最新HR题库05章复习题原版书ch07Word文档格式.docx
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最新HR题库05章复习题原版书ch07Word文档格式.docx
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F,p.199]
8.Organizationanalysisincludesbroadforcesthanimpacttheeffectivenessofemployees,suchasmergersandacquisitions,technologicalchange,andreengineering.
T,p.199]
9.Datasuchasdirectandindirectlaborcosts,turnover,andunemploymentrateprovidecluestoorganizationsabouttrainingneeds.
10.Personanalysisinvolvesdeterminingwhatthecontentofthetrainingprogramshouldbe,basedonastudyofthetasksordutiesinvolvedinthejob.
F,p.201-202区别任务分析和人员分析]
11.Instructionalobjectivesareakeycomponentinthedesignofatrainingprogram.
T,p.204-205]
12.Traineereadinessreferstobothmaturityandexperiencefactorsinatrainee'
sbackground.
T,p.205]
13.Thetwopreconditionsforlearningareemployeereadinessandmotivation.
14.Explainingthegoalsandobjectivesofthetrainingprogramtotraineeshaslittleimpactontheinterest,understanding,andefforttheydirecttowardthetraining.
ANS:
FPTS:
1REF:
p.316OBJ:
7-3TYPE:
U
15.Effectivetrainingprogramseliminateplateausinthelearningcurves.
F,p.208-209]
16.Behaviormodificationseekstograduallyshapetraineebehaviorusingreinforcement.
T,p.208]
17.Thesuccessofanytrainingeffortdependsmoreuponthecontentoftheprogramthanontheteachingskillsandpersonalcharacteristicsofthoseconductingthetraining.
F,p.209]
18.Effectivetrainersareoftenenthusiastic,humorous,haveinterestinthetrainingitself,anddemonstrateknowledgeofthesubject.
T,p.209-210]
19.Offeringandprovidingindividualassistanceisanimportantaspectforsuccessfultrainers.
T,p.210]
20.Althoughon-the-jobtraining(OJT)isgenerallyregardedasthemosteffectivemeansoffacilitatinglearningattheworkplace,itisoftenthemostpoorlyimplemented.
T,p.210-211]
21.Ifonewereusingtheon-the-jobtrainingmethodoftraining,thefirststepwouldbetopresenttheoperationsandknowledgetothelearner.
F,p.210-211]
22.ApprenticeshipprogramsareanextensionofOJTthatprovideonandoffthejobinstruction.
T,p.212]
23.Internshipprogramsthataredonewellcanbenefitstudents,schools,andemployers.
T,p.213]
24.Classroominstructioniscost-effectivebecauseitallowsthemaximumnumberoftraineestobehandledbytheminimumnumberofinstructors.
25.Amajoradvantageofprogrammedinstructionisthatitincorporatesanumberofestablishedlearningprinciples.
T,p.214]
26.Amajordisadvantageofprogrammedinstructionisthataspectsofitarenotconsistentwiththegenerallyacceptedprinciplesoflearning.
F,p.214]
27.Theprimarydrawbackofteleconferencingandvideoconferencingtrainingprogramsisthattheparticipantsarelimitedtointeractingsolelywiththeinstructor.
F,p.215]
28.E-learningencompassestwotechniques:
computer-assistedinstruction,andcomputer-basedprogramdesign.
F,p.216-217]
29.On-the-jobexperiencesareusedmostcommonlybyorganizationstodevelopmanagers.
T,p.218]
30.Casestudiesareausefulmethodofgivingparticipantsexperienceatanalyzingandsynthesizingfacts.
T,p.219]
31.Whenanalytic,problem-solving,andcriticalthinkingskillsarethemostimportantskillsinatrainingprogram,thecasestudymethodwouldproveappropriate.
T,p.220]
32.Roleplayingconsistsofassumingtheattitudesandbehaviorofothers,oftenasupervisorandasubordinate.
T,p.221]
33.Behaviormodelingisbasedontheprinciplethatbehaviorwhichisrewardedwillbeexhibitedmorefrequentlyinthefuture,whereasbehaviorwhichisunrewardedwilldecreaseinfrequency.
F,p.222]
34.Behaviormodelingappearstoworkinhelpingmanagerswithinteractingwithemployees,introducingchange,andhandlingdiscipline.
T,p.222]
35.Twocriteriatoevaluatetrainingprogramsarecostsandtrainingmaterials.
F,p.223-225]
36.Reactionmeasurestoevaluatetrainingtypicallyfocusontheentertainmentvalueofthetrainingprogram.
F,p.223]
37.Utilityreferstomeasuringone'
sowntrainingservicesagainsttheleadersinyourindustry.
F,p.225参考标杆管理定义]
38.Returnoninvestment(ROI)istheamountofmoneyacompanysavesbyavoidingtrainingprograms.
F,p.225]
39.Benchmarkingisconcernedwithmeasuringemployeeretentionoftrainingmaterialsatspecificpointsintime.
F,p.225-226]
40.Orientationistheformalprocessoffamiliarizingnewemployeeswiththeorganization,theirjob,andtheirworkunit.
T,p.228]
41.Thebenefitsofanorientationprogramincludelowerturnover,improvedmorale,andfacilitationoflearning.
42.Orientationprogramsstressthe"
why"
ratherthanthewhat,includingthephilosophybehindtheorganization'
srules.
43.Supervisorsplaythemostimportantroleintheorientationofnewemployees.
T,p.229]
44.Basicskillsincludespeaking,listening,managingoneself,andknowinghowtolearn.
T,p.230]
45.Tofunctioneffectivelyinateam,membersshouldreceivetraininginbothprocessandbehavioraldynamics.
T,p.231]
46.Whilecrosstrainingcanincreaseproductivity,itcanalsoincreaseemployeeturnover.
F,p.232]
47.Askill-buildingdiversityprogramwouldteachmanagershowtoconductperformanceappraisalswithemployeesfromdifferentcultures.
T,p.234]
48.AwarenessbuildingindiversitytrainingprovidestheKSAsnecessaryforworkingwithpeoplewhoaredifferent.
F,p.234235]
II.MULTIPLECHOICE
1.Theprimaryreasonorganizationstrainnewemployeesisto:
a.
increasetheirknowledge,skill,andabilitylevel.
b.
helptraineesachievepersonalcareergoals.
c.
complywithfederalregulations.
d.
improvetheworkenvironment.
A,p.196]
2.Theterms"
training"
and"
development"
:
meanthesamething
bothrefertoshorttermskilldevelopmentefforts
refertoashorttermperformanceorientationvs.alongertermskilldevelopment,respectively
refertoskillsdevelopmentinlowlevelvs.managerialemployees,respectively
C,p.196]
3.Fromthebroadestperspective,thegoaloftrainingistocontributeto:
socialimprovement.
personalgrowth.
organizationalgoals.
departmentalchallenges.
C,p.197]
4.Asystemsapproachtotraining:
isthemostcost-effectiveapproach
ensuresthattraininginvestmentshavemaximumimpactonperformance
iscalleddevelopment
includestheprocessofjobanalysis
B,p.197]
5.Thefourphasesofasystemsapproachtotrainingare:
needsassessment,programdesign,programimplementation,andevaluation.
organizationanalysis,taskanalysis,personanalysis,andperformanceanalysis.
needsassessment,personassessment,programimplementation,andevaluation.
organizationassessment,KSAassessment,personassessment,andevaluation.
A,p.197]
6.Determiningwhatthecontentofatrainingprogramshouldbe,basedonastudyofthejobduties,isknownas:
organizationanalysis.
individualanalysis.
jobanalysis.
taskanalysis.
D,p.201]
7.Ananalysisofthesetsofskillsandknowledgeneededfordecision-orientedandknowledge-intensivejobsisreferredtoas:
taskanalysis
needsassessment
competencyassessment
jobanalysis
C,p.201-202]
8.Organizationanalysis,taskanalysis,andpersonanalysisareallpartofwhatphaseofthesystemmodel?
traininganddevelopmentphase
analysisphase
needsassessmentphase
evaluationphase
C,p.198-204]
9.Determiningwhetherornotperformanceisacceptableandstudyingthecharacteristicsofindividualsandgroupsthatwillbeplacedinthetrainingenvironmentareknownas:
personanalysis.
demographicanalysis.
groupandindividualanalysis.
A,p.202-203]
10.Thedesiredoutcomesoftrainingprogramsareformallystatedas:
traininggoals.
learningobjectives.
instructionalobjectives.
learninggoals.
C,p.205]
11.Principlesoflearningarecharacteristicsthathelpemployeeswithallofthefollowingexcept:
graspingnewmaterial
makingsenseofnewmaterial
transfernewmaterialtothejob
retainnewlearning
D,p.206]
12.Goalsetting:
buildsabridgebetweenemployeesandtheorganization
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