BUS 381 FINAL Exam Questions with Verified
Correct Answers
8. What are the benefits of onboarding and training?
Increased morale, fewer instances of corrective discipline, fewer grievances, and reduced
numbers of workplace injuries.
8. Define: Employee Onboarding
A long-term, continuous socialization process that considers both employee and employer
expectations and obligations to develop a deep understanding of employer-specific topics.
8. Define: Orientation
A short process that provides new employees with basic information about the organization.
8. Define: Socialization
The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and
patterns of behavior the organization expects.
8. Define: Training
Short-term, discrete efforts in which organizations impart information and instructions to help
the recipient gain the required skills or knowledge to perform the job at adequate levels.
8. Compare: Orientation vs. Onboarding vs. Socialization vs. Training
- Orientation: Short-term (Day 1-Week 1), basic info, introduce job & company.
- Onboarding: Long-term (Months-Year 1), integration & adjustment, reduce reality shock &
build commitment.
- Socialization: Ongoing, cultural assimilation, instill norms, values, expectations.
- Training: Short-term (as needed), skill acquisition, improve job performance.
8. What is the purpose of onboarding?
1. helps reduce first day (first month?) jitters and reality shock
2. foundation for ongoing performance management
3. improved productivity
4. improved retention levels and reduced recruitment costs
,8. What is included in the orientation program content?
Internal publications, facility tour, staff introductions, job-related documents, expected training,
performance appraisal criteria, and involvement of supervisors and peers.
8. What is included in the employee handbook?
- Company info
- Employment policies
- Workplace conduct
- Compensation
- Benefits
- Workplace safety
8. What are common problems with orientation and onboarding?
- Too much information
- too many forms
- little or no orientation provided
- HR info too broad, supervisor info too detailed
- no follow-up
- not delivered by the right people
- rushing the process.
8. How do you evaluate if orientation was successful?
1) Employee Reaction - evaluate usefulness (how did the employee feel).
2) Socialization Effects - assess progress towards understanding norms (fitting in).
3) Cost/Benefit Analysis - compare costs (materials, time) to benefits (fewer errors, productivity
rate).
8. What is the difference between training and development?
Training: Process of teaching employees basic skills/competencies needed for current job
performance. Short-term, aligned with business goals, a strategic investment.
Development: Long-term preparation for future jobs (succession planning).
8. Watson v British Boxing Board of Control
• High Court awarded him substantial damages (~£1M), later reduced to about £400K on
appeal.
• The Court of Appeal upheld liability, noting that BBBC's control of medical supervision created
a duty beyond mere rule-setting
, 8. What are the legal aspects of training?
- Ensure admissions procedures are valid (who gets trained), training is not unfairly
discriminatory (consider how you train - does it only 'fit' a particular type of employee),
- Negligent training - failure to adequately train an employee.
8. What are the 5 steps of the training process?
1) Training Needs Analysis
2) Instructional Design
3) Validation
4) Implementation
5) Evaluation of Training.
8. Step 1: What is involved in a Training Needs Analysis?
Identify the gap through:
- Task Analysis for new employees: break down job into tasks and skills.
- Performance Analysis for current employees: verify any performance deficiencies and
determine whether they are best resolved through training or other means.
--> then establish training objectives.
8. Step 2: Instructional Design (Formal & Informal)
Formal vs. Informal
Forms of training:
• Classroom training
• Apprenticeship
• Mentorship
• Job instruction
• E-learning
• Simulated learning
• On-demand learning
8. Step 2: What are the considerations for choosing a training method?
Budget, workforce, risk level, and learning environment.
8. Step 2: Examples
Job / Recommended Method / Main Consideration
Airline pilot / Simulation, VR / Risk level
Correct Answers
8. What are the benefits of onboarding and training?
Increased morale, fewer instances of corrective discipline, fewer grievances, and reduced
numbers of workplace injuries.
8. Define: Employee Onboarding
A long-term, continuous socialization process that considers both employee and employer
expectations and obligations to develop a deep understanding of employer-specific topics.
8. Define: Orientation
A short process that provides new employees with basic information about the organization.
8. Define: Socialization
The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and
patterns of behavior the organization expects.
8. Define: Training
Short-term, discrete efforts in which organizations impart information and instructions to help
the recipient gain the required skills or knowledge to perform the job at adequate levels.
8. Compare: Orientation vs. Onboarding vs. Socialization vs. Training
- Orientation: Short-term (Day 1-Week 1), basic info, introduce job & company.
- Onboarding: Long-term (Months-Year 1), integration & adjustment, reduce reality shock &
build commitment.
- Socialization: Ongoing, cultural assimilation, instill norms, values, expectations.
- Training: Short-term (as needed), skill acquisition, improve job performance.
8. What is the purpose of onboarding?
1. helps reduce first day (first month?) jitters and reality shock
2. foundation for ongoing performance management
3. improved productivity
4. improved retention levels and reduced recruitment costs
,8. What is included in the orientation program content?
Internal publications, facility tour, staff introductions, job-related documents, expected training,
performance appraisal criteria, and involvement of supervisors and peers.
8. What is included in the employee handbook?
- Company info
- Employment policies
- Workplace conduct
- Compensation
- Benefits
- Workplace safety
8. What are common problems with orientation and onboarding?
- Too much information
- too many forms
- little or no orientation provided
- HR info too broad, supervisor info too detailed
- no follow-up
- not delivered by the right people
- rushing the process.
8. How do you evaluate if orientation was successful?
1) Employee Reaction - evaluate usefulness (how did the employee feel).
2) Socialization Effects - assess progress towards understanding norms (fitting in).
3) Cost/Benefit Analysis - compare costs (materials, time) to benefits (fewer errors, productivity
rate).
8. What is the difference between training and development?
Training: Process of teaching employees basic skills/competencies needed for current job
performance. Short-term, aligned with business goals, a strategic investment.
Development: Long-term preparation for future jobs (succession planning).
8. Watson v British Boxing Board of Control
• High Court awarded him substantial damages (~£1M), later reduced to about £400K on
appeal.
• The Court of Appeal upheld liability, noting that BBBC's control of medical supervision created
a duty beyond mere rule-setting
, 8. What are the legal aspects of training?
- Ensure admissions procedures are valid (who gets trained), training is not unfairly
discriminatory (consider how you train - does it only 'fit' a particular type of employee),
- Negligent training - failure to adequately train an employee.
8. What are the 5 steps of the training process?
1) Training Needs Analysis
2) Instructional Design
3) Validation
4) Implementation
5) Evaluation of Training.
8. Step 1: What is involved in a Training Needs Analysis?
Identify the gap through:
- Task Analysis for new employees: break down job into tasks and skills.
- Performance Analysis for current employees: verify any performance deficiencies and
determine whether they are best resolved through training or other means.
--> then establish training objectives.
8. Step 2: Instructional Design (Formal & Informal)
Formal vs. Informal
Forms of training:
• Classroom training
• Apprenticeship
• Mentorship
• Job instruction
• E-learning
• Simulated learning
• On-demand learning
8. Step 2: What are the considerations for choosing a training method?
Budget, workforce, risk level, and learning environment.
8. Step 2: Examples
Job / Recommended Method / Main Consideration
Airline pilot / Simulation, VR / Risk level
