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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.

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    1 1. 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 purchase an 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 be controlled 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 are examples of tacit knowledge. C. Formal training and development programs limit the extent to which tacit knowledge can be acquired. D. It cannot be shared through employee personal interactions with peers, colleagues, and experts. 4. A(n) _____ is an example of tacit knowledge. A. employee's experience B. business process C. flowchart D. formula 5. _____ refers to a systematic approach for developing training programs. A. Total quality management B. Continuous learning C. Training design process D. Orientation training program

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    6. The fifth step in the training design process is to develop an evaluation plan that involves identifying: 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 universally 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 activity found 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 of the following training programs is mandated by law? A. Orientation training program. B. Leadership development program. C. Safety training program. D. Cross - culture training program.

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    11. _____ refers to the process of moving jobs from the United States to other locations in the world. A. Inpatriation B. Job rotation C. Offshoring D. Insourcing 12. Which of the following is an example of human capital? A. Corporate culture B. Patent C. Customer loyalty D. Work - related competence 13. _____ 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. Intellectual B. Human C. Customer D. Social 14. 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 working outside 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 companywide effort to continuously improve the ways people, machines, and systems accomplish work. A. Stakeholder management B. Diversity management C. Total quality management D. Talent management

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    16. The core value of _____ is the prevention of the occurrence of errors in a product or service rather than detection and correction. A. ISD B. ADDIE C. PERT D. TQM 17. _____ involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts. A. Six Sigma B. Lean manufacturing C. Instructional System Design D. Just - in - time 18. _____ refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. A. Quality circles B. Virtual teams C. Six Sigma teams D. Ad hoc teams 19. The ASTD competency model: A. is designed to help sales associates make more personal connections with shoppers. B. describes companywide effort to continuously improve the ways people, machines, and systems accomplish work. C. describes what it takes for an individual to be successful in the training and development field. D. is a framework to analyze 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 business strategy. B. plans and monitors the effective delivery of learning and performance solutions to support the business. C. designs, delivers, and evaluates learning and performance solutions. D. uses industry knowledge to create training that improves performance.

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    2 1. In the ASTD competency model, the _____ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business. A. project manager B. learning strategist C. business partner D. knowledge worker 22. Training and development activities in a company are said to be outsourced when they are provided by _____. A. in - house consultants B. company managers C. company trainers D. government organizations 23. Team building, conflict avoidance, and change management are typically specialized by _____ professionals. A. talent management B. organizational development C. quality management D. informal learning 24. Which of the following statements is true of training? A. The reporting relationship between human resource management and the training function is standard across companies. B. Including training as part of the human resource function allows the training function to be decentralized to better respond t o 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. 25. _____ refers to the integrated use of training and development, organizational development, and career development to improve individual, group, and organizational effectiveness. A. Six Sigma B. Knowledge management C. Business process reengineering D. Human resource development

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    26. Companies cannot gain a competitive advantage solely through their human resource management practices. True False 27. Training differs from development in that training tends to be more future - focused than development. True False 28. Tacit knowledge tends to be the primary focus of formal training and employee development. True False 29. Informal learning cannot replace formal training and employee development. True False 30. There is not one universally accepted instructional systems development model. True False 31. Training design processes should be rigid and not flexible. True False 32. Due to globalization, the supply for talented employees exceeds the demand. True False 33. In a learning organization, improvements in product or service quality stop when formal training is completed. True False 34. Treating employees differently based on their age, such as only inviting younger employees to attend training or development programs, can result in adverse legal consequences. True False 35. ISO standards are involuntary. True False 36. Social networking facilitates decentralized decisio n making. True False

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    37. Quality circles refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. True F alse 38. The least amount of learning content in companies concerns basic skills. True False 39. Training department managers are involved to a greater extent in the project manager role than are specialists who hold other jobs. True False 40. Companies separate training from the human resource function because it allows the training function to be decentralized. True False 41. The reporting relationship between human resource management and the training function is standardized across companies. True False 42. Training and development courses are found in psychology departments at colleges and universities. True False 43. When training is provided by consulting firms and government organizations, it is said to be outsourced. True False 44. According to the ASTD competency model, foundational competencies are used to a different extent in each role or specialization by training and development professionals. True False 45. Organizational development professionals in a company primarily focus on identifying the top talent in the company. True False

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    46. List and explain the number of different ways that learning occurs in a company. 47. List and describe the four major forces influencing the workplace and learning. 48. What are the four intangible assets that can be most directly influenced by training and development? 49. Discuss the core values of TQM.

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    50. What are the roles that training and development professionals can take according to the ASTD competency model?

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    1 Key 1. 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 purchase an organization's human capital. D. Human capital is standardized throughout all companies. Difficulty Level: 2 Medium Noe - Chapter 01 #1 2. 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 the effective development of tacit knowledge. Difficulty Level: 1 Easy Noe - Chapter 01 #2 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 are examples of tacit knowledge. C. Formal training and development programs limit the extent to which tacit knowledge can be acquired. D. It cannot be shared through employee personal interactions with peers, colleagues, and experts. Difficulty Level: 1 Easy Noe - Chapter 01 #3 4. A(n) _____ is an example of tacit knowledge. A. employee's experience B. business process C. flowchart D. formula Difficulty Level: 1 Easy Noe - Chapter 01 #4

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    5. _____ refers to a systematic approach for developing training programs. A. Total quality management B. Continuous learning C. Training design process D. Orientation training program Difficulty Level: 1 Easy Noe - Chapter 01 #5 6. The fifth step in the training design process is to develop an evaluation plan that involves identifying: 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. Difficulty Level: 2 Medium Noe - Chapter 01 #6 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. Difficulty Level: 1 Easy Noe - Chapter 01 #7 8. Which of the following statements is true of the Instructional System Design (ISD) model? A. There is a single universally 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 activity found in the model. D. The model has no underlying assumptions. Difficulty Level: 2 Medium Noe - Chapter 01 #8

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    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. Difficulty Level: 1 Easy Noe - Chapter 01 #9 10. Which of the following training programs is mandated by law? A. Orientation training program. B. Leadership development program. C. Safety training program. D. Cross - culture training program. Difficulty Level: 1 Easy Noe - Chapter 01 #10 11. _____ refers to the process of moving jobs from the United States to other locations in the world. A. Inpatriation B. Job rotation C. Offshoring D. Insourcing Difficulty Level: 1 Easy Noe - Chapter 01 #11 12. Which of the following is an example of human capital? A. Corporate culture B. Patent C. Customer loyalty D. Work - related competence Difficulty Level: 1 Easy Noe - Chapter 01 #12

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    13. _____ 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. Intellectual B. Human C. Customer D. Social Difficulty Level: 1 Easy Noe - Chapter 01 #13 14. 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 working outside 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. Difficulty Level: 2 Medium Noe - Chapter 01 #14 15. _____ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. A. Stakeholder management B. Diversity management C. Total quality management D. Talent management Difficulty Level: 1 Easy Noe - Chapter 01 #15 16. The core value of _____ is the prevention of the occurrence of errors in a product or service rather than detection and correction. A. ISD B. ADDIE C. PERT D. TQM Difficulty Level: 1 Easy Noe - Chapter 01 #16

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    17. _____ involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts. A. Six Sigma B. Lean manufacturing C. Instructional System Design D. Just - in - time Difficulty Level: 1 Easy Noe - Chapter 01 #17 18. _____ refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. A. Quality circles B. Virtual teams C. Six Sigma teams D. Ad hoc teams Difficulty Level: 1 Easy Noe - Chapter 01 #18 19. The ASTD competency model: A. is designed to help sales associates make more personal connections with shoppers. B. describes companywide effort to continuously improve the ways people, machines, and systems accomplish work. C. describes what it takes for an individual to be successful in the training and development field. D. is a framework to analyze competition in an industry and formulate a business strategy. Difficulty Level: 2 Medium Noe - Chapter 01 #19 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 business strategy. B. plans and monitors the effective delivery of learning and performance solutions to support the business. C. designs, delivers, and evaluates learning and performance solutions. D. uses industry knowledge to create training that improves performance. Difficulty Level: 3 Hard Noe - Chapter 01 #20

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    21. In the ASTD competency model, the _____ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business. A. project manager B. learning strategist C. business partner D. knowledge worker Difficulty Level: 1 Easy Noe - Chapter 01 #21 22. Training and development activities in a company are said to be outsourced when they are provided by _____. A. in - house consultants B. company managers C. company trainers D. government organizations Difficulty Level: 1 Easy Noe - Chapter 01 #22 23. Team building, conflict avoidance, and change management are typically specialized by _____ professionals. A. talent management B. organizational development C. quality management D. informal learning Difficulty Level: 1 Easy Noe - Chapter 01 #23 24. Which of the following statements is true of training? A. The reporting relationship between human resource management and the training function is standard across companies. B. Including training as part of the human resource function allows the training function to be decentralized 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 succ eed, employees, managers, training professionals, and top managers all have to take ownership. Difficulty Level: 2 Medium Noe - Chapter 01 #24

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    25. _____ refers to the integrated use of training and development, organizational development, and career development to improve individual, group, and organizational effectiveness. A. Six Sigma B. Knowledge management C. Business process reengineering D. Human resource development Difficulty Level: 1 Easy Noe - Chapter 01 #25 26. Companies cannot gain a competitive advantage solely through their human resource management practices. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #26 27. Training differs from development in that training tends to be more future - focused tha n development. FALSE Difficulty Level: 2 Medium Noe - Chapter 01 #27 28. Tacit knowledge tends to be the primary focus of formal training and employee development. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #28 29. Informal learning cannot replace formal training and employee development. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #29 30. There is not one universally accepted instructional systems development model. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #30 31. Training design processes should be rigid and not flexible. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #31

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    32. Due to globalization, the supply for talented employees exceeds the demand. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #32 33. In a learning organization, improvements in product or service quality stop when formal training is completed. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #33 34. Treating employees differently based on their age, such as only inviting younger employees to attend training or development programs, can result in adverse legal consequences. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #34 35. ISO standards are involuntary. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #35 36. Social networking facilitates decentralized decision making. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #36 37. Quality circles refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #37 38. The least amount of learning content in companies concerns b asic skills. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #38

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    39. Training department managers are involved to a greater extent in the project manager role than are specialists who hold other jobs. FALSE Difficulty Level: 2 Medium Noe - Chapter 01 #39 40. Companies separate training from the human resource function because it allows the training function to be decentralized. TRUE Difficulty Level: 2 Medium Noe - Chapter 01 #40 41. The reporting relationship between human resource management and the training function is standardized across companies. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #41 42. Training and development courses are found in psychology departments at colleges and universities. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #42 43. When training is provided by consulting firms and government organizations, it is said to be outsourced. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #43 44. According to the ASTD competency model, foundational competencies are used to a different extent in each role or specialization by training and development professionals. TRUE Difficulty Level: 1 Easy Noe - Chapter 01 #44 45. Organizational development professionals in a compan y primarily focus on identifying the top talent in the company. FALSE Difficulty Level: 1 Easy Noe - Chapter 01 #45

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    46. List and explain the number of different ways that learning occurs in a company. There are a number of different ways that learning occurs in a company. Formal training and development refers to training and development programs, courses, and events that are developed and organized by the company. Typically, employees are required to attend or complete these programs, which c an include face - to - face training programs (such as instructor - led courses) as well as online programs. Informal learning is also important for facilitating the development of human capital. Informal learning refers to learning that is learner initiated, i nvolves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting. Informal learning occurs without 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 or through face - to - face or technology - aided social interactions. Knowledge management refers to the process of enhancing company performance by designing and implementing tools, processes, sys tems, structures, and cultures to improve the creation, sharing, and use of knowledge. Knowledge management contributes to informal learning. Difficulty Level: 2 Medium Noe - Chapter 01 #46

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    47. List and describe the four major forces influencing the workplace and learning. The major forces influencing the workplace and learning are: • Economic cycles Low economic growth results in companies downsizing their work force, delaying plans for new operations and growth, and revisiting training and dev elopment and human resource budgets to cut unnecessary programs and costs. However, such economic times also provide an opportunity for companies to take a closer look at training and development to identify those activities that are critical for supportin g the business strategy as well as those mandated by law (such as safety training or sexual harassment training). • Globalization of business Growth of international operations, increase in foreign competition and establishment of developing countries ind icate that companies must find, train, and retain talented foreign workers to work in others countries as well as in the U. S. On the contrary, U. S. workers must also be trained for overseas assignments. • Demographic changes It includes aging workforce, more cultural diversity in the workforce, more women in the workforce, and more people of color. Management of diversity contributes to a company's bottom line by its influence on creativity, problem solving, employee retention, and creation of new market s for a company's products and services. Companies that do not manage diversity will find that employees' talents are underutilized and their personal and professional needs are not being met. As a result, they will become dissatisfied and leave, resulting in a poorly performing, less competitive organization. Companies that are known for managing diversity also have an edge in attracting talented employees. • New technologies It includes computers, e - learning, e - commerce, interactive cd's, web - based learn ing, and so on. Employees need job - specific knowledge and basic skills to work with the equipment created by the new technology. Because technology is often used as a means to achieve product diversification and customization, employees must have the abili ty to listen and communicate with customers. Interpersonal skills, such as negotiation and conflict management, and problem - solving skills are more important than physical strength, coordination, and fine - motor skills. Difficulty Level: 3 Hard Noe - Cha pter 01 #47

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    48. What are the four intangible assets that can be most directly influenced by training and development? Human Capital • Tacit knowledge • Education • Work - related know - how • Work - related competence Customer Capital • Customer relationships • Brands • Customer loyalty • Distribution channels Social Capital • Corporate culture • Management philosophy • Management practices • Informal networking systems • Coaching/mentoring relationships Intellectual Capital • Patents • Copyri ghts • Trade secrets • Intellectual property Training and development have a direct influence on human and social capital because they affect education, work - related know - how and competence, and work relationships. Training and development can have an ind irect influence on customer and social capital by helping employees better serve customers and by providing them with the knowledge needed to create patents and intellectual property. Difficulty Level: 2 Medium Noe - Chapter 01 #48

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    49. Discuss the core values of TQM. Total Quality Management (TQM) is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. Core values of TQM include the following: • Methods and processes are designed to meet the needs of 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 rather than being detected and corrected. • The company promotes coo peration with vendors, suppliers, and customers to improve quality and hold down costs. • Managers measure progress with feedback based on data. Difficulty Level: 2 Medium Noe - Chapter 01 #49 50. What are the roles that training and development professionals can take according to the ASTD 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 the company's business strategy. The business partner uses business and industry knowledge to create training that improves performance. The project manager plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business. The professional specialist designs, develops, delivers, and evaluates learning and performance solutions. These roles are included in jobs such as organizational change agent, career counselor, instructional designer, and classroom trainer. Difficulty Level: 2 Medium N oe - Chapter 01 #50

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    1 Summary Category # of Questions Difficulty Level: 1 Easy 35 Difficulty Level: 2 Medium 13 Difficulty Level: 3 Hard 2 Noe - Chapter 01 50

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    2 Student: ___________________________________________________________________________ 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 admitting mistakes.

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    2. The strategic training and development process begins with _____. A. choosing strategic training and development initiatives B. identifying the business strategy C. developing websites for knowledge sharing D. identifying measures or metrics 3. The final step of the strategic training and development process involves _____. A. choosing strategic training and development initiatives B. identifying the business strategy C. identifying measures or metrics D. creating concrete training and development activities

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    4. _____ typically includes information on the customers served, why the company exists, what the company does, the value received by the customers, and the technology used. A. Balanced scorecard B. Visio n C. Mission D. Code of conduct 5. Which of the following is not one of the four major components of the balanced scorecard? A. Customers B. Internal business processes C. Sustainability D. Financia l

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    6. A SWOT analysis is typically conducted in the _____ step of the strategic training and development process. A. business strategy formulation and identification B. outcomes evaluation C. needs assessment D. measures or metrics identification 7. _____ involves examining a company’s operating environment to identify opportunities and threats. A. Internal analysis B. Gap analysis C. External analysis D. Pareto analysis

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    8. 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 company goals. C . A SWOT analysis is typically conducted in the strategic training and development initiatives step of the strategic training and development process. D . A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice. 9. Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as _____. A. value s B. goals C. business strategies D. metric s

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    10. The _____ considers four different perspectives: customer, internal, innovation and learning, and financial. A. SWOT analysis B. value chain analysis C. BCG matrix D. balanced scorecard 11. _____ refers to the company’s decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses. A. Concentration strategy B. Staffing strategy C. External growth strategy D. Disinvestment strategy

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    12. Which of the following is not one of the major business strategies discussed in the text? A. Internal growth B. External growth C. Divestmen t D. Product differentiation 13. Companies that emphasize innovation and creativity are labeled as _____. A. clubs B. academie s C. fortresses D. baseball teams

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