Chapter 5

Question 1

The most common approach for making individual analysis is to:

Answer 1

use performance appraisal data. (p. 100)

Question 2

At Plantsman’s Eden nursery, new workers are trained in proper techniques for planting rooted cuttings. As part of the training, each of the workers is given ten seedlings to plant. Their planting techniques are then checked by the trainer. This best exemplifies:

Answer 2

active practice (p. 101)

Question 3

The fire fighters of Lake Hogan Fire Department train constantly to keep their skills honed so that they can respond quickly to sudden changes in an emergency situation. This best exemplifies:

Answer 3

overlearning (p. 101)

Question 4

Molly, a customer service representative for an insurance company, was rude to one of her customers. The customer immediately contacted Molly’s supervisor and lodged a complaint. Molly’s supervisor then reprimanded Molly and recorded the incident in her file. Molly has made a conscious effort ever since not to repeat the same mistake. This best exemplifies:

Answer 4

the law of effect (p. 102)

Question 5

One way to aid transfer of training to job situations is to ensure that:

Answer 5

the training mirrors the job context as much as possible. (p. 102)

Question 6

Dr. Smith, a veterinarian, has hired Carlos as an assistant. On Carlos’s first day at work, Dr. Smith shows him the technique of holding a cat for vaccination. First, Dr. Smith describes the technique and then he practically shows the process of vaccination. Later he asks Carlos to hold the cat and corrects the mistakes Carlos makes while holding the cat. This is an example of:

Answer 6

on the job training (p. 103)

Question 7

For the employer, the two major advantages of cross training employees are employee development and:

Answer 7

flexibility in assigning work. (p. 103)

Question 8

What exemplifies cooperative training?

Answer 8

A community college program in solar panel installation partnering with solar panel installation companies providing internships (P. 104)

Question 9

What is true about e-learning?

Answer 9

E-learning provides easy access to more employees than does conventional training. (p. 104)

Question 10

Joshua, the director of training, must demonstrate to the top management the amount of financial benefits the company has realized from the expenditure on the mechanics training program. Joshua needs to prepare a(n):

Answer 10

return-on-investment analysis (p. 104)

Question 11

When using _____ to evaluate training, HR professionals in an organization, typically gather data on training and compare them to data on training at other organizations of similar size in their industry.

Answer 11

benchmarking (p. 105)

Question 12

If talent management is effective in a firm, it is most likely that:

Answer 12

the firm has a succession plan in place for all holders of critical jobs. (p. 108)

Question 13

What is a common mistake made by organizations during succession planning?

Answer 13

Allowing the CEO to direct the planning process (p. 108)

Question 14

The HR department at Total Utilities is planning an internal career day which will feature workshops on various careers at Total Utilities, opportunities for work in the overseas locations of Total Utilities, and presentations by HR staff on training and development opportunities available at Total Utilities. This is an example of:

Answer 14

organization-centered career planning. (p. 109)

Question 15

As a development technique, the best lateral transfers:

Answer 15

encourage employees to learn new skills that increase their marketability. (p. 111)

Question 16

What is true of training and development?

Answer 16

Capabilities learned in development may not apply to the employee’s current job. (p. 112)

Question 17

Senior managers and executives are often hired from outside a firm because:

Answer 17

it does not take the time to develop senior-level managers in-house. (p.114)

Question 18

Kelly spent four days at a training program centered on the use of improved hygiene procedures to reduce infections in long-term care facilities. Six months later, Kelly has not been able to implement these methods due to resistance from the nursing staff and the lack of interest of the medical director. The HR term for Kelly’s experience is:

Answer 18

encapsulated development. (p. 116)

Question 19

True/False: A strategic mind-set leads top management to understand that training is the sole answer to most employee and organizational performance problems.

Answer 19

false (p.96)

Question 20

True/False: Carlene is a new usher at a performing arts center. She was paired with Joseph, an experienced usher, for her first show. Carlene observes Joseph during the show and imitates how he handles the guests in the next show. This scenario illustrates the process of behavior modeling.

Answer 20

True (p. 101)

Question 21

True/False: Like apprenticeships, internships are a type of cooperative training.

Answer 21

True (p. 104)

Question 22

True/False: Succession planning focuses both on emergency replacements for critical positions and making sure that other successors will be ready with some additional development.

Answer 22

True (p. 108)

Question 23

True/False: An employee facing a career plateau who is capable of meeting performance expectations is a good candidate for a lateral move.

Answer 23

True (p. 111)

Question 24

Short answer: what are the main purposes of effective orientation?

Answer 24

Establishes a favorable employee impression of the organization and the job; provides organization and job information; enhances interpersonal acceptance by coworkers; accelerates socialization and integration of the new employee into the organization; ensures that employee performance and productivity begin more quickly (p. 98)

Question 25

Short answer: discuss how performance appraisals can be used to make individual analysis of training needs.

Answer 25

A supervisor must determine the an employee’s performance strengths and inadequacies in a formal review, then the supervisor can design training to help the employee overcome the weaknesses and enhance the strengths. (p.100)

Question 26

Short answer: 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?

Answer 26

training/gap analysis (p. 100)

Question 27

short answer: what is informal training?

Answer 27

Training that occurs through interactions and feedback among employees (p. 103)

Question 28

short answer: what are the ways in which organizations can manage the risks and rewards associated with talent management effectively?

Answer 28

one is by only developing high-potential individuals for talent managmenet efforst, another is to use competency models and for key jobs and create career tracks for promotions, and a third is to have employees volunteer for professional development on their own time to lesson the risk of loss of investment if they leave shortly thereafter. (p.106-107)

Question 29

short answer: what should be the end result of succession planning?

Answer 29

the development of potential emergency replacements for critical positions and other success who will be ready if they are given some some additional training.

Question 30

Short answer: How does development differ from training?

Answer 30

Development involves improving an employee’s abilities that are beyond those required by the current job and usually is cultivating soft skills, whereas training is directly teaching an employee how to perform the tasks and duties of the current position.