BUS 381 PRACTICE QUESTIONS & ANSWERS
Which of the following is true about onboarding and training? - Answers - Onboarding is
focused on organization-specific topics, whereas training focuses on the required skills
or knowledge to perform the job at adequate levels.
All of the following represent problems associated with onboarding programs except
which one? - Answers - The employee is not interested in the content of the onboarding
process.
There are a number of advantages to using online onboarding systems, such as
engaging new hires in a personalized way and accelerating their time-to-productivity by
completing benefits decisions and payroll forms, adding new-hire data, introducing
policies and procedures, and _________________________________________. -
Answers - building the employer brand as an employer of choice
Sam enjoyed her recent training program and she thoroughly understands all of the
material she learned. Yet in the workplace, her actions are exactly the same as before
she attended the training. What category of training outcome would correctly assess
Sam's situation? - Answers - behaviour
José was given training on how to properly operate a forklift using a written book with
pictures and was then tested on this using a pen and paper test. He never actually
drove or operated a forklift as part of his training. What is this an example of? - Answers
- negligent training
There are five steps to the training and development process. In which step is the actual
content of the training program compiled and produced? - Answers - instructional design
What is the simplest and most popular technique for appraising performance? -
Answers - graphic rating scale
Although performance management techniques in high- and low-performing
organizations are essentially the same, managers in high-performing organizations
__________________. - Answers - tend to manage performance on a daily basis.
What is a key disadvantage to using a management by objectives approach to
performance appraisal? - Answers - .
It is too time consuming.
When a performance appraisal (PA) scale is too open to interpretation of traits and
standards, it leads to which of the following structural problems in the PA process? -
Answers - unclear performance standards
A 360-degree approach is popular among Canadian employers, despite such problems
as the amount of time and effort involved and lack of fit with strategic goals and other
, HR practices. What is another problem with 360-degree feedback? - Answers - There is
a lack of trust in the system by employees.
The alternation ranking, paired comparison, and forced distribution methods of
performance appraisal attempt to overcome a problem with a graphic rating scale. What
problem is this? - Answers - tendency for managers to rate all employees as average
Grace, a firefighter, is engaged in a critical incident method of performance evaluation.
Critical incidents cannot be used for making what types of decisions? - Answers - salary
Which of the following is true? - Answers - Usually the HR department orients the new
employee to the company policies and procedures, while the immediate supervisor
orients the employee to the specific job.
In evaluating the effectiveness of a training program, which of the following is not an
outcome measured? - Answers - Participation
Which of the following is a reason why training is needed for first-time supervisors and
managers? - Answers - People are promoted for technical competence but succeed in
management based on people skills.
Juan had recently attended a training session. He found that he could not understand
the training manual, and the classroom session was not relevant to him. In talking with
other participants, he found that all of them had the same opinion. What could the
trainer have done to avoid this situation? - Answers - The trainer should have validated
the training program.
Selena is completing a performance rating form on members of her staff, who are all
lifeguards. She wants to ensure that she can identify specific behaviours to give her
staff feedback for improvement. Which method should she use? - Answers -
behaviourally anchored rating scale
Which of the following would not be considered part of the performance management
process? - Answers - developing health and safety programs
Bob, a very successful salesperson paid on straight commission, has been told that he
should be less aggressive with customers and has attended workshops that have
shown him how to effectively communicate in a less aggressive fashion. However, Bob
continues to behave in the same way. Which of the following would most likely be the
issue? - Answers - The reward system in Bob's organization does not match the
performance expectations.
Which employee is least likely to experience repetitive strain injuries? - Answers - a
sales employee at a physical retail location
Which of the following is true about onboarding and training? - Answers - Onboarding is
focused on organization-specific topics, whereas training focuses on the required skills
or knowledge to perform the job at adequate levels.
All of the following represent problems associated with onboarding programs except
which one? - Answers - The employee is not interested in the content of the onboarding
process.
There are a number of advantages to using online onboarding systems, such as
engaging new hires in a personalized way and accelerating their time-to-productivity by
completing benefits decisions and payroll forms, adding new-hire data, introducing
policies and procedures, and _________________________________________. -
Answers - building the employer brand as an employer of choice
Sam enjoyed her recent training program and she thoroughly understands all of the
material she learned. Yet in the workplace, her actions are exactly the same as before
she attended the training. What category of training outcome would correctly assess
Sam's situation? - Answers - behaviour
José was given training on how to properly operate a forklift using a written book with
pictures and was then tested on this using a pen and paper test. He never actually
drove or operated a forklift as part of his training. What is this an example of? - Answers
- negligent training
There are five steps to the training and development process. In which step is the actual
content of the training program compiled and produced? - Answers - instructional design
What is the simplest and most popular technique for appraising performance? -
Answers - graphic rating scale
Although performance management techniques in high- and low-performing
organizations are essentially the same, managers in high-performing organizations
__________________. - Answers - tend to manage performance on a daily basis.
What is a key disadvantage to using a management by objectives approach to
performance appraisal? - Answers - .
It is too time consuming.
When a performance appraisal (PA) scale is too open to interpretation of traits and
standards, it leads to which of the following structural problems in the PA process? -
Answers - unclear performance standards
A 360-degree approach is popular among Canadian employers, despite such problems
as the amount of time and effort involved and lack of fit with strategic goals and other
, HR practices. What is another problem with 360-degree feedback? - Answers - There is
a lack of trust in the system by employees.
The alternation ranking, paired comparison, and forced distribution methods of
performance appraisal attempt to overcome a problem with a graphic rating scale. What
problem is this? - Answers - tendency for managers to rate all employees as average
Grace, a firefighter, is engaged in a critical incident method of performance evaluation.
Critical incidents cannot be used for making what types of decisions? - Answers - salary
Which of the following is true? - Answers - Usually the HR department orients the new
employee to the company policies and procedures, while the immediate supervisor
orients the employee to the specific job.
In evaluating the effectiveness of a training program, which of the following is not an
outcome measured? - Answers - Participation
Which of the following is a reason why training is needed for first-time supervisors and
managers? - Answers - People are promoted for technical competence but succeed in
management based on people skills.
Juan had recently attended a training session. He found that he could not understand
the training manual, and the classroom session was not relevant to him. In talking with
other participants, he found that all of them had the same opinion. What could the
trainer have done to avoid this situation? - Answers - The trainer should have validated
the training program.
Selena is completing a performance rating form on members of her staff, who are all
lifeguards. She wants to ensure that she can identify specific behaviours to give her
staff feedback for improvement. Which method should she use? - Answers -
behaviourally anchored rating scale
Which of the following would not be considered part of the performance management
process? - Answers - developing health and safety programs
Bob, a very successful salesperson paid on straight commission, has been told that he
should be less aggressive with customers and has attended workshops that have
shown him how to effectively communicate in a less aggressive fashion. However, Bob
continues to behave in the same way. Which of the following would most likely be the
issue? - Answers - The reward system in Bob's organization does not match the
performance expectations.
Which employee is least likely to experience repetitive strain injuries? - Answers - a
sales employee at a physical retail location
