HR326 Final Exam:30 Q’s; 100 Pts Total3 1/3 pts eaOctober 23, 2017
|Name:missed = final points|
True/False: Please mark the column of your answer with an X.
|1.||Threats to validity are a reality in training, thus an evaluation must be externally valid before it can be internally valid.||T|
|2.||Sexual harassmentis an unwelcome advance of a sexual nature and can take one of two forms: either hostile environment or quid pro quo.||T|
|3.||The overarching guidelines that need to be followed to facilitate the learning of the material and its transfer to the job are defined in the design phase of training.||T|
|4.||Coaching & mentoring are different in that meetings between a mentor and the employee are generally more long term, structured and regular than in coaching.||T|
|5.||When looking at a training methods’ effectiveness in meeting KSA objectives, the Behavior Modeling is more effective in influencing skills than strategic knowledge.||F|
|6.||Blended training is where several different learning concepts or subjects are combined into one method of learning for a training session or program.||T|
|7.||When the EOP is greater than the AOP it can be considered a triggering event.||T|
|8.||The cognitive approach tends to be more passive and instructor-driven in nature where the behaviorist approach to learning is more student-driven &active.||F|
|9.||For non-managers the primary goal of Job rotation is the process of preparing employees at a lower level to replace someone at the next level.||T|
|10.||Environmental uncertainty is determined by two factors: stability and complexity.||T|
Multiple Choice – Use the highlighter function to select the entire row of your answer.
___Succession planning____ provide a flexible way of meeting changing and diverse training needs with professionally developed and administered programs.
Internal Provider strategies.
Vertical deliverance strategies.
Typically, the type of knowledge examined in the TNA is declarative knowledge:
The expectancy theory proposes that a person’s motivation contains three different elements:
Importance modeling, Frequency Modeling and Difficulty modeling.
Organizational analysis, Person (Team) analysis, and Task analysis.
Success expected, outcomes expected, and valance.
Communicating, collaboration and comprehension
Nontraining needs include those that show no gap in required KSAs, thus training is not the best solution; which of the below would fall into that category:
Performance consequence incongruence.
Inadequate or inappropriate feedback.
Barriers to performance in the system.
All of the above.
For coaching to be effective, a needs assessment related to the subordinates job should be conducted, and a coach displaying a _____________ selected:
Theory X orientation
Theory Y orientation
Theory Z orientation
A blend of both a & b above
A form of training instruction that provides practice to a level of over- learning a task is:
Management- Skills Training
The purpose of behavior modeling as a training method would be:
To increase participant’s observational and critiquing skills.
To enhance the likelihood of transfer to the job.
To experience what it feels like to be in a particular situation.
To provide a systematic process for teaching a new employee how to perform a job.
An organizations human resource information system is not particularly useful in:
Allowing access to employees work and training history.
Maintaining compensation records and assessment evaluations
Automated updating of employee interpersonal relationships
Physical and emotional state, along withprior experience, behavioral models, and others feedback, are all a part of:
Which of the following statements regarding OJT trainers is true?
OJT trainers should use a structured approach in training.
OJT trainers can be anyone who understands the job and its tasks.
Because OJT very informal, it is not really useful for new hires who need classroom training.
OJT trainers need to have the same work experience as the trainees to be credible.
There are several theories related to the effective design of training, which of the below would not be?
Component Display Theory
The Elaboration Theory
Social Learning Theory
________are employees who, with their families, are sent to a foreign country to work. As a result they need ______ training.
Expatriates / cross-cultural
Host Country Nationals / Language
Parent-country nationals / coordination training
Patriates / Customs-cultural.
In an ITS where artificial intelligence is used as a training method, which of the following is not a function of a training session manager?
Interpreting trainee actions.
Determining the order and level of difficulty of problems presented to the trainee.
Responding either with more information, coaching, or tutoring.
Reporting results, determining how and when to remediate the trainee.
Three situations are identified as key times for training, which one of the below does not:
When the OD process is started, training is needed to provide education about the change process and to provide the necessary KSAs.
After the process has been in place for a while, some retraining or upgrading of KSAs is required to sustain the process.
As new employees enter the organization, they need an understanding of the process andKSAs.
Most organizations provide initial training, and they conduct follow-up trainingor modify their new-employee training to include the new process.
In the Transfer of Training process, which of the following transfers would not apply.
Training must be evaluated and the four levels of outcome evaluation are
Design, explanation, evaluation, & documentation
- Routine, competency, automaticity,& consolidation
Reaction, learning, behavior & results
Communication, consolidation, compilation, & completion
____ would not be considered an advantage to an organizations effective use of a diverse workforce.
The use of KSA’s
Access to more markets
Creative problem solving
Larger applicant pool
___ would not be a component of ET.
In an attempt to overcome some deficiencies of university-based education, the growth of corporate universities is on the rise; which of the following is not supportive of that concept?
Courses not cost effective because of the organizations size.
A greater ability to train managers to the corporations specific needs.
Managers can obtain job-specific knowledge and skills.
Insured quality instruction.
The difference between a cost/benefit evaluation and a cost-effectiveness evaluation is that a cost /benefit evaluation:
Compares the monetary cost of training with the financial benefits from training.
Is a calculation of the actual cost savings, based on the change in results.
Compares the monetary cost of training with the nonmonetary benefits.
Is an examination of value of overall improvement in the performance of the trained staff.