1. The first step in an effective employee training is the stage of
b) external training
c) in-house training
e) career development
2. Which of the following is true regarding in-house training?
a) Sending an employee to attend seminars and conferences is an example.
b) It is the process of welcoming a new employee into the organization
c It represents the last step in the employee training and development program.
d) It involves learning opportunities developed by the organization in which they are used.
e) It typically is conducted as a one-time event by external trainers
3. Which of the following is an example of technical training?
a) An industrial chemical plant in the suburbs conducts training to ensure that employees are protected work-related accidents.
b) Mr. Jones has recently incorporated a training module to enhance the interpersonal skills of his new value to their performance.
c) Michael has to attend a training session that will help his team make effective decisions, troubleshoot better.
d) Nicole has recently become a supermarket cashier, and much of her training involves learning how correctly for customers.
e)All employees who join McAdams Hot Meals, a restaurant chain, have to attend training to understaethics in the food industry
4. Which of these statements is true with regard to the International Organization for Standardization, or ISO?
a) Organizations like ISO measure quality in terms of qualitative judgments.
b) The ISO has failed to develop adequate quality standards to coverall goods.
c) The ISO14000 is the set of standards for quality management.
d) The ISO9000 is the set of standards for environmental management.
e) Globalization has made the ISO quality standards more relevant and necessary.
5. A soft skills program is likely to include modules on
a) the theory and practical uses of an advancement in technology
b) social etiquette and desirable personal habits
c) team-building exercises and team development skills
d) evacuation plans, fire drills, and first-aid tips
e) the ISO9000 standards
6. Which of the following is a difference between team training and managerial training?
a)Team training has an external orientation; management training has an internal orientation.
b)Team training involves all employees working in groups; managerial training is aimed at candidates for promotion.
c)Team training involves administrative aspects of a job; managerial training focuses on cohesiveness among employees.
d)Team training occurs on an individual basis; managerial training occurs through in-house training exclusively.
e)Team training is conducted for employees who are experienced in the company; managerial training is for novices.
7. Which of these is a defining feature of on-the-job coaching?
a) lunchtime training sessions
b) job-swapping with superiors
c) external trainers
d) study of another culture and society
e) in-house facilitation
8. The process by which an employee is trained and developed by an experienced advisor who has direct investment in the development of an employee is called
a) team training
c) self-paced learning
e) peer-to-peer learning
9. Which of the following differentiates between on-the-job coaching and mentorship?
a) On-the-job coaching has a short-term orientation; mentorship involves the development of the employment of time.
b) On-the-job coaching occurs through sessions during lunch; mentorship is completed while a new employment
c) On-the-job coaching is normally facilitated via technology; mentorship is conducted as an external training
d)On-the-job coaching focuses on wholesome development of an employee; mentorship aims only at job.
e) On-the-job coaching is conducted by a trusted advisor; mentorship is conducted by an external train the purpose.
10. Which of the following is true of brown bag lunch training?
a) It is not used to impart any technical knowledge or skills, as people prefer to relax during these session
b) It is highly effective for team training activities, as people come together in a relaxed atmosphere for the session
c) Typically, these sessions guarantee very good attendance and interest from employees.
d) It is conducted primarily by the HR managers of an organization, as it is the only time they have.
e) It is aimed at creating a formal and structured environment suitable for training
11. A web-based learning program is called synchronous when
a) it gives employees the time to complete their work on their own time
b) it is led by a facilitator in real time
c) it is self-based and self-directed
d) it involves self-paced learning
e) it is not constrained by geography or time
12. Which of the following is a disadvantage that applies more to web-based training delivery than to other modes?
a) imitation of undesirable aspects of the trainer’s work methods
b) dependence on the trainer’s personality characteristics.
c) dependence on the availability of the trainer
d) mismatch between timing of training sessions and employee availability
e) dependence on bandwidth and other technological capabilities
13. What is the difference between job shadowing and job swapping?
a) Job shadowing requires some amount of prior training; job swapping can be conducted with novices.
b) Job shadowing enables a quicker transfer of skills when compared to job swapping.
c) Job shadowing is applicable only in the short run; job swapping is continued for extended periods of time.
d) Job shadowing is used for lower-level jobs; job swapping is used to train employees for higher-level positions.
e)Job shadowing is the imitation of an employee who already has the skills; job swapping is the temporary exchange of jobs
14. The first step in training program framework development revolves around
a) assessing what the organization needs in terms of training
b) measuring the effectiveness of the training program
c) developing a timeline along which training will be conducted
d) selecting the appropriate delivery mode
e) developing the content and the sequence of its presentation
15. Which of the following would be a factor to consider when conducting an assessment of training needs at the occupational level:
a) revision of the strategic plans of the company to match market trends
b) deficit between the current and the desired level of skills of employees
c) availability of advanced labor-saving devices in the market
d) retirement of employees of the baby boomer generation
e) performance issues seen in individual employees
16. Graphics, figures, and pictures are the appropriate ways to target the __________ learner.
17. A hands-on approach to training, where employees try to perform the function they are getting trained for, rather than being taught the theory behind it in great detail would facilitate learning the most effectively in _____ learners.
18.In the context of training program framework development, which of the following strategies or actions is desirable?
a) combined safety, technical, professional, and quality training
b) PowerPoint slides as the sole delivery style
c) development of a dependable training schedule
d) learning objectives based on subjective judgment
e) focus on one learning style
19. In the context of Kirkpatrick’s model, a change in employee conduct or performance as a result of training is a function of the __________ level.
20. Which of the following is a way by which the effectiveness of training programs can be measured?
a) quality control manuals
b) I9 and 401(k) program forms
c) tests to determine learning styles
d) surveys and quizzes
e) employee orientation forms