Management of Human Resources The Essentials Canadian 5th Edition Dessler Test Bank

Management of Human Resources The
Essentials Canadian 5th Edition

Dessler Test Bank
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Management of Human Resources, 5e (Dessler et al.)
Chapter 6 Onboarding and Training
1) Once employees have been recruited and selected, the next step would be
A) orientation and training.
B) discipline and counselling.
C) interviews by coworkers.
D) rules and procedures.
E) affirmative action and equal access to a job.
Answer: A
Diff: 2 Page Ref: 129
Skill: Recall
Objective: LO-1 Explain how to develop an onboarding program.
2) You have been hired as the new executive director of a child and family services agency and
are considering implementing an employee onboarding program at this organization. The
benefits that this new program will likely bring to the organization include
A) legal compliance.
B) affirmative action.
C) making employees more productive more quickly.
D) making employees more productive more quickly and establishing a foundation for ongoing
performance management.
E) promoting workforce diversity.
Answer: D
Skill: Applied
3) Recent research indicates that implementing a comprehensive onboarding program in a

corporation carries which of the following additional direct benefits?
A) increasing work-life balance for employees
B) increasing customer loyalty
C) improving management's leadership ability
D) improving employee perceptions of management's leadership abilities and reducing employee
turnover
E) improving employee perceptions of management's leadership abilities
Answer: D
Skill: Applied
1
Copyright © 2019 Pearson Canada Inc.
4) The ongoing process of instilling in all employees the prevailing attitudes, standards, values,
and patterns of behaviour that are expected by the organization and its departments is
A) performance appraisal.
C) job evaluation.
D) socialization.
E) culture.
Answer: D
Skill: Recall
5) The state which results from the discrepancy between what the new employee expected from
his or her new job and the realities of it is
A) reality shock.
B) job instruction training.
C) affirmative action.
D) mentoring.
E) socialization.
Answer: A
Skill: Recall
6) A learning organization is an organization skilled at creating, acquiring, and transferring

knowledge, and at modifying its behaviour to reflect
A) contemporary attitudes and norms.
B) conservative views and news.
C) new knowledge and insights.
D) traditional standards and values.
E) the skills of its employees.
Answer: C
Skill: Recall
Objective: LO-5 Explain the evolution of career development and the impact of that on
employers and employees.
2
7) You have just been hired as the director of human resources at a sportswear retailer. The
employee handbook states that "all employees will have the benefits listed in the handbook for as
long as they are employed with the company." In revising the contents of the employee
handbook, it is an important component of your role to be aware of which of the following?
A) Employee handbooks should not form part of the orientation process.
B) It should not be a job requirement that employees review the handbook.
C) In employee dismissal situations courts rarely review handbooks.
D) Courts have found certain terms in employee handbooks to constitute terms of the
employment contract and, therefore, the company is at legal risk if it decides to alter the benefits
package in the future.
E) It is a best practice to keep benefits static over time.
Answer: D
Skill: Applied
8) A new employee's supervisor orients the employee by

A) explaining the exact nature of the job.
B) explaining the retirement plan.
C) taking the entire work group out to lunch.
D) conducting an appraisal session.
E) conducting an exit interview.
Answer: A
Skill: Recall
9) Targus, an engineering consulting company based in Vancouver, Canada, has opened new
offices in Hong Kong and Singapore. Targus wishes to hire Asian-born staff for these new
offices and would also like to increase the percentage of aboriginal persons it hires as
engineering consultants in British Columbia and Saskatchewan. Given this shift in hiring
practices, designing the orientation program for the company will present which of the following
challenges?
A) Nothing, there is no challenge.
B) the challenge of union vs non-union employees
C) Orienting employees from a different background poses a special challenge in that the values
of the organization may be new to them.
D) Hiring a diverse workforce creates a new corporate culture.
E) The main learning style of new employees will be auditory.
Answer: C
Skill: Applied
3
10) A concern or value that a person who is engaged in career planning will not give up if a
choice must be made, is referred to as a(n)
A) value anchor.
B) skill.
C) anchor.
D) planning anchor.
E) career anchor.
Answer: E
Skill: Recall
Objective: LO-5 Analyze the factors that affect career choices.
11) One approach to the evaluation of onboarding programs is

A) regression analysis.
B) case studies.
C) cost-benefit analysis.
D) quality circles.
E) Markov analysis.
Answer: C
Skill: Applied
12) An important key to successful executive integration is

A) norms of the organization must be understood before the first day of work.
B) the realization that executives rarely experience reality shock.
C) to let executives integrate on their own initiative.
D) stressing the importance of listening as well as demonstrating competency.
E) stressing the importance of listening as well as demonstrating competency and identifying
position specifications.
Answer: E
Skill: Applied
13) Integration at senior levels in the organization requires an ongoing process that can continue
for months as the new executive learns about
A) socialization.
B) the organizational structure.
C) performance appraisals.
D) how decisions are made and who holds what type of power.
E) senior management.
Answer: D
Skill: Applied
4
14) The process of teaching new employees the basic skills they need to perform their jobs is
A) recruiting.
B) training.
C) orientation.
D) affirmative action.
E) coaching.
Answer: B
Skill: Recall
Objective: LO-2 Describe the five-step training process.
15) Development is training of a

A) immediate nature.
B) technical nature.
C) specific strategic nature.
D) short-term nature.
E) long-term nature.
Answer: E
Skill: Recall
16) Training is part of an organization's

A) business needs.
B) tactical plan.
C) business plan.
D) strategic plan.
E) immediate plan.
Answer: D
Skill: Recall
17) In today's service-based economy, a company's most important assets are often
A) cash.
B) plant facilities.
C) office premises.
D) highly knowledgeable workers.
E) machinery.
Answer: D
Skill: Recall
5
18) More employers today are also taking advantage of the fact that training can strengthen
employee
A) absenteeism.
B) turnover.
C) quality.
D) complacency.
E) commitment.
Answer: E
Skill: Applied
19) Training is essentially a(n)

A) testing process.
B) technical process.
C) learning process.
D) assessment process.
E) memorizing process.
Answer: C
Skill: Recall
20) People have three main learning styles, one of which is

A) similarities.
B) visual.
C) presenting.
D) organizing.
E) differences.
Answer: B
Skill: Recall
21) Negligent training occurs when an employer

A) does not do a needs analysis.
B) fails to develop an employee for long-term opportunity.
C) does not implement a validation process.
D) fails to train adequately and an employee subsequently harms a third party.
E) does not evaluate the training.
Answer: B
Skill: Applied
6
22) Purposes of training needs analysis include the following EXCEPT
A) developing reasonable performance objectives.
B) analyzing skills and needs of prospective trainees.
C) identifying specific job performance and skills needed.
D) ensuring employment equity goals are met.
E) developing specific knowledge objectives.
Answer: D
Skill: Applied
23) The following are all steps in an employee's training program EXCEPT
A) evaluating the training.
B) assessing training needs.
C) designing the training program.
D) validating the training program.
E) attending the onboarding program.
Answer: E
Diff: 2 Page Ref: 138-143
Skill: Applied
24) The following are all steps in an ideal training program EXCEPT
A) instructional design.
B) evaluation.
C) summarize and review.
D) needs analysis.
E) validation.
Answer: C
Skill: Applied
25) Effective pre-training preparation includes

A) creating a perceived need for training in the mind of participants.
B) employee testing.
C) a realistic job preview.
D) reality shock.
E) employee orientation.
Answer: A
Skill: Recall
7
26) Trainees learn best when they learn at
A) the pace set by their trainer.
B) an off-the-job setting.
C) the pace set by their supervisor.
D) their own pace.
E) a country resort.
Answer: D
Skill: Applied
27) Under Canadian human rights legislation, several aspects of training programs must be
assessed with an eye toward the program's impact on
A) reverse discrimination.
B) white males.
C) company profits.
D) highly educated workers.
E) designated group members.
Answer: E
Skill: Applied
28) The legal aspects of training may require showing that the admissions procedures are
A) valid.
B) invalid.
C) external.
D) reliable.
E) reviewed regularly.
Answer: A
Skill: Applied
29) Members of designated groups should have as much chance of successfully completing the
training program as others to prevent any
A) job instruction training.
B) on-the-job training.
C) unreliable results.
D) grievance actions.
E) discrimination.
Answer: E
Skill: Recall
8
30) When an employer fails to train adequately, this is referred to as
C) negligent training.
D) on-the-job training.
E) simulated training.
Answer: C
Skill: Recall
31) To reduce the risk of negligent training accusations, an employer should

A) train all employees who work with dangerous equipment, materials, or processes.
B) never change the training program content.
C) offer basic training programs only.
D) accept all applicants for training programs.
E) hire consultants to do training.
Answer: A
Skill: Applied
32) The first step in a training program is to determine

A) on-the-job training.
B) the number of trainees.
C) training needs.
D) job instruction training.
E) training evaluation.
Answer: C
Skill: Recall
33) A technique for determining the training needs of newly hired employees is
A) task analysis.
B) observations.
C) personnel records.
D) performance analysis.
E) testing.
Answer: A
Skill: Recall
9
34) It is common for organizations to hire and train entry-level workers who are
A) very intelligent.
B) highly educated.
C) inexperienced.
D) highly experienced.
E) highly motivated.
Answer: C
Skill: Applied
Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to
evaluate the training effort.
35) The list of specific duties and skills required on the job, which are used in determining the
training required for performing the job, are found in
A) job instruction and on-the-job training.
B) equal access and affirmative action.
C) job standards and specialization.
D) performance standards.
E) job descriptions and job specifications.
Answer: E
Skill: Recall
36) The type of information that is found on an employer task analysis record form includes all
of the following EXCEPT
A) performance conditions.
B) quantity and quality standards.
C) a task list.
D) skills not required to learn.
E) how often performed.
Answer: D
Skill: Recall
10
37) In a task analysis record form, the task list defines the jobs
A) primary tasks.
B) secondary tasks.
C) main tasks and subtasks.
D) supplementary tasks.
E) supplemental tasks.
Answer: C
Skill: Recall
38) In a task analysis record form, the standards of performance should be

A) as loose as possible.
B) tightly woven.
C) randomly selected.
D) stated in measurable terms.
E) estimated.
Answer: D
Skill: Applied
39) A technique for determining the training needs of current employees is

A) questionnaires.
B) task analysis.
C) training analysis.
D) motivation analysis.
E) performance analysis.
Answer: E
Skill: Recall
40) The task analysis indicates whether the task is best learned from
B) on-the-job training.
C) on- or off-the-job training.
D) vestibule training.
E) simulated training.
Answer: C
Skill: Recall
11
41) The technique used when verifying whether there is a significant performance deficiency,
and determining if that deficiency should be rectified through training or by some other means
(such as changing the machinery or transferring the employee), is called
A) training analysis.
B) task analysis.
C) motivation analysis.
D) employee analysis.
E) performance analysis.
Answer: E
Skill: Applied
42) The first step in performance analysis is to appraise the employee's performance since, to
improve it, the firm must first determine the person's current performance compared to
A) what it should be.
B) co-workers' performance.
C) what it really is.
D) work group performance.
E) managerial performance.
Answer: C
Skill: Applied
43) The heart of performance analysis is distinguishing between

A) different supervisory practices.
B) can't do and won't do problems.
C) employee training levels.
D) good and bad employees.
E) experience levels of employees.
Answer: B
Skill: Recall
12
44) Effective training needs analysis results in
A) task analysis.
B) performance analysis.
C) concrete, measurable training objectives.
D) performance standards.
E) excellent job performance.
Answer: C
Skill: Recall
45) Training objectives provide a focus for the efforts of the trainer and the trainees, as well as
A) input for Markov analysis.
B) performance analysis techniques.
C) a benchmark for evaluating the success of the training program.
D) orientation topics.
E) data for the task analysis record form data.
Answer: C
Skill: Recall
46) When an employee actually learns a job by performing it, it is called

A) computerized training.
C) vestibule training.
E) distance learning.
Answer: D
Skill: Recall
47) Advantages of on-the-job training include all of the following EXCEPT

A) learning while producing.
B) minimal or no use of classrooms or programmed learning devices.
C) trainees get quick feedback.
D) being relatively inexpensive.
E) self-paced training.
Answer: E
Skill: Applied
13
48) A structured process by which individuals become skilled workers through a combination of
classroom instruction and on-the-job training is referred to as
A) vestibule training.
C) apprenticeship training.
D) computerized training.
E) special assignment training.
Answer: C
Skill: Recall
49) Many jobs consist of a logical sequence of steps and are best taught step by step. This type of
training is called
A) vestibule training.
C) on-the-job training.
D) computerized training.
E) process training.
Answer: B
Skill: Recall
50) Audiovisual training techniques are useful in all of the following situations EXCEPT
A) when training is going to be used organization-wide.
B) when trainees must be exposed to events that are not easily demonstrated in live lectures.
C) when it is too costly to move trainers from place to place.
D) when stop-action, instant-replay, or fast- or slow-motion capabilities are needed.
E) when a training method less expensive than conventional lectures is needed.
Answer: E
Skill: Applied
51) A training method that joins two or more distant groups using a combination of audio and
visual equipment is called
A) computer program training.
B) videoconferencing.
C) programmed learning.
E) job instruction training.
Answer: B
Skill: Recall
14
52) Before getting in front of a camera for videoconferencing, the instructor should
A) participate in computerized training.
B) visit other cities where learners will be located.
C) arrive just before going on camera.
D) prepare a training manual for learners.
E) practice vestibule training.
Answer: D
Skill: Applied
53) A systematic method of training that is used for teaching job skills involving presenting
questions or facts, allowing the trainee to respond, and giving the trainee immediate feedback on
the accuracy of his/her answers, is known as
A) programmed learning.
B) responsive learning.
C) immediate feedback learning.
D) systematic learning.
E) on-the-job training.
Answer: A
Skill: Recall
54) The following are all functions of programmed learning EXCEPT

A) presenting questions or problems to the learner.
B) permitting the trainee to perform on the job.
C) presenting facts to the learner.
D) providing feedback on the accuracy of his or her answers.
E) allowing the person to respond.
Answer: B
Skill: Applied
55) A training technique in which trainees learn on the actual or simulated equipment they will
use on the job, but the trainees are actually trained off the job, is known as
A) on-the-job training.
B) actual training.
C) off-the-job training.
D) vestibule or simulated training.
E) programmed learning.
Answer: D
Skill: Recall
15
56) Learning management systems are
A) learner support tools.
B) able to deliver personalized content in small "chunks."
C) educational strategies.
D) blended learning systems.
E) focused on the logistics of managing learning.
Answer: E
Skill: Recall
57) E-learning costs about ________ less than traditional Autonomy, independence, security and
lifestyle are all examples of
A) career transitions
B) career development
C) career changes
D) career anchors which impact career planning
E) managerial competencies
Answer: D
Skill: Recall
58) Employee orientation refers to the discrepancy between what the new employee expects
from his/her new job and the realities of it.
Answer: FALSE
Skill: Applied
59) Orientation provides new employees with basic background information about the employer
and specific information that they need to perform their jobs satisfactorily.
Answer: TRUE
Skill: Recall
60) An employee handbook is never considered to represent a contract with the employee.
Answer: FALSE
Skill: Applied
16
61) Management development is training of a more long-term nature.
Answer: TRUE
Skill: Recall
62) Emerging trends in career development focus more on the individual employee’s needs and
aspirations.
Answer: TRUE
Skill: Recall
63) Training is essentially a learning process.

Answer: TRUE
Skill: Applied
64) The manager's role in career development includes providing timely and objective
performance feedback.
Answer: TRUE
Skill: Recall
65) Identify and briefly describe the five steps in the training and development process.
Answer: Up to 2 points each for accurate identification and description of needs analysis,
instructional design, validation, implementation, and evaluation/follow-up.
Skill: Recall
17
66) You have recently been hired as the human resources director of a retailer operating across
Canada. One of your first priorities is to determine whether training is an issue in some stores
that are not meeting expectations for sales. How will you determine if there is a need for training
at these stores?
Answer: Two points for stating that the objective of a needs analysis is to separate can't do from
won't do problems. Three points for outlining a process for determining the required task
analysis of store employees (perhaps by referencing performance of employees at stores where
targets are being met). Three points for outlining a process for assessing current performance of
employees at stores where the targets are not being met. Two points for determining which
aspect of the performance gap is due to insufficient skills and abilities that can be addressed
through training.
Skill: Applied
67) Identify and briefly describe five different training techniques.

Answer: Two points each for accurate identification and description of any five of on-the-job
training, apprenticeship training, informal learning, job instruction training, classroom training,
audiovisual techniques, programmed learning, and vestibule or simulated training, E-learning
and videoconferencing.
Skill: Recall
68) You are the newly hired HR manager for a manufacturing facility that makes food products.
You have been asked to review the training for workers at the facility. When reviewing the
training programs, you immediately see that there has been no evaluation of the training that is
being conducted. Outline the training effects that you would use as a focus for your assessment
of training.
Answer: Two and a half (2.5) points for correct identification, description, and application of the
four levels of evaluation: reaction, learning, behavior, and results.
Skill: Applied
69) You are the HR manager of a manufacturing facility that is about to expand to a second shift,
which means hiring about 30 new production workers who will all start their jobs at about the
same time. Outline the content of the orientation program you will design for the new
employees.
Answer: Up to 10 points that includes the following items: internal publications/employee
handbook, facility tour and introductions, job-related documents including duties and
responsibilities and company policies, training to be received, and performance appraisal criteria.
Skill: Recall
18
70) Identify and briefly describe emerging trends in career development.
Answer: Two points for emerging trends such as: an increasing number of career transitions,
focus on the individual (not the organization), focusing on life transitions and career anchors.
Skill: Recall
19

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Management of Human Resources The Essentials Canadian 5th Edition Dessler Test Bank

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Management of Human Resources The

Essentials Canadian 5th Edition

3) Recent research indicates that implementing a comprehensive onboarding program in a

6) A learning organization is an organization skilled at creating, acquiring, and transferring

8) A new employee's supervisor orients the employee by

11) One approach to the evaluation of onboarding programs is

12) An important key to successful executive integration is

15) Development is training of a

16) Training is part of an organization's

19) Training is essentially a(n)

20) People have three main learning styles, one of which is

21) Negligent training occurs when an employer

25) Effective pre-training preparation includes

31) To reduce the risk of negligent training accusations, an employer should

32) The first step in a training program is to determine

38) In a task analysis record form, the standards of performance should be

39) A technique for determining the training needs of current employees is

43) The heart of performance analysis is distinguishing between

46) When an employee actually learns a job by performing it, it is called

47) Advantages of on-the-job training include all of the following EXCEPT

54) The following are all functions of programmed learning EXCEPT

63) Training is essentially a learning process.

67) Identify and briefly describe five different training techniques.

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