Test Bank For Strategic Training and Development, 1e Robyn Berkley, David Kaplan

Test Bank For Strategic Training and Development, 1e Robyn Berkley, David Kaplan-1. Information detailing job analyses and job descriptions is found in which internal environment dimension? A. organization B. task C. people D. social Ans: B Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: Task Difficulty Level: Easy 2. Information detailing surveys, education, benefits, and career development is found in which internal environment dimension? A. social B. organization C. task D. people Ans: D Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: People Difficulty Level: Easy 3. Information detailing policies, procedures, and structure alignment are part of which internal environment dimension? A. social B. organization C. people D. task Ans: B Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: Organization Difficulty Level: Easy 4. Information detailing general company climate, ethical culture, and values are part of which internal environment dimension? A. social B. organization C. people D. task Ans: A Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: Social Difficulty Level: Easy 5. Organizations interested in developing high-potential employees often use onboarding, mentoring, and individual coaching to support employees. These activities are part of which internal environment dimension? A. task B. people C. social D. organization Ans: C Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Application Answer Location: Social Difficulty Level: Medium 6. Due to potential legal liability risks organizations often provide training addressing behavior. A. leadership B. managerial C. ethical D. executive Ans: C Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: Social Difficulty Level: Easy 7. Information detailing motivation and KSAs are part of which internal environment dimension? A. social B. task C. organization D. people Ans: D Learning Objective: 1-3: Critique internal environment elements for training and development needs and readiness. Cognitive Domain: Knowledge Answer Location: People Difficulty Level: Easy 8. The HR activity of staffing is associated with which of the following training and development concerns? A. train employees based on performance identified gaps B. prepare employees for internal hiring opportunities C. design training programs using performance incentives D. determine training needs given KSAs identified during job analysis Ans: B Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: HR Infrastructure Difficulty Level: Easy 9. Training and development starts with which HR activity? A. performance appraisal B. compensation C. staffing D. job analysis Ans: D Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: Job Analysis Difficulty Level: Easy 10. Succession planning is considered to be part of which staffing concern? A. staffing levels B. staffing quality C. staffing sources D. staffing needs Ans: A Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: Staffing Difficulty Level: Easy 11. Southwest’s emphasis on hiring for the best person–organization match is an example of which staffing concern? A. staffing quality B. staffing level C. staffing resources D. staffing performance Ans: A Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: Staffing Difficulty Level: Easy 12. The staffing strategy to hire for an acceptable workforce quality, would be used by which of the following companies? A. Google B. IBM C. Walmart D. Apple Ans: D Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Application Answer Location: Staffing Difficulty Level: Medium 13. In order to identify the gap between actual and desired employee outcomes a must be completed first. A. quality check B. succession plan C. skills inventory D. performance appraisal Ans: D Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: Performance Appraisal Difficulty Level: Easy 14. A skill inventory database would best be managed using a(n) . A. CBT B. PFP C. HRIS D. KSA Ans: C Learning Objective: 1-4: Illustrate the interrelatedness of training and development activities with other human resource functions. Cognitive Domain: Knowledge Answer Location: Human Resource Information Systems Difficulty Level: Easy 15. The differentiation strategy would utilize which training and development activity? A. develop managers in a “cost-conscious” culture B. focus on career development rather than growth opportunities C. institute development program for employee advancement and high-potential employees D. retrain workers when there are reductions in force Ans: C Learning Objective: 1-5: Appraise a company training and development strategy for strategy alignment and contextual relevance. Cognitive Domain: Knowledge Answer Location: Corporate Strategy Theories Difficulty Level: Easy 16. The defender strategy would utilize which training and development activity? A. Develop managers in a “cost-conscious” culture B. Focus on career development rather than growth opportunities C. Institute development program for employee advancement and high-potential employees D. Retrain workers when there are reductions in force Ans: A Learning Objective: 1-5: Appraise a company training and development strategy for strategy alignment and contextual relevance. Cognitive Domain: Knowledge Answer Location: Corporate Strategy Theories Difficulty Level: Easy 17. The analyzer strategy would utilize which training and development activity? A. develop managers in a “cost-conscious” culture B. focus on career development rather than growth opportunities C. institute development program for employee advancement and high-potential employees D. retrain workers when there are reductions in force Ans: B Learning Objective: 1-5: Appraise a company training and development strategy for strategy alignment and contextual relevance. Cognitive Domain: Knowledge Answer Location: Corporate Strategy Theories Difficulty Level: Easy 18. The reactor strategy would utilize which training and development activity? A. develop managers in a “cost-conscious” culture B. focus on career development rather than growth opportunities C. institute development program for employee advancement and high-potential employees D. retrain workers when there are reductions in force Ans: D Learning Objective: 1-5: Appraise a company training and development strategy for strategy alignment and contextual relevance. Cognitive Domain: Knowledge Answer Location: Corporate Strategy Theories Difficulty Level: Easy 19. The cost leadership strategy would utilize which training and development activity? A. train for job-specific skills and cost efficiency B. focus on career development rather than growth opportunities C. institute development program for employee advancement and high-potential employees D. retrain workers when there are reductions in force Ans: A Learning Objective: 1-5: Appraise a company training and development strategy for strategy alignment and contextual relevance. Cognitive Domain: Knowledge Answer Location: Corporate Strategy Theories Difficulty Level: Easy