Human Resource Management Gaining A Competitive Advantage 10th Edition Noe Test Bank Download

Solution Manual for Human Resource Management
Gaining A Competitive Advantage 10th Edition Noe

Hollenbeck Gerhart Wright ISBN 9781259578120
1259578127
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Chapter 07
<Training>
True / False Questions
1. Continuous learning requires employees to understand the entire work system.
True False
2. Training is a planned effort by a company to facilitate the learning of job-related competencies,

knowledge, skills, and behaviors by employees.
True False
3. Tacit knowledge is knowledge that is well documented and easily transferred from person to person.
True False
4. Explicit knowledge is knowledge gained through personal experiences.
True False
5. The first stage in the training design process involves ensuring that employees are ready for training.
True False
6. The last stage in the training design process is ensuring the transfer of training.
True False
Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill
Education.
7. In the first step of the training process, person analysis and task analysis are often conducted at the
same time.
True False
8. Person analysis includes identifying the knowledge, skills, and behaviors that need to be emphasized
in training for employees to complete a task.
True False
9. Manager’s support is the degree to which trainees' managers emphasize the importance of attending
training programs.
True False
10. The highest level of support that a manager can provide the training process is acceptance.
True False
11. Opportunity to perform is influenced by both the work environment and trainee motivation.
True False
12. A disadvantage of distance learning is the high travel costs incurred during training.
True False
13. One disadvantage of using MOOCs for training is the lack of opportunity for interaction among
students.
True False
14. When compared to other methods, the on-the-job training method needs less investment in time and
money.
True False
15. One advantage of apprenticeship programs is that most of them guarantee a job upon completion of
the program.
True False
16. Simulations can be used to teach production and process skills; however, they cannot be used to
teach management and interpersonal skills.
True False
17. E-learning is likely to replace the blended learning approach when face-to-face interaction is
required.
True False
18. Adventure learning focuses on developing creativity through the use of simulations and video games.
True False
Education.
19. The first step in choosing a training method is to consider the extent to which the method facilitates
learning and transfer of training.
True False
20. In general, designs that use pretraining and posttraining measures of outcomes and include a
comparison group reduce the risk that factors other than training itself are responsible for the
evaluation results.
True False
21. Expatriates are employees who are citizens of the host country.
True False
22. Inpatriation prepares expatriates for return to the parent company and country from the foreign
assignment.
True False
23. There is no evidence to support the direct relationship between diversity and business.
True False
24. Onboarding is the process of helping new hires adjust to social and performance aspects of their new
jobs.
True False
25. In the onboarding process, the clarification step involves understanding company policies and rules.
True False
Multiple Choice Questions
26. _____ involves development programs, courses, and events that are developed and organized by the
company.
A. Tacit knowledge
B. Formal training
C. Transfer of training
D. Implicit learning
E. On-the-job knowledge
Education.
27. Which of the following statements is true of continuous learning?
A. It is an informal learning approach initiated by employees.

B. It is an organizational effort that relies solely on formal training.
C. It is a system that expects employees to understand the entire work process.
D. It is a system that requires employees to have only task-specific knowledge.
E. It expects employees to acquire knowledge on their own and not share with others.
28. Processes, checklists, flowcharts, formulas, and definitions are examples of _____.
A. experiential knowledge
B. tacit knowledge
C. informal training tools
D. explicit knowledge
E. on-the-job learning
29. Which of the following is true of informal learning?
A. It is initiated by the management of an organization.

B. It involves training and development programs.
C. It occurs in a planned setting for facilitating knowledge.
D. It occurs as a result of gathering explicit knowledge.
E. It is motivated by a personal intent to develop.
30. Tacit knowledge is different from explicit knowledge in that
A. explicit knowledge is based on personal experience.

B. tacit knowledge is easy to codify.
C. tacit knowledge can be well documented.
D. explicit knowledge can be easily articulated.
E. tacit knowledge can be easily transferred to others.
31. Which of the following is true of knowledge management?
A. It primarily focuses on enhancing a company's reputation.

B. It relies on informal settings for knowledge transfer.
C. It contributes to informal learning.
D. It tends to avoid using culture as a tool for sharing knowledge.
E. It never consists of or utilizes communities of practice.
Education.
32. Which of the following is the first stage in the training design process?
A. Ensuring employees' readiness for training

B. Conducting a needs assessment
C. Selecting training methods
D. Creating a learning environment
E. Evaluating training programs
33. A firm focuses on organizational and person analysis during the _____ stage in the training design
process.
A. needs assessment
B. employees' readiness assessment
C. learning environment development
D. transfer of training
E. training methods selection
34. Which of the following stages in the training design process involves self-management strategies and
peer and manager support?
A. Employees' readiness assessment

B. Learning environment development
D. Evaluation of training programs
E. Needs assessment
35. Which type of analysis is usually conducted first when performing a needs assessment in a training
process?
A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis
E. Market analysis
36. _____ analysis involves determining the business appropriateness of training, given the company's
business strategy.
A. Person
B. Organizational
C. Task
D. Information
E. Market
Education.
37. _____ analysis involves identifying who needs training and determining employees' readiness for
training.
A. Person
B. Cost
C. Task
D. Information
E. Strategic
38. Which of the following types of analysis involves determining whether performance deficiencies result
from a lack of knowledge, skill, or ability?
A. Person
B. Cost
C. Task
D. Information
E. Strategic
39. _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be
emphasized in training.
A. Person analysis
B. Cost analysis
C. Task analysis
D. Information analysis
E. Strategic analysis
40. In the training process, _____ analysis involves identifying the conditions such as equipment,
environment, and time constraints.
A. person
B. team
C. task
D. output
E. market
41. If a training program focuses primarily on ensuring that employees have product or service
knowledge, it is taking the strategic initiative to _____.
A. improve customer service

B. improve employee engagement
C. enhance innovation
D. grow in the global market
E. develop creativity
Education.
42. Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing insights
and information from knowledgeable employees. Through this program, Phil is taking the strategic
initiative to _____.

C. enhance innovation and creativity
E. increase job retention
43. If an organization decides to take a strategic initiative of enhancing innovation and creativity, which of
the following is likely to be an implication for the organization's training practices?
A. Ensuring that employees have product knowledge

B. Ensuring that employees understand their roles
C. Dedicating physical space to encourage teamwork
D. Ensuring that employees have opportunities to develop
E. Training the local workforce in company culture
44. The first step in task analysis is to
A. develop a list of tasks performed on the job.

B. validate or confirm the tasks.
C. identify the jobs to be examined.
D. identify the knowledge, skills, and abilities required for the tasks.
E. identify the equipment and working conditions required for the tasks.
45. The last step in task analysis is to

B. validate the tasks that are to be performed on the job.
C. identify the jobs to be analyzed.
D. identify the working conditions required for the tasks.
E. confirm the tasks that are to be performed on the job.
46. Which of the following is true about task analysis?
A. It involves determining the cause for performance deficiency—lack of skill or a training issue.
B. It involves identifying who requires training.
C. It involves determining employees' readiness for training.
D. It involves determining the business appropriateness of training.
E. It involves identifying the knowledge and skills required for the job.
Education.
47. A _____ is a statement of an employee's work activity in a specific job.
A. task
B. position
C. role
D. job specification
E. job evaluation
48. In the context of factors that influence the motivation to learn, when an organization seeks to
convince employees that they can successfully learn the content of a training program, the
organization is primarily focusing on improving
A. the work environment.

B. the reliability of the training.
C. the employees' awareness of training needs.
D. the self-efficacy of the employees.
E. the goal orientation of the employees.
49. In the context of factors that influence the motivation to learn, which of the following management
actions is likely to increase employees' self-efficacy?
A. Not sharing information on the purpose of training programs

B. Making it clear that only the best of the employees can get through the training programs
C. Communicating that training will focus on identifying areas of incompetence
D. Informing the employees about the times their peers have failed to benefit from the training
E. Emphasizing that learning is under the employees’ personal control
50. If an organization wants to improve the work environment factor that influences the motivation to
learn, it is likely to focus on
A. communicating the purpose of the training programs to employees.

B. emphasizing that learning is under employees' personal control.
C. communicating why employees were asked to attend training.
D. encouraging employees to give feedback to each other.
E. providing remedial training.
51. To enhance the employee conscientiousness factor that influences the motivation to learn, an
organization should
A. share employees’ performance appraisal information with them.

B. encourage employees to provide feedback to each other.
C. provide the resources necessary for employees to use training content in their work.
D. communicate the need for learning.
E. provide remedial training to employees.
Education.
52. Which of the following factors that influence motivation deals with an employee's tendency to be
reliable, hardworking, self-disciplined, and persistent?
A. Conscientiousness
B. Basic skills
C. Benefits of training
D. Awareness of training needs
E. Goal orientation
53. _____ is on-the-job use of knowledge, skills, and behaviors learned in training.
A. Information absorption
B. Transfer of training
C. Cognitive adoption
D. Hands-on learning
E. Learning management
54. Concept maps showing the relationship among ideas and visual images are tools that can be best
used
A. to understand opportunities for practice.

B. to gain insights by working on the job directly.
C. for program coordination and administration.
D. to commit training content to memory.
E. to share feedback about employees' performance.
55. 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 or her goals for training.
56. Which of the following is true of a support network in training?
A. It is the support that managers from different teams offer to trainees.

B. It is the support system built by an organization to support knowledge transfer.
C. It is the support that trainers offer to employees within the training program.
D. It is the support that trainers offer to employees to transfer training to the job.
E. It is the support that trainees give one another to discuss their progress.
Education.
57. Action plans are developed to facilitate _____.
A. instructional design
B. program presentation
C. transfer of training
D. training program evaluation
E. conditions for learning
58. Which of the following is a computer application that can be used to provide skills training and expert
advice?
A. Learning management system

B. Application management system
C. Performance support system
D. Knowledge transfer system
E. Network analysis system
59. Which of the following is true of the presentation method of training?
A. Trainees are active participants in preparing the training module.

B. This method of training does not include distance learning.
C. Gadgets such as smartphones and tablets cannot be used in this method.
D. This method of training is ideal for presenting only old facts and existing knowledge.
E. This method of training can be used to transfer alternative problem-solving solutions.
60. Which of the following is true of instructor-led classroom instruction?
A. This method of training has lost popularity due to new technologies such as interactive video
instructions.
B. Traditional classroom instruction is one of the most expensive methods of training.
C. This is one of the least time-consuming ways to present information.
D. The more passive the trainees are in absorbing the instruction, the more they can use the
information on the job.
E. Computer-based instructions have made instructor-led classroom instruction obsolete.
61. Presentation training techniques are most effective for
A. developing specific skills or dealing with interpersonal issues on the job.

B. conveying new facts and different philosophies.
C. applying learned capabilities on the job.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.
E. enhancing communication and developing a peer network.
Education.
62. _____ is an example of a presentation training method.
A. Internship
B. Apprenticeship
C. Hands-on
D. Audiovisual training
E. Simulation
63. Which of the following is true of distance learning?
A. Expenses in the form of travel costs are high.

B. Clarification of questions is dependent on on-site instructors.
C. The level of interaction between trainees and trainers is high.
D. Geographically dispersed audiences cannot be reached.
E. It is more useful when instructors can visit the trainees.
64. Which of the following is true about massive open online courses?
A. Anyone with an Internet connection can participate in them.

B. They are rejected by major universities and therefore lack credibility.
C. A majority of learners complete the course certification component.
D. Course topics are primarily focused on science and technology.
E. They offer participants many opportunities for synchronous interaction.
65. _____ is ideal for understanding how skills and behaviors can be transferred to the job and for
dealing with interpersonal issues.
A. The presentation method

B. The classroom method
C. The distance learning method
D. The hands-on method
E. Audiovisual training
66. A work-study training method that uses both on-the-job training and classroom training is called
_____.
A. apprenticeship
B. MOOC training
C. virtual-reality training
D. internship
E. hands-on training
Education.
67. Which of the following is true of apprenticeship?
A. It focuses exclusively on on-the-job training.

B. Apprenticeship programs cannot be sponsored by companies cooperating with a union.
C. It requires a certain number of hours of classroom instruction to qualify as a registered program.
D. The majority of apprenticeship programs are for managerial positions.
E. Unlike interns, apprentices cannot earn until the period of apprenticeship is complete.
68. Which of the following is true about simulations as a training technique?
A. They provide limited opportunities for trainees to relate to actual jobs.

B. They are used to teach only management and interpersonal skills.
C. They prevent trainees from seeing the impact of their decisions in a risk-free environment.
D. They are inexpensive to develop and maintain.
E. They are methods used to represent real-life situations.
69. Which of the following types of skills is best improved by behavior-modeling training?
A. Technical
B. Interpersonal
C. Conceptual
D. Quality assessment
E. Performance
70. 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 the programs
E. employees' skills
71. While evaluating training programs, acquisition of knowledge is measured using _____.
A. work samples
B. observation
C. interviews
D. attitude surveys
E. focus groups
Education.
72. While evaluating training programs, affective outcomes are most appropriate for measuring _____.
A. the acquisition of knowledge

B. behavior skills
C. company payoffs
D. motivation
E. the economic value of training
73. _____ outcomes are used to measure the acquisition of knowledge.
A. Cognitive
B. Skill-based
C. Affective
D. Results
E. Return on investment
74. As a manager, Jorge wants to find out the impact of his company's behavior-modeling training
program on his employees' communications skills. The _____ evaluation design is necessary for this
purpose.
A. pretest/posttest
B. time series
C. pretest/posttest comparison group
D. pretest only with comparison group
E. posttest only
75. The _____ evaluation design is necessary if a manager wants to equate the effect of two training
programs.
A. pretest only
B. pretest/posttest
C. pretest/posttest with comparison group
E. posttest only
76. Which of the following is the first step in a return on investment (ROI) analysis?
A. Determining the training costs

B. Calculating the total savings
C. Identifying the outcomes
D. Dividing benefits by costs
E. Placing a value on the outcomes
Education.
77. Which of the following is the last step in a return on investment (ROI) analysis?

78. An example of an expatriate is a
A. U.S. citizen working for a Japanese firm in the United States.

B. Japanese citizen working in Japan for a Japanese firm.
C. person born in Germany but currently a U.S. citizen working in the United States.
D. U.S. citizen working for a U.S. firm in Germany.
E. person born in the United States and currently a Japanese citizen working in Japan.
79. An individual who works in a country other than his or her country of origin is called a(n) _____.
A. host country national

B. repatriate
C. expatriate
D. inpatriate
E. third country national
80. The key to a successful foreign assignment is a combination of training and career management for
the employee and _____.
A. the foreign employees

B. the parent country supervisor
C. the employee’s subordinates
D. the employee’s family
E. the host country supervisor
81. In which phase do employees receive language training and an orientation to the new country's
culture and customs?
A. On-site phase
B. Predeparture phase
C. Postdeparture phase
D. Repatriation phase
E. Offshore phase
Education.
82. Pairing up expatriates and their families with an employee from the host country is likely to occur in
the _____.
A. predeparture phase
B. onshore phase
C. on-site phase
D. repatriation phase
E. returning-home phase
83. Preparing expatriates to return to the parent company is _____.
A. preparation for home assignment

B. preparation for offshore roles
C. expatriation
D. repatriation
E. cross-cultural preparation
84. Providing expatriates with company newsletters and community newspapers helps them
A. understand the work requirements of a foreign assignment better.

B. identify their role and responsibilities as an overseas manager.
C. develop the skills required to complete the task and return home.
D. experience minimal difficulty trying to adapt to changes on returning to the home country.
E. deal with differences in language and culture in a new country.
85. As a component of effective managing diversity programs, _____ includes diversity as part of the
business strategy and corporate goals.
A. top management support

B. recruitment
C. talent development
D. employee support
E. ensuring fair treatment
86. Implementing an alternative dispute resolution process is part of the _____ component of an effective
managing diversity program.

B. recruitment and hiring
C. improving stakeholders' relationship
D. employee support
Education.
87. Establishing a mentoring process is part of the _____ component of an effective managing diversity
program.

C. identifying and developing talent
D. holding managers accountable
88. Understanding a company's norms and mission is part of the _____ step in the effective onboarding
process.
A. clarification
B. compliance
C. compensation
D. connection
E. culture
89. The last step in an effective onboarding process is _____.
A. clarification
B. compliance
C. clearance
D. connection
E. culture
90. Which of the following is an example of effective onboarding?
A. Encouraging employees to avoid asking questions

B. Refraining from providing relocation assistance
C. Avoiding debasing new employees
D. Avoiding learning from informal sources such as company culture
E. Avoiding informal interactions between new and current employees
Essay Questions
Education.
91. Discuss the ways in which an investment in training can help a company gain a competitive
advantage.
92. Discuss the six stages in the training design process.
93. Describe the three elements in the needs assessment process.
94. Discuss any three factors that influence an employee's motivation to learn.
Education.
95. Discuss the advantages and disadvantages of using apprenticeship as a training technique.
96. Discuss behavioral modeling as a training method.
97. List the requirements that expatriates should meet to succeed overseas.
98. Discuss how a firm may develop an environment that supports diversity and practices inclusion.
Education.
99. Describe onboarding/socializing. List the four steps involved in effective onboarding.
100.List any five characteristics of an effective onboarding program.
Education.
Chapter 07 Training Answer Key
True / False Questions
1. Continuous learning requires employees to understand the entire work system.
TRUE
Continuous learning is a learning system that requires employees to understand the entire work
system, and they are expected to acquire new skills, apply them on the job, and share what they
have learned with other employees.
AACSB: Analytic
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-01 Discuss how training; informal learning; and knowledge management can contribute to continuous
learning and companies' business strategy.
Topic: Training: Its Role in Continuous Learning and Competitive Advantage
2. Training is a planned effort by a company to facilitate the learning of job-related competencies,

knowledge, skills, and behaviors by employees.
TRUE
Training is a planned effort by a company to facilitate the learning of job-related competencies,

knowledge, skills, and behaviors by employees. The goal of training is for employees to master
the knowledge, skills, and behaviors emphasized in training and apply them to their day-to-day
activities.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
3. Tacit knowledge is knowledge that is well documented and easily transferred from person to
person.
FALSE
Explicit knowledge is knowledge that is well documented, easily articulated, and easily transferred
from person to person, whereas tacit knowledge is personal knowledge based on individual
experiences that make it difficult to codify.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
4. Explicit knowledge is knowledge gained through personal experiences.
FALSE
from person to person, whereas tacit knowledge is personal knowledge based on individual
experiences that make it difficult to codify.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
5. The first stage in the training design process involves ensuring that employees are ready for
training.
FALSE
The first stage in the training design process is needs assessment. After the needs are assessed,
the next step is ensuring that employees are ready for training.
Refer To: Figure 7.2
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-02 Explain the role of the manager in identifying training needs and supporting training on the job.
Topic: Designing Effective Formal Training Activities
Education.
6. The last stage in the training design process is ensuring the transfer of training.
FALSE
Evaluating training programs is the final stage in the training design process. It involves
identification of training outcomes and evaluation design and cost-benefit analysis.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
7. In the first step of the training process, person analysis and task analysis are often conducted at
the same time.
TRUE
Person analysis and task analysis are often conducted at the same time, because it is often
difficult to determine whether performance deficiencies are a training problem without
understanding the tasks and the work environment.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-03 Conduct a needs assessment.
8. Person analysis includes identifying the knowledge, skills, and behaviors that need to be
emphasized in training for employees to complete a task.
FALSE
Person analysis involves determining whether performance deficiencies result from a lack of
knowledge, skill, or ability (a training issue) or from a motivational or work-design problem;
identifying who needs training; and determining employees' readiness for training. Identifying the
important tasks and knowledge, skill, and behaviors that need to be emphasized in training for
employees to complete their tasks is known as task analysis.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
9. Manager’s support is the degree to which trainees' managers emphasize the importance of
attending training programs.
TRUE
Manager's support is the degree to which trainees' managers (1) emphasize the importance of
attending training programs and (2) stress the application of training content to the job.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
Learning Objective: 07-04 Evaluate employees' readiness for training.
10. The highest level of support that a manager can provide the training process is acceptance.
FALSE
The basic level of support that a manager should provide is acceptance, that is, allowing trainees
to attend training. The highest level of support is to participate in training as an instructor (teaching
in the program).
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
11. Opportunity to perform is influenced by both the work environment and trainee motivation.
TRUE
Opportunity to perform is influenced by both the work environment and trainee motivation.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
12. A disadvantage of distance learning is the high travel costs incurred during training.
FALSE
An advantage of distance learning is that the company can save on travel costs. It also allows
employees in geographically dispersed sites to receive training from experts who would not
otherwise be available to visit each location.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-05 Discuss the strengths and weaknesses of presentation; hands-on; and group training methods.
13. One disadvantage of using MOOCs for training is the lack of opportunity for interaction among
students.
FALSE
Massive open online courses (MOOCs) do enable students to interact, usually in discussion
groups and wikis. However, they do not support synchronous or real-time collaboration and
interaction.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-06 Explain the potential advantages of e-learning for training.
14. When compared to other methods, the on-the-job training method needs less investment in time
and money.
TRUE
The on-the-job training method is an attractive training method because, compared to other
methods, it needs less investment in time or money for materials, a trainer's salary, or instructional
design.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
15. One advantage of apprenticeship programs is that most of them guarantee a job upon completion
of the program.
FALSE
One disadvantage of apprenticeship programs is that there is no guarantee that jobs will be
available when the program is completed.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
16. Simulations can be used to teach production and process skills; however, they cannot be used to
teach management and interpersonal skills.
FALSE
Simulations, which allow trainees to see the impact of their decisions in an artificial, risk-free
environment, are used to teach production and process skills as well as management and
interpersonal skills.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
17. E-learning is likely to replace the blended learning approach when face-to-face interaction is
required.
FALSE
Due to the limitations of online learning related to technology, trainee preference for face-to-face
contact with instructors and other learners, and employees' inability to find unscheduled time
during their workday to devote to learning from their desktops, many companies are moving to a
hybrid, or blended, learning approach.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
Education.
18. Adventure learning focuses on developing creativity through the use of simulations and video
games.
FALSE
Adventure learning, a type of experiential program, develops teamwork and leadership skills using
structured outdoor activities. Adventure learning may involve strenuous, challenging physical
activities such as dogsledding or mountain climbing.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
19. The first step in choosing a training method is to consider the extent to which the method
facilitates learning and transfer of training.
FALSE
The first step in choosing a method is to identify the type of learning outcome that you want
training to influence. These outcomes include verbal information, intellectual skills, cognitive
strategies, attitudes, and motor skills.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-07 Design a training session to maximize learning.
Topic: Advice for Choosing a Training Method
20. In general, designs that use pretraining and posttraining measures of outcomes and include a
evaluation results.
TRUE
In general, designs that use pretraining and posttraining measures of outcomes and include a
evaluation results.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
Learning Objective: 07-08 Choose appropriate evaluation design and training outcomes based on the training objectives and
evaluation purpose.
Education.
21. Expatriates are employees who are citizens of the host country.
FALSE
An expatriate works in a country other than his or her country of origin.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-09 Design a cross-cultural preparation program.
Topic: Special Training Issues
22. Inpatriation prepares expatriates for return to the parent company and country from the foreign
assignment.
FALSE
Repatriation prepares expatriates for return to the parent company and country from the foreign
assignment.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
23. There is no evidence to support the direct relationship between diversity and business.
TRUE
There is no evidence to support the direct relationship between diversity and business. Rather, a
company will see the success of its diversity efforts only if it makes a long-term commitment to
managing diversity.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 07-10 Develop a program for effectively managing diversity.
Education.
24. Onboarding is the process of helping new hires adjust to social and performance aspects of their
new jobs.
TRUE
Onboarding, or socialization, is the process of helping new hires adjust to social and performance
aspects of their new jobs.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Topic: Onboarding and Socialization
25. In the onboarding process, the clarification step involves understanding company policies and
rules.
FALSE
aspects of their new jobs. In the onboarding process, the clarification step involves understanding
the job and performance expectations.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Multiple Choice Questions
Education.
26. _____ involves development programs, courses, and events that are developed and organized by
the company.
A. Tacit knowledge
B. Formal training
D. Implicit learning
E. On-the-job knowledge
Formal training is training and development programs, courses, and events that are developed
and organized by the company. Typically, employees are required to attend or complete these
programs, which can include face-to-face training programs (such as instructor-led courses) as
well as online programs.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
27. Which of the following statements is true of continuous learning?
A. It is an informal learning approach initiated by employees.

B. It is an organizational effort that relies solely on formal training.
C. It is a system that expects employees to understand the entire work process.
D. It is a system that requires employees to have only task-specific knowledge.
E. It expects employees to acquire knowledge on their own and not share with others.
Continuous learning is a learning system that requires employees to understand the entire work
system. They are expected to acquire new skills, apply them on the job, and share what they have
learned with other employees.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
Education.
28. Processes, checklists, flowcharts, formulas, and definitions are examples of _____.
A. experiential knowledge
B. tacit knowledge
C. informal training tools
D. explicit knowledge
E. on-the-job learning
from person to person. Examples of explicit knowledge include processes, checklists, flowcharts,
formulas, and definitions. Explicit knowledge tends to be the primary focus of formal training.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
29. Which of the following is true of informal learning?
A. It is initiated by the management of an organization.

B. It involves training and development programs.
C. It occurs in a planned setting for facilitating knowledge.
D. It occurs as a result of gathering explicit knowledge.
E. It is motivated by a personal intent to develop.
Informal learning is learning that is learner initiated, involves action and doing, is motivated by an
intent to develop, and does not occur in a formal learning setting.
AACSB: Analytic
Blooms: Understand
Difficulty: 1 Easy
Education.
30. Tacit knowledge is different from explicit knowledge in that
A. explicit knowledge is based on personal experience.

B. tacit knowledge is easy to codify.
C. tacit knowledge can be well documented.
D. explicit knowledge can be easily articulated.
E. tacit knowledge can be easily transferred to others.
from person to person. Tacit knowledge is personal knowledge based on individual experiences
that make it difficult to codify.
AACSB: Analytic
Blooms: Understand
Difficulty: 2 Medium
31. Which of the following is true of knowledge management?
A. It primarily focuses on enhancing a company's reputation.

B. It relies on informal settings for knowledge transfer.
C. It contributes to informal learning.
D. It tends to avoid using culture as a tool for sharing knowledge.
E. It never consists of or utilizes communities of practice.
Knowledge management is the process of enhancing company performance by designing and

implementing tools, processes, systems, structures, and cultures to improve the creation, sharing,
and use of knowledge. Knowledge management contributes to informal learning.
AACSB: Analytic
Blooms: Understand
Education.
32. Which of the following is the first stage in the training design process?
A. Ensuring employees' readiness for training

B. Conducting a needs assessment
C. Selecting training methods
D. Creating a learning environment
E. Evaluating training programs
The first stage in the training design process is to assess needs to determine if training is needed.
It involves organizational, person, and task analysis.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
33. A firm focuses on organizational and person analysis during the _____ stage in the training design
process.
A. needs assessment
B. employees' readiness assessment
C. learning environment development
D. transfer of training
E. training methods selection
The first stage in the training design process is to assess needs to determine if training is needed.
It involves organizational, person, and task analysis.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
34. Which of the following stages in the training design process involves self-management strategies
and peer and manager support?
A. Employees' readiness assessment

B. Learning environment development
D. Evaluation of training programs
E. Needs assessment
In a training design process, ensuring transfer of training is the fourth stage. It involves self-
management strategies and peer and manager support.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
35. Which type of analysis is usually conducted first when performing a needs assessment in a
training process?
A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis
E. Market analysis
In practice, organizational analysis, person analysis, and task analysis are usually not conducted
in any specific order. However, because organizational analysis is concerned with identifying
whether training fits with the company's strategic objectives and whether the company wants to
devote time and money to training, it is usually conducted first.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
36. _____ analysis involves determining the business appropriateness of training, given the
company's business strategy.
A. Person
B. Organizational
C. Task
D. Information
E. Market
Organizational analysis considers the context in which training will occur. It involves determining
the business appropriateness of training, given the company's business strategy, its resources
available for training, and support by managers and peers for training activities.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
37. _____ analysis involves identifying who needs training and determining employees' readiness for
training.
A. Person
B. Cost
C. Task
D. Information
E. Strategic
Person analysis involves identifying who needs training and determining employees' readiness for
training.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
38. Which of the following types of analysis involves determining whether performance deficiencies
result from a lack of knowledge, skill, or ability?
A. Person
B. Cost
C. Task
D. Information
E. Strategic
Person analysis involves determining whether performance deficiencies result from a lack of
knowledge, skill, or ability (a training issue).
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
39. _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be
A. Person analysis
B. Cost analysis
C. Task analysis
D. Information analysis
E. Strategic analysis
Task analysis is the process of identifying the knowledge, skills, and behaviors that need to be
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
40. In the training process, _____ analysis involves identifying the conditions such as equipment,
environment, and time constraints.
A. person
B. team
C. task
D. output
E. market
Identifying the conditions—equipment, environment, time constraints, safety considerations—is a

part of task analysis.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
41. If a training program focuses primarily on ensuring that employees have product or service
knowledge, it is taking the strategic initiative to _____.

C. enhance innovation
E. develop creativity
If the training program focuses primarily on ensuring that employees have product or service
knowledge, it is taking the strategic initiative of improving customer service.
Refer To: Table 7.1
AACSB: Analytic
Blooms: Understand
Education.
42. Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing
insights and information from knowledgeable employees. Through this program, Phil is taking the
strategic initiative to _____.

C. enhance innovation and creativity
E. increase job retention
If the training program focuses primarily on capturing insights and information from knowledgeable
employees, it is taking the strategic initiative of enhancing innovation and creativity.
Refer To: Table 7.1
AACSB: Reflective Thinking

Blooms: Apply
43. If an organization decides to take a strategic initiative of enhancing innovation and creativity,
which of the following is likely to be an implication for the organization's training practices?
A. Ensuring that employees have product knowledge

B. Ensuring that employees understand their roles
C. Dedicating physical space to encourage teamwork
D. Ensuring that employees have opportunities to develop
E. Training the local workforce in company culture
If an organization decides to take a strategic initiative of enhancing innovation and creativity, its
training program is likely to dedicate physical space to encourage teamwork, collaboration,
creativity, and knowledge sharing.
Refer To: Table 7.1
AACSB: Analytic
Blooms: Understand
Education.
44. The first step in task analysis is to

B. validate or confirm the tasks.
C. identify the jobs to be examined.
D. identify the knowledge, skills, and abilities required for the tasks.
E. identify the equipment and working conditions required for the tasks.
The four steps in a task analysis are identifying the job(s) to be analyzed or examined, developing
a list of tasks performed on the job, validating or confirming the tasks, and identifying the
knowledge, skills, abilities, and other factors (e.g., equipment, working conditions) needed to
successfully perform each task.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
45. The last step in task analysis is to

B. validate the tasks that are to be performed on the job.
C. identify the jobs to be analyzed.
D. identify the working conditions required for the tasks.
E. confirm the tasks that are to be performed on the job.
The four steps in a task analysis are identifying the job(s) to be analyzed, developing a list of tasks
performed on the job, validating or confirming the tasks, and identifying the knowledge, skills,
abilities, and other factors (e.g., equipment, working conditions) needed to successfully perform
each task.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
46. Which of the following is true about task analysis?
A. It involves determining the cause for performance deficiency—lack of skill or a training issue.
B. It involves identifying who requires training.
C. It involves determining employees' readiness for training.
D. It involves determining the business appropriateness of training.
E. It involves identifying the knowledge and skills required for the job.
It involves identifying the knowledge, skills, abilities, and other factors (e.g., equipment, working
conditions) needed to successfully perform each task.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
47. A _____ is a statement of an employee's work activity in a specific job.
A. task
B. position
C. role
D. job specification
E. job evaluation
A job is a specific position requiring the completion of specific tasks. A task is a statement of an
employee's work activity in a specific job.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
48. In the context of factors that influence the motivation to learn, when an organization seeks to
convince employees that they can successfully learn the content of a training program, the
organization is primarily focusing on improving
A. the work environment.

B. the reliability of the training.
C. the employees' awareness of training needs.
D. the self-efficacy of the employees.
E. the goal orientation of the employees.
When an organization aims to make employees believe that they can successfully learn the
content of a training program, the organization is primarily focusing on improving the self-efficacy
of the employees.
Refer To: Table 7.3
AACSB: Analytic
Blooms: Understand
49. In the context of factors that influence the motivation to learn, which of the following management
actions is likely to increase employees' self-efficacy?
A. Not sharing information on the purpose of training programs

B. Making it clear that only the best of the employees can get through the training programs
C. Communicating that training will focus on identifying areas of incompetence
D. Informing the employees about the times their peers have failed to benefit from the training
E. Emphasizing that learning is under the employees’ personal control
Self-efficacy is an employee's belief that he or she can successfully learn the content of a training
program. It is enhanced by letting employees know the purpose of the training, showing the
training success of their peers, and emphasizing that learning is under their personal control.
Refer To: Table 7.3
AACSB: Analytic
Blooms: Understand
Education.
50. If an organization wants to improve the work environment factor that influences the motivation to
learn, it is likely to focus on
A. communicating the purpose of the training programs to employees.

B. emphasizing that learning is under employees' personal control.
C. communicating why employees were asked to attend training.
D. encouraging employees to give feedback to each other.
E. providing remedial training.
If an organization wants to improve the work environment factor that influences motivation to
learn, it is likely to focus on encouraging employees to give feedback to each other.
Refer To: Table 7.3
AACSB: Analytic
Blooms: Understand
51. To enhance the employee conscientiousness factor that influences the motivation to learn, an
organization should
A. share employees’ performance appraisal information with them.

B. encourage employees to provide feedback to each other.
C. provide the resources necessary for employees to use training content in their work.
D. communicate the need for learning.
E. provide remedial training to employees.
To enhance the employee conscientiousness factor that influences the motivation to learn, an
organization should communicate the need for learning.
Refer To: Table 7.3
AACSB: Analytic
Blooms: Understand
Education.
52. Which of the following factors that influence motivation deals with an employee's tendency to be
reliable, hardworking, self-disciplined, and persistent?
A. Conscientiousness
B. Basic skills
C. Benefits of training
D. Awareness of training needs
E. Goal orientation
Conscientiousness deals with an employee's tendency to be reliable, hardworking, self-

disciplined, and persistent.
Refer To: Table 7.3
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
53. _____ is on-the-job use of knowledge, skills, and behaviors learned in training.
A. Information absorption
B. Transfer of training
C. Cognitive adoption
D. Hands-on learning
E. Learning management
Transfer of training is on-the-job use of knowledge, skills, and behaviors learned in training.
Transfer of training is influenced by manager support, peer support, opportunity to use learned
capabilities, technology support, and self-management skills.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
54. Concept maps showing the relationship among ideas and visual images are tools that can be best
used
A. to understand opportunities for practice.

B. to gain insights by working on the job directly.
C. for program coordination and administration.
D. to commit training content to memory.
E. to share feedback about employees' performance.
Concept maps showing the relationship among ideas and visual images are tools that can be best
used to commit training content to memory.
Refer To: Table 7.4
AACSB: Analytic
Blooms: Understand
55. 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 or her goals for training.
An action plan is a written document that includes the steps that the trainee and manager will take
to ensure that training transfers to the job.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
56. Which of the following is true of a support network in training?
A. It is the support that managers from different teams offer to trainees.

B. It is the support system built by an organization to support knowledge transfer.
C. It is the support that trainers offer to employees within the training program.
D. It is the support that trainers offer to employees to transfer training to the job.
E. It is the support that trainees give one another to discuss their progress.
A support network is a group of two or more trainees who agree to meet and discuss their
progress in using learned capabilities on the job. This could involve face-to-face meetings or
communications via email, Twitter, or other social networking tools.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
57. Action plans are developed to facilitate _____.
A. instructional design
B. program presentation
C. transfer of training
D. training program evaluation
E. conditions for learning
An action plan is a written document that includes the steps that the trainee and manager will take
to ensure that training transfers to the job.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
58. Which of the following is a computer application that can be used to provide skills training and
expert advice?
A. Learning management system

B. Application management system
C. Performance support system
D. Knowledge transfer management system
E. Network analysis management system
Performance support systems are computer applications that can provide, as requested, skills
training, information access, and expert advice.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
59. Which of the following is true of the presentation method of training?
A. Trainees are active participants in preparing the training module.

B. This method of training does not include distance learning.
C. Gadgets such as smartphones and tablets cannot be used in this method.
D. This method of training is ideal for presenting only old facts and existing knowledge.
E. This method of training can be used to transfer alternative problem-solving solutions.
Presentation methods are methods in which trainees are passive recipients of information. These
are ideal for presenting new facts, information, different philosophies, and alternative problem-
solving solutions or processes.
AACSB: Analytic
Blooms: Understand
Education.
60. Which of the following is true of instructor-led classroom instruction?
A. This method of training has lost popularity due to new technologies such as interactive video
instructions.
B. Traditional classroom instruction is one of the most expensive methods of training.
C. This is one of the least time consuming ways to present information.
D. The more passive the trainees are in absorbing the instruction, the more they can use the
information on the job.
E. Computer-based instructions have made instructor-led classroom instruction obsolete.
Classroom instruction remains a popular training method despite new technologies such as
interactive video and computer-assisted instruction. Traditional classroom instruction is one of the
least expensive, least time-consuming ways to present information on a specific topic to many
trainees.
AACSB: Analytic
Blooms: Understand
61. Presentation training techniques are most effective for
A. developing specific skills or dealing with interpersonal issues on the job.

B. conveying new facts and different philosophies.
C. applying learned capabilities on the job.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.
E. enhancing communication and developing a peer network.
Presentation methods are methods in which trainees are passive recipients of information. These
methods are ideal for presenting new facts, information, different philosophies, and alternative
problem-solving solutions or processes.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
62. _____ is an example of a presentation training method.
A. Internship
B. Apprenticeship
C. Hands-on
D. Audiovisual training
E. Simulation
Presentation methods are methods in which trainees are passive recipients of information.
Presentation methods include traditional classroom instruction, distance learning, and audiovisual
training.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
63. Which of the following is true of distance learning?
A. Expenses in the form of travel costs are high.

B. Clarification of questions is dependent on on-site instructors.
C. The level of interaction between trainees and trainers is high.
D. Geographically dispersed audiences cannot be reached.
E. It is more useful when instructors can visit the trainees.
Establishing a communications link between employees and the trainer is important. Also, on-site
instructors or facilitators should be available to answer questions and moderate question-and-
answer sessions.
AACSB: Analytic
Blooms: Understand
Education.
64. Which of the following is true about the use of massive open online courses?
A. Anyone with an Internet connection can participate in them.

B. They are rejected by major universities and therefore lack credibility.
C. A majority of learners complete the course certification component.
D. Course topics are primarily focused on science and technology.
E. They offer participants many opportunities for synchronous interaction.
Massive open online courses (MOOCs) are free and accessible to anyone who has an Internet
connection, giving them a large user base. As a training tool, they have both advantages, such as
high learner control, and disadvantages, such as low completion rates.
AACSB: Analytic
Blooms: Understand
65. _____ is ideal for understanding how skills and behaviors can be transferred to the job and for
dealing with interpersonal issues.
A. The presentation method

B. The classroom method
C. The distance learning method
D. The hands-on method
E. Audiovisual training
Hands-on methods are training methods that require the trainee to be actively involved in learning.
These methods are ideal for developing specific skills, understanding how skills and behaviors can
be transferred to the job, experiencing all aspects of completing a task, and dealing with
interpersonal issues that arise on the job.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
66. A work-study training method that uses both on-the-job training and classroom training is called
_____.
A. apprenticeship
B. MOOC training
C. virtual-reality training
D. internship
E. hands-on training
Apprenticeship is a work-study training method with both on-the-job training and classroom
training. The majority of apprenticeship programs are in the skilled trades, such as plumbing,
carpentry, electrical work, and bricklaying.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
67. Which of the following is true of apprenticeship?
A. It focuses exclusively on on-the-job training.

B. Apprenticeship programs cannot be sponsored by companies cooperating with a union.
C. It requires a certain number of hours of classroom instruction to qualify as a registered
program.
D. The majority of apprenticeship programs are for managerial positions.
E. Unlike interns, apprentices cannot earn until the period of apprenticeship is complete.
training. To qualify as a registered apprenticeship program under state or federal guidelines, at
least 144 hours of classroom instruction and 2,000 hours, or one year, of on-the-job experience
are required.
AACSB: Analytic
Blooms: Understand
Education.
68. Which of the following is true about simulations as a training technique?
A. They provide limited opportunities for trainees to relate to actual jobs.

B. They are used to teach only management and interpersonal skills.
C. They prevent trainees from seeing the impact of their decisions in a risk-free environment.
D. They are inexpensive to develop and maintain.
E. They are methods used to represent real-life situations.
A simulation is a training method that represents a real-life situation, with trainees' decisions
resulting in outcomes that mirror what would happen if the trainee were on the job. Simulations,
which allow trainees to see the impact of their decisions in an artificial, risk-free environment, are
used to teach production and process skills as well as management and interpersonal skills.
AACSB: Analytic
Blooms: Understand
69. Which of the following types of skills is best improved by behavior-modeling training?
A. Technical
B. Interpersonal
C. Conceptual
D. Quality assessment
E. Performance
Research suggests that behavior modeling is one of the most effective techniques for teaching
interpersonal skills. Each training session, which typically lasts four hours, focuses on one
interpersonal skill, such as coaching or communicating ideas.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
70. 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.
s
reaction to the programs
E. employees' skills
While evaluating training programs, return on investment can be used to measure economic value
of training.
Refer To: Table 7.7
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
71. While evaluating training programs, acquisition of knowledge is measured using _____.
A. work samples
B. observation
C. interviews
D. attitude surveys
E. focus groups
Cognitive outcomes are used to measure acquisition of knowledge through pencil-and-paper tests
and work samples.
Refer To: Table 7.7
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
Education.
72. While evaluating training programs, affective outcomes are most appropriate for measuring
_____.
A. the acquisition of knowledge

B. behavior skills
C. company payoffs
D. motivation
E. the economic value of training
Affective outcomes are most appropriate for measuring motivation, reaction to programs, and
attitudes.
Refer To: Table 7.7
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
73. _____ outcomes are used to measure the acquisition of knowledge.
A. Cognitive
B. Skill-based
C. Affective
D. Results
E. Return on investment
Cognitive outcomes are used to measure acquisition knowledge.
Refer To: Table 7.7
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
Education.
74. As a manager, Jorge wants to find out the impact of his company's behavior-modeling training
program on his employees' communications skills. The _____ evaluation design is necessary for
this purpose.
A. pretest/posttest
B. time series
C. pretest/posttest comparison group
E. posttest only
If a manager is interested in determining how much employees' communications skills have

changed as a result of a behavior-modeling training program, a pretest/posttest comparison group
design is necessary.
AACSB: Reflective Thinking

Blooms: Apply
evaluation purpose.
75. The _____ evaluation design is necessary if a manager wants to equate the effect of two training
programs.
A. pretest only
B. pretest/posttest
C. pretest/posttest with comparison group
E. posttest only
The pretest/posttest comparison group design is necessary if a manager wants to compare the
effectiveness of two training programs.
AACSB: Analytic
Blooms: Understand
evaluation purpose.
Education.
76. Which of the following is the first step in a return on investment (ROI) analysis?

The first step in a return on investment (ROI) analysis, while determining the financial benefit of
learning, is identifying the outcomes.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
77. Which of the following is the last step in a return on investment (ROI) analysis?

The last step in a return on investment analysis (ROI) is calculating the ROI by dividing benefits by
costs. The ROI gives an estimate of the dollar return expected from each dollar invested in
training.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
evaluation purpose.
Education.
78. An example of an expatriate is a
A. U.S. citizen working for a Japanese firm in the United States.

B. Japanese citizen working in Japan for a Japanese firm.
C. person born in Germany but currently a U.S. citizen working in the United States.
D. U.S. citizen working for a U.S. firm in Germany.
E. person born in the United States and currently a Japanese citizen working in Japan.
An expatriate is an employee sent by his or her company to manage operations in a different

country. A U.S. citizen working for a U.S. firm in Germany would be considered an expatriate.
AACSB: Analytic
Blooms: Apply
79. An individual who works in a country other than his or her country of origin is called a(n) _____.
A. host country national

B. repatriate
C. expatriate
D. inpatriate
E. third country national
An expatriate is an employee sent by his or her company to manage operations in a different

country.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
80. The key to a successful foreign assignment is a combination of training and career management
for the employee and _____.
A. the foreign employees

B. the parent country supervisor
C. the employee’s subordinates
D. the employee’s family
E. the host country supervisor
Cross-cultural training may be effective only when expatriates' personalities predispose them to be
successful in assignments in other cultures. The key to a successful foreign assignment is a
combination of training and career management for the employee and family.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
81. In which phase do employees receive language training and an orientation to the new country's
culture and customs?
A. On-site phase
B. Predeparture phase
C. Postdeparture phase
D. Repatriation phase
E. Offshore phase
Before departure, employees need to receive language training and an orientation to the new
country's culture and customs. Expatriates and their families need information about housing,
schools, recreation, shopping, and health care facilities in the areas where they will live.
AACSB: Analytic
Blooms: Understand
Education.
82. Pairing up expatriates and their families with an employee from the host country is likely to occur
in the _____.
A. predeparture phase
B. onshore phase
C. on-site phase
D. repatriation phase
E. returning-home phase
Pairing up expatriates and their families with an employee from the host country is likely to occur
in the on-site phase.
AACSB: Analytic
Blooms: Understand
83. Preparing expatriates to return to the parent company is _____.
A. preparation for home assignment

B. preparation for offshore roles
C. expatriation
D. repatriation
E. cross-cultural preparation
Repatriation prepares expatriates for return to the parent company and country from the foreign
assignment. Expatriates and their families are likely to experience high levels of stress and anxiety
when they return because of the changes that have occurred since their departure.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
84. Providing expatriates with company newsletters and community newspapers helps them
A. understand the work requirements of a foreign assignment better.

B. identify their role and responsibilities as an overseas manager.
C. develop the skills required to complete the task and return home.
D. experience minimal difficulty trying to adapt to changes on returning to the home country.
E. deal with differences in language and culture in a new country.
While the expatriate is on an overseas assignment, the company may change and colleagues,
peers, and managers may leave. Providing expatriates with company newsletters and community
newspapers will help them stay updated on the changes in the parent company.
AACSB: Analytic
Blooms: Understand
85. As a component of effective managing diversity programs, _____ includes diversity as part of the
business strategy and corporate goals.

B. recruitment
C. talent development
D. employee support
As a component of effective managing diversity programs, top management support deals with
including diversity as part of the business strategy and corporate goal.
Refer To: Table 7.9
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
86. Implementing an alternative dispute resolution process is part of the _____ component of an
effective managing diversity program.

C. improving stakeholders' relationship
D. employee support
Implementing an alternative dispute resolution process is part of the ensuring fair treatment
component of an effective managing diversity program.
Refer To: Table 7.9
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
87. Establishing a mentoring process is part of the _____ component of an effective managing
diversity program.

C. identifying and developing talent
D. holding managers accountable
Establishing a mentoring process is part of the identifying and developing talent component of an
effective managing diversity program.
Refer To: Table 7.9
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
88. Understanding a company's norms and mission is part of the _____ step in the effective
onboarding process.
A. clarification
B. compliance
C. compensation
D. connection
E. culture
The third step in the onboarding process is understanding culture. It involves understanding a
company's history, tradition, values, norms, and mission.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
89. The last step in an effective onboarding process is _____.
A. clarification
B. compliance
C. clearance
D. connection
E. culture
The last step in the onboarding process is connection. It involves understanding and developing
working and interpersonal relationships.
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Education.
90. Which of the following is an example of effective onboarding?
A. Encouraging employees to avoid asking questions

B. Refraining from providing relocation assistance
C. Avoiding debasing new employees
D. Avoiding learning from informal sources such as company culture
E. Avoiding informal interactions between new and current employees
The characteristics of effective onboarding include encouraging employees to ask questions;

providing relocation assistance; encouraging formal and informal interactions; and avoiding
debasing or discouraging new employees.
Refer To: Table 7.10
AACSB: Analytic
Blooms: Remember
Difficulty: 1 Easy
Essay Questions
91. Discuss the ways in which an investment in training can help a company gain a competitive
advantage.
Training can
1. Increase employees' knowledge of foreign competitors and cultures, which is critical for success
in foreign markets
2. Help ensure that employees have the basic skills to work with new technology, such as robots
and computer-assisted manufacturing processes
3. Help employees understand how to work effectively in teams to contribute to product and
service quality
4. Ensure that the company's culture emphasizes innovation, creativity, and learning
5. Ensure employment security by providing new ways for employees to contribute to the company
when their jobs change, their interests change, or their skills become obsolete
6. Prepare employees to accept and work more effectively with each other, particularly with
minorities and women.
AACSB: Analytic
Blooms: Understand
Topic: Introduction
Education.
92. Discuss the six stages in the training design process.
The following are the six stages in the training design process.
1. Needs assessment: It includes organizational analysis, person analysis, and task analysis.
2. Ensuring employees' readiness for training: It includes attitudes and motivation and basic skills.
3. Creating a learning environment: It includes identification of learning objectives and training
outcomes, meaningful material, practice, feedback, observation of others, and administering and
coordinating the training program.
4. Ensuring transfer of learning: It includes self-management strategies and peer and manager
support.
5. Selecting training methods: It includes presentation methods, hands-on methods, and group- or
team-building methods.
6. Evaluating training programs: It includes identification of training outcomes and evaluation
design, as well as cost-benefit analysis.
AACSB: Analytic
Blooms: Understand
93. Describe the three elements in the needs assessment process.
Needs assessment typically involves organizational analysis, person analysis, and task analysis.
Organizational analysis involves determining the business appropriateness of training, given the
company's business strategy; its resources available for training; and support by managers and
peers for training activities. Person analysis involves (1) determining whether performance
deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational
or work-design problem; (2) identifying who needs training; and (3) determining employees'
readiness for training. Task analysis includes identifying the important tasks and knowledge, skills,
and behaviors that need to be emphasized in training for employees to complete their tasks.
AACSB: Analytic
Blooms: Understand
Education.
94. Discuss any three factors that influence an employee's motivation to learn.
The student may list any three of the following points.
1. Self-efficacy: It is the employees’ belief that they can successfully learn the content of the
training program. Managers can increase employees' self-efficacy level by (a) letting employees
know that training is to improve performance, not identify areas of incompetence, (b) providing as
much information as possible about training prior to starting, and (c) showing employees the
training success of their peers.
2. Benefits or consequences of training: They include communicating the job-related, personal,
career benefits that can result from attending training.
3. Awareness of training needs: Managers must let employees know why they are being asked to
attend training, must share performance appraisal information, and must encourage trainees to
complete self-evaluation of all strengths and weaknesses.
4. Work environment: It is important that employees are given opportunities to practice and apply
skills to their work, encouraged to provide feedback to each other, and encouraged to share
training experiences and situations in which the use of training content was beneficial.
5. Basic skills: These include the cognitive ability, reading skills, and writing skills of employees.
6. Goal orientation: It is the goals held by employees in a learning situation.
7. Conscientiousness: It includes the tendency to be reliable, hardworking, self-disciplined, and
persistent.
AACSB: Analytic
Blooms: Understand
95. Discuss the advantages and disadvantages of using apprenticeship as a training technique.
instruction. The majority of apprenticeship programs are in the skilled trades. One of its
advantages is that learners can earn pay while they learn. Their wages usually increase
automatically as their skills improve. Apprenticeships are usually effective because they involve
learning why and how a task is performed. Apprenticeships also usually result in full-time
employment for trainees when the program is completed. Also, there is no guarantee that jobs will
be available upon completion of the program. Employers believe that apprenticeship programs
prepare trainees in one craft or occupation. Due to the changing nature of jobs, many employers
may be reluctant to employ workers from apprenticeship programs.
AACSB: Analytic
Blooms: Understand
Education.
96. Discuss behavioral modeling as a training method.
Research suggests that behavior modeling is one of the most effective techniques for teaching
interpersonal skills. Each training session, which typically lasts four hours, focuses on one
interpersonal skill, such as coaching or communicating ideas. Each session presents the rationale
behind key behaviors, a DVD of a model performing key behaviors, practice opportunities using
role-playing, evaluation of a model's performance in the DVD, and a planning session devoted to
understanding how the key behaviors can be used on the job. In the practice sessions, trainees
get feedback regarding how closely their behavior matches the key behaviors demonstrated by
the model. The role-playing and modeled performance are based on actual incidents in the
employment setting in which the trainee needs to demonstrate success.
AACSB: Analytic
Blooms: Understand
97. List the requirements that expatriates should meet to succeed overseas.
To succeed overseas, expatriates (employees on foreign assignments) need to be
1. Competent in their areas of expertise

2. Able to communicate verbally and nonverbally in the host country
3. Flexible, tolerant of ambiguity, and sensitive to cultural differences
4. Motivated to succeed, able to enjoy the challenge of working in other countries, and willing to
learn about the host country's culture, language, and customs
5. Supported by their families
AACSB: Analytic
Blooms: Understand
Education.
98. Discuss how a firm may develop an environment that supports diversity and practices inclusion.
Managing diversity and inclusion involves creating an environment that allows all employees to
contribute to organizational goals and experience personal growth. This environment includes
access to jobs as well as fair and positive treatment of all employees. The company must develop
employees who are comfortable working with people from a wide variety of ethnic, racial, and
religious backgrounds. Managing diversity may require changing the company culture. It includes
the company's standards and norms about how employees are treated, competitiveness, results
orientation, innovation, and risk taking. The value placed on diversity is grounded in the company
culture. Practicing inclusion also enables the company to capitalize on the diversity of its
customers, suppliers, and partners.
AACSB: Analytic
Blooms: Understand
99. Describe onboarding/socializing. List the four steps involved in effective onboarding.
aspects of their new jobs. This is important to help employees adjust to their jobs by establishing
relationships to increase satisfaction, by clarifying goals and expectations to improve performance,
and by providing feedback, coaching, and follow-up activities to reduce turnover.
The following are the four steps in effective onboarding:
1. Compliance—understanding company policies, rules, and regulations

2. Clarification—understanding job and performance expectations
3. Culture—understanding company history, traditions, values, norms, and mission
4. Connection—understanding and developing working and interpersonal relations
AACSB: Analytic
Blooms: Understand
Education.
100. List any five characteristics of an effective onboarding program.
Students may list any five of the following.
1. Employees are encouraged to ask questions.

2. The program includes information on both technical and social aspects of the job.
3. The employee manager has some onboarding responsibility.
4. Debasing or embarrassing new employees is avoided.
5. Employees learn about the company culture, history, language, products, services, and
customers.
6. Follow-up of employee progress occurs at different points up to one year after joining the
company.
7. The program involves participation, active involvement, and formal and informal interaction
between new hires and current employees.
8. Relocation assistance is provided (such as house hunting or information sessions on the
community for employees and their significant others).
AACSB: Analytic
Blooms: Understand
Education.

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Solution Manual for Human Resource Management

Gaining A Competitive Advantage 10th Edition Noe

True / False Questions

1. Continuous learning requires employees to understand the entire work system.

2. Training is a planned effort by a company to facilitate the learning of job-related competencies,

4. Explicit knowledge is knowledge gained through personal experiences.

Multiple Choice Questions

A. It is an informal learning approach initiated by employees.

29. Which of the following is true of informal learning?

A. It is initiated by the management of an organization.

30. Tacit knowledge is different from explicit knowledge in that

A. explicit knowledge is based on personal experience.

31. Which of the following is true of knowledge management?

A. It primarily focuses on enhancing a company's reputation.

A. Ensuring employees' readiness for training

A. Employees' readiness assessment

A. improve customer service

A. improve customer service

A. Ensuring that employees have product knowledge

44. The first step in task analysis is to

A. develop a list of tasks performed on the job.

45. The last step in task analysis is to

A. develop a list of tasks performed on the job.

46. Which of the following is true about task analysis?

A. the work environment.

A. Not sharing information on the purpose of training programs

A. communicating the purpose of the training programs to employees.

A. share employees’ performance appraisal information with them.

A. to understand opportunities for practice.

55. Which of the following is true of an action plan for training?

A. It is a graphic representation of the stages in training.

56. Which of the following is true of a support network in training?

A. It is the support that managers from different teams offer to trainees.

A. Learning management system

59. Which of the following is true of the presentation method of training?

A. Trainees are active participants in preparing the training module.

60. Which of the following is true of instructor-led classroom instruction?

61. Presentation training techniques are most effective for

A. developing specific skills or dealing with interpersonal issues on the job.

63. Which of the following is true of distance learning?

A. Expenses in the form of travel costs are high.

A. Anyone with an Internet connection can participate in them.

A. The presentation method

A. It focuses exclusively on on-the-job training.

68. Which of the following is true about simulations as a training technique?

A. They provide limited opportunities for trainees to relate to actual jobs.

A. the acquisition of knowledge

73. _____ outcomes are used to measure the acquisition of knowledge.

A. Determining the training costs

A. Determining the training costs

78. An example of an expatriate is a

A. U.S. citizen working for a Japanese firm in the United States.

A. host country national

A. the foreign employees

83. Preparing expatriates to return to the parent company is _____.

A. preparation for home assignment

A. understand the work requirements of a foreign assignment better.

A. top management support