Training and Developing Employees

Training and maturation Employees Multiple Choice 1. Once employees accept been recruited and selected, the next step would be a. matter and counseling. b. predilection and pedagogy. c. hiring and firing. d. socialization. 3. The ongoing process of bestow in all employees the prevailing attitudes, standards, values, and patterns of mien that be expected by the composition and its departments is a. values projection. b. orientation. c. socialization. d. diversity schooling. 5. There is the sure possibility that courts will find that an employees hand rule book contents represent a/an a. alsified document. b. strike with the employee. c. incomplete document. d. vague document. 7. Training of a long-term nature that has the phylogenesis of ongoing or future charge employees as its aim is usually referred to as a. heed evaluation. b. management evolution. c. management games. d. management exemplar studies. 8. In order for firms to stay competitory when tuition and dev elopment objectives change, they have to adapt by performing the following changes, extract a. improving product quality. b. boosting productivity. c. hanging technology. d. increase employee turnover. 15. The first step in a genteelness program is to conduct a. reading evaluation. b. training needs analysis. c. on-the- note training. d. line of merchandise instruction training. 17. A technique for appraise the cognitive process of current employees to determine whether training could reduce performance problems like free scrap or low turnout is a. task analysis. b. performance analysis. c. training analysis. d. motivation analysis. 22. The bottom line that should result from ascertain training needs is a. xcellent job performance. b. performance analysis. c. task analysis. d. measurable training objectives. 25. A structured process by which individuals bring skilled workers through a conspiracy of classroom instruction and on-the-job training is referred to as a. job i nstruction training. b. apprenticeship training. c. pressure group training. d. computerized training. 32. A training technique in which trainees learn on the existent or simulated equipment they will occasion on the job, but in which the trainees are truly 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 progressively assorted, numerous 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 coach-and-fours performance. c. developing the managers themselves. d. enhancing the industrys performance. 1. A management training technique that involves travel a trainee from department to department in order to broaden his/her take and bring out strong and weak points is called a. global rotation. b. serve 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 get along b. Coaching/ take turns draw close c. succession planning d. Direct replacement approach 46.An off-the-job management development technique that involves presenting a trainee with a written description of an organisational problem is called a(n) a. action learning program. b. reference study mode. c. management game. d. coaching/understudy approach. 47. The following are features in the carapace study method, except a. efficiency providing the make better answer so students understand the study. b. the use of actual organizational problems. c. participants stating their views and inquiring into separates views. d. a minimal involvement by the faculty member. 3. A prospective division manager wi th a gap in experience with financial controls might sign up for a two-course sequence in a. employment 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 supervisory 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 entangle 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 roll in the hay be solved by the managers and employees is called a. questionnaire analysis. b. journal logs. c. survey feedback. d. s ensitivity training. Essay 1New employee orientation has been shown to have measurable and positive effectuate 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, persuade management to implement new employee orientations. 2. The book listed a number of management development techniques. Which one do you believe is the around effective? Defend this choice and seam 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