Training and Developing Employees

Training and ontogenesis Employees Multiple Choice 1. Once employees bring forth been recruited and selected, the next step would be a. shed light on and counseling. b. orientation course and learning. c. hiring and firing. d. socialization. 3. The ongoing process of transf riding habit in all employees the prevailing attitudes, standards, values, and patterns of deportment that be expected by the make-up and its departments is a. values projection. b. orientation. c. socialization. d. diversity prep be. 5. There is the echt possibility that courts will find that an employees hand go for contents represent a/an a. alsified document. b. sign up with the employee. c. incomplete document. d. vague document. 7. Training of a long-term nature that has the tuition of authentic or future instruction employees as its aim is usually referred to as a. guidance evaluation. b. management schooling. c. management games. d. management exercise studies. 8. In order for firms to s tay war-ridden when nurture and development objectives change, they have to fit by performing the following changes, and a. improving product quality. b. boosting productivity. c. hanging technology. d. change magnitude employee turnover. 15. The first step in a planning program is to conduct a. provision evaluation. b. training needs analysis. c. on-the- hypothesize training. d. avocation instruction training. 17. A technique for appraise the functioning of current employees to determine whether training could reduce performance problems like redundant scrap or low takings is a. task analysis. b. performance analysis. c. training analysis. d. indigence analysis. 22. The bottom line that should result from find out training needs is a. xcellent job performance. b. performance analysis. c. task analysis. d. measurable training objectives. 25. A structured process by which individuals stupefy skilled workers through a cabal of classroom instruction and on-the-job traini ng is referred to as a. job instruction training. b. apprenticeship training. c. lobby training. d. computerized training. 32. A training technique in which trainees learn on the actual or simulated equipment they will use on the job, but in which the trainees are very trained off the job, is a. n-the-job training. b. off-the-job training. c. simulated training. d. actual training. 37. With a workforce that is becoming more and more assorted, many a(prenominal) more firms find they essential implement a. teamwork training programs. b. diversity training programs. c. value training programs. d. experimentation training programs. 39. The following are aims of the management development process, except a. assessing the companys needs. b. appraising the managing directors performance. c. developing the managers themselves. d. enhancing the industrys performance. 1. A management training technique that involves wretched a trainee from department to department in order to broaden h is/her subsist and make out strong and weak points is called a. global rotation. b. satisfy learning. c. job enrichment. d. job rotation. 43. In this management training technique, the trainee works directly with the someone that he/she is to replace. What is this technique called? a. Replacement sexual climax b. Coaching/ flip start c. while planning d. Direct replacement approach 46.An off-the-job management development technique that involves presenting a trainee with a written description of an organizational problem is called a(n) a. action learning program. b. brass study manner. c. management game. d. coaching/understudy approach. 47. The following are features in the plate study method, except a. efficacy providing the cleanse answer so students understand the aspect. b. the use of actual organizational problems. c. participants stating their views and inquiring into differents views. d. a minimal involvement by the faculty member. 3. A prospective division ma nager with a gap in experience with financial controls might sign up for a two-course sequence in a. end product control. b. managerial accounting. c. operational processes. d. managerial control. 55. A training program in which trainees are first shown good management techniques (in a film), are then asked to play roles in a simulated situation and are given feedback and praise by their executive program is called a. behavior modeling. b. role-playing. c. good example training. d. case study method. 58.Some employers have in-house development centers for managers and employees that would involve the following, except a. classroom learning. b. in-basket exercises. c. job analysis programs. d. role-playing. 61. An organizational development method that involves surveying employees attitudes and providing feedback to departmental managers so that problems peck be solved by the managers and employees is called a. questionnaire analysis. b. diary logs. c. survey feedback. d. sensit ivity training. Essay 1New employee orientation has been shown to have measurable and positive effect on employee retention and satisfaction.In spite of this, many organizations do not have a formalized orientation process, and each employee gets a different orientation to the organization. Explain why you believe organizations do this. Outline how you would, as a new HR manager, incline management to implement new employee orientations. 2. The book listed a number of management development techniques. Which one do you believe is the intimately effective? Defend this choice and discriminate it with at least three other techniques. Answers 1. b 3. c 5. b 7. b 8. d 15. b 17. b 22. d 25. b 32. c 37. b 39. d 41. d 43. b 46. b 47. a 53. b 58. c 61. c