COMM 229
COMM 229 Final Exam Study Guide | Managing People in
Organizations | Complete Final Review | 2026 Update -
Concordia.
Gradegurus
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, COMM 229 – Managing People In
Organizations
FINAL EXAM STUDY GUIDE
Classes 7–12 | Instructor: Nigel Taklalsingh
Final Exam: April 20, 9:00–12:00 | 30 MCQ + 4 Short Answer Questions
EXAM FORMAT & KEY TOPICS (from Class 12 slides)
• 30 Multiple Choice Questions (30 points)
• 4 Short Answer Questions with parts a, b, c (35 points)
• Exam is CUMULATIVE but focuses on post-midterm content (Classes 7–12)
Confirmed Key Topics from Final Exam Overview Slide:
• HR Planning Forecasting & Trend Analysis
• Job Enrichment
• Performance Management & Evaluation Methods
• Rating Scale and Errors (biases)
• Job Dissatisfaction – EVLN Model
• Big-5 Personality Types (refer to Moodle)
• Expectancy Theory – diagnostic version (refer to Moodle)
EXAM TIP: The exam is cumulative — Classes 1–5 content (midterm material) can still appear.
Focus your energy on Classes 7–12 but review key Class 1–5 concepts if time permits.
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, CLASS 7: Onboarding, Training & Development
1. Key Definitions
Term Definition
Onboarding Process of helping new hires adjust quickly to
performance AND social aspects of their new
job.
Orientation Familiarizing new employees with the org.,
their job, their work unit, and embedding org.
values, beliefs, and accepted behaviours.
Socialization Continuing process by which an employee
integrates the values, norms, and beliefs of
the organization.
Training Acquisition of knowledge, skills, and attitudes
to perform CURRENT work.
Development Acquisition of knowledge, skills, and attitudes
to perform FUTURE work or solve a problem.
Talent Management Preparing a pool of developed employees to
meet FUTURE organizational needs.
Benefits of effective onboarding: ↑ retention, faster time to productivity, ↓ anxiety, ↑ motivation, ↑ engagement,
reduced turnover.
2. The 4-Step Training Process (ADIE)
EXAM TIP: Know all 4 steps and their components — this is highly testable.
Step 1: Assessing Needs
Goal: Identify the gap between CURRENT and DESIRED performance. Three levels of analysis:
• Organizational Analysis – strategy, environment, resources, culture, constraints, recent changes
(mergers, tech).
• Task Analysis – expected performance, ideal KSAs (Knowledge, Skills, Attitudes) required for
the job.
• Person Analysis – actual KSAs of employees, barriers to performance (lack motivation, lack
feedback, unclear expectations, lack equipment).
Step 2: Designing the Program
Establish clear TRAINING OBJECTIVES (desired behaviour, performance criteria, conditions). Key
principles of learning:
• Goal setting
• Repetition
• Individual differences
• Meaningful presentation (relevance)
• Active practice/participation
messages.downloaded_by
COMM 229 Final Exam Study Guide | Managing People in
Organizations | Complete Final Review | 2026 Update -
Concordia.
Gradegurus
➢
➢
➢
➢
, COMM 229 – Managing People In
Organizations
FINAL EXAM STUDY GUIDE
Classes 7–12 | Instructor: Nigel Taklalsingh
Final Exam: April 20, 9:00–12:00 | 30 MCQ + 4 Short Answer Questions
EXAM FORMAT & KEY TOPICS (from Class 12 slides)
• 30 Multiple Choice Questions (30 points)
• 4 Short Answer Questions with parts a, b, c (35 points)
• Exam is CUMULATIVE but focuses on post-midterm content (Classes 7–12)
Confirmed Key Topics from Final Exam Overview Slide:
• HR Planning Forecasting & Trend Analysis
• Job Enrichment
• Performance Management & Evaluation Methods
• Rating Scale and Errors (biases)
• Job Dissatisfaction – EVLN Model
• Big-5 Personality Types (refer to Moodle)
• Expectancy Theory – diagnostic version (refer to Moodle)
EXAM TIP: The exam is cumulative — Classes 1–5 content (midterm material) can still appear.
Focus your energy on Classes 7–12 but review key Class 1–5 concepts if time permits.
messages.downloaded_by
, CLASS 7: Onboarding, Training & Development
1. Key Definitions
Term Definition
Onboarding Process of helping new hires adjust quickly to
performance AND social aspects of their new
job.
Orientation Familiarizing new employees with the org.,
their job, their work unit, and embedding org.
values, beliefs, and accepted behaviours.
Socialization Continuing process by which an employee
integrates the values, norms, and beliefs of
the organization.
Training Acquisition of knowledge, skills, and attitudes
to perform CURRENT work.
Development Acquisition of knowledge, skills, and attitudes
to perform FUTURE work or solve a problem.
Talent Management Preparing a pool of developed employees to
meet FUTURE organizational needs.
Benefits of effective onboarding: ↑ retention, faster time to productivity, ↓ anxiety, ↑ motivation, ↑ engagement,
reduced turnover.
2. The 4-Step Training Process (ADIE)
EXAM TIP: Know all 4 steps and their components — this is highly testable.
Step 1: Assessing Needs
Goal: Identify the gap between CURRENT and DESIRED performance. Three levels of analysis:
• Organizational Analysis – strategy, environment, resources, culture, constraints, recent changes
(mergers, tech).
• Task Analysis – expected performance, ideal KSAs (Knowledge, Skills, Attitudes) required for
the job.
• Person Analysis – actual KSAs of employees, barriers to performance (lack motivation, lack
feedback, unclear expectations, lack equipment).
Step 2: Designing the Program
Establish clear TRAINING OBJECTIVES (desired behaviour, performance criteria, conditions). Key
principles of learning:
• Goal setting
• Repetition
• Individual differences
• Meaningful presentation (relevance)
• Active practice/participation
messages.downloaded_by
