Chapter 1

Question 1

a company’s ability to maintain and gain market share in an industry.

Answer 1

Competitiveness

Question 2

policies, practices, and systems that influence employees behavior, attitudes, and performance.

Answer 2

HRM

Question 3

shareholders, community, customers, employees, and all the other parties that have an interest in seeing that the company succeeds.

Answer 3

Stakeholders

Question 4

employees acquiring knowledge, skills, attitudes, behaviors, and competencies.

Answer 4

Learning

Question 5

knowledge, advanced skills, system understanding, creativity, and motivation to deliver high quality products and services.

Answer 5

Human Capital

Question 6

A planned effort by a company to facilitate learning of job related competencies, knowledge, skills, and behaviors by employees.

Answer 6

Training

Question 7

training, as well as formal education, job experiences, relationship, and assessments of personality, skills, and abilities that help employees prepare for future jobs or position.

Answer 7

Development

Question 8

refers to training and development programs, courses, and events that are developed and organized by the company.

Answer 8

Formal Training and Development

Question 9

refers to learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.

Answer 9

Informal Learning

Question 10

refers to knowledge which is well documented, easily articulated, and easily transferred from person to person.

Answer 10

Explicit Knowledge

Question 11

refers to personal knowledge based on individual experiences that is difficult to codify.

Answer 11

Tact Knowledge

Question 12

refers to the process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge.

Answer 12

Knowledge Management

Question 13

a systematic approach for developing training programs.

Answer 13

Training Design Process

Question 14

a process for designing and developing training programs.

Answer 14

Instructional System Design

Question 15

the process of moving jobs from the US to other locations in the world.

Answer 15

Offshoring

Question 16

refers to the codified knowledge that exists in a company.

Answer 16

Intellectual Capital

Question 17

refers to relationships in the company.

Answer 17

Social Capital

Question 18

refers to the value of the relationships

Answer 18

Customer Capital

Question 19

refers to the degree to which employees are fully involved in their work and the strength of their commitment to their job and the company.

Answer 19

Employee Engagement

Question 20

this embraces a culture of lifelong learning, enabling all employees to acquire and share knowledge continually.

Answer 20

Learning Organization

Question 21

Aka. Echo Boomers grew up with access to computers and internet. About 16 years old and younger.

Answer 21

Gen. Y

Question 22

This group is optimistic, tech savvy, easy to please, value diversity, globally aware. About 16 - 30 years old.

Answer 22

Millennials

Question 23

This group values skepticism, informality, practicality, work/life balance, and unsupervised work. About 31 - 46 years old.

Answer 23

Gen. X

Question 24

Grew up during social change like Civil Rights and Vietnam War. This group values social conscientiousness and independence. They are hard working, competitive, and concerned with fair treatment at work. Considered to be work-a-holics. About 47 - 65 years old.

Answer 24

Baby Boomers

Question 25

Also known as the silent generation. Grew up during the Great Depression and WWII. This group values frugality, patriotism, rule following, loyalty, and responsibility / sacrifice for the good of the company. About 66 -86 years old.

Answer 25

Traditionalists

Question 26

a systematic, planned, and strategic effort by a company to use bundles of HR practices to attract, retain, develop, and motivate highly skilled employees.

Answer 26

Talent Management

Question 27

a company wide effort to continuously improve the ways of people, machines, and systems accomplish work.

Answer 27

Total Quality Management

Question 28

this is the highest level of national recognition for quality in the US for a company to receive.

Answer 28

Malcom Bridge National Quality Award

Question 29

a process of measuring, analyzing, and improving, and then controlling processes once they have been brought within this processes standards / tolerance.

Answer 29

Six Sigma

Question 30

a way to do more with less effort, equipment, time, and space, but still provide what customers need and want.

Answer 30

Lean Thinking

Question 31

a quality management tool designed to ensure training is linked with company needs and performance.

Answer 31

ISO 10015

Question 32

includes independent contractors, on call workers, temporary workers, and contract company workers.

Answer 32

Alternative Work Arrangements

Question 33

involve employees with variety of skills who interact to assemble a product or provide a service.

Answer 33

Work Teams

Question 34

training employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.

Answer 34

Cross Training

Question 35

Teams that are separated by time, culture, organizational boundaries, geographic distance but rely on technology to interact and complete company projects.

Answer 35

Virtual Teams

Question 36

this means that TLD activities are provided by individuals outside of the company.

Answer 36

Outsourcing

Question 37

integrated use of TLD, org development, and career development to improve individual, group, and org effectiveness.

Answer 37

HR Development