36. Learning:
a) involves experiences that change one’s knowledge, skills or attitudes
b) involves the development of knowledge
c) involves the development of knowledge and skills
d) involves the development of knowledge and attitudes
37. Training can improve the overall effectiveness of an organization in all of the following ways EXCEPT:
a) training can boost employees’ motivation
b) training can foster employee commitment
c) training helps employees perform their work more effectively and efficiently
d) training allows an organization to identify employees who are unable to learn so they can be reassigned or let go
38. A disadvantage of delivering training via CD ROM is:
a) employees must complete the training during work hours
b) employees must travel to complete the training
c) there is typically a large up-front cost
d) CD-ROM training takes more employee time
39. A company pursuing a differentiation strategy would likely train employees:
a) to work efficiently
b) how to offer high-quality service
c) in detail how to perform tasks
d) to avoid waste in production processes
40. Which of the following is NOT true about an organization with an external labor orientation?
a) these companies are not willing to spend any money to train employees
b) these companies would tend to offer training to help employees learn company-specific knowledge
c) these organizations tend to hire or acquire new employees to fill their needs for knowledge and skills
d) HR Management strives to keep training costs low
41. Which of the following is NOT true about the transfer of training?
a) transfer of training occurs when trainees apply what they have learned in training when back on the job
b) for transfer of training to occur, an employee must actually use what they learned in training back on the job
c) training should be a partnership among employees and human resource trainers
d) organizations must use a systematic process for designing and developing training to maximize the transfer of training
42. The fundamental components of a systematic process to develop training are:
a) needs assessment, design and delivery, and evaluation of training
b) transfer of training, needs assessment, and organizational analysis
c) needs assessment, delivery, and transfer of training
d) organizational analysis, delivery and evaluation
43. The rapid model of instructional design should be used:
a) when there is only one opportunity to train a group of employees
b) when the cost of employees doing the wrong thing is high
c) when employees need at least some knowledge quickly
d) when training must be right the first time
44. A systematic process for determining and prioritizing the training programs to be developed and delivered by an organization:
a) is known as the rapid model of instructional design
b) is proactive needs assessment
c) begins with program design
d) is organization analysis
45. Proactive needs assessment:
a) consists of organizational analysis and person analysis
b) consists of task and person analysis
c) consists of needs assessment, design and delivery, and evaluation
d) consists of organizational analysis, task analysis, and person analysis