Training and Development Midterm
Exam
Course Introduction
This course explores the principles and practices of employee training and development within organizations. Students will examine the strategic role of training in enhancing performance, the assessment of training needs, the design and implementation of effective training programs, and the evaluation of training outcomes. The course covers adult learning theories, instructional design, delivery methods including technology-enabled learning and career development initiatives. Through case studies and practical exercises, students will develop skills to create, facilitate, and assess training interventions that support organizational goals and employee growth.
Recommended Textbook
Human Resource Management 9th Edition by Raymond Andrew Noe
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16 Chapters
1602 Verified Questions
1602 Flashcards
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Page 2
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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100 Verified Questions
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Sample Questions
Q1) Jake, the CEO of a company, appraises his managers based on how well they empower their employees. Which of the following managers is Jake likely to rate the highest in this regard?
A)Ben, who gives clear instructions to his subordinates and expects them to follow the orders exactly as given
B)Melody, who asks her subordinates to always check with her before making any decisions
C)John, who prefers that members of his team always report to him what they do through the day
D)Zara, who assigns responsibility to her subordinates and intervenes only when there is a need
E)Dave, who assigns complete authority to his subordinates and does not offer any guidance
Answer: D
Q2) Applications of the Malcolm Baldrige Award are reviewed by an independent board of examiners who are selected from the public sector.
A)True
B)False
Answer: False
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Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Strategies emphasizing market share or operating costs are called "external growth" strategies.
A)True
B)False
Answer: False
Q2) A company that follows an overall cost leadership strategy _____.
A)focuses on becoming the lowest cost producer in an industry
B)strives to reduce the cost of products in its industry
C)does not use automated procedures and systems
D)endeavors constantly to increase the quality of its products
E)focuses on creating products that provide high value for its cost
Answer: A
Q3) Which of the following is a challenge of downsizing?
A)It becomes difficult to change an organization's culture after downsizing.
B)It fails to force employees to cooperate with management.
C)It restricts organizations from developing new and positive relationships.
D)It is difficult to boost the morale of employees who remain after downsizing.
E)It is not an effective strategy if an organization wants to make way for fresh ideas.
Answer: D
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Page 4
Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following congressional legislations requires contractors and subcontractors that receive more than $2,500 annually from the federal government to engage in affirmative action for individuals with disabilities?
A)Title VII of the Civil Rights Act
B)Equal Pay Act
C)Vietnam Era Veteran's Readjustment Act
D)Vocational Rehabilitation Act
E)Pregnancy Discrimination Act
Answer: D
Q2) Each branch of the U.S. government (legislature, executive, and judiciary)has its own area of authority, and these areas do not overlap.
A)True
B)False
Answer: False
Q3) The United States president has the power to veto any law passed by Congress.
A)True
B)False
Answer: True
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Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Which of the following sources is most appropriate for providing accurate information regarding the importance of job duties?
A)Supervisors
B)Incumbents
C)Customers
D)Subordinates
E)External job analysts
Q2) Units that are a part of the _____ structure act almost like separate, self-sufficient, semi-autonomous organizations.
A)mechanistic
B)divisional
C)functional
D)centralized
E)bureaucratic
Q3) The motivational approach views attitudinal variables and behavioral variables as the most important outcomes of job design.
A)True
B)False
Q4) Briefly explain the trade-offs among different approaches to job design.
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) A special case of outsourcing where the jobs that move actually leave one country and go to another is called _____.
A)homesourcing
B)co-sourcing
C)reshoring
D)telecommuting
E)offshoring
Q2) The typical organizational response to a labor shortage has been either hiring temporary employees or outsourcing, responses that are fast and high in revocability.
A)True
B)False
Q3) The second step in human resource planning is goal setting and strategic planning.
A)True
B)False
Q4) Baby boomers are fast approaching retirement, and early indicators show that this group will retire as expected.
A)True
B)False
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Chapter 6: Selection and Placement
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Sample Questions
Q1) Experience-based items ask what the person is likely to do when confronting a certain hypothetical situation in the future.
A)True
B)False
Q2) Reliability refers to the measuring instrument rather than to the characteristic itself.
A)True
B)False
Q3) The concept of _____ suggests that similar groups of people whose scores differ by only a small amount all be treated as having the same score.
A)attribution error
B)probability distribution
C)standard deviation
D)groupthink
E)banding
Q4) The Polygraph Act in 1988 permitted the use of polygraphs in employment screening.
A)True
B)False
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Page 8
Chapter 7: Training
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) While evaluating training programs, return on investment can be used to measure
A)acquisition of knowledge
B)company payoffs
C)economic value of training
D)reaction to program
E)employees' skills
Q2) While evaluating training programs, affective outcomes are most appropriate for measuring _____.
A)acquisition of knowledge
B)behavior skills
C)company payoffs
D)motivation
E)economic value of training
Q3) Which of the following is true of an action plan for training?
A)It is a graphic representation of the stages in training.
B)It is a verbal agreement that emphasizes the goals of training.
C)It is a written document that ensures training transfers to the job.
D)It is a verbal agreement among trainers on the training methods to be used.
E)It is a personal statement made by an employee on his goals for training.
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Chapter 8: Performance Management
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100 Flashcards
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Sample Questions
Q1) The process of performance management begins with:
A)developing employee goals, behavior, and actions to achieve outcomes.
B)defining performance outcomes for company division and department.
C)providing consequences for performance results.
D)identifying the improvements needed.
E)providing support and ongoing performance discussions.
Q2) _____, attended by managers, provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals.
A)Calibration meetings
B)Frame-of-reference trainings
C)Multidimensional trainings
D)Rater accuracy trainings
E)Succession planning meetings
Q3) The best use of self-ratings is for administrative purposes.
A)True
B)False
Q4) Discuss the ways a manager can improve the performance feedback process.
Q5) What are the results a performance management system designed with a strong quality orientation can be expected to achieve?
Page 10
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Chapter 9: Employee Development
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Sample Questions
Q1) According to the Myers-Briggs Type Inventory, individuals who are _____ tend to be serious, quiet, practical, orderly, and logical.
A)introverted, intuitive, feeling, and perceiving (INFPs)
B)introverted, sensing, thinking, and judging (ISTJs)
C)extroverted, intuitive, feeling, and perceiving (ENFPs)
D)extroverted, sensing, thinking, and perceiving (ESTPs)
E)extroverted, sensing, feeling, and perceiving (ESFPs)
Q2) The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for energy will score the individuals based on _____.
A)judging versus perception
B)thinking versus feeling
C)introversion versus extroversion
D)sensing versus intuition
E)internal versus external locus of control
Q3) Job rotation helps employees gain an overall appreciation of the company's goals and also improves their problem-solving skills.
A)True
B)False
Q4) Discuss succession planning. How does it help organizations?
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Chapter 10: Employee Separation and Retention
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101 Verified Questions
101 Flashcards
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Sample Questions
Q1) The Pay Satisfaction Questionnaire (PSQ)focuses on _____.
A)the work itself
B)co-workers
C)promotions
D)supervision
E)benefits
Q2) Beta Inc., a publishing firm, implements pay-for-performance raises. This is likely to lead to:
A)satisfaction among low performers.
B)high involuntary turnover.
C)dissatisfaction among high performers.
D)operational problems due to high performers leaving.
E)low performers being motivated to perform better.
Q3) Discuss job satisfaction with regard to supervisors and co-workers. Explain the relationship between social support and job satisfaction.
Q4) A frame of reference is a standard point that serves as a comparison for other points and thus provides meaning.
A)True
B)False
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Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) The Fair Labor Standards Act (FLSA):
A)established an eight-hour workday.
B)established the requirement for paying prevailing wages on public works projects.
C)laid the responsibility of economic stability onto the federal government.
D)established a minimum wage for jobs.
E)failed to set pay regulations for overtime work.
Q2) Explain the role of employee participation in compensation decision making.
Q3) Which of the following is true of a job-based pay structure?
A)It encourages employee initiatives.
B)It allows the organization to take advantage of the skills of those closest to production.
C)It encourages lateral movement of employees.
D)It reinforces a topdown decision making process.
E)It discourages promotion-seeking behavior.
Q4) Job evaluation is a more appropriate tool for internal equity pay comparisons than market pay surveys.
A)True
B)False
Q5) Describe key jobs and nonkey jobs.
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Page 13
Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) When an organization has a growth strategy, the short-run pay level and benefit level tend to be below market level.
A)True
B)False
Q2) According to the expectancy theory, compensation systems differ according to their impact on the components of motivation; the main influence of compensation is on
A)expectancy
B)instrumentality
C)reinforcement
D)valence
E)equity
Q3) In merit pay systems, performance is measured based on supervisor's rating.
A)True
B)False
Q4) Gainsharing plans encompass more than just a monetary component.
A)True
B)False
Q5) Differentiate between outcome-oriented contracts and behavior-based contracts.
Q6) Discuss the expectancy theory.
Page 14
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Chapter 13: Employee Benefits
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Sample
Questions
Q1) One of the objectives of the unemployment insurance program is to offset lost income during voluntary unemployment.
A)True
B)False
Q2) Which of the following media is least used by organizations to communicate benefit plans?
A)Enrollment materials (online or paper)
B)Group employee benefits communications with the benefits vendor
C)Group employee benefits communications with an organizational representative
D)One-to-one employee benefits counseling with an organizational representative
E)Direct mail to home/residence
Q3) Workers' compensation laws cover job-related _____.
A)pay raises
B)policy changes
C)quality linked incentives
D)injuries and death
E)tax benefits
Q4) Investment returns on qualified retirement funds are taxed.
A)True
B)False
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Distributive bargaining is more likely to cause a win-lose situation than integrative bargaining.
A)True
B)False
Q2) The duty of fair representation is mandated by the _____.
A)Landrum-Griffin Act
B)Davis-Bacon Act
C)Healey Act
D)Wagner Act
E)Hartley Act
Q3) According to John Dunlop, which of the following is required for an industrial relations system to be successful?
A)The system must always translate acceptance into convergence of interests.
B)The system should completely eliminate conflict.
C)The system should be independent of the environmental context.
D)The system should consist of participants that have a common ideology.
E)The system should exclude mechanisms such as collective bargaining.
Q4) List the four elements of industrial systems described by John Dunlop.
Q5) Describe the industrial relations model developed by Harry Katz and Thomas Kochan.
Page 16
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) Traditionally, _____ has been almost the sole variable used in deciding whom to be sent on overseas assignments.
A)interpersonal skill
B)managerial competence
C)communication skill
D)technical competence
E)language competence
Q2) The General Agreement on Tariffs and Trade (GATT)is an international framework of rules for reducing trade barriers across countries around the world.
A)True
B)False
Q3) Cultures with weak uncertainty avoidance tend to be rather easygoing and flexible regarding different views.
A)True
B)False
Q4) Describe the three dimensions of adaptive skills required by expatriates to adapt to a new culture.
Q5) List the four factors that affect HRM in global markets and describe each briefly.
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Chapter 16: Strategically Managing the HRM Function
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Sample Questions
Q1) A firm is most likely to outsource services when:
A)the cost of production is cheaper when done onshore.
B)the labor costs are high in the country where the outsourcing partner is.
C)the human capital is low in the country where the outsourcing partner is.
D)the effectiveness of services produced internally is lesser than that produced offshore.
E)the goods produced onshore are of better quality than those produced offshore.
Q2) One of the main disadvantages of outsourced providers is their inability to learn unique innovations from one company and transfer them to another company.
A)True
B)False
Q3) Attempting to estimate the financial impact of substance abuse is an example of human resource accounting.
A)True
B)False
Q4) Discuss how outsourcing is being used to increase the effectiveness of HR.
Q5) Identify the steps involved in the basic process of building an HR strategy.
Q6) Discuss the four competencies that HR professionals require to become partners in the strategic management process.
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