Canadian Human Resource Management Canadian 11th Edition Schwind

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MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the
question.

1) Formal orientation programs are intended to familiarize new employees with their roles, other
employees, and the organization.
A) True
B) False
Answer: A

2) Onboarding can reduce employee turnover, reduce errors, and increase productivity.
A) True
B) False
Answer: A

3) Most organizations conduct group orientation programs to be more cost effective.

A) True
B) False
Answer: B

4) An employee handbook is a common tool for explaining benefits, policies, and general information
about the organization to the new employee.
A) True
B) False
Answer: A

5) Successful organizational entry and maintenance is the key objective of employee socialization.
A) True
B) False
Answer: A

6) The "buddy system" is an informal orientation system used by some organizations where a new
employee is paired with a senior worker who shows the new person around.
A) True
B) False

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 Answer: A

7) Responsibility for orientation is usually shared between the human resource department and the
immediate supervisor.
A) True
B) False
Answer: A

8) Socialization is about introducing the culture of an organization.

A) True
B) False
Answer: A

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9) Reactions from new employees, effects of socialization on job attitudes and roles, and a positive
cost-benefit are all methods for measuring the effectiveness of an orientation program.
A) True
B) False
Answer: A

10) Canadian companies must increasingly compete in a global market and a fast-changing
environment, which in turn makes training an important part of organizational strategy.
A) True
B) False
Answer: A

11) Canadian managers will increasingly have to work with colleagues who often have very different
cultural values.
A) True
B) False
Answer: A

12) Benefits of training for the individual can include skill improvement and self-development.
A) True
B) False
Answer: A

13) Benefits of training for the organization can include higher productivity, improved morale, and a
better corporate image.
A) True
B) False
Answer: A

14) Knowledge management can be defined as the ability to utilize the information and knowledge
stored in employees' heads.
A) True
B) False
Answer: A

15) Training prepares people for their present jobs while development prepares them for future jobs.
A) True
B) False
Answer: A

16) The order of activities in planning a training program is to decide on the content and learning
principles to be used, then do a needs assessment, and finally determine objectives.
A) True
B) False
Answer: B

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17) In training, needs assessment diagnoses present problems and environmental challenges that training
might facilitate.
A) True
B) False
Answer: A

18) Recommending a good employee for a training course as a reward is one reason why human
resource departments regard supervisory suggestions for employee training as valid.
A) True
B) False
Answer: B

19) Training objectives should state three things: desired behaviour, conditions under which it should
occur, and acceptable performance criteria.
A) True
B) False
Answer: A

20) A training program's content is shaped by the needs assessment and the learning principles.
A) True
B) False
Answer: A

21) Three of the five learning principles that can be included in training are participation, relevance, and
transference.
A) True
B) False
Answer: A

22) Repetition and relevance are learning principles, but feedback is not.
A) True
B) False
Answer: B

23) Active participation usually makes learning quicker and more long-lasting.
A) True
B) False
Answer: A

24) The use of feedback can allow motivated learners to modify their behaviour to achieve the quickest
possible learning curve.
A) True
B) False
Answer: A

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25) As the learning curve indicates, learning is not linear but takes place in bursts separated by plateaus.
A) True
B) False
Answer: A

26) In selecting a particular training technique no one technique is always best, for there are always
trade-offs between desired content, cost, and personal capabilities.
A) True
B) False
Answer: A

27) Off-the-job training techniques include lecture and video presentations, apprenticeships, and
self-study.
A) True
B) False
Answer: B

28) Coaching as a training technique is seldom if ever done by the immediate manager or supervisor,
but rather by the human resource department.
A) True
B) False
Answer: B

29) One advantage of role-playing as a training technique is that can create greater empathy and
tolerance of individual differences.
A) True
B) False
Answer: A

30) The drop-out rates that plague higher education MOOCs may not be a concern, as many corporate
learners use MOOCs to address a specific issue or problem instead of completing the full course.
A) True
B) False
Answer: A

31) A competency-based performance management allows trainers to offer programs that focus on
specific employee strengths and invest training and development effort where it maximizes value
for the company.
A) True
B) False
Answer: A

32) Strategic human resource development can be defined as the identification of essential job skills and
the management of employee learning for long-range in relation to corporate strategy.
A) True
B) False
Answer: A

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33) An organization that plans to change its strategy should allocate funds for training.
A) True
B) False
Answer: A

34) Employee development can be defined as the process of enhancing an employee's future value to the
organization through career planning.
A) True
B) False
Answer: A

35) The three basic developmental strategies for organizations are cognitive, behavioural, and
environmental.
A) True
B) False
Answer: A

36) Because they use passive techniques, cognitive development strategies tend to be the most effective
as a developmental tool.
A) True
B) False
Answer: B

37) Behavioural developmental strategies are more concerned with changing employee behaviour than
changing attitudes and values.
A) True
B) False
Answer: A

38) Jobrotation, matrix management, and project teams are all environmental strategies for employee
development.
A) True
B) False
Answer: A

39) The learning organization creates a knowledge network where employees can share ideas and learn
more about content that is important to their development.
A) True
B) False
Answer: A

40) Allthe following are training evaluation criteria: reaction, knowledge, behaviour, and organizational
results.
A) True
B) False
Answer: A

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41) Job performance, exposure, and organizational loyalty are all possible career development actions.
A) True
B) False
Answer: A

42) One advantage of career planning is that it gives the human resource department a larger pool of job
applicants from which to fill internal job openings.
A) True
B) False
Answer: A

43) The starting point for any career planning and development is the organization.
A) True
B) False
Answer: B

44) Organizationally sponsored career planning can further employee growth, tap employee potential,
and satisfy employee needs.
A) True
B) False
Answer: A

45) No matter how professional they are, to be successful, career counsellors must first get employees to
assess themselves and their environment.
A) True
B) False
Answer: A

46) A competency framework is:

A) a test that human resource specialists give employees to determine job standards
B) used to identify quality problems in production
C) an organizational process for defining corrective discipline in situations of incompetence
D) a physical structure designed to house organizational knowledge
E) a list of skills and abilities that are needed to get to the next level or which add value to the
business
Answer: E

47) Strategic human resource development involves all of the following EXCEPT:
A) actively managing an employee's learning
B) being future oriented with regards to employee development
C) attempting to change employee behaviour
D) identifying essential job skills
E) linking the development needs and activities to an organization's strategy and mission
Answer: C

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48) "Desirable behaviour" as a development strategy includes reinforcing which of the following?
A) proper leadership style
B)conflict resolution techniques
C) interactions with customers
D) appropriate types of communication
E) all of the choices
Answer: E

49) The involvement of human resource departments in employee career planning has grown in recent
years mainly because career planning does all of the following EXCEPT:
A) assists employment equity plans
B) develops promotable employees
C) taps employee potential
D) automatically filters out and removes unacceptable employees
E) reduces management hoarding of key employees
Answer: D

50) Toassist in their career development, employees expect organizations to provide the following
EXCEPT:
A) awareness of opportunities
B) career equity
C) job design
D) supervisory concern
E) career satisfaction
Answer: C

51) Some human resource departments offer career counselling, although to be truly successful,
counsellors must:
A) be able to inform employees exactly where their career path lies at any time
B) avoid using attitudes and skills tests at this stage
C) be able to persuade employees to go in the direction the organization, not where the employee
wants
D) get employees to assess themselves and their environment
E) have direct experience in the jobs and careers that they are counselling about
Answer: D

52) As far ascosts go, training should be considered to be:

A) too important to be analyzed on a cost-benefit basis
B) too future oriented to be measured in current costs
C) by its very nature immeasurable in any practical way for cost-effectiveness
D) the same as any other organizational decision and assessed for cost-effectiveness
E) a non-cost item
Answer: D

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53) Developmental strategies that desire to change employee attitudes and values would generally fall
under the heading of .
A) environmental
B) behavioural
C) cognitive
D) managerial
E) normative
Answer: A

54) Matrix management, cross-cultural management, and diversity training are all instruments used in
the strategy to employee development.
A) cognitive
B) normative
C) environmental
D) participative
E) behavioural
Answer: C

55) Which of the following apply to computer-based training?

A) training packages are of a modular type format
B) it allows the student to control the pace of learning
C) positive reinforcement occurs during the training
D) courses can be offered through tutorial packages
E) all of the choices
Answer: E

56) The reaction criterion for training evaluation has as an advantage that it evaluates:
A) overall organizational results and benefits
B) desired behavioural changes
C) the effectiveness of the program
D) the set-up of the program
E) attitude and behaviour changes effected by the training
Answer: D

57) The firststep in any training program is to:

A) determine what the training program will be about
B) assess the needs of the organization
C) initiate a job redesign program
D) set a specific space as a permanent training area
E) determine training objectives
Answer: B

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58) In training, to do a needs assessment means to:
A) diagnose environmental challenges that could be met through training
B) review recruiting and selection procedures
C) suggest possible methods to evaluate training programs
D) assess the costs of training programs
E) develop an external workforce analysis to fill training needs
Answer: A

59) The skills, knowledge, and behaviours that distinguish high performance in a board role, function,
or level of the organization is known as:
A) employee talent
B) job skills
C) talent profile
D) competencies
E) level of development
Answer: D

60) The use of such instruments as role-playing, sensitivity training, team building, and mentoring
would indicate an organizational strategy based on the:
A) cognitive approach
B) behavioural approach
C) job analysis approach
D) environmental approach
E) assessment approach
Answer: B

61) There is a trend towards online orientation instruments, the benefits of which are all the following
EXCEPT:
A) employees can do internet searches for more information
B) ability to deliver to geographically dispersed workforces
C) compressed delivery time
D) greater cost-effectiveness
E) reduced workload for trainers
Answer: A

62) The organizational benefits of employee career planning do NOT include:

A) tapping employee potential
B) lower turnover
C) increased benefits levels
D) meeting legal requirements
E) promotable employees
Answer: C

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63) Knowledge management has all of the following characteristics EXCEPT:
A) it focuses on making information available to managers for decision making
B) it determines which employees will receive additional career development
C) it attempts to leverage knowledge within the organization
D) it endeavors to increase knowledge systematically to apply knowledge in a profitable manner
E) it translates an organization's ability to utilize employee knowledge
Answer: A

64) Human resource departments encourage career planning through all the following EXCEPT:
A) employee self-assessment
B) job analysis
C) information
D) counselling
E) career education
Answer: B

65) Orientationprograms often cover a number of topics including all of the following EXCEPT:
A) organizational issues
B) job duties
C) introduction to other employees
D) job analysis issues
E) employee benefits
Answer: D

66) On-the-job training techniques do NOT include:

A) coaching
B) role-playing
C) job rotation
D) apprenticeships
E) job instruction training
Answer: B

67) Cross-training employees by moving them through a variety of jobs within the organization is
called:
A) job enrichment
B) job rotation
C) job enlargement
D) job mentoring
E) job learning
Answer: B

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68) Training evaluation criteria can include which of the following?
A) organizational results
B) behaviour
C) knowledge
D) reaction
E) all of the choices
Answer: E

69) Methods and instruments used in environmental strategies for employee career development include
which of the following:
A) leadership grid
B) videos
C) mentoring
D) job rotation
E) team building
Answer: D

70) Approaches to evaluating the effectiveness of an orientation program include which of the
following?
A) measure job satisfaction and work motivation after employees have been in their new roles
B) randomly select new employees and have them complete surveys
C) randomly interview new employees who have completed the program
D) conduct cost-benefit studies on orientation activities
E) all of the choices
Answer: E

71) There canbe a valid need for training when all of the following situations occur EXCEPT:
A) low morale needs to be improved
B) new procedures may be introduced to handle a new product line
C) supervisors recommend training as a means of rewarding good workers
D) high accident rates are occurring
E) recently promoted employees may have weaknesses that need to be addressed
Answer: C

72) Proper andeffective onboarding can:

A) reverse mistakes made in the recruiting and selection processes
B) be done quickly and inexpensively
C) reduce the need for corrective discipline
D) be highly effective with even minimal organizational commitment and planning
E) only be done by the human resource department
Answer: C

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73) In a perfect world, the best criteria of evaluating a training program would be .
A) attitudes
B) knowledge
C) behaviour
D) reaction
E) organizational results
Answer: E

74) When employers encourage career planning, one benefit often is:
A) expanded learning curve charts
B) employees will decertify unions and set up team based self-management equity systems
C) employees set goals and are more motivated
D) poor employees resign
E) increased creative anxiety
Answer: C

75) A poor new-employee onboarding program may:

A) encourage employees to do things his or her own way and not to be bound by organizational
norms
B) reduce employee anxiety
C) reduce labour grievances
D) increase organizational stability
E) develop clear-cut organizational expectations
Answer: A

76) Job hopping:

A) is a stigma which should be avoided
B) is considered to be okay by younger workers provided the benefits outweigh the potential bad
reputation
C) is rarely done by younger workers
D) involves lateral moves within an organization and demonstrates loyalty to the employer
E) refers to how many interviews it takes a candidate to secure a position
Answer: B

77) Which of the following are learning principles?

A) participation
B) relevance
C) commitment
D) repetition
E) all of the choices
Answer: E

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78) Anindividual can take a number of actions to develop a career, including all the following
EXCEPT:
A) not learn from mistakes
B) resignations
C) job performance
D) exposure
E) mentors
Answer: A

79) Anevaluation of training needs will result in training objectives, including:

A) employees' future career plans
B) training costs
C) revised job descriptions
D) acceptable performance criteria
E) where training will take place
Answer: D

80) Case study, simulation, and programmed learning are all examples of:
A) on-the-job training techniques
B) transference
C) participation learning
D) off-the-job training techniques
E) role-playing
Answer: D

81) The process by which a new employee begins to understand and accept the values, norms, and
beliefs held by others in an organization is known as .
A) socialization
B) adaptation
C) familiarization
D) participation
E) orientation programs
Answer: A

82) The term is used to describe a series of aligned strategic processes that take into account
all the new employees early experiences.
A) onboarding
B) socialization
C) orientation
D) succession planning
E) teamwork
Answer: A

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83) Effective onboarding activities include which of the following?
A) succession planning
B) wikis
C) hiring
D) start-up costs
E) socialization
Answer: E

84) One responsibility of a human resource department is to plan for the unexpected vacancy in key
positions. Such planning is known as:
A) succession planning
B) insurance planning
C) resignation planning (though it can include employee departure due to death or retirement)
D) emergency planning
E) replacement planning
Answer: A

85) In most organizations, coaching (as a training approach) is almost always done by:
A) senior management
B) a virtual-reality coach
C) the immediate supervisor or manager
D) the human resource department
E) a professional trainer or coach
Answer: C

86) Although none of the following are scientific methods of evaluating training, select the one that
would likely be the most effective as a practical measurement.
A) the post-test design
B) Markov analysis
C) the pre-test design
D) the pre-test/post-test design
E) elimination of uncertainty (the Heisenberg test)
Answer: D

87) Employee development can be defined as:

A) increasing an employee's level of productivity
B) using job analysis to enhance job descriptions
C) training employees how to do their job better
D) developing personal systems for increasing an employee's cognitive dissonance
E) the process of providing employees with opportunities to grow within the organization
Answer: E

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88) Training pilots in flight simulators because the simulators closely resemble the actual cockpits and
flight characteristics of the airplane is an example of the learning principle of _.
A) feedback
B) repetition
C) relevance
D) participation
E) transference
Answer: E

89) When an employee is moved to another position in the same class, or to a different class with
substantially the same duties and salary this is called a:
A) vertical transfer
B) lateral transfer
C) departmental transfer
D) horizontal transfer
E) job progression transfer
Answer: B

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