Employee Training and Development Practice Exam
Course Introduction
Employee Training and Development explores the theories, strategies, and practices that organizations use to enhance employee knowledge, skills, and performance. The course covers topics such as needs analysis, instructional design, learning methods, evaluation of training effectiveness, and the role of technology in training. It examines both traditional and innovative approaches to employee development, including onboarding, mentoring, coaching, and continuous learning. Students will gain practical skills in designing and implementing training programs aligned with organizational goals, as well as understanding the impact of effective development initiatives on employee engagement and organizational success.
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) How is unit labor cost computed?
A) By dividing the total cost of workers by the total level of output
B) By dividing the total level of output by the total cost of workers
C) By dividing the average level of output by the average cost of workers
D) By dividing the average cost of workers by their average levels of output
Answer: D
Q2) Which of the following is a part of the process of aligning human resource activities?
A) Changing workloads and combining jobs
B) Revising organizational structure
C) Using domestic vendors instead of employees
D) Training, developing, and evaluating employees
Answer: D
Q3) HR leaders arelooking into making overseas assignmentsshorter in length and relying on technology to help build overseas business relationships.
A)True
B)False
Answer: True
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Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) Big Cats is planning to acquire the Top Dogs company. Before the acquisition, which of the following should the HR manager perform?
A) Conducting due diligence
B) Retaining key talent
C) Optimizing workforce
D) Recognizing cultural differences
Answer: A
Q2) Define severance benefits.
Answer: Severance benefits are temporary payments made to laid-off employees to ease the financial burden of unemployment.
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.
Q4) Define strategic HR management.
Answer: Strategic HR management refers to the use of Human Resource management practices to gain or keep a competitive advantage.
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4
Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) Under which of the following circumstances is a difference in pay between men and women permitted by the Equal Pay Act of 1963?
A) Difference in seniority
B) Difference in marital status
C) Difference in ethnicity
D) Difference in religious beliefs
Answer: A
Q2) Which of the following best exemplifies quid pro quo type of sexual harassment?
A) A supervisor commenting on the appearance of an employee
B) A supervisor telling jokes to an employee that are sexual in nature
C) A supervisor giving a pay hike to an employee who performed sexual favors
D) A supervisor allowing revealing photos of self to be displayed in a public domain
Answer: C
Q3) Which of the following is an illegal criterion for rejecting job applicants?
A) Education
B) Work experience
C) Skill sets
D) Religion
Answer: D
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Page 5
Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) Key gaps in skills exist in information technology, engineering, and research.
A)True
B)False
Q2) Explain time flexibility-work scheduling.
Q3) Explain the common approaches to job design.
Q4) Explain the legal aspects of job analysis.
Q5) Drafting job descriptions and specifications is typically the first step in the job analysis process.
A)True
B)False
Q6) Discuss the roles of the different types of teamsused in job design.
Q7) Define contingent workers.
Q8) Define workflow analysis.
Q9) Job enlargement is increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
A)True
B)False
Q10) Explain why job design is important.
Q11) Describe the important workforce profile elements. Page 6
Q12) Describe the components of a job description.
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Page 7
Chapter 5: Individual/Organization Relations and Retention
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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) It is important to focus more on getting employees in their first year to stay because_____.
A) those who stay for a year are more likely to extend their employment
B) first-year employees are the most productive in an organization
C) first-year employees are more knowledgeable than older employees
D) first-year employees are more committed to organizational goals than older employees
Q3) It is common for turnover to be high among newer employees during their first year.
A)True
B)False
Q4) Paid orientation time is a training cost involved in turnover.
A)True
B)False
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Which of the following statements is true about recruiting diversity?
A) An organization that advertises job openings for individuals with "Christian values" employees would be considered impartial.
B) Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts.
C) "Journeyman lineman" is a permissible term for employment advertisements.
D) Employers demonstrate exclusive recruiting by having diverse individuals represented in company materials.
Q2) There are two kinds of executive search firms; _____ firms typically charge a fee only when a candidate is hired.
A) contract
B) consulting
C) contingency
D) retainer
Q3) What is arealistic job preview?
Q4) What is involved in strategic recruiting?
Q5) Why is it important to formally evaluate and measure recruiting? What are some methods that can be used to evaluate recruiting?
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) What are the types of global employees that need to be considered when selecting candidates for international assignments?
Q2) Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a major national bank. Jill was one of the top candidates when she was hired by the bank. Three months into her job, she feels that the individual bank customers are not valued, and that the bank engages in misleading advertising. This is an example of_____.
A) poor person/organization fit
B) a realistic job preview
C) negligent hiring
D) a snap judgment
Q3) The Employee Polygraph Protection Act prohibits employers, including federal, state, and local government agencies, from using polygraphs for preemployment screening purposes.
A)True
B)False
Q4) Describe the relationship among job performance, selection criteria, and predictors in the employee selection process.
Q5) Define situational judgment tests.
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Development is distinguished from training, in that_____.
A) development is broader in scope, focusing on individuals gaining new capabilities useful for both present and future jobs
B) EEO laws and regulations apply primarily to training, not development
C) training is usually provided internally whereas development takes place in external learning environments
D) development provides people with specific, identifiable knowledge and skills for use on their present jobs
Q2) Which of the following best exemplifies cooperative training?
A) A medical school that uses simulations where the students can perform operations without harming real patients
B) An e-learning program on corporate leadership in which the trainee interacts with the trainer and other trainees via a blog
C) On-the-job training in an IT firm wherein a supervisor works closely and continuously with subordinates
D) A community college program in solar panel installation partnering with solar panel installation companies providing internships
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) Managers learn by behavior modeling, which involves_____.
A) reinforcement of the desirable behaviors spontaneously exhibited
B) imitating the behavior of their own managers
C) developing a personal model of ideal managerial behavior
D) pairing junior managers with senior managers in assistant positions
Q2) What is the difference between organization-centered and individual-centered career planning?
Q3) How does succession planning differ from replacement planning?
Q4) Tuition reimbursement can encourage employees to_____.
A) study for advanced degrees outside of their regular work schedule
B) quit working to return to college
C) take a sabbatical
D) teach at a local high school or college
Q5) _____ involves the planning, training, and reassignmentof global employees returning to their home countries.
A) Lateral transfer
B) Reorientation
C) Debriefing
D) Repatriation
Q6) How can companies maximize the value of talent management initiatives?
Page 12
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) A disadvantage of the outsider rating approach is that outsiders may not know the important demands within the work group or organization.
A)True
B)False
Q2) With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.
A)True
B)False
Q3) Which of the following belongs to the behavioral dimensions in graphic rating scales?
A) Dependability
B) Attendance
C) Quantity of work
D) Communication effectiveness
Q4) Describe the features required in an effective performance management system.
Q5) Describe performance-focused organizational cultures.
Q6) Describe Multisource/360-degree rating.
Q7) Discuss the administrative and developmental uses of performance appraisals.
Q8) Discuss management by objectives.
Page 13
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) The _____ prohibits companies from using different wage scales for men and women performing substantially the same jobs.
A) Fair Employment Act
B) Employment Non-Discrimination Act
C) Civil Rights Act
D) Equal Pay Act
Q2) The overall objective of the host-country-based approach is to maintain the expatriate's standard of living in the country where the company is headquartered.
A)True
B)False
Q3) Which of the following is typically the first step in the compensation administration process?
A) Job analysis
B) Job evaluation
C) Compensation philosophy
D) External focus
Q4) Describe the entitlement philosophy of employee compensation.
Q5) Describe Internet-based pay information and pay surveys.
Q6) What is a lump-sum increase?
Page 14
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Variable pay is _____.
A) compensation that is tied to the employee's performance
B) compensation that is tied to the employee's seniority
C) compensation that is tied to the employee's ethnicity
D) compensation that is tied to the employee's qualification
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) A significant portion of an executive's compensation package is_____.
A) health insurance
B) performance-based incentives
C) a retention bonus
D) a commission
Q4) A free rider is a _____.
A) member of a group who contributes a lot
B) member of a group who contributes little
C) member of a group who contributes on par with other team members
D) member of a group who contributes only during the time of a need
Q5) Explain perquisites.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Glen, a line manager, is informed that his company would be introducing a stock purchase plan for employees. This implies that_____.
A) the employer will provide company stocks to employees as incentives
B) Glen will be given a few company stocks for free, which he can later sell at the market rate
C) Glen can buy shares in the company at a discount
D) Glen would be provided financial counseling on the purchase and sale of stocks
Q2) Unpaid leaves of absence generally do not cost the firm much beyond continued benefits for the employee on leave.
A)True
B)False
Q3) Union contracts have an impact on the number of paid holidays offered by organizations.
A)True
B)False
Q4) What is workers' compensation? Explain.
Q5) What are the legal regulations regarding early retirement in U.S. companies?
Q6) Elaborate on the two main types of retirement benefits.
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) The highest rate of workplace injuries and illnesses occur in_____.
A) large global businesses
B) large businesses
C) medium businesses
D) small businesses
Q2) According to OSHA, having loose ropes in a work area that could impact employees' health or safety but probably would not cause death or much harm is a(n) _____ violation.
A) serious
B) imminent danger
C) other than serious
D) de minimis
Q3) Ergonomics can provide economic value for employers by reducing injuries.
A)True
B)False
Q4) Cumulative trauma disorders are psychological issues that workers face due to repetitively performing the same task for years.
A)True
B)False
Q5) What workplace employee health issues do employers face?
Page 17
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Which of the following employer actions would most likely be a violation of employee privacy?
A) Reading an employee's business e-mails
B) Recording the phone conversations of customer care employees
C) Placing video cameras in rest rooms
D) Monitoring employee blogs
Q2) How does procedural justice differ from distributive justice?
Q3) An employer is guilty of _____ if an employee is terminated for reasons that are illegal or improper.
A) wrongful discharge
B) dysfunctional turnover
C) voluntary turnover
D) deconstructive discharge
Q4) The Privacy Act of 1974applies only to federal agencies and to organizations supplying services to the federal government.
A)True
B)False
Q5) Describe separation agreements.
Q6) Describethe final step in the disciplinary process.
Q7) Differentiate between upward and downward communication in workplaces.
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) Describe two global labor organizations.
Q2) 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
Q3) The contract between the management of a company and its union is due to expire in 30 days. If the management and the union fail to successfully negotiate a contract within 30 days due unsettled disputes, the Taft-Hartley Act requires them to notify the
A) National Labor Relations Board
B) Federal Mediation and Conciliation Service
C) American Federation of Labor-Congress of Industrial Organizations
D) U.S. Secretary of Labor
Q4) What are the key union focuses in the United States that differentiate it from other nations?
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