Fundamentals of HR Management, 8e (Noe)
Chapter 7 Training Employees
1) Training refers to any planned effort by a firm to facilitate the learning of job-related
knowledge, skills, or behavior by employees.
2) The last step in the instructional design process involves choosing a training method.
3) Instructional design logically should begin with needs assessment.
4) According to the person analysis method, performance feedback is the only variable that can
be affected by training.
5) Task analysis determines whether employees are ready to undergo training.
6) Readiness for training is a combination of employee characteristics and positive work
environment that permit training.
7) Effective training objectives include performance standards that are measurable.
8) Putting together a request for proposal for a training program is a quick process.
9) The training technique most widely used in the workplace is behavior modeling.
10) Attending classes is a faster and more efficient method of learning new skills as compared to
electronic performance support systems (EPSSs).
11) Apprenticeship programs can only be sponsored by government agencies.
12) For on-the-job training (OJT) programs to be effective, an organization should review OJT
practices at companies in similar industries.
13) Training programs use case studies to develop employees’ management skills.
14) In coordination training, team members understand and practice each other’s skills so that
they are prepared to step in and take another member’s place.
15) Action learning uses challenging, structured outdoor activities, which include difficult sports.
16) Along with physical elements, the training context should include emotional elements.
17) If a concept involves more than five items, the training program should deliver information
in shorter sessions or chunks.
18) The best stage to prepare for evaluating a training program is after the program has been
implemented.
19) An orientation program is training designed to prepare employees to perform their jobs
effectively, learn about the organization, and establish work relationships.
20) A risk of diversity training programs that focus on attitudes toward minority groups is that
they may alienate minorities.
21) Which of the following consists of an organization’s planned effort to help employees
acquire job-related knowledge, skills, abilities, and behaviors?
A) attrition
B) benchmarking
C) training
D) compensation
E) recruitment
22) ________ refers to a process of systematically developing training to meet specified needs.
A) Role-play
B) Recruitment
C) Simulation
D) Instructional design
E) Organization analysis
23) XYZ Equipment, a firm that produces manufacturing equipment for various industries,
experiences an influx of new sales employees due to a recent expansion. Despite possessing a
vast amount of sales experience, most of the new employees perform poorly. This is because the
new recruits possess inadequate technical knowledge about the products sold by XYZ
Equipment. To address the issue, the HR department decides to implement a training program
using the instructional design process. As part of the process, the HR department’s first step
should be to
A) ensure that sales representatives do not feel undervalued.
B) identify what the sales representatives will need to learn.
C) identify senior product engineers to train the sales representatives.
D) chart the methods that should be used to train the sales representatives.
E) announce the objectives of the training program.
24) Ensuring that employees are ready for training in terms of their attitudes, motivation, basic
skills, and work environment is the ________ step of the instructional design process.
A) first
B) second
C) third
D) fourth
E) fifth
25) The HR department at Tremont Communications oversees the recruitment and training of
employees at the firm. As the firm grows and recruits more employees, overseeing individual
training programs has become too much for the HR staff to handle. Which application should the
HR department use to help with employee training?
A) a customer relationship management system
B) a management information system
C) a learning management system
D) a decision support system
E) an executive decision-making system
26) Which of the following best describes a learning management system?
A) a team of trainers and human resource professionals who are responsible for planning and
conducting the training programs in an organization
B) the process of evaluating the organization, individual employees, and employees’ tasks to
determine what kinds of training, if any, are necessary
C) a software application that automates the administration, development, and delivery of
training programs
D) a process for determining the appropriateness of training by evaluating the characteristics of
the organization
E) the process of determining individuals’ needs and readiness for training
27) The human resource department of a consumer electronics manufacturer wants to set up a
learning management system for its global sales force. This way, sales personnel can get training
in new models and product lines even while on the road, and managers can ensure their
employees are keeping up to date. The HR manager looks into “training systems” and identifies
five top results. Which system describes a learning management system?
A) Performa: software used by HR departments to evaluate job performance
B) Recruit Plus: software used by HR departments to administer tests to job candidates
C) Crimson: a system that automates the process of administering and delivering training
D) K-Learn: software for the creation of training videos
E) E-Valuate: an assessment tool that evaluates employees’ readiness to learn new skills
28) Which of the following best describes needs assessment?
A) the process of evaluating the organization, individual employees, and employees’ tasks to
determine what kinds of training are necessary
B) a combination of employee characteristics and positive work environment that permit training
C) a process that evaluates the monetary needs of employees that will motivate them to
undertake a training program
D) an application that automates the administration and delivery of a company’s training program
E) the process to determine employees’ characteristics to ensure their readiness for training
29) Faller and Whitney Company, a firm that builds enterprise resource planning products for
customers, wants to implement training programs for its employees as an HR initiative. Senior
management proposes the use of an instructional design process. What should ideally be Faller
and Whitney’s next step?
A) task analysis
B) organization analysis
C) person analysis
D) competitor analysis
E) market analysis
30) Organization analysis looks at training needs in light of the
A) readiness of employees for training.
B) employee’s strategy toward achieving organizational goals.
C) management’s support for training activities.
D) monetary incentives the management has promised its employees.
E) severance package deal for a particular batch of employees.
31) Managers are most likely to support training if
A) there are no other solutions available for them to try.
B) it is not overly expensive.
C) it will solve a significant problem.
D) they do not have to participate in it.
E) it will result in minor improvements.
32) A client asks Term Technologies to complete a project that involves working with a software
tool called ELIM, which is new to the company. The training manager in Term Technologies’s
HR department begins by conducting a needs assessment. Which method will the training
manager use to identify individuals’ needs and readiness for training?
A) person analysis
B) organization analysis
C) task analysis
D) trend analysis
E) regression analysis
33) Which question can be answered by performing a person analysis?
A) What are the tasks that require more training?
B) How will the training be carried out?
C) Are employees ready for training?
D) Does the organization have the infrastructure to support training?
E) Are there any impediments to implementing a training program?
34) Jimmy, the marketing manager for an automobile manufacturer, observes frequent conflicts
between two of his subordinates, Trent and Luke. He asks the human resource department to
help, and the department’s training manager, Emily, investigates. She tells Jimmy that the two
subordinates lack interpersonal communication skills but would be likely to improve with proper
training. This scenario suggests that Emily has conducted a(n)
A) institutional analysis.
B) market analysis.
C) person analysis.
D) organization analysis.
E) instructional analysis.
35) The management at a pesticide manufacturing company has observed a decline in quality
measures. The managers ask Lori, the firm’s HR manager, to investigate whether training might
solve the problem. Lori conducts needs assessment and recommends a training plan. Which
observation will Lori most likely find in her person analysis?
A) Machinery and other production equipment in the firm’s plant pose a hazard to the employees
operating them.
B) The goals of the firm are more focused on the specific needs of a narrow market segment.
C) Employees of the firm’s production department lack clarity in decisions regarding quality
standards for manufacturing.
D) The firm’s budget for training has declined from the year before.
E) Training programs offered by the firm lack specific goals and methods for measuring their
success.
36) In a person analysis, what is a primary variable that can be affected by training?
A) the organization’s input
B) performance feedback
C) the employee’s ability
D) positive consequences to motivate good performance
E) the employee’s motivation
37) Which process identifies the knowledge, skills, and behaviors that should be emphasized by
training?
A) person analysis
B) task analysis
C) transactional analysis
D) trend analysis
E) regression analysis
38) Gino, a team leader at a business process outsourcing firm, tells the human resource
department that a significant share of his employees are missing deadlines. The department
conducts a needs assessment and tells Gino that the employees’ jobs require time management
skills, so a training session on time management would be likely to improve performance. In this
scenario, the department’s recommendations would most likely be based on a(n)
A) institutional analysis.
B) task analysis.
C) person analysis.
D) organization analysis.
E) instructional analysis.
39) What is a characteristic of task analysis?
A) It does not require knowledge of the work environment.
B) It is independent of time constraints or deadlines.
C) It results in an assessment of employees’ readiness for training.
D) It is usually conducted along with person analysis.
E) It helps in determining individuals’ needs for training.
40) A customer at Jaquine, a French restaurant, complains to Brent, the owner, about a specialty
dessert being unacceptable. Brent inspects the dessert and finds that the brie, a type of cheese,
used in the dessert is overripe. Brent questions the new pastry chef, Mason, who acknowledges
he should have substituted another type of cheese for the brie. Brent analyzes the situation and
concludes that Mason should be put through additional training to avoid such mistakes in the
future. What type of analysis has Brent performed in this situation?
A) an organization analysis
B) a task analysis
C) a specialized skills assessment
D) a person analysis
E) a needs assessment
41) Which term refers to a combination of employee characteristics and positive work
environment that permit training?
A) organization analysis
B) benchmarking
C) learning management system
D) orientation
E) readiness for training
42) ________ is the limit on training’s effectiveness that arises from the conditions within the
organization.
A) A simulation
B) Social support
C) A situational constraint
D) Psychological mindedness
E) Experiential conflict
43) Kapcom Telecom wants to implement an on-the-job training program for the sales staff who
are unaware of the technical aspects of the firm’s products. The lack of technical knowledge
among its sales staff is harming the company’s prospects of securing lucrative contracts.
Although Kapcom’s IT team is well versed in various technologies, it is not well suited to handle
a training program. However, the best IT trainers in the industry cost more than Kapcom can
afford to spend on the training program. This scenario illustrates
A) simulation.
B) social support.
C) situational constraints.
D) psychological mindedness.
E) experiential conflicts.
44) Patricia, a training manager, is making a presentation to her company’s business leaders. She
says meeting the company’s five-year plan will require skills in using some new technology.
Employees and their supervisors are eager to learn, but Patricia says some situational constraints
are standing in the way of meeting these objectives. What could be such a constraint?
A) Supervisors don’t praise employees for learning.
B) Supervisors don’t believe training is relevant.
C) Employees have a negative attitude toward training.
D) The company has not budgeted sufficient funds for training.
E) Supervisors don’t tell their employees about the training that is available.
45) ________ refers to the ways an organization’s people encourage training.
A) Situational constraint
B) Employee orientation
C) Benchmarking
D) Social support
E) Experiential program
46) At All County Auto, managers encourage employees to receive training and praise them
when they demonstrate new skills. Employees are excited about how learning helps them
succeed at work and take on more responsibility. Which aspect of readiness for training does this
example describe?
A) employee ability
B) employees’ incentive package
C) training curriculum
D) social support
E) situational constraints