Human Resource Management
Textbook Exam Questions
Course Introduction
Human Resource Management explores the strategic and operational processes involved in acquiring, developing, motivating, and retaining an organizations workforce. The course covers foundational concepts such as job analysis, recruitment, selection, training and development, performance management, compensation, employee relations, and labor law. Emphasizing both theory and practical application, students learn how effective HR practices contribute to organizational success, foster a positive workplace culture, and ensure legal compliance. Through case studies and real-world scenarios, students develop skills to address common HR challenges in todays dynamic business environment.
Recommended Textbook
Managing Performance through Training and Development 7th Edition by Robert Haccoun
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Chapter 1: The Training and Development Process
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Sample Questions
Q1) What was one of the key findings of a 2008 report regarding training legislation in Quebec
A)the legislation had little impact on the ways Quebec firms deliver training
B)fewer companies planned and implemented training programs
C)Quebec leads the national average in training participation rates
D)all stakeholders must work together to find ways to promote training
Answer: D
Q2) A needs analysis typically has three levels including an organizational analysis,a departmental analysis,and a person analysis.
A)True
B)False
Answer: False
Q3) Which of the following are two extrinsic benefits training will give an employee
A)an improved marketability and greater job security
B)a greater sense of self-efficacy and a sense of accomplishment
C)a more positive attitude toward their employer and their own confidence
D)a greater sense of engagement toward customers and fellow employees
Answer: A
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3
Chapter 2: Organizational Learning
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Q1) In order to survive and develop,organizations must learn how to manage their capacity to learn and change.
A)True
B)False
Answer: True
Q2) Which of the following is a potential indicator that knowledge is being shared in an organization
A)problem solving becomes more complex, yet less effective
B)expertise is not captured and stored as explicit knowledge
C)unnecessary and needless staffing changes continue to take place
D)employees attract and obtain increased opportunities
Answer: D
Q3) Intellectual capital is an organization's knowledge,experience,relationships,process discoveries,innovations,market presence,and community influence.
A)True
B)False
Answer: True
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Chapter 3: Learning and Motivation
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Sample Questions
Q1) What training conclusions can be drawn for individuals with an internal locus of control
A)they tend to have lower self-efficacy for training
B)they tend to have higher training motivation
C)they tend to have higher anxiety about training
D)they tend to make a weaker link between effort and training
Answer: B
Q2) Which of the following is <b>NOT</b> an implication you would draw from understanding Kolb's learning styles theory
A)trainees differ in the way they prefer to learn
B)training methods should be aligned with the trainee's learning preferences
C)a trainee's learning style is related to how trainees acquire knowledge in training and how they use information on the job
D)training design should consider so-called learning modes
Answer: C
Q3) When a behaviour has been learned it can be thought of as a skill.
A)True
B)False
Answer: True
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Chapter 4: The Needs Analysis Process
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Sample Questions
Q1) According to the vignette on TD Bank,what did TD do before it embarked on a robbery prevention and awareness training program
A)determined what kinds of resources were available for training
B)conducted a needs analysis that included focus groups, interviews, and surveys
C)changed the compensation approach to reward those branches with fewer robberies
D)changed the company's strategy to better match employees' skills and abilities
Q2) Which data collection method is relatively inexpensive to administer and provides data in a format that is easy to report and summarize
A)work samples
B)observations
C)surveys
D)interviews
Q3) A needs analysis helps to determine what type of training and development is required to resolve performance problems.
A)True
B)False
Q4) Identify and briefly describe the three steps in the person analysis process.
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6
Chapter 5: Training Design
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Q1) Which statement is congruent with the notion of distributed practice
A)learning is enhanced when cramming is used by trainees
B)learning is enhanced when material is provided in a single session
C)distributed training sessions tend to result in lower learning levels over time
D)distributed training sessions tend to result in higher learning levels over time
Q2) ABC Ltd.has made a strategic decision to expand into China.As such,it made the decision to provide six managers training in basic Mandarin.Given this training decision,ABC Ltd.should purchase the program from an outside supplier.
A)True
B)False
Q3) According to the textbook,which of the following is <b>NOT</b> a characteristic of effective training feedback
A)when a response is provided correctly, provide positive feedback
B)demonstrate to the trainee how to respond correctly
C)when a response is provided incorrectly, provide some element of punishment
D)provide feedback immediately after the response is provided
Q4) Define and briefly describe the term active practice.
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7
Chapter 6: Off The Job Training Methods
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Q1) According to the textbook,which off-the-job instructional training method is used by the majority of business schools when the focus of the class is the development of critical thinking and decision making skills
A)games
B)case study
C)behaviour modelling
D)simulations
Q2) The Queen's University Faculty of Heath Sciences vignette makes a strong case for why they do not use off-the-job training methods,focusing learning at the beside with real patients.
A)True
B)False
Q3) Which of the following training methods incorporates more adult learning principles than are used in other training methods
A)simulations
B)action learning
C)case studies
D)combination of lectures and case incidents
Q4) Compare and contrast the case study and the case incident methods.
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Chapter 7: On The Job Training Methods
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Q1) Which statement best captures the purpose driving apprenticeship programs in Canada
A)to help organizations recruit qualified employees
B)to help trainers develop training programs to meet the staffing needs of specific companies
C)to provide financial support via tax breaks for companies that promote industrial trades in Canada
D)to address the collective training needs of specific occupations in broad industrial sectors
Q2) When comparing off-the-job training to on-the-job training,which statement is true according to the textbook
A)off-the-job training is generally less effective than on-the-job training
B)off-the-job training has less control over the learning environment than on-the-job training
C)off-the-job training has a narrower variety of training methods than on-the-job training
D)off-the-job training can be much more costly than on-the-job training
Q3) Explain the three stages of the preparation phase of job instruction training that concern the trainee.
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Page 9
Chapter 8: Technology Based Training Methods
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Q1) You are putting together a list of variables that impact the effectiveness of a virtual training program.Which of the following variables is likely to be the number one item on your list
A)diversity of trainees
B)ensure you use at least two design factors
C)how the training program is designed
D)ensure you are using the latest technology
Q2) Which design principle for computer-based training has the textbook identified as being grounded in research
A)the cost principle
B)the modality principle
C)the social constructivism principle
D)the systems learning principle
Q3) "Just-in-time" training is a term in the textbook that embodies one of the salient benefits of computer-based training
A)True
B)False
Q4) Identify and briefly describe the benefits and limitations of self-directed learning.
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Page 10
Chapter 9: Training Delivery
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Q1) A good lesson plan cover page should include headings to provide clarity on a number of topics associated with the lesson plan.Those headings should include training objectives,classroom requirements,trainee supplies,and the overall cost of the program.
A)True
B)False
Q2) You have to share a lot of information with a group of 100 managers.What classroom seating arrangement would be most congruent with this type of scenario
A)10 tables with 10 seats each so as to facilitate intra-group discussion
B)a "U" shaped configuration so as to facilitate two-way discussion
C)a "U" shaped configuration with some areas reserved for group discussion
D)a traditional classroom arrangement to primarily facilitate one-way communication
Q3) According to Robert Gagné,"events of instruction" are external events that are designed to help facilitate the learning process in trainees.
A)True
B)False
Q4) What is a trainability test
How is it useful for training employees
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11
Chapter 10: Transfer of Training
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Q1) Why are top executives at Finning Ltd.the first to attend training and help deliver the training programs to their managers and employees
A)it helps top management master training content
B)it is a symbolic gesture demonstrating top management's commitment to the programs
C)it helps lower costs by reducing the number of trainers needed
D)it is part of their performance contracts
Q2) According to Baldwin and Ford's model of the transfer of training process,trainee characteristics,training design,and the work environment have a direct effect on learning and retention.
A)True
B)False
Q3) Which training design element is congruent with having trainees learn the underlying principles or theories behind a particular skill
A)identical element
B)blended elements
C)general principles
D)stimulus variability
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Chapter 11: Training Evaluation
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Q1) One of the primary advantages of the Decision-Based Evaluation model over the Kirkpatrick model is that it allows different variables to be measured depending on the target of the evaluation process.
A)True
B)False
Q2) J.Bruce Tracey,Scott Tannenbaum,and Michael Kavanagh proposed a scale to measure which of the following organizational issues
A)rewards and incentives linkage to behaviour changes
B)the culture of the organization as it relates to continuous learning
C)the perceived level of management support and peer support
D)the level of overall organizational support
Q3) Briefly explain the differences between non-experimental designs,experimental designs,and quasi-experimental evaluation designs.
Q4) Studies of training professionals show the more sophisticated training evaluations are rarely used because they are perceived to be too complicated to implement,take too long to design,and simply cost too much money.
A)True
B)False
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13
Chapter 12: The Costs and Benefits of Training Programs
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Q1) What may be concluded from theChapter-opening vignette about MW Canada's Technical Skills Certificate Program as it relates to training cost effectiveness
A)it was a poor financial investment with negative utility
B)it was a good investment given a conservative 17 percent return on investment
C)no conclusion may be made as the return on investment was zero
D)given that a return on investment calculation was not made, it is impossible to determine the program's cost-effectiveness
Q2) If ROI is 2.0,what does this mean for a training program's utility calculation
A)that $2 was spent on the program, which should provide a negative $2 in utility
B)that there is a return of $1 for every $2 in utility
C)that $1 was spent on the program for every $2 received as net utility
D)that there is a positive utility result
Q3) To calculate the impact training has on the bottom line,trainers or program designers must be able to calculate the costs and benefits of training programs.
A)True
B)False
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Chapter 13: Training Programs
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Sample Questions
Q1) Your organization is experiencing increasing costs associated with work-related injuries.You have been tasked with developing a training program focusing on how to reduce work-related injuries.Which of the following training methods is likely to be less effective
A)behaviour modelling
B)simulations
C)hands-on training
D)lectures
Q2) Globalization has made technical skills training of paramount importance for Canadian organizations.
A)True
B)False
Q3) What is the most likely explanation for why manufacturing companies provide so much technical skills training in Canada
A)low numeracy and literacy levels
B)more and more organizations are using computers to drive up productivity
C)change and global competition
D)long technology product cycles
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15
Chapter 14: Management and Leadership Development
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Q1) Identify and briefly describe the four components all management development programs should include.
Q2) Management skills can be learned through training and on-the-job experiences.
A)True
B)False
Q3) John has experience managing marketing functions in a particular company.As part of his management development,he is asked to take on roles with similar levels of responsibility in other functional areas of the company.What management development approach is John's company using
A)job rotation
B)job enlargement
C)job enrichment
D)job broadening
Q4) According to Whetten and Cameron,which of the following broad skill categories captures the essence of the most important skills needed of managers
A)political skills
B)motivational skills
C)technical skills
D)people skills
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Chapter 15: The Evolution and Future of Training and Development
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Sample Questions
Q1) The Canadian Society for Training and Development has a member code of ethics.The salient themes include confidentiality,professional conduct,and compliance with all laws.
A)True
B)False
Q2) The Canadian Society for Training and Development (CSTD)has developed a set of competencies for training and development professionals organized around five key sections.Which of these key sections addresses the issue of identifying root causes of performance shortfalls
A)assessing performance needs
B)facilitating training
C)task analysis
D)training evaluation
Q3) The Composite Learning Index draws a positive relationship between individual lifelong learning and the economic strength of Canada.
A)True
B)False
Q4) Define and discuss the ethics of training and development.
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Q5) Describe how an aging workforce impacts the training and development function.