MGT 434 final Exam- Questions &
Answers
The evaluation process ideally begins with ________. Correct Ans-conducting a needs
analysis
________ refers to whether performance on the outcome reflects true differences in performance.
Correct Ans-Discrimination
Appropriate training outcomes need to discriminate, meaning that ________. Correct Ans-
trainees' performance on the outcome should actually reflect true differences in performance
If trainers are interested in the generalizability of a study's results, they are said to be interested
in the ________ of the study. Correct Ans-external validity
Affective outcomes would be considered a Level 1 outcome in Kirkpatrick's model of training
evaluation. Correct Ans-false
A reliable test includes items for which the meaning or interpretation does not change over time.
Correct Ans-true
Favorable trainee reactions are strongly connected with transfer. Correct Ans-false
,The Hawthorne effect refers to employees performing at a low level because of the attention they
receive. Correct Ans-false
It is necessary to limit return on investment (ROI) analysis to certain training programs as it can
be costly. Correct Ans-true
Which of the following statements is true about the differences between training and
development? Correct Ans-Training focuses on preparing employees for current jobs, but
development prepares them for other positions.
Which of the following is NOT considered a "best practice" regarding 360-degree feedback
systems? Correct Ans-The results from such feedback should be used to make compensation
decisions.
Job enlargement refers to the process of ________. Correct Ans-adding challenges or new
responsibilities to an employee's current job
________ gives employees a series of job assignments in various functional areas of the
company. Correct Ans-Job rotation
The process of developing a succession plan typically begins with ________. Correct Ans-
identifying the positions included in the succession plan
, The core employees in the nine-box grid are those with ________. Correct Ans-moderate
potential and solid performance
In the nine-box grid, high-potential and high performing employees who should be developed for
leadership positions are known as ________. Correct Ans-star performers
According to the nine-box grid, the development plan for employees with outstanding
performance but low potential typically emphasizes ________. Correct Ans-finding them
experiences that will continue to facilitate creativity and innovation
________ refers to the process of helping new hires adjust to social and performance aspects of
their new jobs. Correct Ans-Onboarding
Job rotation can be used for most, if not all, types of employees. Correct Ans-true
Transfers and downward moves could help employees achieve long-term success with a
company. Correct Ans-true
In reverse mentoring programs, peers mentor each other. Correct Ans-false
By making a succession planning list public, high-potential employees who are not interested in
other positions can communicate their intentions. Correct Ans-true
Answers
The evaluation process ideally begins with ________. Correct Ans-conducting a needs
analysis
________ refers to whether performance on the outcome reflects true differences in performance.
Correct Ans-Discrimination
Appropriate training outcomes need to discriminate, meaning that ________. Correct Ans-
trainees' performance on the outcome should actually reflect true differences in performance
If trainers are interested in the generalizability of a study's results, they are said to be interested
in the ________ of the study. Correct Ans-external validity
Affective outcomes would be considered a Level 1 outcome in Kirkpatrick's model of training
evaluation. Correct Ans-false
A reliable test includes items for which the meaning or interpretation does not change over time.
Correct Ans-true
Favorable trainee reactions are strongly connected with transfer. Correct Ans-false
,The Hawthorne effect refers to employees performing at a low level because of the attention they
receive. Correct Ans-false
It is necessary to limit return on investment (ROI) analysis to certain training programs as it can
be costly. Correct Ans-true
Which of the following statements is true about the differences between training and
development? Correct Ans-Training focuses on preparing employees for current jobs, but
development prepares them for other positions.
Which of the following is NOT considered a "best practice" regarding 360-degree feedback
systems? Correct Ans-The results from such feedback should be used to make compensation
decisions.
Job enlargement refers to the process of ________. Correct Ans-adding challenges or new
responsibilities to an employee's current job
________ gives employees a series of job assignments in various functional areas of the
company. Correct Ans-Job rotation
The process of developing a succession plan typically begins with ________. Correct Ans-
identifying the positions included in the succession plan
, The core employees in the nine-box grid are those with ________. Correct Ans-moderate
potential and solid performance
In the nine-box grid, high-potential and high performing employees who should be developed for
leadership positions are known as ________. Correct Ans-star performers
According to the nine-box grid, the development plan for employees with outstanding
performance but low potential typically emphasizes ________. Correct Ans-finding them
experiences that will continue to facilitate creativity and innovation
________ refers to the process of helping new hires adjust to social and performance aspects of
their new jobs. Correct Ans-Onboarding
Job rotation can be used for most, if not all, types of employees. Correct Ans-true
Transfers and downward moves could help employees achieve long-term success with a
company. Correct Ans-true
In reverse mentoring programs, peers mentor each other. Correct Ans-false
By making a succession planning list public, high-potential employees who are not interested in
other positions can communicate their intentions. Correct Ans-true
