Human Resources Management 5

According to the lecture, employee orientation (or onboarding) is a procedure for: Terminating underperforming employees. Providing new employees with basic background information about the firm. Conducting background checks. Evaluating employee performance.

Which of the following is listed as a purpose of employee orientation/onboarding?. Termination. Socialization. Performance appraisal. Background verification.

According to the Toyota onboarding example, Day 2 focuses on: Welcome. Mutual Respect. Team Work. Suggestion System.

Training is defined as giving new or current employees the: Time off they need. Skills they need to perform their jobs. Promotions they deserve. Vacation schedules.

AT&T's massive retraining program for its digital future is called: Digital Future Initiative. Digital Workforce. AT&T Reskilling Program. Future Role Profiles.

AT&T's Digital Workforce program had three main pillars: Skill needs identification, Training and development, and: Recruitment. Evaluation. Termination. Outsourcing.

According to AT&T's evaluation metrics, "Hydraulics" refers to: The number of training courses offered. The flow of people into new roles. Employee satisfaction scores. The budget allocated to training.

The ADDIE five-step training process includes all of the following EXCEPT: Analyze. Design. Arbitrate. Evaluate.

Which type of training needs analysis focuses on identifying the skills needed to execute the firm's strategy?. Performance analysis. Task analysis. Strategic training needs analysis. Individual analysis.

A precise overview of competencies needed to do a job well, including a list of competencies to be learned and criteria to assess mastery, is called a: Job description. Competency model. Performance appraisal. Recruitment plan.

According to the lecture, cloud-based training enables employers to: Eliminate all training programs. Outsource much or all of their training activities. Only use paper-based materials. Avoid using mobile devices.

Types of on-the-job training mentioned include coaching/understudy, job rotation, special assignments, and: Lectures only. Peer training. Outside seminars. University-related programs.

A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called: Job instruction training. Apprenticeship training. Programmed learning. Behavior modeling.

The "70/20/10" rule indicates that approximately what percentage of job learning occurs informally on or off the job?. 10%. 20%. 70%. 100%.

A step-by-step, self-learning method that consists of presenting questions, allowing the learner to respond, and providing immediate feedback is called: Lecture method. Programmed learning. Case study method. Role-playing.

Which of the following is listed as an off-the-job management training and development technique?. Coaching/understudy approach. Job rotation. Case study method. Peer training.

Management development is defined as any attempt to improve managerial performance by: Only increasing salary. Imparting knowledge, changing attitudes, or increasing skills. Reducing responsibilities. Eliminating training programs.

According to the lecture, the four training effects to measure when evaluating the training effort are: Reactions, Learning, Behavior, and: Attendance. Organizational Results. Budget Compliance. Trainer satisfaction.

Measuring what participants have learned, often using a pre-test/post-test control group design, falls under which training evaluation category?. Reactions. Learning. Behavior. Organizational Results.

Comparing accident rates before and after training to determine whether training impacted company performance is an example of measuring: Reactions. Learning. Behavior. Organizational Results.