to train employees above mid-level management.
A)True
B)False
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Chapter 10: Performance Management
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Sample Questions
Q1) According to the textbook,improving performance appraisal accuracy calls not just for training,but also for which of the following?
A) More statistical analysis
B) Input from higher levels of management particularly related to HR
C) Reducing the influence of outside factors, such as union pressure and time constraints
D) Tying performance to bonuses more consistently
E) Creating a more effective employee orientation program
Q2) Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?
A) Behaviourally anchored rating scale
B) Paired comparison method
C) Forced distribution method
D) Alternation ranking method
E) Graphic rating scale
Q3) Job performance is a unidimensional construct.
A)True
B)False
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Page 12
Chapter 11: Strategic Pay Plans
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Sample Questions
Q1) Tyrique has been asked to make a recommendation to his CEO with regard to how to pay construction workers being hired for a specific project.He is most likely to use which approach?
A) Skill-based pay
B) Job evaluation
C) Internal benchmarking
D) Market pricing
E) Wage gap
Q2) According to the recent study conducted by Towers Watson referenced in the textbook,what is the most important factor in retaining employees?
A) Excellent career opportunities
B) Competitive base pay
C) Interaction with co-workers
D) Bonuses and benefits
E) Relationship with their immediate manager
Q3) Describe two advantages of broadbanding?
Q4) A pay grade comprises jobs of varying value and importance to the company.
A)True
B)False
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Chapter 12: Pay-For-Performance and Financial Incentives
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Sample Questions
Q1) Victor Vroom says an employee must value the reward from higher performance in order to be motivated.If valence is zero,then there will be no motivation.
A)True
B)False
Q2) According to the textbook,merit pay is most often used with respect to which one of the following employee groups?
A) Temporary employees
B) White-collar employees
C) Contract workers
D) Blue-collar employees
E) Part-time employees
Q3) According to the textbook,many experts argue that,in most organizations,managerial- and executive-level bonuses should be tied to both organizational and individual performance.
A)True
B)False
Q4) Describe a piecework incentive plan using an example.Discuss at least two advantages and two disadvantages of piecework using your example.
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Page 14
Chapter 13: Employee Benefits and Services
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Sample Questions
Q1) Which of the following is the type of pension plan that contains a formula for determining retirement benefits so that the actual benefits to be received are defined ahead of time?
A) Money purchase pension plan
B) Defined contribution pension plan
C) Defined benefit pension plan
D) Deferred profit-sharing plan
E) Undefined retirement plan
Q2) What is the range of the leave in weeks for parental and adoption leaves?
A) 12 to 24
B) 34 to 52
C) 9 to 25
D) 6 to 50
E) 2 to 40
Q3) Workers' compensation is,in effect,what type of insurance plan?
A) Pension
B) Bureaucratic
C) Guaranteed
D) "No cost"
E) "No fault"
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Chapter 14: Occupational Health and Safety
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Sample Questions
Q1) Accidents are generally most frequent between the ages of 17 and 28,declining thereafter to reach a low at what age?
A) In the late twenties and thirties
B) In the late forties and fifties
C) In the late thirties and forties
D) In the late fifties and sixties
E) At age 65
Q2) An employee whose perceptual skill is at a lower level than his or her motor skill is likely to be a relatively safe worker.
A)True
B)False
Q3) Which of the following selection tests measure employee reliability dimensions,such as emotional maturity and safe job performance?
A) Intelligence tests
B) Literacy tests
C) Personality tests
D) The Employee Reliability Inventory
E) The Employee Self-Awareness Inventory
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16
Chapter 15: Managing Employee Separations: Turnover, Communication, and
Employee Engagement
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Sample Questions
Q1) According to the Statistics Canada data presented in the textbook,what is the average life expectancy for women?
A) 93 years
B) 90 years
C) 83 years
D) 80 years
E) 75 years
Q2) What is the average age of retirement for private sector employees in Canada?
A) 60.5
B) 72
C) 63.8
D) 82
E) 55
Q3) With respect to employee relations,experts generally define organizational justice in terms of three components
A) distributive, procedural, and interactional justice.
B) distributive, performance, and interactional justice.
C) engagement, procedural, and interactional justice.
D) distributive, procedural, and managerial justice.
Page 17
E) external, procedural, and interactional justice.
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Chapter 16: Labour Relations
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Sample Questions
Q1) Which of the following is an alternative mechanism for certification that is used in situations in which there is evidence of irregularities early in an organizing campaign,such as unfair management practices?
A) Voluntary recognition
B) Arbitrated certification
C) A representation vote
D) A pre-hearing vote
E) Automatic decertification
Q2) The aim of conciliation is to try to help the parties avoid the hardship of a strike or lockout.
A)True
B)False
Q3) Identify and briefly describe the five steps of the labour relations process.
Q4) Which of the following refers to the process involved in the settlement of a rights dispute?
A) Binding mediation
B) Interest arbitration
C) Final conciliation
D) Rights arbitration
E) Dispute grievance
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Chapter 17: Managing Human Resources in a Global Business
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Sample Questions
Q1) The majority of global assignment compensation is aligned to pay expatriates according to compensation levels in the host country.
A)True
B)False
Q2) What is the formal term used in the textbook to describe employees who are citizens of the country where the parent company is based and are sent to work in another country?
A) Deportee
B) Immigrant
C) Emigrant
D) Expatriate
E) Refugee
Q3) According to the textbook,there has been a trend toward
A) permanent relocation instead of long-term global assignments.
B) permanent relations instead of short-term global assignments.
C) medium-term global assignments instead of permanent relocations.
D) short-term global assignments instead of permanent relocations.
E) long-term global assignments instead of permanent relocations.
Q4) Discuss steps that can be taken to assist in the repatriation process.
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