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Lussier Test Bank 07 - chapter 7 test banks
Human Resource Management (University of Nebraska-Lincoln)
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Chapter 7: Training, Learning, Talent Management, and Development
Test Bank
Multiple Choice
1. “Ongoing education to improve knowledge and skills for present and future jobs” describes:
A. training
B. employee development
C. establishment
D. remedial training
E. repurposing
Ans: B
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: Training and Development
Question Type: MC
2. Which one of the following is NOT true of the comparison between training and development?
A. Training has a current focus, while development has a future orientation
B. Companies tend to be criticized for a lack of training but not for a lack of development
C. Participation in training and development both benefit the employee
D. The primary goal of training is preparation for the current job, while the primary goal of development is
preparation for future jobs
E. Development has a current focus, training is long-term oriented
Ans: B
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: Training and Development
Question Type: MC
3. ________ is the process of teaching employees the skills necessary to perform a job.
A. Assessment
B. Measurement
C. Development
D. Training
E. Coaching
Ans: D
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: Training and Development
Question Type: MC
4. Training is primarily intended for _________ use by the individual being trained.
A. immediate
B. future
C. temporary
D. emergency
E. long-term
Ans: A
Learning Objective: 7-1
Cognitive Domain: Comprehension
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Answer Location: Training and Development
Question Type: MC
5. __________ is ongoing education to improve knowledge and skills for present and future jobs.
A. Assessment
B. Experience
C. Training
D. Employee development
E. Mentoring
Ans: D
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: Training and Development
Question Type: MC
6. Natalie is teaching employees how to use the company’s new software needed for their jobs. The
knowledge, skills, and abilities they are learning will help them succeed in their work. Natalie is providing
_________ to employees.
A. development
B. orientation
C. training
D. drills
E. tutoring
Ans: C
Learning Objective: 7-1
Cognitive Domain: Application
Answer Location: Training and Development
Question Type: MC
7. Angela is part of a cohort of employees who regularly attend seminars on improving leadership and
decision-making skills. The members of the cohort mentor one another. The meetings do not apply to
Angela’s current job, but she hopes the skills she is learning will help her advance in the organization.
Angela is experiencing _________.
A. development
B. orientation
C. training
D. practice
E. tutoring
Ans: A
Learning Objective: 7-1
Cognitive Domain: Application
Answer Location: Training and Development
Question Type: MC
8. What type of training is designed to correct actions of the individual responsible for a process so he or
she can successfully carry out the action in the future?
A. Remediation
B. Recorrection
C. Surfacing
D. Adjudication
E. Turnover reversal
Ans: A
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: When Is Training Needed?
Question Type: MC
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9. Training designed to prepare employees to perform their jobs effectively and introduce them to the
organization is known as:
A. orientation.
B. cross-training.
C. role-playing.
D. societal-training.
E. development.
Ans: A
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: When Is Training Needed?
Question Type: MC
10. __________ is the process of introducing new employees to the organization and to their jobs.
A. Development
B. Assessment
C. Orientation
D. Maintenance
E. Tutoring
Ans: C
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: When Is Training Needed?
Question Type: MC
11. Organizations could reduce their turnover rates simply by ________ their orientation period for new
hires.
A. decreasing
B. increasing
C. eliminating
D. renaming
E. preparing
Ans: B
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When Is Training Needed?
Question Type: MC
12. When there is any significant change in any work requirement, we need to ________ the employee.
A. train
B. develop
C. assess
D. lay off
E. tutor
Ans: A
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When Is Training Needed?
Question Type: MC
13. _______ is the correction of a deficiency.
A. Remediation
B. Retraining
C. Initialization
D. Certification
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E. Reselection
Ans: A
Learning Objective: 7-1
Cognitive Domain: Knowledge
Answer Location: When Is Training Needed?
Question Type: MC
14. As a new employee at Acme Global, Frederick just spent the morning learning about the
organization’s policies and procedures. He went to lunch with his new coworkers and spent the afternoon
filling out forms with the human resource department. What Frederick experienced was ________.
A. development
B. orientation
C. training
D. remediation
E. mentoring
Ans: B
Learning Objective: 7-1
Cognitive Domain: Application
Answer Location: When Is Training Needed?
Question Type: MC
15. ______ is the last step in the training process.
A. Designing training
B. Assessing training
C. Assessing needs
D. Analyzing content
E. Delivering training
Ans: B
Learning Objective: 7-2
Cognitive Domain: Knowledge
Answer Location: Steps in the Training Process
Question Type: MC
16. In step one of the training process, we conduct a _________ to determine what training is necessary
to improve performance.
A. needs assessment
B. return on investment
C. metrics analysis
D. quarterly audit
E. training audit
Ans: A
Learning Objective: 7-2
Cognitive Domain: Knowledge
Answer Location: Steps in the Training Process
Question Type: MC
17. In step two of the training process, we select a method of shaping employee behavior based on
_____________________.
A. preferred learning styles
B. learning theory
C. assessments
D. personality inventories
E. training audit
Ans: B
Learning Objective: 7-2
Cognitive Domain: Knowledge
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Answer Location: Steps in the Training Process
Question Type: MC
18. If a training needs assessment is not done properly, all of the following can occur with the exception
of:
A. Training may cover the wrong information
B. We may determine that an issue is based on poor performance rather than lack of knowledge
C. We may end up creating a program that is unnecessary
D. The wrong employees may be asked to participate
E. Employees may not be able to absorb the information
Ans: B
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Needs Assessment
Question Type: MC
19. If a ________________ is not done correctly, a training course may be poorly designed, or it may
cover the wrong information.
A. new hire survey
B. metrics analysis
C. personality inventory
D. needs assessment
E. training audit
Ans: D
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Needs Assessment
Question Type: MC
20. In anticipation of tax season, Micah is working with the organization’s tax preparers to determine their
knowledge of current tax laws. Micah’s goal is to make sure the tax preparers can deliver excellent
customer service in alignment with the company’s goals. If she finds they cannot provide this service, she
will implement training to bring everyone up to speed. What Micah is conducting a _________.
A. competency model
B. remediation
C. training
D. needs assessment
E. training audit
Ans: D
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Needs Assessment
Question Type: MC
21. What psychological characteristic determines whether a person believes that he or she has the
capability to do something or attain a particular goal?
A. Temperament
B. Goal matching
C. Self-efficacy
D. Achievability
E. Personal choice
Ans: C
Learning Objective: 7-2
Cognitive Domain: Knowledge
Answer Location: Employee Readiness
Question Type: MC
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22. Readiness for training is a combination of:
A. concern and empathy.
B. ability and willingness.
C. opportunity and conscientiousness.
D. socialization and guidance.
E. support and ability.
Ans: B
Learning Objective: 7-2
Cognitive Domain: Knowledge
Answer Location: Employee Readiness
Question Type: MC
23. All of the following except one can negatively affect willingness to participate in training. Which one
does not?
A. Current methods and processes are sufficient
B. They don’t see a relationship between the training and their job
C. They feel the training is being done for political reasons
D. Support from family and coworkers
E. The trainee feels no need to learn new processes
Ans: D
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Employee Readiness
Question Type: MC
24. _____________ refers to the employee’s ability and willingness to learn.
A. Employee self-efficacy
B. Employee readiness
C. Employee capability
D. Employee desire
E. Employee requirement
Ans: B
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Employee Readiness
Question Type: MC
25. Alex is unsure he will be successful in the upcoming management training program. He thinks he
might not have the right educational and experiential background to do well in the training. Alex is
demonstrating _____________.
A. low self-efficacy
B. high self-efficacy
C. low self-esteem
D. high self-esteem
E. willingness
Ans: A
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Employee Readiness
Question Type: MC
26. Karen is the next employee scheduled to attend three weeks of training in another state. Her
employer knows the training will disrupt Karen’s family life. The employer arranges cell phone service and
Internet access for Karen to communicate daily with her family while she is away. Other coworkers tell
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Karen how useful the training has been, and that the time away goes quickly. By supporting Karen, the
coworkers and the employer are improving Karen’s _________ to learn.
A. ability
B. willingness
C. participation
D. determination
E. self-esteem
Ans: B
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Employee Readiness
Question Type: MC
27. “I don’t think anything is wrong with our current process. Why learn a new process?” is the type of
statement employees would say if they were ___________ to learn.
A. unwilling
B. unable
C. pretending
D. procrastinating
E. determined
Ans: A
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Employee Readiness
Question Type: MC
28. Kathleen’s manager has asked her to attend training on data analysis techniques. However, Kathleen
feels that she never learned how to properly use a spreadsheet and that she will fail at the more difficult
analysis techniques that require spreadsheet use. It appears that Kathleen’s ________ for the training is
low.
A. desire
B. motivation
C. self-efficacy
D. willingness
E. determination
Ans: C
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Employee Readiness
Question Type: MC
29. Rebecca’s manager has asked her to attend training on the department’s new process for completing
purchase orders and soliciting bid proposals. However, Rebecca likes the current process for doing these
tasks and sees no reason to change it. Therefore, she refuses to attend the training. It appears that
Kathleen’s ________ to attend training is low.
A. time
B. need
C. self-efficacy
D. willingness
E. determination
Ans: D
Learning Objective: 7-2
Cognitive Domain: Application
Answer Location: Employee Readiness
Question Type: MC
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30. _____________ is defined as any relatively permanent change in behavior that occurs as a result of
experience or practice.
A. Ability
B. Determination
C. Self-efficacy
D. Learning
E. Determination
Ans: D
Learning Objective: 7-3
Cognitive Domain: Knowledge
Answer Location: Learning
Question Type: MC
31. Learning gives us ________________ that an individual has learned something because they
changed the way they act.
A. visible evidence
B. tactile exposure
C. application
D. precedence
E. determination
Ans: A
Learning Objective: 7-3
Cognitive Domain: Knowledge
Answer Location: Learning
Question Type: MC
32. The type of learning associated with direct, voluntary learned behaviors is:
A. classical conditioning
B. environmental conditioning
C. behavioral conditioning
D. operant conditioning
E. vicarious learning
Ans: D
Learning Objective: 7-3
Cognitive Domain: Comprehension
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
33. Tony thought the boss would not notice if he took a 2-hour lunch break when the work pace was slow.
Tony was wrong. The boss was livid and reprimanded Tony in front of the entire team. As a result, Tony
always makes sure he is back from his lunch break on time. What Tony experienced was _________
A. classical conditioning
B. operant conditioning
C. social learning
D. positive reinforcement
E. negative reinforcement
Ans: B
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
34. Jeramey was in charge of typing up final project notes for his team. The first time the team completed
a project, he sent the notes out the same day. Several team members stopped by Jeramey’s office to say
how much they appreciated his prompt work and attention to detail. Afterward, Jeramey tried to get all
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notes sent to the team as soon as possible after a project was completed. What Jeramey experienced
was _________.
A. classical conditioning
B. operant conditioning
C. social learning
D. extinction
E. negative reinforcement
Ans: B
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
35. To reinforce a changed behavior, a manager removes an employee from disciplinary probation for
tardiness for showing up to work on time for the last three months. What type of behavior shaping was
provided here?
A. Positive reinforcement
B. Negative reinforcement
C. Alternative reinforcement
D. Punishment
E. Extinction
Ans: B
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
36. A manager decides to give a worker three days of unpaid leave for smoking in a dynamite factory.
What kind of behavior shaping was provided here?
A. Positive reinforcement
B. Negative reinforcement
C. Alternative reinforcement
D. Punishment
E. Extinction
Ans: D
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
37. An employee makes practical jokes on another employee. To stop the jokes, the “victim” employee
stops reacting to them. What behavior shaping was provided here?
A. Positive reinforcement
B. Negative reinforcement
C. Alternative reinforcement
D. Punishment
E. Extinction
Ans: E
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
38. _______ reinforcement is a reward for a constructive action.
A. Positive
B. Negative
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C. Alternative
D. Egalitarian
E. Temporary
Ans: A
Learning Objective: 7-3
Cognitive Domain: Knowledge
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
39. John reached his sales goal for the first quarter of the year and earned a bonus. What John
experienced was __________.
A. positive reinforcement
B. punishment—give a bad consequence
C. punishment—remove reward
D. negative reinforcement
E. alternative reinforcement
Ans: A
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
40. One Friday, Alexander left work 2 hours early and went to happy hour with friends. He did not tell
anyone he was leaving and did not complete his work for the week. On Monday, Alexander was called
into his boss’ office and given a reprimand. He will now have to check in with the boss when he arrives
and when he leaves. What Alexander experienced is _________.
A. positive reinforcement
B. punishment
C. extinction
D. negative reinforcement
E. alternative reinforcement
Ans: B
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
41. Jennifer has been the top sales person in her department for years. It seems that every other month
she wins the department’s award for reaching sales goals. The department recently installed a new
software program for entering sales. Jennifer has not taken time to learn the new system, preferring to
spend her time on the phone making sales. Last month, the department manager decided that only sales
entered into the new software would count toward the monthly award. Jennifer did not win an award this
month. What Jennifer experienced was _________.
A. positive reinforcement
B. extinction
C. punishment
D. negative reinforcement
E. alternative reinforcement
Ans: C
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
42. When Laura started working in the accounting department, she felt like her boss hovered over her all
day and constantly double checked her work. As a result, Laura made sure she always did her work
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exactly as the boss would like and she double checked her own work so the boss would find no errors.
Eventually, she found that her boss stopped hovering and double checking her work. What Laura
experienced was _________.
A. positive reinforcement
B. extinction
C. punishment
D. negative reinforcement
E. alternative reinforcement
Ans: D
Learning Objective: 7-3
Cognitive Domain: Application
Answer Location: Operant Conditioning and Reinforcement
Question Type: MC
43. Which of the following training methods would be most appropriate for teaching technical skills?
A. Interactive Videos
B. Cases
C. Job Rotation
D. Role-playing
E. Behavior Modeling
Ans: C
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: MC
44. Which of the following training methods would be most appropriate for teaching human relations
skills?
A. Management Games
B. Cases
C. Job Rotation
D. Role-playing
E. Projects
Ans: D
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: MC
45. Which of the following training methods would be most appropriate for teaching conceptual and
design skills?
A. Management Games
B. Demonstrations
C. Job Rotation
D. Behavior Modeling
E. Projects
Ans: A
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: MC
46. Bill and Monica are asked to act out a sexual harassment situation to develop skill in handling such
situations. What type of training is this?
A. Behavior Modeling
B. Role-playing
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C. Case Study
D. Assessment Learning
E. Project Learning
Ans: B
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: MC
47. Behavior Modeling would work best for improving which skill sets?
A. Technical skills
B. Human skills
C. Conceptual skills
D. Business skills
E. Design skills
Ans: B
Learning Objective: 7-4
Cognitive Domain: Comprehension
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: MC
48. Allie is showing Sam how to process certain types of laboratory specimens. Allie always works oneon-one with new-hire employees. Sam and Allie are engaged in a training activity known as
___________.
A. distance training
B. classroom training
C. on-the-job training
D. simulation training
E. alternative training
Ans: C
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: On-the-Job Training
Question Type: MC
49. Jason is looking for a method of training his employees that will provide hands-on experience and
allow for the instructor to customize the training to each employee’s needs. Jason’s best choice of training
method would be ________ training.
A. on-the-job
B. classroom
C. distance
D. simulation
E. alternative
Ans: A
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: On-the-Job Training
Question Type: MC
50. If the goals of the training program include providing concrete information to a group of trainees or
comparing process options, which one of the following methods would most likely be used?
A. Simulation
B. Classroom
C. Core job training
D. Overt learning
E. On-the-job training
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Ans: B
Learning Objective: 7-4
Cognitive Domain: Knowledge
Answer Location: Classroom Training
Question Type: MC
51. Anya is looking for a method of training her employees that will provide consistent knowledge and
information about company policies to a large number of people. Anya’s best choice of training method
would be ________ training.
A. on-the-job
B. classroom
C. distance
D. simulation
E. alternative
Ans: B
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Classroom Training
Question Type: MC
52. ________ distance learning is a process in which a student can sign in to a training site at any point in
time.
A. Standardized
B. Cross-trained
C. Motivated
D. Self-directed
E. Asynchronous
Ans: E
Learning Objective: 7-4
Cognitive Domain: Knowledge
Answer Location: Distance or E-Learning
Question Type: MC
53. Jenna is looking for a method of training her employees that will allow them to learn at their own pace
and will not disrupt the work environment. Jenna’s best choice of training method would be ________
training.
A. on-the-job
B. classroom
C. distance
D. simulation
E. alternative
Ans: C
Learning Objective: 7-4
Cognitive Domain: Application
Answer Location: Distance or E-Learning
Question Type: MC
54. After the class, the students were able to serve three more clients per hour than before. Which of
Kirkpatrick’s levels of evaluation is involved here?
A. Results
B. Behavior
C. Reaction
D. Belief
E. Learning
Ans: B
Learning Objective: 7-5
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Cognitive Domain: Comprehension
Answer Location: Assessment Methods
Question Type: MC
55. Measures of training success generally include all of the following EXCEPT:
A. trainee satisfaction with the program.
B. knowledge or abilities learned.
C. trainer satisfaction with the program.
D. behavioral change.
E. improvements in individual and organizational performance.
Ans: C
Learning Objective: 7-5
Cognitive Domain: Comprehension
Answer Location: Assessment Methods
Question Type: MC
56. After training, Anthony completed an assessment form that asked him to rate several statements such
as “This training was effective” and “I feel competent in the skills covered in this training.” Anthony rated
each statement on a scale of strongly disagree to strongly agree. Anthony completed a(n) _________
assessment of training.
A. reaction
B. learning
C. behavior
D. results
E. alternative
Ans: A
Learning Objective: 7-5
Cognitive Domain: Application
Answer Location: Assessment Methods
Question Type: MC
57. After training, Kyle completed MC and essay questions that tested his knowledge of the content of the
training. Kyle completed a(n) _________ assessment of training.
A. reaction
B. learning
C. behavior
D. results
E. alternative
Ans: B
Learning Objective: 7-5
Cognitive Domain: Application
Answer Location: Assessment Methods
Question Type: MC
58. After Ahmad completed training on the use of the new forklift, Ahmad’s supervisor made notes on how
well Ahmad handled the equipment. Ahmad’s supervisor was completing a(n) _________ assessment of
training.
A. reaction
B. learning
C. behavior
D. results
E. alternative
Ans: C
Learning Objective: 7-5
Cognitive Domain: Application
Answer Location: Assessment Methods
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Question Type: MC
59. Aziz sent all his employees to training on project management. Afterward, Aziz collected data on the
time each project took to complete and how much was spent on each project. He compared that data to
the same information from before his employees attended training. Aziz was completing a(n) _________
assessment of training.
A. reaction
B. learning
C. behavior
D. results
E. alternative
Ans: D
Learning Objective: 7-5
Cognitive Domain: Application
Answer Location: Assessment Methods
Question Type: MC
60. Acme Global provides its employees with a tuition reimbursement program. If an Acme Global
employee wants to take college classes or pursue a degree related to that employee’s job or functional
area, the organization will reimburse the employee for tuition when the employee completes the class.
Acme Global is developing its employees through ________.
A. formal education
B. experience
C. informal education
D. employee assessment
E. alternative assessment
Ans: A
Learning Objective: 7-6
Cognitive Domain: Application
Answer Location: Common Methods of Employee Development
Question Type: MC
61. Acme Global provides its employees with the opportunity to experience job rotation. This allows the
employees to see more of what goes on in the organization and how each job functions. Acme Global is
developing its employees through ________.
A. formal education
B. experience
C. informal education
D. employee assessment
E. alternative assessment
Ans: B
Learning Objective: 7-6
Cognitive Domain: Application
Answer Location: Common Methods of Employee Development
Question Type: MC
62. Acme Global provides its employees with performance appraisals. Twice a year, each employee sits
down with the employee’s supervisor for feedback and goal setting. Acme Global is developing its
employees through ________.
A. formal education
B. experience
C. informal education
D. employee assessment
E. alternative assessment
Ans: D
Learning Objective: 7-6
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Cognitive Domain: Application
Answer Location: Common Methods of Employee Development
Question Type: MC
63. The main approaches that companies use to develop employees include:
A. formal education, assessment, and experience.
B. job rotation, promotion, and assessment.
C. job analysis, job description, and workflow analysis.
D. psychological tests, assessment centers, and promotion.
E. job rotation, team building, and assessment.
Ans: A
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: Common Methods of Employee Development
Question Type: MC
64. Career entry, building skills, and work relationships develop in what career stage?
A. Maintenance
B. Administration
C. Disengagement
D. Exploration
E. Establishment
Ans: E
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: MC
65. Meeting personal needs and identifying interests typically occurs in what career stage?
A. Maintenance
B. Administration
C. Disengagement
D. Exploration
E. Establishment
Ans: D
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: MC
66. Continuing to advance and becoming a coach or mentor typically occurs in what career stage?
A. Maintenance
B. Administration
C. Disengagement
D. Exploration
E. Establishment
Ans: A
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: MC
67. Lower output typically occurs in what career stage?
A. Maintenance
B. Administration
C. Disengagement
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D. Exploration
E. Establishment
Ans: C
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: MC
True/False
68. Training is primarily intended for immediate use by the individual being trained.
Ans: True
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: Training and Development
Question Type: TF
69. Employee development is primarily intended for immediate use by the individual being trained.
Ans: False
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: Training and Development
Question Type: TF
70. Employee development is aimed at improving communication and decision-making skills in
managerial and professional employees.
Ans: True
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: Training and Development
Question Type: TF
71. Newcomer socialization done effectively during orientation decreases employee job satisfaction and
performance.
Ans: False
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When is Training Needed?
Question Type: TF
72. Many organizations could significantly reduce their turnover by modestly increasing the orientation
period for new hires.
Ans: True
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When is Training Needed?
Question Type: TF
73. Offering development opportunities generally decreases turnover.
Ans: True
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When is Training Needed?
Question Type: TF
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74. A needs assessment is the first step in the training process.
Ans: True
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Needs Assessment
Question Type: TF
75. A needs assessment is the last step in the training process.
Ans: False
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Needs Assessment
Question Type: TF
76. A needs assessment is the process of analyzing the difference between what is currently occurring
within a job or jobs and what is required.
Ans: True
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: Needs Assessment
Question Type: TF
77. Learning is any relatively permanent change in behavior that occurs as a result of experience or
practice.
Ans: True
Learning Objective: 7-3
Cognitive Domain: Comprehension
Answer Location: Learning
Question Type: TF
78. Taking away a negative consequence in response to a positive behavior is called positive
reinforcement.
Ans: False
Learning Objective: 7-3
Cognitive Domain: Comprehension
Answer Location: Operant Conditioning and Reinforcement
Question Type: TF
79. If we apply a reward, we are using the concept of positive reinforcement.
Ans: True
Learning Objective: 7-3
Cognitive Domain: Knowledge
Answer Location: Operant Conditioning and Reinforcement
Question Type: TF
80. Selecting the types of delivery for a training partly depends on what information is being transferred.
Ans: True
Learning Objective: 7-4
Cognitive Domain: Knowledge
Answer Location: Designing and Delivery of Training
Question Type: TF
81. With management games, trainees work as a team to manage a simulated company over several
game periods.
Ans: True
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Learning Objective: 7-4
Cognitive Domain: Comprehension
Answer Location: Exhibit 7-3 Skills and Training Methods
Question Type: TF
82. Employee development is the process of teaching employees the skills necessary to perform the
present job only.
Ans: False
Learning Objective: 7-4
Cognitive Domain: Knowledge
Answer Location: On-the-Job Training (OJT)
Question Type: TF
83. Training learning evaluations measure how the individual responds to the actual training process.
Ans: False
Learning Objective: 7-5
Cognitive Domain: Knowledge
Answer Location: Assessment Methods
Question Type: TF
84. Training behavior evaluations are designed to determine whether training changed the employee’s onthe-job behaviors.
Ans: True
Learning Objective: 7-5
Cognitive Domain: Knowledge
Answer Location: Assessment Methods
Question Type: TF
85. A career, as defined by Douglas Hall, is the individually perceived sequence of attitudes and behaviors
associated with work-related experiences and activities over the span of the person’s life.
Ans: True
Learning Objective: 7-6
Cognitive Domain: Knowledge
Answer Location: Careers
Question Type: TF
Short Answer
86. Explain the difference between “training” and “development” in the workplace.
Ans: Training is the process of teaching employees the skills necessary to perform a job. Training is
intended to be used immediately by the employee being trained. Development is designed to teach
workers skills they need to advance to higher-level jobs. Development is intended to be used sometime in
the future by the employee being developed.
Learning Objective: 7-1
Cognitive Domain: Evaluation
Answer Location: Training and Development
Question Type: SA
87. Describe the first step in the training process. Why is it needed?
Ans: It is the process of analyzing the difference between what is currently occurring within a job or jobs in
comparison with what is required now or in the future based on the organization’s operation and strategic
goals. It is needed because companies often end up creating a training program that is unnecessary or
they may fail to determine that the issue is based on poor performance rather than lack of knowledge.
Learning Objective: 7-2
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Cognitive Domain: Comprehension
Answer Location: Steps in the Training Process
Question Type: SA
88. Why is negative reinforcement not punishment?
Ans: Negative reinforcement is the removal of a bad thing for consistently doing a good thing. Punishment
is the addition of a bad thing for doing a bad thing.
Learning Objective: 7-3
Cognitive Domain: Comprehension
Answer Location: Shaping Behavior
Question Type: SA
89. Explain the difference between “synchronous” distance learning and “asynchronous” distance
learning.
Ans: Synchronous distance learning occurs when all of the trainees sign in to a particular website where
the instructor interacts with the students and teaches the topics for the session. Asynchronous distance
learning is a process where the student can sign in to the training site at any point, and materials are
available for their study. The instructor may or may not be online at the same time as the student.
Learning Objective: 7-4
Cognitive Domain: Knowledge
Answer Location: Classroom Training
Question Type: SA
90. List and briefly describe the four levels of training assessment.
Ans: Reaction, learning, behaviors, and results
Learning Objective: 7-5
Cognitive Domain: Knowledge
Answer Location: Assessment Methods
Question Type: SA
91. What are the four main career stages and when do they occur?
Ans: 1) Exploration, ages 15–24, identify interests, evaluate skills; 2) Establishment, ages 25–45, build
skills, career entry; 3) Maintenance, ages 45–60, continue advancement, coach, mentor; 4)
Disengagement, age 60+, lower output, balance between work and nonwork.
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: SA
Essay
92. Discuss the major difference between training and development.
Ans: Answers vary.
Learning Objective: 7-1
Cognitive Domain: Analysis
Answer Location: Training and Development
Question Type: ESS
93. Identify the common points in the tenure of employees within the organization where training may be
needed. Briefly discuss each point.
Ans: Answers vary.
Learning Objective: 7-1
Cognitive Domain: Analysis
Answer Location: When is Training Needed?
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Question Type: ESS
94. Discuss the concept of orientation of new employees. What is it designed to do? What needs to be
included in a good orientation program? How would you deliver orientation training to your new
employees and why?
Ans: Answers vary.
Learning Objective: 7-1
Cognitive Domain: Comprehension
Answer Location: When is Training Needed?
Question Type: ESS
95. Briefly discuss the steps in the training process and their interrelationship.
Ans: Answers vary.
Learning Objective: 7-2
Cognitive Domain: Comprehension
Answer Location: The Training Process and Needs Assessment
Question Type: ESS
96. Discuss operant conditioning. How can it be used to make training successful?
Ans: Answers vary.
Learning Objective: 7-3
Cognitive Domain: Comprehension
Answer Location: Operant Conditioning and Reinforcement
Question Type: ESS
97. Discuss the major options for delivering training to the workforce.
Ans: Answers vary.
Learning Objective: 7-4
Cognitive Domain: Comprehension
Answer Location: Design and Delivery of Training
Question Type: ESS
98. Briefly discuss the Four-Level Evaluation Method for assessing training programs.
Ans: Answers vary.
Learning Objective: 7-5
Cognitive Domain: Comprehension
Answer Location: Assessment Methods
Question Type: ESS
99. Discuss the concept of a career. Why has career planning become such an important factor in 21st
century companies?
Ans: Answers vary.
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: Careers
Question Type: ESS
100. Describe how Maslow’s Hierarchy of Needs relates to the stages of career development.
Ans: Answers vary.
Learning Objective: 7-6
Cognitive Domain: Comprehension
Answer Location: A Model of Career Development Consequences
Question Type: MC
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