CramX Logo
RegisterLog in
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Document preview page 1

Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 1

Document preview content for Employee Training and Development (Irwin Management) 7th Edition Test Bank

Employee Training and Development (Irwin Management) 7th Edition Test Bank

Employee Training and Development (Irwin Management) 7th Edition Test Bank provides an extensive collection of questions to test your knowledge.

Andrew Taylor
Contributor
4.8
103
over 1 year ago
Preview (31 of 553 Pages)
100%
Log in to unlock
Page 1 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 1 preview image11.Which of the following statements is true of human capital?A.Human capital is an organization's tangible asset.B.Motivation to deliver high-quality products and services is a part of human capital.C.It is easy to imitate or purchasean organization's human capital.D.Human capital is standardized throughout all companies.2.Informal learning:A.is developed and organized by a company.B.is not required for the development of human capital.C.cannot becontrolled by the employees.D.leads to the effective development of tacit knowledge.3.Which of the following is true of tacit knowledge?A.It is easily codified and transferred from person-to-person.B.Formulas and definitions areexamples of tacit knowledge.C.Formal training and development programs limit the extent to which tacit knowledge can beacquired.D.It cannot be shared through employee personal interactions with peers, colleagues, andexperts.4.A(n) _____is an example of tacit knowledge.A.employee's experienceB.business processC.flowchartD.formula5._____ refers to a systematic approach for developing training programs.A.Total quality managementB.Continuous learningC.Training design processD.Orientation training program
Page 2 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 2 preview image
Page 3 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 3 preview image6.The fifth step in the training design process is to develop an evaluation plan that involvesidentifying:A.an appropriate training method.B.the requirements for training.C.employees with motivation and basic skills.D.the types of outcomes training is expected to influence.7.Which of the following steps of the training design process involves person and task analysis?A.Ensuring transfer of training.B.Developing an evaluation plan.C.Conducting needs assessment.D.Monitoring and evaluating the program.8.Which of the following statements is true of the Instructional System Design (ISD) model?A.There is a single universallyaccepted instructional systems development model.B.The model rarely follows a neat, orderly, step-by-step approach of activities.C.The model eliminates the need for trainers to provide detailed documents of each activityfound in the model.D.The model has no underlying assumptions.9.The ADDIE model is most closely associated with:A.employee recruitment and selection.B.employee training and development.C.diversity management.D.quality management.10.Which ofthe following training programs is mandated by law?A.Orientation training program.B.Leadership development program.C.Safety training program.D.Cross-culture training program.
Page 4 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 4 preview image11._____ refers to the process of moving jobs fromthe United States to other locations in the world.A.InpatriationB.Job rotationC.OffshoringD.Insourcing12.Which of the following is an example of human capital?A.Corporate cultureB.PatentC.Customer loyaltyD.Work-related competence13._____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness,energy, and enthusiasm that the company's employees invest in their work.A.IntellectualB.HumanC.CustomerD.Social14.Which of the following statements is true of Millennials?A.They are also known as Generation X or Baby Boomers.B.They grew up during a time when the divorce rate doubled, the number of women workingoutside the home increased,and the personal computer was invented.C.They are often considered to be workaholics and rigid in conforming to rules.D.They are believed to have high levels of self-esteem, to the point of narcissism sometimes.15._____ is a companywideeffort to continuously improve the ways people, machines, and systemsaccomplish work.A.Stakeholder managementB.Diversity managementC.Total quality managementD.Talent management
Page 5 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 5 preview image16.The core value of _____ is the prevention ofthe occurrence of errors in a product or servicerather than detection and correction.A.ISDB.ADDIEC.PERTD.TQM17._____ involves highly trained employees known as Champions, Master Black Belts, Black Belts,and Green Belts.A.Six SigmaB.Lean manufacturingC.Instructional System DesignD.Just-in-time18._____ refer to teams that are separated by time, geographic distance, culture, and/ororganizational boundaries and that rely almost exclusively ontechnology to interact and completetheir projects.A.Quality circlesB.Virtual teamsC.Six Sigma teamsD.Ad hoc teams19.The ASTD competency model:A.is designed to help sales associates make more personal connections withshoppers.B.describes companywide effort to continuously improve the ways people, machines, andsystems accomplish work.C.describes what it takes for an individual to be successful in the training and development field.D.is a framework toanalyze competition in an industry and formulate a business strategy.20.According to the ASTD competency model, a business partner:A.determines how workplace learning can be best used to help meet the company's businessstrategy.B.plansand monitors the effective delivery of learning and performance solutions to support thebusiness.C.designs, delivers, and evaluates learning and performance solutions.D.uses industry knowledge to create training that improves performance.
Page 6 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 6 preview image21.In the ASTD competency model, the _____ plans, obtains, and monitors the effective delivery oflearning and performance solutions to support the business.A.project managerB.learning strategistC.business partnerD.knowledge worker22.Training and development activities in a company are said to be outsourced when they areprovided by _____.A.in-house consultantsB.company managersC.company trainersD.government organizations23.Team building, conflictavoidance, and change management are typically specialized by _____professionals.A.talent managementB.organizational developmentC.quality managementD.informal learning24.Which of the following statements is true of training?A.The reporting relationship between human resource management and the training function isstandard across companies.B.Including training as part of the human resource function allows the training function to bedecentralized to better respond to unique needs in different business units.C.Organizational development professionals are seldom responsible for training.D.For training and development to succeed, employees, managers, training professionals, andtop managers all have to takeownership.25._____ refers to the integrated use of training and development, organizational development, andcareer development to improve individual, group, and organizational effectiveness.A.Six SigmaB.Knowledge managementC.Business process reengineeringD.Human resource development
Page 7 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 7 preview image26.Companies cannot gain a competitive advantage solely through their human resourcemanagement practices.TrueFalse27.Training differs from development in that trainingtends to be more future-focused thandevelopment.TrueFalse28.Tacit knowledge tends to be the primary focus of formal training and employee development.TrueFalse29.Informal learning cannot replace formal training and employeedevelopment.TrueFalse30.There is not one universally accepted instructional systems development model.TrueFalse31.Training design processes should be rigid and not flexible.TrueFalse32.Due to globalization, the supplyfor talented employees exceeds the demand.TrueFalse33.In a learning organization, improvements in product or service quality stop when formal training iscompleted.TrueFalse34.Treating employees differently based on their age,such as only inviting younger employees toattend training or development programs, can result in adverse legal consequences.TrueFalse35.ISO standards are involuntary.TrueFalse36.Social networking facilitates decentralized decision making.TrueFalse
Page 8 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 8 preview image37.Quality circles refer to teams that are separated by time, geographic distance, culture, and/ororganizational boundaries and that rely almost exclusively on technology to interact and completetheir projects.TrueFalse38.The least amount of learning content in companies concerns basic skills.TrueFalse39.Training department managers are involved to a greater extent in the project manager role thanare specialists who hold other jobs.TrueFalse40.Companies separate training from the human resource function because it allows the trainingfunction to be decentralized.TrueFalse41.The reporting relationship between human resource management and the training function isstandardized across companies.TrueFalse42.Training and development courses are found in psychology departments at colleges anduniversities.TrueFalse43.When training is provided by consulting firms and government organizations,it is said to beoutsourced.TrueFalse44.According to the ASTD competency model, foundational competencies are used to a differentextent in each role or specialization by training and development professionals.TrueFalse45.Organizational development professionals in a company primarily focus on identifying the toptalent in the company.TrueFalse
Page 9 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 9 preview image46.List and explain the number of different ways that learning occurs in a company.47.List anddescribe the four major forces influencing the workplace and learning.48.What are the four intangible assets that can be most directly influenced by training anddevelopment?49.Discuss the core values of TQM.
Page 10 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 10 preview image50.What are the roles that training and development professionals can take according to the ASTDcompetency model?
Page 11 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 11 preview image1Key1.Which of the following statements is true of human capital?A.Human capital is anorganization's tangible asset.B.Motivation to deliver high-quality products and services is a part of human capital.C.It is easy to imitate or purchase an organization's human capital.D.Human capital is standardized throughout all companies.Difficulty Level: 2 MediumNoe-Chapter 01 #12.Informal learning:A.is developed and organized by a company.B.is not required for the development of human capital.C.cannot be controlled by the employees.D.leads to theeffective development of tacit knowledge.Difficulty Level: 1 EasyNoe-Chapter 01 #23.Which of the following is true of tacit knowledge?A.It is easily codified and transferred from person-to-person.B.Formulas and definitions areexamples of tacit knowledge.C.Formal training and development programs limit the extent to which tacit knowledge can beacquired.D.It cannot be shared through employee personal interactions with peers, colleagues, andexperts.DifficultyLevel: 1 EasyNoe-Chapter 01 #34.A(n) _____ is an example of tacit knowledge.A.employee's experienceB.business processC.flowchartD.formulaDifficulty Level: 1 EasyNoe-Chapter 01 #4
Page 12 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 12 preview image5._____ refers to a systematicapproach for developing training programs.A.Total quality managementB.Continuous learningC.Training design processD.Orientation training programDifficulty Level: 1 EasyNoe-Chapter 01 #56.The fifth step in the trainingdesign process is to develop an evaluation plan that involvesidentifying:A.an appropriate training method.B.the requirements for training.C.employees with motivation and basic skills.D.the types of outcomes training is expected toinfluence.Difficulty Level: 2 MediumNoe-Chapter 01 #67.Which of the following steps of the training design process involves person and task analysis?A.Ensuring transfer of training.B.Developing an evaluation plan.C.Conducting needs assessment.D.Monitoring and evaluating the program.Difficulty Level: 1 EasyNoe-Chapter 01 #78.Which of the following statements is true of the Instructional System Design (ISD) model?A.There is a singleuniversally accepted instructional systems development model.B.The model rarely follows a neat, orderly, step-by-step approach of activities.C.The model eliminates the need for trainers to provide detailed documents of each activityfound in themodel.D.The model has no underlying assumptions.Difficulty Level: 2 MediumNoe-Chapter 01 #8
Page 13 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 13 preview image9.The ADDIE model is most closely associated with:A.employee recruitment and selection.B.employee training and development.C.diversity management.D.quality management.Difficulty Level: 1 EasyNoe-Chapter 01 #910.Which of the following training programs is mandated by law?A.Orientation training program.B.Leadership development program.C.Safetytraining program.D.Cross-culture training program.Difficulty Level: 1 EasyNoe-Chapter 01 #1011._____ refers to the process of moving jobs from the United States to other locations in theworld.A.InpatriationB.Job rotationC.OffshoringD.InsourcingDifficulty Level: 1 EasyNoe-Chapter 01 #1112.Which of the following is an example of human capital?A.Corporate cultureB.PatentC.Customer loyaltyD.Work-related competenceDifficultyLevel: 1 EasyNoe-Chapter 01 #12
Page 14 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 14 preview image13._____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness,energy, and enthusiasm that the company's employees invest in their work.A.IntellectualB.HumanC.CustomerD.SocialDifficulty Level: 1 EasyNoe-Chapter 01 #1314.Which of the following statements is true of Millennials?A.They are also known as Generation X or Baby Boomers.B.They grew up during a time when the divorce ratedoubled, the number of women workingoutside the home increased, and the personal computer was invented.C.They are often considered to be workaholics and rigid in conforming to rules.D.They are believed to have high levels of self-esteem, to thepoint of narcissism sometimes.Difficulty Level: 2 MediumNoe-Chapter 01 #1415._____ is a companywide effort to continuously improve the ways people, machines, andsystems accomplish work.A.Stakeholder managementB.DiversitymanagementC.Total quality managementD.Talent managementDifficulty Level: 1 EasyNoe-Chapter 01 #1516.The core value of _____ is the prevention of the occurrence of errors in a product or servicerather than detection and correction.A.ISDB.ADDIEC.PERTD.TQMDifficulty Level: 1 EasyNoe-Chapter 01 #16
Page 15 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 15 preview image17._____ involves highly trained employees known as Champions, Master Black Belts, BlackBelts, and Green Belts.A.Six SigmaB.LeanmanufacturingC.Instructional System DesignD.Just-in-timeDifficulty Level: 1 EasyNoe-Chapter 01 #1718._____ refer to teams that are separated by time, geographic distance, culture, and/ororganizational boundaries and that relyalmost exclusively on technology to interact andcomplete their projects.A.Quality circlesB.Virtual teamsC.Six Sigma teamsD.Ad hoc teamsDifficulty Level: 1 EasyNoe-Chapter 01 #1819.The ASTD competency model:A.isdesigned to help sales associates make more personal connections with shoppers.B.describes companywide effort to continuously improve the ways people, machines, andsystems accomplish work.C.describes what it takes for an individual to besuccessful in the training and developmentfield.D.is a framework to analyze competition in an industry and formulate a business strategy.Difficulty Level: 2 MediumNoe-Chapter 01 #1920.According to the ASTD competency model, a businesspartner:A.determines how workplace learning can be best used to help meet the company's businessstrategy.B.plans and monitors the effective delivery of learning and performance solutions to supportthe business.C.designs, delivers, andevaluates learning and performance solutions.D.uses industry knowledge to create training that improves performance.Difficulty Level: 3 HardNoe-Chapter 01 #20
Page 16 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 16 preview image21.In the ASTD competency model, the _____ plans, obtains, and monitors theeffective deliveryof learning and performance solutions to support the business.A.project managerB.learning strategistC.business partnerD.knowledge workerDifficulty Level: 1 EasyNoe-Chapter 01 #2122.Training anddevelopment activities in a company are said to be outsourced when they areprovided by _____.A.in-house consultantsB.company managersC.company trainersD.government organizationsDifficulty Level: 1 EasyNoe-Chapter 01 #2223.Team building, conflict avoidance, and change management are typically specialized by_____ professionals.A.talent managementB.organizational developmentC.quality managementD.informal learningDifficulty Level: 1 EasyNoe-Chapter 01 #2324.Which of the following statements is true of training?A.The reporting relationship between human resource management and the training functionis standard across companies.B.Including training as part of the humanresource function allows the training function to bedecentralized to better respond to unique needs in different business units.C.Organizational development professionals are seldom responsible for training.D.For training and development to succeed, employees, managers, training professionals,and top managers all have to take ownership.Difficulty Level: 2 MediumNoe-Chapter 01 #24
Page 17 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 17 preview image25._____ refers to the integrated use of training and development, organizational development,andcareer development to improve individual, group, and organizational effectiveness.A.Six SigmaB.Knowledge managementC.Business process reengineeringD.Human resource developmentDifficulty Level: 1 EasyNoe-Chapter 01 #2526.Companies cannot gain a competitive advantage solely through their human resourcemanagement practices.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #2627.Training differs from development in that training tends to be more future-focused thandevelopment.FALSEDifficulty Level: 2 MediumNoe-Chapter 01 #2728.Tacit knowledge tends to be the primary focus of formal training and employee development.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #2829.Informallearning cannot replace formal training and employee development.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #2930.There is not one universally accepted instructional systems development model.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #3031.Training design processes should be rigid and not flexible.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #31
Page 18 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 18 preview image32.Due to globalization, the supply for talented employees exceeds the demand.FALSEDifficulty Level: 1EasyNoe-Chapter 01 #3233.In a learning organization, improvements in product or service quality stop when formaltraining is completed.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #3334.Treating employees differently based ontheir age, such as only inviting younger employees toattend training or development programs, can result in adverse legal consequences.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #3435.ISO standards are involuntary.FALSEDifficultyLevel: 1 EasyNoe-Chapter 01 #3536.Social networking facilitates decentralized decision making.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #3637.Quality circles refer to teams that are separated by time, geographic distance,culture, and/ororganizational boundaries and that rely almost exclusively on technology to interact andcomplete their projects.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #3738.The least amount of learning content in companies concerns basic skills.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #38
Page 19 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 19 preview image39.Training department managers are involved to a greater extent in the project manager rolethan are specialists who hold other jobs.FALSEDifficulty Level: 2 MediumNoe-Chapter 01 #3940.Companies separate training from the human resource function because it allows the trainingfunction to be decentralized.TRUEDifficulty Level: 2 MediumNoe-Chapter 01 #4041.The reporting relationship between humanresource management and the training function isstandardized across companies.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #4142.Training and development courses are found in psychology departments at colleges anduniversities.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #4243.When training is provided by consulting firms and government organizations, it is said to beoutsourced.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #4344.According to the ASTD competencymodel, foundational competencies are used to a differentextent in each role or specialization by training and development professionals.TRUEDifficulty Level: 1 EasyNoe-Chapter 01 #4445.Organizational development professionals in a company primarily focus on identifying the toptalent in the company.FALSEDifficulty Level: 1 EasyNoe-Chapter 01 #45
Page 20 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 20 preview image46.List and explain the number of different ways that learning occurs in a company.There are a number of different ways thatlearning occurs in a company.Formal training and development refers to training and development programs, courses, andevents that are developed and organized by the company. Typically, employees are requiredto attend or complete these programs, which can include face-to-face training programs (suchas instructor-led courses) as well as online programs.Informal learning is also important for facilitating the development of human capital. Informallearning refers to learning that is learner initiated, involves action and doing, is motivated by anintent to develop, and does not occur in a formal learning setting. Informal learning occurswithout a trainer or instructor, and its breadth, depth, and timing is controlled by the employee.It occurs on an as-needed basis and may involve an employee learning either alone orthrough face-to-face or technology-aided social interactions.Knowledge management refers to the process of enhancing company performance bydesigning and implementing tools, processes, systems, structures, and cultures to improve thecreation, sharing, and use of knowledge. Knowledge management contributes to informallearning.Difficulty Level: 2 MediumNoe-Chapter 01 #46
Page 21 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 21 preview image47.List and describe the four major forces influencing theworkplace and learning.The major forces influencing the workplace and learning are:• Economic cyclesLow economic growth results in companies downsizing their work force, delaying plans fornew operations and growth, and revisiting training and development and human resourcebudgets to cut unnecessary programs and costs. However, such economic times also providean opportunity for companies to take a closer look at training and development to identifythose activities that are critical for supporting the business strategy as well as those mandatedby law (such as safety training or sexual harassment training).• Globalization of businessGrowth of international operations, increase in foreign competition and establishment ofdeveloping countries indicate that companies must find, train, and retain talented foreignworkers to work in others countries as well as in the U. S. On the contrary, U. S. workers mustalso be trained for overseas assignments.• Demographic changesIt includes aging workforce,more cultural diversity in the workforce, more women in theworkforce, and more people of color. Management of diversity contributes to a company'sbottom line by its influence on creativity, problem solving, employee retention, and creation ofnew markets for a company's products and services. Companies that do not manage diversitywill find that employees' talents are underutilized and their personal and professional needsare not being met. As a result, they will become dissatisfied and leave, resultingin a poorlyperforming, less competitive organization. Companies that are known for managing diversityalso have an edge in attracting talented employees.• New technologiesIt includes computers, e-learning, e-commerce, interactive cd's, web-based learning, and soon. Employees need job-specific knowledge and basic skills to work with the equipmentcreated by the new technology. Because technology is often used as a means to achieveproduct diversification and customization, employees must have the ability to listen andcommunicate with customers. Interpersonal skills, such as negotiation and conflictmanagement, and problem-solving skills are more important than physical strength,coordination, and fine-motor skills.Difficulty Level: 3 HardNoe-Chapter 01 #47
Page 22 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 22 preview image48.What are the four intangible assets that can be most directly influenced by training anddevelopment?Human Capital• Tacit knowledge• Education• Work-related know-how• Work-related competenceCustomer Capital• Customerrelationships• Brands• Customer loyalty• Distribution channelsSocial Capital• Corporate culture• Management philosophy• Management practices• Informal networking systems• Coaching/mentoring relationshipsIntellectual Capital• Patents• Copyrights• Trade secrets• Intellectual propertyTraining and development have a direct influence on human and social capital because theyaffect education, work-related know-how and competence, and work relationships.Training and development can have an indirect influence on customer and social capital byhelping employees better serve customers and by providing them with the knowledge neededto create patents and intellectual property.Difficulty Level: 2 MediumNoe-Chapter 01 #48
Page 23 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 23 preview image49.Discuss thecore values of TQM.Total Quality Management (TQM) is a companywide effort to continuously improve the wayspeople, machines, and systems accomplish work. Core values of TQM include the following:• Methods and processes are designed to meet the needsof internal and external customers.• Every employee in the company receives training in quality.• Quality is built into a product or service so that errors are prevented from occurring ratherthan being detected and corrected.• The company promotes cooperation with vendors, suppliers, and customers to improvequality and hold down costs.• Managers measure progress with feedback based on data.Difficulty Level: 2 MediumNoe-Chapter 01 #4950.What are the roles that training and developmentprofessionals can take according to theASTD competency model?The roles that training and development professionals can take are:The learning strategist determines how workplace learning can be best used to help meet thecompany's business strategy.The business partner uses business and industry knowledge tocreate training that improves performance. The project manager plans, obtains, and monitorsthe effective delivery of learning and performance solutions to support the business. Theprofessionalspecialist designs, develops, delivers, and evaluates learning and performancesolutions. These roles are included in jobs such as organizational change agent, careercounselor, instructional designer, and classroom trainer.Difficulty Level: 2 MediumNoe-Chapter 01 #50
Page 24 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 24 preview image1SummaryCategory#ofQuestionsDifficultyLevel:1Easy35DifficultyLevel:2Medium13DifficultyLevel:3Hard2Noe-Chapter0150
Page 25 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 25 preview image2Student: ___________________________________________________________________________1.Which of the following is true about a learning organization?A.A learning organization discourages learning at the group and organizational levels.B.A learning organization restricts employees from experimenting with products and services.C.In a learning organization, employees learn from failure and from successes.D.In a learning organization, employees are discouraged from asking questions and admittingmistakes.
Page 26 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 26 preview image2.The strategic training and development process begins with _____.A.choosing strategic training and development initiativesB.identifying the businessstrategyC.developing websites for knowledgesharingD.identifying measures ormetrics3.The final step of the strategic training and development process involves _____.A.choosing strategic training and development initiativesB.identifying the businessstrategyC.identifying measures ormetricsD.creating concrete training and development activities
Page 27 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 27 preview image4._____ typically includes information on the customers served, why the company exists, what the companydoes, the value received by the customers, and the technology used.A.BalancedscorecardB.VisionC.MissionD.Code ofconduct5.Which of the following is not one of the four major components of the balanced scorecard?A.CustomersB.Internal businessprocessesC.SustainabilityD.Financial
Page 28 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 28 preview image6.A SWOT analysis is typically conducted in the _____ step of the strategic training and developmentprocess.A.business strategy formulation andidentificationB.outcomesevaluationC.needs assessmentD.measures or metrics identification7._____ involves examining a company’s operating environment to identify opportunities and threats.A.InternalanalysisB.GapanalysisC.ExternalanalysisD.Paretoanalysis
Page 29 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 29 preview image8.Which of the following is true with regard to SWOT analysis?A.In a SWOT analysis, external analysis attempts to identify the company’s strengths and weaknesses.B.A SWOT analysis represents the strategy believed to be the best alternative to achieve the companygoals.C.A SWOT analysis is typically conducted in the strategic training and development initiatives step of thestrategic training and development process.D.A SWOT analysis provides a company the information needed to generate several alternative businessstrategies and make a strategic choice.9.Business-level outcomes chosen to measure the overall value of training or learning initiatives are referredto as _____.A.valuesB.goalsC.business strategiesD.metrics
Page 30 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 30 preview image10.The _____ considers four different perspectives: customer, internal, innovation and learning, and financial.A.SWOTanalysisB.value chain analysisC.BCG matrixD.balancedscorecard11._____ refers to the company’s decisions regarding where to find employees, how to select them, and thedesired mix of employee skills and statuses.A.ConcentrationstrategyB.Staffing strategyC.External growth strategyD.Disinvestmentstrategy
Page 31 of 31
Employee Training and Development (Irwin Management) 7th Edition Test Bank - Page 31 preview image12.Which of the following is not one of the major business strategies discussed in the text?A.InternalgrowthB.External growthC.DivestmentD.Productdifferentiation13.Companies that emphasize innovation and creativity are labeled as _____.A.clubsB.academiesC.fortressesD.baseballteams
Preview Mode

This document has 553 pages. Sign in to access the full document!

Study Now!

X-Copilot AI
Unlimited Access
Secure Payment
Instant Access
24/7 Support
Document Chat

Document Details

Subject
Business Management
Textbook
Employee Training And Development b...

Related Documents

View all
Solved Assignments

CIS 337 Unit 7 Assignment Final Project Part IV Pr

Class Notes

Analysis of Leadership in Monster Inc

Class Presentation

Evaluation of Alphabet's Mission, Vision, and 8-29

Class Notes

Boundless Management

Solved Assignments

Uncovering the Martha Stewart Tax Scandal Insider

Class Notes

Boundless Business

Solved Assignments

JetBlue Airlines Case Analysis

Class Notes

Effective Speaker Notes Template for BUS 210 Prese

Class Notes

Leading as a Function of Management

Class Notes

McDonald's Q4 Earnings U