Oakland University

ORG 330

Chapter 5

Training and Talent Management

Multiple Choice

1)________________is concerned with enhancing the attraction,

development, and retention of key human resources.

1. 1. Talent management
   2. Staffing
   3. Organizational development
   4. Strategic training
2.                                                                                 provides employees with specific, identifiable knowledge and skills for use in their present jobs.
   1. Orientation
   2. Learning
   3. Employee development
   4. Training 

3. There are 16 training programs which Brian, the director of training, wishes to implement during the coming year. After examining his training budget, Brian realizes he will not be able to conduct all of these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize these training programs based on                                                                                                      .
   1. the richness of program criteria
   2. the number of requests he has had from employees and managers for certain types of training
   3. the cost per trainee of the programs
   4. organizational performance goals 
4. What should an organization do if it wants to enhance the relationships between training, learning, and job performance?
   1. Give the trainees a pre-training test and post-training test to measure their learning from the training.
   2. Give the trainees a real business problem to solve as part of their training.
   3. Offer interactive e-learning as a training method.
   4. Outsource the training to subject matter experts.
5. When identifying organizational needs, which of the following is not one of the questions that a good training plan deals with?
   1. Is there a need for training?
   2. Is there a budget for training?
   3. Who will do the training?
   4. How will the knowledge be transferred to the job?

6. What are the four phases of the training process?
   1. planning, delivery, evaluation, validation
   2. strategize, plan, organize, deliver
   3. analysis, development, implementation, control
   4. assessment, design, delivery, evaluation 
7. Learner readiness consists not only of the ability to learn, but also              , and self-efficacy.
   1. the time to learn
   2. the access to training
   3. a need to learn

7. 4. the motivation to learn
8.                              occurs when trainees perform job related tasks and

duties during training.

8. 1. active practice
   2. OJT
   3. reinforcement
   4. knowledge transfer
9. Repeated practice, even when the learner has mastered the performance, is called  

1. 1. rote memory drilling
   2. patterned response
   3. enhanced learning
   4. overlearning

10. The perceived value of training is affected by a need to improve, the likelihood of improvement, and the                                                                                                                                                                        of the training.
    1. Cost
    2. Duration.
    3. Practicality
    4. Location.

11. Which of the following is not an influence of a person’s motivation to learn training content?
    1. gender
    2. training budget
    3. ethnicity
    4. instructor’s motivation
12. When people repeat responses that give them some type of positive reward and avoid actions associated with negative consequences, they are demonstrating the concept of

                                                .

12. 1. modification
    2. behavior
    3. learning
    4. reinforcement 
13. The learning concept of                                                                                              indicates that people learn best if reinforcement is given as soon as possible after training.
    1. behavior modeling
    2. positive reinforcement
    3. immediate confirmation
    4. active practice
14. One condition that must be met for effective transfer of training is that       .
    1. there is positive reinforcement for applying the skills on the job
    2. employees must maintain their use of the learned material over time
    3. trainees must be able to recall the training as needed
    4. trainers must be able to transfer that knowledge to new employees

15.                                                             occurs through interactions and feedback among employees.
    1. Informal training
    2. Vestibule training
    3. Employee development
    4. New employee orientation 
16. The most common type of training at all levels in an organization is      .
    1. e-learning
    2. on-boarding
    3. on-the-job training
    4. classroom instruction

17. Worldwide Food Services, Inc., (WFS) has a large number of cooks and other food service workers who will be sent to hardship environments overseas to prepare meals for the military. The workers have been hired, but they need to be trained almost immediately because of the contract with the military, and the HR staff at WFS is overloaded. It would be most wise for WFS to            .
    1. cancel the military contract
    2. hire external trainers
    3. hire and train new HR staff to conduct the training
    4. use on-the-job training when the new hires arrive in the hardship location

18. The importance of getting new employees to immediately begin performing successfully is a notion referred to by the term,

                                                .

18. 1. orientation
    2. on-the-job learning
    3. workplace hazing
    4. on-boarding
19. "The planned introduction of new employees to their jobs, coworkers, and the organization" is a definition of

                                                .

1. 1. orientation
   2. organizational entry
   3. employee development
   4. socialization

20.                                                      is defined as the use of the Internet or an organizational intranet to conduct training on-line.
    1. Computer-assisted learning

1. E-learning
2. Cooperative learning
3. Simulation learning 

21. Training can be evaluated through a cost-benefit analysis, which consists of each of the following steps except:

                                                .

1. 1. determine training costs
   2. identify potential savings results
   3. conduct costs and savings benefit comparisons
   4. benchmark                the             results                   against                   that               in             other organizations

22. Which is the first stage in calculating training costs and benefits?
    1. identify potential savings
    2. compute costs and savings benefits comparisons
    3. determine training costs
    4. compute potential savings
23. Anderson Finance Corporation has created specialized leadership classes and mentoring programs, targeted specifically to the employees who are likely to be promoted to Director positions in the next 24 months. Anderson Finance’s talent management program is                                             .
    1. insufficient for retaining key employees
    2. focused on “high-pos”
    3. in violation of EEOC guidelines
    4. unlikely to be expanded to include non-management
24. A/An                                                      is a series of work-related positions a person occupies throughout life.
    1. career
    2. job
    3. profession
    4. occupation 
25. A career plan in which an individual enters the sales department of an organization as a sales counselor, then is promoted to account director, then to sales manager, and finally to vice-president of sales, would be a good example of       .
    1. individual-centered career planning
    2. organization-centered career planning
    3. lifetime employment

25. 4. career transitions 
26. Individual-centered                                   career                     planning                       focuses                     on

                                                .

26. 1. the individual's responsibility for a career rather than on organizational needs
    2. the career ladder for that employee
    3. the individual’s place on a succession chart
    4. the internal opportunities for career advancement
27. Maintaining a satisfactory work-life balance while investing a great amount of time beyond the job in career management is especially problematic for                                              employees.
    1. new
    2. older
    3. part-time
    4. younger 
28. In order to reward talented technical people who do not want to move into management, many companies have established

                                                .

28. 1. dual career ladders
    2. portable career paths
    3. phased retirement plans
    4. the position of technical-professional 
29. Which of the following statements is true about dual-career couples?
    1. Part-time work, flextime, and work-at-home arrangements are generally unacceptable options for most couples.
    2. Dual-career couples are more mobile due to their dual income.
    3. The promotion of one partner in the couple to another geographic area may result in a “commuting” relationship.
    4. Their numbers are decreasing as more women opt for the "mommy track."

30. Development is distinguished from training, in that

.

1. 1. development                  focuses                 on           individuals                        gaining                  new capabilities useful for both present and future jobs
   2. development cannot be measured or quantified, whereas training can
   3. training is used mostly for management positions
   4. development provides people with specific, identifiable knowledge and skills for use on their present jobs

31. The abilities to work independently and under pressure are

considered                                         abilities.

1. 1. innate
   2. experiential
   3. nontechnical
   4. cognitive

32. Donna recently spent two days off the job in activities such as role playing, in-basket exercises, and tests. She most likely was participating in a/an                                                             .
    1. performance appraisal
    2. security screening
    3. outplacement center
    4. assessment center

33. Jeffrey Bean, Manager of Operations for a large retail chain, recently attended an off-site training program which was designed to teach managers new ideas and methods for managing the department’s work and making his operation more efficient. When Jeffrey went back to the office, he thought, “This is never going to work. Those ideas are good in theory, but it’s just not practical to change the processes we already have in place.” Jeffrey’s reaction describes a situation of            .
    1. encapsulated development
    2. classroom paralysis
    3. lack of self-efficacy
    4. transfer of training error

34. The purpose of succession planning is to                                                                                                  .
    1. prepare for passing wealth from family-business owners

to the next generation

1. 2. measure the success or failure of the strategic planning process
   3. provide for the orderly transition of ownership from one generation to the next
   4. identify a longer-term plan for the orderly replacement of key employees

35. In a management development program, Trudy spends 3 months visiting customers, 3 months in HR, and 3 months in IT. This process is called       .
    1. job rotation
    2. orientation
    3. stress test
    4. coaching 
36. The oldest on-the-job development technique is                                                                                       .
    1. job rotation
    2. coaching
    3. demonstration
    4. committee assignments 

True and False

37 Strategic training asks the question of whether training is really needed.

38. A training needs assessment measures current competencies against what is required in the strategic plan.

39. There are two sources of information used to analyze training needs, which are organizational and individual.

40. Self-efficacy refers to a person’s desire to learn training content.

41. Behavior modeling is the most elementary way in which people learn, and it is one of the best.

42. The concept of reinforcement is based on the law of effect.

43. Cross-training allows the opportunity for greater flexibility and development of human resources.

44. After an individual has decided what kind of career path interests them, they should obtain some feedback on reality before they set specific career plans.

45. The second half of life is usually described by the quest for competency and a need to make a mark in the world.

46. Dual career ladders have been established by many large companies to deal with the problems faced by dual-career couples.

47. One perceived disadvantage of sequencing is that it will hurt chances for advancement.

48. Senior managers and executives usually come from internal promotions after resulting from rigorous classroom training.

49. Succession planning should be limited to top executive jobs.

Essay

50. Define HR development and identify the difference between that and training.

51. Identify and discuss the learning principles to consider when designing a training program.

52. Identify some commonly used training evaluation metrics.