Personnel Management
Midterm Exam
Course Introduction
Personnel Management is a foundational course that explores the principles and practices involved in effectively managing an organizations human resources. The course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, and legal and ethical issues in personnel management. Students will learn how to develop strategies for motivating employees, resolving conflicts, and fostering a productive workplace environment. Additionally, the course examines the role of personnel managers in planning, implementing, and evaluating policies to maximize employee performance and ensure organizational success.
Recommended Textbook
Employee Training and Development 5th Edition by
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Page 2
Raymond A. Noe
Chapter 1: Introduction to Employee Training and Development
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Sample Questions
Q1) Borders Bookstore's "passport" program has helped reduce turnover of employees over age 50 and overall turnover.
A)True
B)False
Answer: True
Q2) Transfer of training refers to successful application of material learned in training to the job.
A)True
B)False
Answer: True
Q3) Which of the following categories in the Malcolm Baldrige Award is most closely related to training and development?
A)strategic planning
B)measurement,analysis and knowledge management
C)work force focus
D)customer and market focus
Answer: C
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Page 3
Chapter 2: Strategic Training
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Sample Questions
Q1) The _____ duties of traditional managers and managers of high-performance work teams are most similar.
A)managing individual performance and creating and maintaining trust
B)facilitating decision-making and managing group performance
C)plan and allocate resources and creating and maintaining trust
D)monitor the business environment and manage alignment
Answer: D
Q2) Regardless of their level in the company,all managers are expected to serve as spokespersons to other work units,managers,and vendors.
A)True
B)False
Answer: True
Q3) The type of training an organization offers and the resources provided are influenced by the HR functions:
A)job analysis and human resource planning.
B)compensation and benefits.
C)staffing and human resource planning.
D)performance management and human resource planning.
Answer: C
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Page 4
Chapter 3: Needs Assessment
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Sample Questions
Q1) Needs assessment is the first step in the training design process (ADDIE model).Why is needs assessment important to the ISD process?
Answer: Without a thorough needs assessment,one or more of the following may occur: Training may be incorrectly used as a solution to a performance problem (when the solution should deal with employee motivation,job design,or a better communication of performance expectations).
Training programs may have the wrong content,objectives,or methods.
Trainees may be sent to training programs for which they do not have the basic skills,prerequisite skills,or confidence needed to learn.
Training may not deliver the expected learning,behavior change,or financial results that the company expects.
Money may be spent on training programs that are unnecessary if they are unrelated to the company's business strategy.
Q2) Output refers to the type of incentives employees receive for performing well.
A)True
B)False
Answer: False
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Chapter 4: Learning:Theories and Program Design
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Sample Questions
Q1) Communities of learning are groups of employees who work together,learn from each other and develop a common understanding of how to get work accomplished.
A)True
B)False
Q2) _____ refers to the physical,intellectual and emotional characteristics of the environment in which learning is to occur.
A)Context
B)Stimuli
C)Instruction
D)Training context
Q3) Research shows trainees with a performance orientation exert more effort to learn and use more complex learning strategies than trainees with a learning orientation.
A)True
B)False
Q4) What characteristics are necessary for effective practice?
Q5) What types of training rooms are most appropriate for learning requiring varying levels of collaboration and self-direction?
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6
Chapter 5: Transfer of Training
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Q1) Research shows that opportunity to use skills is the most important component of climate for transfer.
A)True
B)False
Q2) Describe work-related factors that may inhibit the transfer of new capabilities back to the job.How are lapses related to factors that inhibit transfer?
Q3) Typically,30 to 45 percent of a manager's bonus pay is based on development.
A)True
B)False
Q4) ___________ occur(s)when trainees use previously learned,less effective capabilities instead of trying to apply recently learned capabilities.
A)Regression
B)Lapses
C)Forgetting
D)Reverse inhibition
Q5) Describe the identical elements,stimulus generalization and cognitive theories.Compare and contrast the three and give an example of each.
Q6) What are the key features of a learning organization?
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Chapter 6: Training Evaluation
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Q1) All of the following except use of _____ are ways to minimize threats to validity in evaluation studies.
A)pretests and posttests
B)comparison groups
C)random assignment
D)only standardized tests
Q2) Tests and/or work samples are used to assess _______ outcomes.
A)results
B)affective
C)return on investment
D)learning or cognitive
Q3) If the trainee group and control group can be assumed to similar levels of knowledge,behavior and results prior to training,the most efficient evaluation design is
A)posttest only
B)posttest only with comparison group
C)time series
D)Solomon four-group
Q4) Describe the evaluation process.
Q5) Discuss the reasons why it is important to evaluate training.
Page 8
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Chapter 7: Traditional Training Methods
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Sample Questions
Q1) Which of the following training methods is best for transfer of learning?
A)Self-directed learning
B)Behavior modeling
C)Role playing
D)Business games
Q2) The growing use of technology-based training is due to learning effectiveness and training cost reductions.
A)True
B)False
Q3) Successful O-J-T programs are based on the principles of _____________.
A)behavior modeling
B)social learning theory
C)reinforcement theory
D)information processing theory
Q4) One key to the success of adventure learning is that whole groups participate together.
A)True
B)False
Q5) What are the most important factors to consider when selecting training methods?
Page 9
Q6) Five different steps were listed for the process of case development.List them.
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Chapter 8: E-Learning and Use of Technology in Training
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Sample Questions
Q1) While technology has had significant effects on how people learn,learning is done primarily through the instructor.
A)True
B)False
Q2) Virtual reality
A)has the disadvantage of lack of similarity to the work context.
B)effectiveness depends at least partly on the extent to which it has a high level of presence.
C)is fun to use,but is not an effective training method.
D)is useful for addressing attitudinal outcomes.
Q3) Blended learning has been found to be more effective than face-to-face instruction for motivating trainees to learn.
A)True
B)False
Q4) A disadvantage of multimedia training it is difficult to update quickly.
A)True
B)False
Q5) Suppose your boss asked you to explain the difference between traditional simulation and virtual reality.How would you respond?
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Chapter 9: Employee Development
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Sample Questions
Q1) Companies rely on in-house development programs for all of the following reasons except they _______
A)can be tied directly to business needs.
B)are easily evaluated using company metrics.
C)can involve senior management.
D)are less costly than university and other outside programs.
Q2) 360-degree feedback is a special case of the upward feedback process that involves employee evaluation by peers,customers,their boss,and themselves.
A)True
B)False
Q3) What does research show regarding coaching relationships and what characteristics are associated with the best coaches?
Q4) What are the common approaches to employee development? How should development programs be developed? And,to whom are most development programs directed?
Q5) In training,use of work experiences is low.
A)True B)False
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Chapter 10: Special Issues in Training and Employee Development
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Q1) Companies are not liable for training conducted by vendors if damages or injuries occur.
A)True
B)False
Q2) Awareness of Hofstede's five dimensions helps trainers prepare cross-cultural preparation programs.
A)True
B)False
Q3) Surveys of diversity training efforts have found all except _____
A)the most common area addressed is the pervasiveness of stereotypes,assumptions and biases.
B)over 50% of respondents report programs have a long term effect.
C)three-fourths of respondents leave training with a positive attitude toward diversity.
D)fewer than one-third of companies do a long-term evaluation.
Q4) Diversity can be considered any dimension that differentiates one person from another.
A)True
B)False
Q5) List the training related situations that may result in legal action?
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Chapter 11: Careers and Career Management
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Q1) Someone is most likely to be a mentor in the disengagement stage.
A)True
B)False
Q2) _____________ are perceived by recruiters as unmotivated and the weakest performers.
A)Generations X
B)Millenniums
C)Baby boomers
D)Traditionalists
Q3) In effective career management systems,systems are consistent across business units to ensure fairness and efficiency.
A)True
B)False
Q4) All of the following except ________ are ways to evaluate career management systems.
A)attitude surveys when improving morale is an objective
B)reactions of employees and managers
C)time to fill open positions
D)reduction in cost of training programs
Q5) Discuss the common components of career management systems.
Page 13
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Chapter 12: Special Challenges in Career Management
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Q1) (p.493. )Research shows that company policies that help employees manage work and nonwork conflicts enhance employees' job performance,lower costs associated with disability leave,and reduce turnover and absenteeism.
A)True
B)False
Q2) According to the AARP/Roper Report,____ percent of baby boomers plan to work at least part time during their retirement.
A)20
B)40
C)60
D)80
Q3) One of the most popular forms of work options among organizations is job sharing.
A)True
B)False
Q4) (p.484-486. )What is the purpose of dual career systems? What can you do to ensure that dual career systems are effective?
Q5) (p.489-490. )How would you advise an individual to avoid obsolescence?
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Chapter 13: The Future of Training and Development
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Q1) Suppose your boss says,"This company has been doing training the same way for 25 years.We need to change the way we approach training and development.But how should we go about doing that?" She knows that you've been taking a course in Training and Development,so she asks your advice on a process for implementing new training and development practices.How would you respond?
Q2) The first step in reengineering is understanding the process.
A)True
B)False
Q3) All of the following are trends in delivery of training except _________
A)shorter courses the focus on the necessary content.
B)managers are asked to serve as coaches.
C)on-the-job training will decline due to its length.
D)there will be more pre-training assignments.
Q4) 36.Reengineering applies only to the administration of training,not to program development.
A)True
B)False
Q5) The key decision for companies is whether or not to outsource training.
A)True
B)False
Page 15
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