Training and Career Management - Essay Example

Select the best response to each of the following multiple choice questions: Examination The methods used to give new or present employees the skills they need to perform their jobs are called _____________. a. orientation b. training c. development d. appraisal e. management 2. Employers use a(n) _____ to ensure that employees are working toward organizational goals. a. performance management process b. employee orientation program c. management by objectives program d. rewards program e. just-in-time system 3. Which of the following has the highest influence on organizational effectiveness? a. appraisal b. feedback c. training d. goal-setting e. technology 4. The first step in a training program is to _____. a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees 5. What is the second step in the training process? a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees 6. The third step in the training process is to ____________. a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees 7. The fourth step in the training process is to ______________. a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees 8. What is the final step in the training process? a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees 9. James is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the _____ step in the training and development process. a. first b. second c. third d. fourth e. fifth 10. Which of the following is not a consideration when designing a training program that motivates the trainees? a. provide the opportunity to apply the material b. provide prompt feedback c. utilize a half or three-fourths day schedule d. pay the trainees for the time spent in training e. allow trainees to set their own pace 11. Which of the following is recommended for training sessions to maximize learning? a. a full day b. a half-day c. one hour d. three hours e. two hours 12. If an employer fails to train an employee adequately and an employee subsequently does harm to a third party, the court could find the employer liable for ______________. a. negligent hiring b. discrimination c. negligent training d. occupational fraud e. adverse action 13. Which of the following steps will not help employers protect themselves against charges of negligent training? a. confirm employee claims of skill and experience b. provide extensive training c. evaluate the degree to which training lowers risks associated with job d. pay employees for time spent in training e. all of the above will help employers protect themselves 14. Under which situation below, should an employer pay an employee for time spent in training? a. the training program is voluntary b. the training program is directly related to the trainee’s job c. the trainee does not perform any productive work during the program d. the training program is conducted outside working hours e. the training provides no immediate benefit to the employer 15. Employers can identify training needs for new employees by _______________. a. reviewing job descriptions b. reviewing performance standards c. performing the job d. questioning current job holders e. all of the above 16. The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called ____________. a. needs analysis b. task analysis c. performance analysis d. training strategy e. development planning 17. Which of the following training methods is the most popular? a. on-the-job training b. apprenticeship training c. informal learning d. job instruction training e. lectures 18. Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the _____ form of training. a. job rotation b. understudy c. coaching d. special assignments e. informal learning 19. Jack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the _____ form of training. a. job rotation b. job instruction c. coaching d. special assignments e. informal learning 20. Which of the following is not part of the “Follow Up” step in ensuring success from on-the-job training? a. decrease supervision b. correct faulty work patterns c. explain quantity and quality requirements d. designate to whom the learner should go for help e. compliment good work 21. The first step to ensuring success for on-the-job training programs is to ___________. a. present the operation b. follow up c. do a tryout d. prepare the learner e. evaluate the program 22. Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson? a. job instruction training b. understudy training c. programmed learning d. apprenticeship training e. coaching 23. When jobs consist of a logical sequence of steps and are best taught step-by-step, the appropriate training method to use is _____. a. job instruction training b. informal learning c. job rotation d. programmed learning e. apprenticeship training 24. A disadvantage of lecturing as a method of training is that it is _____________. a. fast b. appropriate for large groups c. allow questions from the audience d. boring e. less expensive than written materials 25. Which of the following is not an advantage of programmed learning? a. reduction in training time b. facilitation of learning c. reduced feeling of risk on the part of the learner d. learning similar to that with textbook e. immediate feedback provided 26. Because illiterate employees will usually try to hide their problem, supervisors can try to identify illiteracy problems by looking for employees who ________________. a. do not follow written instructions b. take forms home to complete c. are multilingual d. both a and b e. all of the above 27. Which of the following goals is the focus of diversity training? a. to create cross-cultural sensitivity b. to foster harmonious working relationships c. to improve interpersonal skills d. to socialize employees into the corporate culture e. all of the above 28. Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of ________________. a. apprenticeship training b. on-the-job training c. simulated training d. coaching e. programmed learning 29. _____ are computer-based training systems that learn what the trainee did right and wrong and then adjusts the instructional sequence to the trainee’s unique needs. a. Programmed learning b. Multi-media training c. DVD training programs d. Intelligent tutoring systems e. Programmed instruction 30. A(n) _____ is a set of instruction, diagrams, or similar methods available at the job site to guide the worker. a. instruction sheet b. job aid c. task analysis record form d. skill sheet e. work function analysis 31. Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________________. a. diversity training b. on-the-job training c. performance improvement programs d. management development e. coaching 32. Which on-the-job training method is used for managerial positions? a. job rotation b. coaching c. action learning d. outside seminars e. all of the above 33. The transparent, but often impermeable barrier that women face when trying to move to top management is called the _________________. a. glass ceiling b. glass wall c. invisible corner office d. iron wall e. Mount Everest 34. Which organizational development application involves examples like goal setting, performance appraisal, and employee wellness? a. human process b. strategic c. technostructural d. human resource management e. process consultation (d; easy; p. 295) 35. Which of the following is not measured to evaluate a training program? a. organizational productivity b. participants’ reactions to the program c. what trainees learned from the program d. changes in on-the-job behavior e. training objectives achieved (a; moderate; p. 299) 36. Continuing to upgrade skills throughout an employee’s career is achieved through: a. lifelong learning b. job rotation. c. management development d. literacy training 37. The managers role in an employees career development does not include a. developmental assignments b. performance feedback c. ensuring the employee a fulfilling career d. career-oriented appraisals 38. 16. Matching an employees career goals and skills with promotional opportunities is the purpose of: a. job posting b. mentoring c. promotions d. career workshops 39. The _________ gives a supervisor and employee an opportunity to join the employees performance and career interests into a career plan. a. Career planning workshop b. Performance appraisal c. Transfer d. Job rotation 40. An employers role in an employees career development does not include: a. Career plans. b. Career management programs. c. Training and development. d. Career-oriented appraisals. 41. Getting trainees involved and talking with each other at the start of training is often done with an exercise called an: a. Ice breaker b. Agenda setter c. Role reversal d. Interactive introductions 42. The major issue in the use of behavior modeling is: ____________ a. The attention phase b. Development of the video. c. Raters. d. There is no major issue. 43. Action learning: a. Is the very same as on the job training. b. Is the same as apprenticeship training c. Uses team problem solving as the method for learning. d. Uses the case method to solve problems. 44. The difference between mentoring and coaching is: a. Mentoring is a more continuous process b. Mentoring is done by the employees supervisor c. Mentoring is more successful than coaching. d. None of the above are correct 45. Which of the following statements is true? a. To assure the quiet trainee gets the most out of training the trainer must get them to participate at the level of the other trainees. b. If a trainee is angry and does not want to be at training it is best to get him to leave so he does not disrupt the session. c. The comedian can be both a gift and a curse. d. The talkative trainee is a godsend as he/she keeps everyone’s interest peaked. 46. Managerial style seems to be related to two dimensions of leader behavior, which are? a. Participative and supportive. b. Directive and achievement oriented. c. Employee oriented and task oriented. d. None of the above 47. The difference between the effective manager in a cost leader vs. market leader organization, when examining the need for a "supportive style" of management is that: a. Market leaders have to be higher. b. Cost leaders have to be higher. c. There is no difference in need for supportive style d. None of the above. 48. Which of the following is not an advantage of externally based training? a. High level of control over the content of the instruction. b. Allow an interchange of ideas with other managers from different companies. c. Cost less per person than internal instruction. d. They expose managers to current levels of thinking and theory of management. 49. Which of the following statements is true regarding corporate universities? a. The advantage is it is easy to match curriculum needs to the needs of the organization. b. It is always cheaper to have a corporate university rather than send your managers to a traditional university. c. The company can ensure quality instruction. d. Both 1 and 3 50. Leadership development in organizations: a. Seems not to be a high priority as a recent survey of organizations indicated more than half either did not have any or only supplied it when needed. b. Is likely poor because of the downsizing in many organizations. c. Is actually a high priority for 85 percent of the Fortune 1000 organizations d. Both 1 & 2 Part II: Essay questions Please respond in detail (with accuracy, focus and appropriate references) to each of the following questions: 1) What are the strategies for needs assessment? Demonstrate ability to develop an effective assessment? In order for needs assessment to be successful, certain key conditions have to be met. Accordingly, the following listing and discussion will be concentric upon discussing these strategies and how they ultimately impact upon the successful fulfillment of needs assessment. The first of these is obviously with regard to defining the goals for needs assessment. In order to accomplish this, a broad overview of the project must be engaged in a thorough analysis of determinant parts understood and appreciated. Additionally, stakeholders must query one another with respect to the specific purpose of the needs assessment. In seeking to understand this particular question, stakeholders can more effectively manage the way in which needs assessment is attempted and indecisiveness of information that might be drawn from it. Further, individuals within the stakeholder process will need to infer how the data will be used, set appropriate agenda, support the new program, and seek to promote policy as a means of reinforcing the inference that again. Further, it is also necessary for these same individuals to determine a timeline for the best and how each part of the previous information will be collected, and under what constraints (Weiss et al., 2014). Lastly, it is also necessary to identify a target population or group as a means of focusing needs assessment towards a specific set of individuals that will be able to provide useful inference. 2) What are the methods utilized in developing training objectives? Depending on the type of entity involved, there are a litany of different methods utilize in developing training objectives. However, focusing upon an answer to this question based upon a universal standard, it must be understood that developing training goals, creating learning objectives, establishing learning methods, documenting learning success or failures, and evaluation serve as the most integral and universal methods that are utilized in developing training objectives. Firstly, in terms of defining the training goal, this is perhaps the most important step ball; due to the fact that it allows stakeholders to understand what the ultimate end toward which they will be working is defined by. Additionally, learning objectives are met as a methodology through which the training goal can be accomplished and by which learning activities can effectively be engaged to the employees. Further, learning methods activities serve as the actual vehicle through which learning process is able to be engaged with stakeholders/employees. Once this particular process is done, documenting evidence seeking to provide useful level of inference with respect to this process is ultimately what the documentation process involved (Bin et al., 2014). As such, the documentation process therefore segues into the evaluation process; due to the fact that allows stakeholders to reference the successes and failures of the project and determine whether or not the root goal that was lain out within the training goal and learning objectives was ultimately accomplished. 3) What are the variables considered when determining appropriate instructional methods? Once again, based upon the particular type of entity or organization, there are a litany of different variables that are oftentimes considered when determining appropriate instructional methods. However, three of the most common of these involved following: the will be taught, where’s the information being directed – what end, and what is the baseline of competency amongst the candidate that is desired. Firstly, in terms of the variables considered when determining appropriate instructional methods, the issue of who will be taught necessarily narrows the field and defines the objectives of the process. Likewise, where the information is being directed and to what end is ultimately goal through which training material and resources will be directed. Finally, a baseline of competency among the candidates is obviously the ultimate goal (Shiwaku, 2014). However, in order for this effectively accomplished, each of the aforementioned metrics has to be appropriately spoken to; otherwise the entire process of training serves no ultimate end as the conclusion of the process does not reveal a more dedicated, educated, and efficient employee base. References Bin, Z., Pu, Z., & Yiwei, G. (2014). Effectiveness of management training. Journal of Business Management, 26(2), 81-87. doi:10.3969/j.issn.1002-0829.2014.02.004 Shiwaku, K. (2014). Comparative study on training. HR Relations, 23(2), 197-211. doi:10.1108/DPM-12-2012-0144 Weiss, R. L., Hassell, L. A., & Parks, E. R. (2014). Progress Toward Improved Leadership and Management Training. Archives Of Business Review, 138(4), 492-497. doi:10.5858/arpa.2013-0288-RA Read More