18. On-the-job training will not be effective if the trainers simply allow the trainees to learn the job on
their own.
19. For the employer, the advantages of cross training are flexibility and development.
20. Like apprenticeships, internships are a type of cooperative training.
21. E-learning is limited in terms of accessibility compared to leadership and cultural training.
22. The nature of a business and the environment in which it operates has a bearing on the strategies used
for talent management.
23. Talent management is growing in importance because it is concerned with the attraction, development,
and retention of human resources.
24. Focusing only on top management succession during succession planning is one of the most
common mistakes made.
25. Succession planning focuses both on emergency replacements for critical positions and making sure
that other successors will be ready with some additional development.
26. Organization-centered career planning requires an individual employee to take charge of his/her career
and chart a path of advancement through his/her organization.
27. At present, employees are less mobile and organizations are more stable as long-term employers.
28. During the late career phase, an employee is typically concerned with external rewards
and acquiring capabilities.
29. Career transition has been associated with organizational changes.
30. An employee facing a career plateau who is capable of meeting performance expectations is a good
candidate for a lateral move.
31. Organizations that have extensive employee development programs run the risk of being training
centers for other firms that hire away their employees.
32. Experience often contributes more to the development of senior managers because much of it
occurs in varying real-life, on-the-job situations.
33. The modeling process involves only straightforward imitation and copying.
34. Encapsulated development occurs when a single work unit in an organization is used to pilot test new
training programs.
SHORT ANSWER
1. What are the main purposes of effective orientation?
2 Discuss how performance appraisals can be used to make individual analysis of training needs.
3. What are the objectives that need to be set in order to reduce the gap between where an organization is
with its employee capabilities and where it needs to be?
4. Explain the term “adult learning.”
5. What is informal training?
6. Discuss benchmarking as a measure of training evaluation.
7. What are the ways in which organizations can manage the risks and rewards associated with talent
management effectively?
ANS:
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8. How do talent pools help in talent management?
9. What should be the end result of succession planning?
10. What is meant by the term ‘entry shock’?
11. How does development differ from training?
ANS:
ESSAY
1. What is an orientation program? Why is it important?
2. Explain how an organization can be a source for analyzing training needs.
3. How can job/task analysis help assess training needs?
4. What are the different elements that must be considered to make a training design effective?
5. What does the actual delivery of training involve?
6 Discuss the usefulness of cooperative training?
7. Mention one disadvantage of e-learning and suggest a method of overcoming that disadvantage.
ANS:
8. How can an organization determine if its training expenditure is cost effective?
9. Describe the concept of talent management.
10. What is the link between talent management efforts and “high–potential” individuals?
11. Why is succession planning important?
12. What is the difference between organization-centered and individual-centered career planning?
13. How do off-the-job techniques help individuals? Discuss the advantages of sabbaticals.
14. Discuss the importance of management development and the problems associated with it.
ANS:
