Strategic Human Resource Management

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  •  What is the major difference between training and education?
    · Education is more closely related to learning a particular job

    · Education refers more to acquiring specific skills

    · Training provides more general knowledge

    · Training narrows the range of responses while education broadens the range


    Studies show that the people most likely to be chosen to participate in a training program are ________.

    · Those who have already had the most training

    · Those with the lowest skill levels

    · Those who have had fewer training opportunities in the past

    · Those who are most in need of the training


    According to the systems model of training, when should the criteria for evaluating a training program be developed?

    · After the training has been completed and the results have been documented

    · While the training program is being conducted and monitored

    · After the training method has been selected but before the training has been conducted

    · After the training objectives have been established but before the training method is selected


    In assessing training needs, what is the examination of how well employees are performing their jobs and which employees are having trouble?

    · A task analysis

    · An operational analysis

    · An individual analysis

    · An organizational analysis


    What is the best reason for presenting a training program?

    · It has been highly advertised

    · It contributes to the organization’s goals and objectives

    · It will alleviate concern about federal agency pressure

    · It is used by a company’s competitors


    Which of the following would be considered an indirect cost when analyzing the cost/benefit of a training program?

    · The training materials

    · Lost production time

    · The included meals

    · The cost of the facility


    What is the training needs analysis that focuses on assessing the standards of behaviors necessary to perform a given job?

    · A job specification

    · A task analysis

    · A personnel analysis

    · An organizational analysis


    The four criteria proposed for evaluating training programs include reactions, learning, results, and ________.

    · Behavior

    · Feedback

    · Motivation

    · Attitudes


    If evaluators compare the company’s absenteeism and turnover rates from before and after a training program, which type of criteria are the evaluators using?

    · Learning

    · Reactions

    · Results

    · Behaviors


    What is the major shortcoming of the case study experimental design?

    · The experiment must occur in a natural setting, which isn’t always convenient

    · Performance differences may be due to sensitizing effects of the pretest

    · It provides no previous measure with which to compare performance

    · The randomized groups produce erratic results


    Which of the following research designs is most susceptible to sensitizing effects of the pretest?

    · Solomon four-group design

    · Post-test only design

    · Pretest-post-test control group design

    · Pretest-post-test comparison


    How does the internal referencing strategy improve the usefulness of the pretest-post-test design?

    · By including both relevant and irrelevant questions

    · By administering the pre-test and the post-test simultaneously

    · By comparing scores only with members of the same group

    · By holding out a control group


    Which of the following statements is true of the Solomon four-group design?

    · Just two groups are given the post-test

    · Participants are randomly assigned to groups

    · All four groups are given the pre-test

    · All four groups receive the training


    Which of the following illustrates using results as a criteria for evaluating a supervisory training program?

    · A frequency count of how often the supervisors praised or disciplined their subordinates over the next 8 weeks

    · A measure of turnover, productivity improvement, and grievances in each supervisor’s department

    · An interpersonal relations rating scale completed by the subordinates of each supervisor

    · A 10-item questionnaire asking the supervisors to evaluate the results of the training


    Which of the following is an example of the Hawthorn Effect?

    · Employees are randomly assigned to experimental groups but end up with their friends anyway

    · Employees score better on both relevant questions and irrelevant questions

    · Employees’ performance on a post-test is influenced by exposure to the pre-test

    · Employees work faster because they know that researchers are watching them


    While a trainer is trying to evaluate the effectiveness of a one-week training program on communication using a pre-test/post-test comparison, an international incident occurs because of a communication breakdown. This confounding event creates a competing explanation, which is referred to in the experimental literature as ________.

    · International bias

    · History

    · The Hawthorne effect

    · Maturation


    What does the stand for in the ADDIE model of training?

    · Assignment—Deliver the training program to the target audience

    · Advancement—create training materials or purchase materials and modify them to meet objectives

    · Appraise—compare training program results to the course objectives

    · Assessment—gather data and identify discrepancies between actual performance and desired performance


    What is the method that uses a combination of relevant and irrelevant questions to evaluate how well training increased learning?

    · An internal referencing strategy

    · A multiple baseline scheme

    · A relevance analysis

    · A control group design


    Which of the following is the best research design for evaluating a training program?

    · The Solomon four-group design

    · The pre-test/post-test comparison using one group

    · A case study

    · The pre-test/post-test design using two established groups-one assigned as the experimental group and one as the control group


    Interviews, performance tests, and surveys are all ways to collect data to evaluate ________.

    · Talent recruitment

    · Training effectiveness

    · Training development

    · Talent management

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