Training and Development Midterm
Exam
Course Introduction
This course explores the principles, methods, and strategies involved in enhancing employee skills and organizational effectiveness through training and development initiatives. Students will examine needs assessment, instructional design, implementation of training programs, and techniques for evaluating training outcomes. Areas such as adult learning theory, on-the-job training, e-learning, and career development are also covered. By the end of the course, students will possess practical insights into creating impactful training interventions that contribute to both individual and organizational growth.
Recommended Textbook
Human Resource Management 15th Edition by Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) List the seven categories of human resources functions.
Answer: The seven categories of human resources functions are:
(1) Strategy and Planning
(2) Employee and Labor Relations
(3) Risk Management and Worker Protection
(4) Rewards
(5) Talent Management
(6) Staffing
(7) Equal Employment Opportunity
Q2) About 50% of the U.S. workforce is female.
A)True
B)False
Answer: True
Q3) Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute.
A)True
B)False
Answer: True
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Chapter 2: Human Resources Strategy and Planning
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) HR-to-employee ratio is classified as a(n) _____ metric of Human Resource.
A) training
B) development
C) HR staff and expenses
D) compensation
Answer: C
Q2) Which of the following is typically the first step in the strategic planning process for organizations?
A) Organizational mission
B) SWOT analysis
C) Formulating organizational strategy
D) Establishing goals and objectives
Answer: A
Q3) Define due diligence.
Answer: Die diligence is a comprehensive assessment of all aspects of the business being acquired. Financial, sales and marketing, operations, and Human Resource staffs can all be involved before the final decision is made to merge or acquire a company.
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Chapter 3: Equal Employment Opportunity
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Workplace romances are considered risky because they have great potential for causing conflict.
A)True
B)False
Answer: True
Q2) Which of the following statements is true of quid pro quo harassment?
A) A supervisor can be held guilty of quid pro quo harassment if he or she tells jokes that are suggestive or sexual in nature.
B) For proving charges of quid pro quo harassment, a plaintiff only needs to prove that the working condition at a workplace is hostile.
C) A supervisor can be held guilty of quid pro quo harassment if he or she promotes an employee in return of sexual favors.
D) A company cannot be heald liable for an employee's actions in cases of quid pro quo harassment.
Answer: C
Q3) Explain the concept of status-blind employment decisions.
Answer: Status blind is a concept that emphasizes that differences among people should be ignored and everyone should be treated equally.
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Chapter 4: Workforce, Jobs, and Job Analysis
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Drafting job descriptions and specifications is typically the first step in the job analysis process.
A)True
B)False
Q2) Which of the following is typically the last stage in the job analysis process?
A) Developing job descriptions and job specifications
B) Conducting the job analysis
C) Maintaining and updating job descriptions and job specifications
D) Preparing for and introducing job analysis
Q3) Key gaps in skills exist in information technology, engineering, and research.
A)True
B)False
Q4) Explain workflow analysis.
Q5) Job specifications list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
A)True
B)False
Q6) Explain time flexibility-work scheduling.
Q7) Explain the various stages in the job analysis process.
Q8) Explain the common approaches to job design.
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Chapter 5: Individual/Organization Relations and Retention
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100 Flashcards
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Sample Questions
Q1) Which of the following is considered to be a motivator by the motivator/hygiene theory?
A) Interpersonal relationships
B) Recognition
C) Working conditions
D) Supervision
Q2) What are the three major factors that affect individual performance in organizations?
Q3) At Piaffe Products 15 employees had quit and an additional 10 were fired for poor performance in 2015. The mid-year employee count was 50 for that year. Piaffe's turnover rate for the year 2015 was _____.
A) 10%
B) 20%
C) 30%
D) 50%
Q4) Paid orientation time is a training cost involved in turnover.
A)True
B)False
Q5) Define organizational commitment.
Q6) What are the five main drivers of retention?
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Chapter 6: Recruiting and Labor Markets
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100 Flashcards
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Sample Questions
Q1) Which of the following is true of internal recruitment?
A) Inbreeding of employees typically result in a more diverse workforce
B) It can aid succession planning, future promotions, and career development.
C) Family connections moderate the normal political maneuvering that occurs in firms.
D) This process fails to motivate current employees to perform better.
Q2) Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.
A)True
B)False
Q3) Contingency firms charge a client a set fee whether or not the contracted search is successful.
A)True
B)False
Q4) Mention the factors that need to be considered when dealing with job posting systems.
Q5) Briefly discuss six methods of making the recruiting process more effective.
Q6) How has the use of the Internet affected recruiting?
Q7) Write a short note on Internet job boards.
Q8) Describe the nontraditional diverse labor pools.
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Chapter 7: Selecting Human Resources
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Why does inter-rater reliability become important during selection interviewing?
Q2) The purpose of selection is _____, fitting a person to the right job.
A) placement
B) orientation
C) recruitment
D) staffing
Q3) Courts have ruled that disqualification questions that screen out potential job applicants before the individuals even fill out a job application are discriminatory.
A)True
B)False
Q4) "Interviews are the most widely used, but the least valid selection method." Discuss this statement. What are some of the uses and problems associated with employment interviews?
Q5) What is the purpose of conducting background investigations on job applicants? What are some of the legal issues involved?
Q6) What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly not be appropriate or even illegal?
Q7) Identify the sources of background information for job applicants.
Page 9
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Chapter 8: Training Human Resources
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100 Flashcards
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Sample Questions
Q1) What are the objectives that need to be set in order to reduce the gap between where an organization is with its employee capabilities and where it needs to be?
Q2) "Soft" skills are critical in many instances in a business environment and can be taught.
A)True
B)False
Q3) The loan review department at a major regional bank has an exceptionally high turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. In this scenario, a(n) _____ analysis would most accurately reveal if there is a need for training in this department that would reduce the level of turnover.
A) job/task
B) organizational C) individual D) productivity
Q4) Why does informal training occur?
Q5) E-learning cannot be paired with simulation. A)True B)False
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Chapter 9: Talent, Careers, and Development
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100 Flashcards
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Sample Questions
Q1) David is a junior employee who has been identified as having high potential. However, he is performing poorly in his current job. This is a strong indication that the assessment of David's potential was wrong, and that David should be taken off the company's fast track development program.
A)True
B)False
Q2) In order to reward talented technical people who do not want to move into management, many companies have established_____.
A) corporate universities for technical development
B) portable career paths
C) dual-career ladders
D) job rotation programs
Q3) Which of the following is true of lecture-style classroom instruction?
A) The technique is generally ineffective regardless of the instructor's capabilities.
B) Employees typically resist classroom instruction.
C) Employees have fewer opportunities to participate than in other types of instruction.
D) Its effectiveness is independent of the size of the group.
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11
Chapter 10: Performance Management and Appraisal
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100 Flashcards
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Sample Questions
Q1) The _____ occurs when a rater gives greater weight to the latest events when appraising an individual's performance.
A) primacy effect
B) leniency error
C) recency effect
D) central tendency
Q2) An informal appraisal is used when a system is in place to report managerial impressions and observations on employee performance and feature a regular time interval.
A)True
B)False
Q3) Which of the following is an objective measure of performance?
A) A supervisor's rating of an employee's integrity
B) An organization's perceptions of an employee's values
C) An employee's attitude toward the customer
D) The total number of washing machines sold by an employee
Q4) Describe the features required in an effective performance management system.
Q5) Describe graphic rating scale.
Q6) Discuss management by objectives.
Q7) Describe the different types of performance information.
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Chapter 11: Total Rewards and Compensation
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100 Flashcards
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Sample Questions
Q1) Which of the following is typically the immediate next step after compensation philosophy in the compensation administration process?
A) Job analysis
B) Job evaluation
C) Internal focus
D) External focus
Q2) Which of the following is true of the point factor method of job evaluation?
A) In this method, descriptions of each class of jobs are written and then each job is put into a grade according to the class it best matches.
B) It is a complex quantitative method that combines the ranking and classification methods.
C) It looks at compensable factors in a group of similar jobs and assigns weights to them.
D) It is a simple system that places jobs in order, from highest to lowest, by their value to the organization.
Q3) Describe Internet-based pay information and pay surveys.
Q4) Describe performance-based pay increases.
Q5) Discuss compensation fairness and equity.
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) The focus of gainsharing is to increase "discretionary efforts."
A)True
B)False
Q2) Compensation is given in the form of incentivesbecause it isan effectiveway tomotivate employees,improve corporate performance, and increase stock values.
A)True
B)False
Q3) Which of the following best exemplifies spot bonus?
A) An organization that gives a one piece-rate wage for all units produced irrespective of employee productivity
B) An organization rewarding an employee for installing a software upgrade
C) A sponsor rewarding an athlete for participation in an event
D) An organization rewarding an employee for referring someone who is later hired
Q4) Employee stock ownership plan is a plan designed to give employees significant stock ownership by their employers.
A)True
B)False
Q5) Explain bonuses.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) A flexible benefits plan typically_____.
A) allows employees to contribute a percentage of their basic pay to buy benefits in addition to the employer's basic package
B) continuously updates the benefit options provided by an employer according to the demands and requirements of employees
C) provides flexibility in choosing the time of the year when employees would like to make use of the benefits provided to them
D) allows employees to select the benefits they prefer from options established by the employer
Q2) Which of the following is a legally-required employee benefit that employers must provide?
A) Wellness programs
B) Unemployment compensation
C) Education assistance
D) Public-service leave
Q3) What are the family oriented benefits offered by employers? Which of these are mandated by the federal government?
Q4) How much are employees expected tocontribute to company health plans?
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Page 15
Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) OSHA mandates that in chemical industries, MSDSs be made available ony to the management.
A)True
B)False
Q2) Most fitness-for-duty test failures are because of_____.
A) fatigue and illness
B) the use of illegal drugs
C) alcohol abuse
D) the use of prescribed drugs
Q3) Often the difference between high-performing firms with good occupational safety records and other firms is that the former have effective safety management programs.
A)True
B)False
Q4) OSHA guidelines regarding pandemic diseases have special sections for firms in the medical services industry because of its higher vulnerability to diseases.
A)True
B)False
Q5) Describe the three components of disaster planning.
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) What are the guidelines that should preferably be followed by employers while storing employee records?
Q2) How does procedural justice differ from distributive justice?
Q3) Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission.
A)True
B)False
Q4) Which of the following is typically a responsibility of the HR unit for ensuring that policies, procedures, and rules are effectively followed in a company?
A) Reviewing policies and rules with all employees
B) Applying HR policies, procedures, and rules
C) Giving feedback on the effectiveness of policies and rules
D) Designing formal mechanisms for coordinating HR policies
Q5) Describe three alternative dispute resolution (ADR) processes that are commonly used.
Q6) What are the consequences that employers may face if they fail to follow up on implied promises?
Q7) Describethe final step in the disciplinary process.
Page 17
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) Gloria, an active member of a local union and an employee of Bargello Inc., is elected as the first-line representative of Bargello's unionized workers. She discusses the grievances of the employees with their supervisors and represents employees at the workplace. Gloria plays the role of an elected _____.
A) union leader
B) union officer
C) union steward
D) business agent
Q2) A decision by the National Labor Relations Board prohibits temporary workers to be included in attempts to unionize firms.
A)True
B)False
Q3) Unfair labor practices are illegal actions that employers are prohibited from taking to prevent employees from unionizing.
A)True
B)False
Q4) What are the advantages of a union grievance procedure?
Q5) What is codetermination?
Q6) Describe the major national laws that constitute the core of U.S. labor law.
Page 18
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