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TEST BANK FOR HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE

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  • ISBN-10 ‏ : ‎ 0136107508
  • ISBN-13 ‏ : ‎ 978-0136107507

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TEST BANK FOR HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1)

Once employees have been recruited and selected, the next step would be:

1)

_______
A)

rules and procedures.
B)

interviews by coworkers.
C)

affirmative action and equal access to a job.
D)

discipline and counselling.
E)

orientation and training.

2)

You have been hired as the new Executive Director of a child and family services agency and are considering implementing an employee orientation program at this organization. The benefits that this new program will likely bring to the organization include:

2)

_______
A)

making employees more productive more quickly.
B)

affirmative action.
C)

making employees more productive more quickly and establishing a foundation for ongoing performance management.
D)

promoting workforce diversity.
E)

legal compliance.

3)

Recent research indicates that implementing a comprehensive onboarding program in a corporation carries the following additional direct benefit:

3)

_______
A)

improving management’s leadership ability.
B)

increasing customer loyalty.
C)

increasing work-life balance for employees.
D)

improving employee perceptions of management’s leadership abilities and reducing employee turnover.
E)

improving employee perceptions of management’s leadership abilities.

4)

The on-going 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:

4)

_______
A)

job evaluation.
B)

socialization.
C)

culture.
D)

performance appraisal.
E)

affirmative action.

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:

5)

_______
A)

socialization.
B)

reality shock.
C)

mentoring.
D)

job instruction training.
E)

affirmative action.

6)

Effective means to connect the firm to employees who have been hired but have not yet started in the workplace include:

6)

_______
A)

performance management.
B)

communications through newsletters and invitations to meet with mentors.
C)

voicemail training.
D)

no means are recommended.
E)

invitations to meet with mentors.

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 the following;

7)

_______
A)

courts have found certain terms in employee handbooks to constitute terms of the employment contract. The company is at legal risk if it decides to alter the benefits package in the future.
B)

in employee dismissal situations courts rarely review handbooks.
C)

it is a best practice to keep benefits static over time.
D)

it should not be a job requirement that employees review the handbook.
E)

employee handbooks should not form part of the orientation process.

8)

A new employee’s supervisor orients the employee by:

8)

_______
A)

explaining the retirement plan.
B)

taking the entire work group out to lunch.
C)

explaining the exact nature of the job.
D)

conducting an appraisal session.
E)

conducting an exit interview.

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 the following challenge:

9)

_______
A)

there is no challenge.
B)

hiring a diverse workforce creates a new corporate culture.
C)

the main leaning style of new employees will be auditory.
D)

the challenge of union vs non-union employees.
E)

orienting employees from a different background poses a special challenge. The values of the organization may be new to them.

10)

The following may be problems with an orientation program EXCEPT:

10)

______
A)

The immediate supervisor provides a few details at a time.
B)

Too much information is provided in a short time.
C)

Orientation provided by the HR department is too broad to be meaningful.
D)

New employees are inundated with forms to fill out.
E)

Little or no orientation is provided.

11)

One approach to the evaluation of orientation programs is:

11)

______
A)

regression analysis.
B)

case studies.
C)

Markov analysis.
D)

quality circles.
E)

cost-benefit analysis.

12)

An important key to successful executive integration is:

12)

______
A)

to let executives integrate on their own initiative.
B)

norms of the organization must be understood before the first day of work.
C)

stressing the importance of listening as well as demonstrating competency.
D)

the realization that executives rarely experience reality shock.
E)

stressing the importance of listening as well as demonstrating competency and identifying position specifications.

13)

Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about:

13)

______
A)

the organizational structure.
B)

how decisions are made and who holds what type of power.
C)

performance appraisals.
D)

senior management.
E)

socialization.

14)

The process of teaching new employees the basic skills they need to perform their jobs is:

14)

______
A)

recruiting.
B)

orientation.
C)

affirmative action.
D)

coaching.
E)

training.

15)

Development is training of a:

15)

______
A)

long-term nature.
B)

specific strategic nature.
C)

technical nature.
D)

immediate nature.
E)

short-term nature.

16)

Training is part of an organization’s:

16)

______
A)

business plan.
B)

tactical plan.
C)

business need.
D)

strategic plan.
E)

immediate plan.

17)

In today’s service-based economy, a company’s most important assets are often:

17)

______
A)

machinery.
B)

cash.
C)

office premises.
D)

plant facilities.
E)

highly knowledgeable workers.

18)

More employers today are also taking advantage of the fact that training can strengthen employee:

18)

______
A)

absenteeism.
B)

turnover.
C)

commitment.
D)

complacency.
E)

quality.

19)

Training is essentially a (n):

19)

______
A)

assessment process.
B)

memorizing process.
C)

learning process.
D)

technical process.
E)

testing process.

20)

People have three main learning styles. One is:

20)

______
A)

presenting.
B)

differences.
C)

visual.
D)

organizing.
E)

similarities.

21)

Negligent training occurs when an employer:

21)

______
A)

does not evaluate the training.
B)

fails to develop an employee for long-term opportunity.
C)

does not do a validation process.
D)

does not do a needs analysis.
E)

fails to train adequately and an employee subsequently harms a third party.

22)

Purposes of training needs analysis include the following EXCEPT:

22)

______
A)

identify specific job performance and skills needed.
B)

ensure employment equity goals are met.
C)

develop reasonable performance objectives.
D)

analyze skills and needs of prospective trainees.
E)

develop specific knowledge objectives.

23)

The following are steps in an employee’s training program EXCEPT:

23)

______
A)

evaluating the training.
B)

validating the training program.
C)

designing the training program.
D)

assessing training needs.
E)

attending the orientation program.

24)

The following are steps in an ideal training program EXCEPT:

24)

______
A)

needs analysis.
B)

summarize and review.
C)

evaluation.
D)

instructional design.
E)

validation.

25)

It is suggested that training programs are designed to facilitate the transfer of learning from the training site to the:

25)

______
A)

trainee.
B)

classroom.
C)

vestibule school.
D)

trainee’s examination paper.
E)

job site.

26)

Effective pre-training preparation includes:

26)

______
A)

creating a perceived need for training in the mind of participants.
B)

a realistic job preview.
C)

employee testing.
D)

reality shock.
E)

employee orientation.

27)

Trainees learn best when they learn at:

27)

______
A)

the pace set by their supervisor.
B)

a country resort.
C)

their own pace.
D)

an off-the-job setting.
E)

the pace set by their trainer.

28)

Under Canadian human rights legislation, several aspects of training programs must be assessed with an eye toward the program’s impact on:

28)

______
A)

company profits.
B)

reverse discrimination.
C)

white males.
D)

designated group members.
E)

highly educated workers.

29)

The legal aspects of training may require showing that the admissions procedures are:

29)

______
A)

external.
B)

valid.
C)

reviewed regularly.
D)

invalid.
E)

reliable.

30)

Members of designated groups should have as much chance of successfully completing the training program as do others to prevent any:

30)

______
A)

grievance actions.
B)

on-the-job training.
C)

job instruction training.
D)

unreliable results.
E)

discrimination.

31)

When an employer fails to train adequately this is referred to as:

31)

______
A)

affirmative action.
B)

simulated training.
C)

job instruction training.
D)

on-the-job training.
E)

negligent training.

32)

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

32)

______
A)

train all employees who work with dangerous equipment, materials, or processes.
B)

offer basic training programs only.
C)

never change the training program content.
D)

hire consultants to do training.
E)

accept all applicants for training programs.

33)

The first step in a training program is to determine:

33)

______
A)

job instruction training.
B)

training evaluation.
C)

the number of trainees.
D)

on-the-job training.
E)

training needs.

34)

A technique for determining the training needs of newly-hired employees is:

34)

______
A)

performance analysis.
B)

testing.
C)

observations.
D)

task analysis.
E)

personnel records.

35)

No matter what training needs assessment technique is used to assess training effectiveness, it is wise to seek input from:

35)

______
A)

professional trainers.

B)

other companies.
C)

employees.
D)

training journals.
E)

managers and supervisors.

36)

It is common for organizations to hire and train entry-level workers who are:

36)

______
A)

highly motivated.
B)

very intelligent.
C)

highly educated.
D)

inexperienced.
E)

highly experienced.

37)

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:

37)

______
A)

equal access and affirmative action.
B)

job descriptions and job specifications.
C)

job standards and specialization.
D)

job instruction and on-the-job training.
E)

performance standards.

38)

The type of information that is found on an employer task analysis record form includes the following EXCEPT:

38)

______
A)

quantity, quality standards.
B)

how often performed.
C)

task list.
D)

skills not required to learn.
E)

performance conditions.

39)

In a task analysis record form, the task list defines the jobs:

39)

______
A)

supplementary tasks.
B)

main tasks and subtasks.
C)

secondary tasks.
D)

primary tasks.
E)

supplemental tasks.

40)

In column three of a task analysis record form the standards of performance should be:

40)

______
A)

tightly woven.
B)

as loose as possible.
C)

estimated.
D)

randomly selected.
E)

stated in measurable terms.

41)

A technique for determining the training needs of current employees is:

41)

______
A)

motivation analysis.
B)

task analysis.
C)

questionnaires.
D)

performance analysis.
E)

training analysis.

42)

The heart of the task analysis record form is the column in which:

42)

______
A)

the standards of performance for each task and subtask are listed.
B)

the competencies and specific skills or knowledge required for each of the tasks and subtasks are listed.
C)

the job’s main tasks and subtasks are listed.
D)

the task is listed.
E)

there is an indication of whether the task is learned best on- or off-the-job.

43)

The last column of the task analysis record form indicates whether the task is best learned from:

43)

______
A)

vestibule training.
B)

on-the-job training.
C)

on- or off-the-job training.
D)

simulated training.
E)

job instruction training.

44)

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:

44)

______
A)

performance analysis.
B)

training analysis.
C)

motivation analysis.
D)

task analysis.
E)

employee analysis.

45)

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:

45)

______
A)

managerial performance.
B)

what it should be.
C)

work group performance.
D)

what it really is.
E)

co-workers’ performance.

46)

The heart of performance analysis is distinguishing between:

46)

______
A)

different supervisory practices.
B)

employee training levels.
C)

experience levels of employees.
D)

“can’t do” and “won’t do” problems.
E)

good and bad employees.

47)

Effective training needs analysis results in:

47)

______
A)

task analysis.
B)

concrete, measurable training objectives.
C)

performance analysis.
D)

performance standards.
E)

excellent job performance.

48)

Training objectives provide a focus for the efforts of the trainer and the trainees, and:

48)

______
A)

input for Markov analysis.
B)

data for the task analysis record form data.
C)

performance analysis techniques.
D)

orientation topics.
E)

a benchmark for evaluating the success of the training program.

49)

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

49)

______
A)

distance learning.
B)

computerized training.
C)

on-the-job training.
D)

vestibule training.
E)

job instruction training.

50)

Advantages of on-the-job training include the following EXCEPT:

50)

______
A)

being relatively inexpensive.
B)

trainees get quick feedback.
C)

learning while producing.
D)

minimal or no use of classrooms or programmed learning devices.
E)

self-paced training.

51)

A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training is referred to as:

51)

______
A)

job instruction training.
B)

special assignment training.
C)

vestibule training.
D)

computerized training.
E)

apprenticeship training.

52)

Many jobs consist of a logical sequence of steps and are best taught step by step. This type of training is called:

52)

______
A)

on-the-job training.
B)

job instruction training.
C)

computerized training.
D)

vestibule training.
E)

process training.

53)

Audiovisual training techniques are useful in the following situations EXCEPT:

53)

______
A)

when it is too costly to move trainers from place to place.
B)

when trainees must be exposed to events that are not easily demonstrated in live lectures.
C)

when a training method less expensive than conventional lectures is needed.
D)

when stop-action, instant-replay, or fast- or slow-motion capabilities are needed.
E)

when training is going to be used organization-wide.

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