2015 Managing Human Resources 17th Edition Test Bank

2015 Managing Human Resources, 17th Edition Test Bank
2015 Managing Human Resources, 17th Edition Test

Bank
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1. If employees consistently achieve their productivity objectives, it might be a signal that training is needed.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-1
NATIONAL STANDARDS: United States - BUSPROG - Analytic - Business knowledge and analytic skills
STATE STANDARDS: United States - OH - DISC: HRM
KEYWORDS: Bloom’s: Knowledge
2. Training is oriented toward broadening employees' individual skills for future responsibilities.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
3. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
4. The systematic approach to training involves needs assessment, program design, implementation, and evaluation.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
5. The goal of training is to contribute to an organization's overall strategic goals.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
6. The three different types of training needs assessment are organizational analysis, task analysis, and person analysis.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
7. Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm’s
expectations when conducting a person analysis.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
8. An organization analysis is an examination of the environment, strategies, and resources the firm faces so as to
determine what training it should emphasize.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
9. The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set
of competencies needed for performance.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
10. A person analysis is the process of determining what the content of the training program should be, based on a study
of the tasks and duties involved in the job.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
11. Instructional objectives are the key components in designing a training program.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
12. Visual learners absorb information best through pictures, diagrams, and demonstrations.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
13. Trainee readiness refers to whether or not the experience and knowledge of trainees have made them ready to absorb
the training.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
14. The two preconditions for learning are employee readiness and motivation.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
15. Psychological principles of learning refer to the characteristics of training programs that help employees grasp new
material, make sense of it in their own lives, and transfer it back to their jobs.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
16. Explaining the goals and objectives of the training program to trainees has little impact on the interest, understanding,
and effort they direct toward the training.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
17. Trainees should not practice their job tasks until after the training program is complete.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
18. Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on the subtleties of
how they are used.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
19. Verbal learners absorb information best through spoken or written words.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
20. Behavior modification seeks to gradually shape trainee behavior using reinforcement.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
21. The success of any training effort depends more upon the content of the program than on the teaching skills and
personal characteristics of those conducting the training.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
22. Effective trainers are often enthusiastic, humorous, have interest in the training itself, and demonstrate knowledge of
the subject.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
23. Providing individual assistance is an important aspect for successful trainers.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
24. Although on-the-job training is generally regarded as the most effective means of facilitating learning at the
workplace, it is sometimes poorly implemented.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
25. If one were using the on-the-job training method of training, the first step would be to present the operations and
knowledge to the learner.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Moderate
KEYWORDS: Bloom’s: Comprehension
26. Apprenticeship programs are an extension of on-the-job training that provide on and off the job instructions.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
27. Internship programs that are done well benefit students, schools, and employers.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
28. It has been found in most cases that spacing out the training will result in faster learning and longer
retention.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
29. A plateau is a natural phenomenon, and learners usually experience a spontaneous recovery later.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
30. Encouragement is most effective when it is given after a long period of time after a trainee successfully accomplishes
a certain task so that the employee knows that management has not forgotten his/her contributions.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
31. E-learning encompasses two techniques: computer-assisted instruction, and computer-based program design.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
32. E-learning allows a firm to bring the training to employees.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
33. By far the most common informal method used for training employees is on-the-job training.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
34. On-the-job experiences are used most commonly by organizations to develop managers.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
35.
Case studies provide participants the experience of analyzing and synthesizing facts.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
36. Role-playing consists of playing the roles of others, often a supervisor and a subordinate who are facing a particular
problem.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
37. Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the
future, whereas behavior which is unrewarded will decrease in frequency.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
38. Two criteria to evaluate training programs are costs and training materials.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
39. Reaction measures to evaluate training typically focus on the entertainment value of the training program.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
40. On-the-job training is often one of the most poorly implemented training methods.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
41. Utility refers to measuring one's own training services against the leaders in their industry.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
KEYWORDS: Bloom's: Knowledge
42. Return on investment is the amount of money a company saves by avoiding training programs.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
43. Benchmarking is concerned with measuring employee retention of training materials at specific points in time.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
44. Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work
units.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
45. Return on investment = Benefits of training ÷ Training Costs

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
46. The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among
its members.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
47. Orientation programs stress the "why" rather than the "what", including the philosophy behind the organization's rules.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
48. Supervisors play the most important role in the orientation of new employees.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
49. The basic skills employees need in addition to reading, writing, and computing include speaking, listening,
problem solving, working in teams and leading other people.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
50. While the largest companies agree in principle with remedial training in basic skills, they are generally reluctant to
allot funds to provide for that type of training.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
51. An orientation program for new employees is an informal process.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
52. While cross-training can increase productivity, it can also increase employee turnover.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
53. Awareness building in diversity training provides employees with the KSAs necessary for working with people who
are different from them with regard to race, gender, age.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
54. The terms "training" and "development":

a. mean the same thing.
b. both refer to short term skill development efforts.
c. refer to a short term performance orientation vs. a longer term skill development, respectively.
d. refer to the skills developed in lower level vs. managerial employees, respectively.
ANSWER: c
POINTS: 1
55. From the broadest perspective, the goal of training is to contribute to:
a. social improvement.
b. personal growth.
c. organizational goals.
d. departmental challenges.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
56. Some organizations fail to make the connection between training and _____.
a. technology
b. competition
c. an organization’s goals
d. an organization’s functional requirements
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
57. The first step in a needs assessment is:
a. task analysis.
b. organization analysis.
c. person analysis.
d. market analysis.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
58. The four phases of a systematic approach to training are:

a. needs assessment, program design, program implementation, and evaluation.
b. organization analysis, task analysis, person analysis, and performance analysis.
c. needs assessment, person assessment, program implementation, and evaluation.
d. organization assessment, KSA assessment, person assessment, and evaluation.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
59. A study by the American Society for Training and Development found that organizations conduct need assessment
less than _____ percent of the time.
a. 50
b. 40
c. 30
d. 20
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
60. Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs
needed to perform them is known as:
a. organization analysis.
b. individual analysis.
c. utility analysis.
d. task analysis.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
61. An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred
to as:
a. task analysis.
b. needs assessment.
c. competency assessment.
d. job analysis.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
62. To which phase of the system model do organization analysis, task analysis, and person analysis belong?
a. Design phase
b. Implementation phase
c. Needs assessment phase
d. Evaluation phase
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
63. A(n) _____ involves determining which employees require training and which do not.
a. person analysis
b. demographic analysis
c. task analysis
d. organization analysis
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
64. Person analysis:

a. helps organizations in reviewing the job description and specifications to identify the task performed.
b. helps organizations avoid the mistake of sending all employees into training when some do not need
it.
c. involves self-improvement and self-directed training.
d. examines the external labor market for needed skills.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
65. If an individual is responsible for developing a training program, his/her first step should be to:
a. create a suitable training environment.
b. create a design for the training program.
c. perform the evaluation of behavior.
d. perform the needs assessment.
ANSWER: d
POINTS: 1
66. The desired outcomes of training programs are formally stated as:
a. training goals.
b. learning objectives.
c. instructional objectives.
d. learning goals.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
67. Performance-centered objectives might include all of the following phrases EXCEPT:
a. "to repair".
b. "to appreciate".
c. "to assemble".
d. "to calculate".
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
68. Which of the following is NOT an issue related to the design of a training program?
a. Instructional objectives
b. Trainee readiness and motivation
c. Principles of learning
d. Trainee ethnic characteristics
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
69. By some estimates _____ of employee learning occurs via on the job training.
a. 20-30 percent
b. 40-50 percent
c. 60-70 percent
d. 80-90 percent
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
70. Goal setting:

a. provides a real life demonstration to get the message across.
b. provides learning through repetition.
c. sets a road map for the training program, its objectives, and its learning points.
d. sets a road map for breaking down tasks to facilitate modelling.
ANSWER: c
POINTS: 1
71. Modeling:
a. provides learning through repetition.
b. demonstrates the desired behavior or method to be learnt.
c. sets a road map for the training course, objectives, and learning points.
d. breaks down tasks to facilitate learning.
ANSWER: b
POINTS: 1
72. When people learn by mimicking other people, it is referred to as:

a. modeling.
b. distributed learning.
c. reinforcing behavior.
d. individual learning difference.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
73. Whole-vs-Part Learning:

a. builds a bridge between employees and the organization.
b. provides learning through repetition.
c. sets a road map for the training course, objectives, and learning points.
d. breaks down tasks to facilitate learning.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
74. Training given in one ten-hour period instead of five two hour periods is an example of:
a. part learning.
b. distributed learning.
c. mass learning.
d. active learning.
ANSWER: c
POINTS: 1
75. Spacing out the training will result in faster learning and longer retention. This is known as the principle of:
a. part learning.
b. retention.
c. transfer of training.
d. distributed learning.
ANSWER: d
POINTS: 1
76. Periods in learning situations when progress does not occur because of either reduced motivation or ineffective
methods of task performance are called:
a. learning blocks.
b. lapses.
c. plateaus.
d. learning gaps.
ANSWER: c
POINTS: 1
77. Learning curves show:

a. that plateaus in performance are regular and predictable.
b. that effective training programs eliminate plateaus.
c. that performance plateaus are natural and are usually overcome with behavior modification.
d. that performance plateaus are natural and are usually followed by a spontaneous recovery.
ANSWER: d
POINTS: 1
78. The objective of behavior modification is:

a. to gradually shape behavior toward a desired profile.
b. to reward all task behavior.
c. to apply principles learned in the classroom to the job.
d. to bridge the needs of the employee with the needs of the organization.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
79. The appropriate training method for factual materials is:

a. lecture.
b. simulation.
c. on-the-job training.
d. apprenticeship.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
80. Which of the following is NOT a component of the PROPER method of performing on the job training?
a. Prepare
b. Perform
c. Explain
d. Reassure
ANSWER: c
POINTS: 1
81. All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT:
a. developing realistic goals and/or measures for each on-the-job training area.
b. tying employees' pay to their training progress.
c. planning a specific training schedule for each trainee.
d. conducting periodic evaluations, after training is completed, to prevent regression.
ANSWER: b
POINTS: 1
82. Apprenticeship programs originated in:

a. United States.
b. Europe.
c. Japan.
d. India.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
83. Generally, to start with, an apprentice is paid _____ percent of a skilled journey worker’s wage.
a. 30
b. 40
c. 50
d. 60
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
84. _____ covers a wide variety of applications such as web and computer-based training (CBT), and social networks.
a. Vestibule instruction
b. Modeling
c. Videodisc instruction
d. E-learning
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
85. E-learning provide all the following benefits EXCEPT:
a. bringing the training to employees.
b. replacing conventional learning experiences.
c. facilitating just-in-time skill development.
d. being more cost effective.
ANSWER: b
POINTS: 1
86. The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive
equipment is the:
a. simulation method.
b. classroom method.
c. vestibule method.
d. apprenticeship method.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
87. A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging
in what type of on-the-job training?
a. Case study
b. Coaching
c. Individual development
d. Role modeling
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
88. When an employee is groomed to take over the supervisor's job by gaining experience in handling important functions
of the job, it is known as:
a. grooming.
b. coaching.
c. understudy assignment.
d. role modeling.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
89. The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding
required to manage more effectively is known as:
a. job rotation.
b. job promotion.
c. individual development.
d. role modeling.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
90. Which of the following methods is NOT used to provide on-the-job experience to managerial employees?
a. Understudy assignments
b. Outplacement
c. Lateral transfer
d. Coaching
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
91. Which of the following training methods consists of having the trainee assume the attitudes and behavior of others?
a. Job rotation
b. Case study
c. Simulation study
d. Role-playing
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
92. Training delivered to trainees when and where they need it to do their jobs is known as:
a. cross-training .
b. apprenticeship training.
c. just-in-time training.
d. on-the-job training.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
93. Which of the following is NOT a component of behavior modeling?

a. Learning points
b. Practice and role-play
c. Decisional emulation
d. Feedback and reinforcement
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
94. _____ refers to how well employees apply what they have learned to their jobs.
a. Transfer of training
b. Learning
c. Training effectiveness index
d. Compensatory modeling
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
95. _____ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.
b. Benchmarking
c. Training effectiveness index
d. Compensatory modeling
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
96. Utility refers to:

a. the usefulness of a training program.
b. the costs incurred for a training program.
c. training effectiveness in terms of increased outcomes.
d. the benefits derived from training relative to the costs incurred.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
97. The benefits of the training exceeds the cost of the program when:
a. ROI=1.
b. ROI<1.
c. ROI>1.
d. ROI ≠ 1.
ANSWER: c
POINTS: 1
98. The process of measuring one's own services and practices against the recognized leaders in order to identify areas for
improvement is _____.
a. industry analysis
b. modeling
c. benchmarking
d. environmental analysis
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
99. _____ goes beyond just orienting new employees to their new environments and brings them into the organization’s
fold so that they truly feel as if they are a part of it.
a. Cross-training
b. Onboarding
c. On-the-job training
d. Benchmarking
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
100. Basic skills training includes all of the following EXCEPT:

a. computing.
b. problem solving.
c. speaking.
d. modeling.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
101. When comparing employee literacy levels of 1970 and today, it can be said:
a. literacy levels have improved significantly.
b. literacy levels are about the same.
c. literacy levels have decreased significantly.
d. it is impossible to make such a comparison.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
102. Which of the following includes the different types of diversity training?
a. Equal employment and affirmative action
b. Process and behavior
c. Awareness building and skill building
d. Conventional and non-conventional
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
103. Government contractors and subcontractors with contracts that last for _____ or more and are for more than _____
are required by law to have business ethics codes and compliance policies and procedures.
a. 30 days; $5 million
b. 120 days; $5 million
c. 30 days; $10 million
d. 120 days; $10 million
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
104. The first step in task analysis is to:

a. define descriptive terms.
b. refer other similar jobs.
c. identify the skills required.
d. review the job description.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
105. New college graduates often have a high desire for:

a. structured jobs.
b. close supervision.
c. advancement.
d. reassurance from supervisors.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
106. Programmed instruction is also referred to as:

a. mentoring.
b. self-paced learning.
c. simulation.
d. observational learning.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
107. Blogs and wikis are examples of tools used to facilitate learning via the _____ method.
a. communities of practice
b. simulation
c. programmed learning
d. mentoring
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
108. _____ involves the use of a learning management system (LMS), often custom built for the firm by software
vendors.
b. E-learning
c. On-the-job training
d. Independent study
ANSWER: b
POINTS: 1
109. Explain the four components involved in designing a training program.

ANSWER: Experts believe that the design of training programs should focus on at least four related
issues:
1. Instructional objectives describe the skills or knowledge to be acquired and/or the attitudes
to be changed;
2. Trainee readiness refers to whether or not the experience of trainees has made them
receptive to the training they will receive;
3. Principles of learning include goal setting, individual differences, active practice and
repetition, whole versus part learning, massed versus distributed learning, feedback and
reinforcement, meaningfulness of presentation and modeling;
4. Characteristics of instructors include knowledge, adaptability, sincerity, humor, interest,
clear instructions, individual assistance and enthusiasm.
POINTS: 1
110. Identify and discuss some of the desirable traits of a trainer.

ANSWER: The success of any training effort will depend in large part on the teaching skills and personal
characteristics of those responsible for conducting the training. Often a good trainer is one
who shows a little more effort or demonstrates more instructional preparation. However,
training is also influenced by the trainer’s personal manner and characteristics such as his or
her knowledge of the subject, enthusiasm and sincerity, interest in trainees, sense of humor,
ability to communicate clearly, and willingness to provide individual assistance to trainees.
Because they can have a huge impact on the workforce, organizations should reward
managers who are excellent trainers. Too often managers are not recognized for their
contributions to this important aspect of HRM.
POINTS: 1
111. On-the-job training has three drawbacks. Briefly discuss these and the possible solutions suggested by experts in the
field.
ANSWER: Although all types of organizations use it, on-the-job training is often one of the most poorly
implemented training methods. Three common drawbacks are the lack of a well-structured
training environment, poor training skills of managers, and the absence of well-defined job
performance criteria. To overcome these problems, training experts suggest the following:
develop realistic goals and/or measures for each OJT area; plan a specific training schedule
for each trainee, including setting periods for evaluation and feedback; help supervisors to
establish a nonthreatening atmosphere that is conducive to learning; conduct periodic
evaluations, after training is completed, to prevent regression.
POINTS: 1
112. Explain the PROPER method of on-the-job training.

ANSWER: PROPER stands for prepare, reassure, orient, perform, evaluate, and reinforce and review.
• Prepare. Decide what the employee needs to be taught. Identify the best sequence or steps
of the training. Decide how best to demonstrate these steps. Have materials, resources, and
equipment ready.
• Reassure. Put the employee at ease. Learn about his/her prior experience, and adjust
accordingly. Try to get the employee interested, relaxed, and motivated to learn.
• Orient. Show the employee the correct way to do the job. Explain why it is done this way.
Discuss how it relates to other jobs. Let him or her ask lots of questions.
• Perform. When the employee are ready, let them try the job themselves. Give them an
opportunity to practice the job and guide them through rough spots. Provide help and
assistance at first, then less as they continue.
• Evaluate. Check the employees’ performance, and question them on how, why, when and
where they should do something. Correct errors, repeat instructions.
• Reinforce and Review. Provide praise and encouragement, and give feedback about how
he/she is doing. Continue the conversation and express confidence in their doing the job.
POINTS: 1
113. Explain on-the-job training. Additionally, provide some suggestions to overcome the drawbacks related to on-the-job
training.
ANSWER: By far the most common informal method used for training employees is on-the-job training
(OJT). By some estimates, 80–90 percent of employee learning occurs via OJT. OJT has the
advantage of providing hands-on experience under normal working conditions and an
opportunity for the trainer—a manager or senior employee—to build good relationships with
new employees. OJT is viewed by some to be potentially the most effective means of
facilitating learning in the workplace.
Although it is used by all types of organizations, OJT is sometimes poorly implemented
training methods because of its informal nature. To overcome these problems, training
experts suggest firms develop realistic goals and/or measures for the training as well as plan a
specific training schedule for each trainee. Conducting periodic evaluations after the training
is completed can helps ensure employees have not forgotten what they have learned.
POINTS: 1
114. Why is ethics training becoming more prevalent in companies?

ANSWER:
Ethics training became more prevalent in companies following the high-profile corporate
scandals such as those that occurred at the energy giant Enron in 2001. Corporate scandals
are, of course, not new to the twenty-first century. What is new is a recent increase in the
funding for the Department of Justice, the Department of Labor, the EEOC, and other
2015 Managing Human Resources, 17th Edition Test Bank
agencies to investigate wrongdoing by employers. The most common forms of ethics

violations, such as harassment, health and safety, and wage-and-hour violations, are related to
employment laws. One study found that the problem gets worse in difficult economic times
as companies try to cut costs.
Government contractors and subcontractors with contracts that last for 120 days or more and
are more than $5 million are required by law to have business ethics codes and compliance
policies and procedures. Other organizations are not legally required to. However, in the
event of a violation, those that have “effective programs to prevent and detect violations of
law” will face reduced penalties under U.S. federal sentencing guidelines.
POINTS: 1
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5. The goal of training is to contribute to an organization's overall strategic goals.

23. Providing individual assistance is an important aspect for successful trainers.

32. E-learning allows a firm to bring the training to employees.

45. Return on investment = Benefits of training ÷ Training Costs

51. An orientation program for new employees is an informal process.

54. The terms "training" and "development":

58. The four phases of a systematic approach to training are:

64. Person analysis:

70. Goal setting:

72. When people learn by mimicking other people, it is referred to as:

73. Whole-vs-Part Learning:

77. Learning curves show:

78. The objective of behavior modification is:

79. The appropriate training method for factual materials is:

82. Apprenticeship programs originated in:

93. Which of the following is NOT a component of behavior modeling?

96. Utility refers to:

100. Basic skills training includes all of the following EXCEPT:

104. The first step in task analysis is to:

105. New college graduates often have a high desire for:

106. Programmed instruction is also referred to as:

109. Explain the four components involved in designing a training program.

110. Identify and discuss some of the desirable traits of a trainer.

112. Explain the PROPER method of on-the-job training.

114. Why is ethics training becoming more prevalent in companies?

agencies to investigate wrongdoing by employers. The most common forms of ethics

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