Human Resource
Management in Canada 12
edition - Cap U Questions
And Answers
EXPLAIN how to develop an orientation program. - (Correct Answer)
New employees need a clear understanding of company policies,
expec-tations regarding their performance, and operating
procedures. Orientation is part of the socialization process that
instills in new employees the prevailing attitudes, standards,
values, and patterns of behaviour that are expected by the
organization. Onboarding helps to reduce reality shock— the
discrepancy between what the new employee expected from his or
her job and its realities.
DESCRIBE the five-step training process - (Correct Answer)
(1)NEEDS ANALYSIS: identify the specific job performance skills
needed, to analyze the skills and needs of the prospective trainees,
and to develop specific, measurable knowledge and performance
objectives.
(2) INSTRUCTIONAL DESIGN: the actual content of the training
program is compiled and produced, including workbooks, exercises,
and activities.
(3) VALIDATION: in which the bugs are worked out of the training
program by pre-senting it to a small, representative audience.
(4) IMPLEMENTED:
(5) EVAULATED: follow- up step in which the program's successes or
failures are assessed.
DISCUSS two techniques used for assessing training needs. -
(Correct Answer) (1) Analyze the audience to ensure that the
program will be suited to their spe-cific levels of education,
,experience, and skills, as well as their attitudes and personal
motivations.
(2) Use research to develop specific measurable knowledge and
performance objectives.
EVALUATE at least five traditional training techniques. - (Correct
Answer) Traditional training techniques include on- the- job-
training, apprenticeship training, informal learning, job instruction
training, classroom training, audiovisual techniques, programmed
learning, and vestibule or simulated training.
DESCRIBE the three types of e- learning. - (Correct Answer) Three
types of e- learning are computer- based training, online training,
and electronic perfor-mance support systems.
DESCRIBE how to evaluate the training effort. - (Correct Answer) In
evaluating the effectiveness of a training program, four categories
of outcomes can be measured: reaction, learning, behaviour, and
results.
EXPLAIN several common types of training for special purposes. -
(Correct Answer) Today's organizations often provide training for
special purposes, including literacy train-ing, diversity training,
customer service training, training for teamwork, and training for
first- time supervisors/ managers.
employee orientation ( onboarding) - (Correct Answer) programs
designed to introduce new employees to the job, the people they
will be working with and the organization
socialization - (Correct Answer) The ongoing process of instilling in
all employees the prevailing attitudes, standards, values, and
patterns of behav-iour that are expected by the organization.
reality shock ( cognitive dissonance) - (Correct Answer) The state
that results from the discrepancy between what the new employee
expected from his or her new job and the realities of it.
training vs development - (Correct Answer) trainging: The process
of teaching employees the basic skills/ competencies that they need
to perform their jobs.
development: training on long term nature
, task analysis - (Correct Answer) A detailed study of a job to identify
the skills and competencies it requires so that an appropriate
training program can be instituted.
performance analysis - (Correct Answer) Verifying that there is a
performance deficiency and determining whether that deficiency
should be rectified through training or through some other means
( such as transferring the employee).
Distinguishing between can't do and won't do problems is at the
heart of performance analysis.
electronic performance support systems ( EPSS) - (Correct Answer)
Computer- based job aids, or sets of computerized tools and
displays, that automate training, documentation, and phone
support.
EXPLAIN the strategic importance of career planning and
development in the context of today's talent shortage. - (Correct
Answer) Career planning and development is a critical strategic
issue in ensuring that the supply of necessary talent is available. It
involves the delib-erate process through which a person becomes
aware of personal career- related attributes, and the lifelong series
of activities that contribute to his or her career fulfillment.
ANALYZE the factors that affect career choices. - (Correct
Answer) ...
EXPLAIN the evolution of career development and the impact of that
on employers and employees. - (Correct Answer) The focus on life
trajectories involves reframing career development from traits and
states to context, from prescriptive to process, from linear to non-
linear, from scientific to narrative, and from descriptive to
modelling. In this evolution, organizations can benefit from
becoming learning organizations that use behaviour modelling,
including role- playing, simulations, management games, and
mentoring opportunities.
RECOMMEND how to manage transfers and promotions more
effectively. - (Correct Answer) Transfers offer an opportunity for
personal and career development, but they have become more
Management in Canada 12
edition - Cap U Questions
And Answers
EXPLAIN how to develop an orientation program. - (Correct Answer)
New employees need a clear understanding of company policies,
expec-tations regarding their performance, and operating
procedures. Orientation is part of the socialization process that
instills in new employees the prevailing attitudes, standards,
values, and patterns of behaviour that are expected by the
organization. Onboarding helps to reduce reality shock— the
discrepancy between what the new employee expected from his or
her job and its realities.
DESCRIBE the five-step training process - (Correct Answer)
(1)NEEDS ANALYSIS: identify the specific job performance skills
needed, to analyze the skills and needs of the prospective trainees,
and to develop specific, measurable knowledge and performance
objectives.
(2) INSTRUCTIONAL DESIGN: the actual content of the training
program is compiled and produced, including workbooks, exercises,
and activities.
(3) VALIDATION: in which the bugs are worked out of the training
program by pre-senting it to a small, representative audience.
(4) IMPLEMENTED:
(5) EVAULATED: follow- up step in which the program's successes or
failures are assessed.
DISCUSS two techniques used for assessing training needs. -
(Correct Answer) (1) Analyze the audience to ensure that the
program will be suited to their spe-cific levels of education,
,experience, and skills, as well as their attitudes and personal
motivations.
(2) Use research to develop specific measurable knowledge and
performance objectives.
EVALUATE at least five traditional training techniques. - (Correct
Answer) Traditional training techniques include on- the- job-
training, apprenticeship training, informal learning, job instruction
training, classroom training, audiovisual techniques, programmed
learning, and vestibule or simulated training.
DESCRIBE the three types of e- learning. - (Correct Answer) Three
types of e- learning are computer- based training, online training,
and electronic perfor-mance support systems.
DESCRIBE how to evaluate the training effort. - (Correct Answer) In
evaluating the effectiveness of a training program, four categories
of outcomes can be measured: reaction, learning, behaviour, and
results.
EXPLAIN several common types of training for special purposes. -
(Correct Answer) Today's organizations often provide training for
special purposes, including literacy train-ing, diversity training,
customer service training, training for teamwork, and training for
first- time supervisors/ managers.
employee orientation ( onboarding) - (Correct Answer) programs
designed to introduce new employees to the job, the people they
will be working with and the organization
socialization - (Correct Answer) The ongoing process of instilling in
all employees the prevailing attitudes, standards, values, and
patterns of behav-iour that are expected by the organization.
reality shock ( cognitive dissonance) - (Correct Answer) The state
that results from the discrepancy between what the new employee
expected from his or her new job and the realities of it.
training vs development - (Correct Answer) trainging: The process
of teaching employees the basic skills/ competencies that they need
to perform their jobs.
development: training on long term nature
, task analysis - (Correct Answer) A detailed study of a job to identify
the skills and competencies it requires so that an appropriate
training program can be instituted.
performance analysis - (Correct Answer) Verifying that there is a
performance deficiency and determining whether that deficiency
should be rectified through training or through some other means
( such as transferring the employee).
Distinguishing between can't do and won't do problems is at the
heart of performance analysis.
electronic performance support systems ( EPSS) - (Correct Answer)
Computer- based job aids, or sets of computerized tools and
displays, that automate training, documentation, and phone
support.
EXPLAIN the strategic importance of career planning and
development in the context of today's talent shortage. - (Correct
Answer) Career planning and development is a critical strategic
issue in ensuring that the supply of necessary talent is available. It
involves the delib-erate process through which a person becomes
aware of personal career- related attributes, and the lifelong series
of activities that contribute to his or her career fulfillment.
ANALYZE the factors that affect career choices. - (Correct
Answer) ...
EXPLAIN the evolution of career development and the impact of that
on employers and employees. - (Correct Answer) The focus on life
trajectories involves reframing career development from traits and
states to context, from prescriptive to process, from linear to non-
linear, from scientific to narrative, and from descriptive to
modelling. In this evolution, organizations can benefit from
becoming learning organizations that use behaviour modelling,
including role- playing, simulations, management games, and
mentoring opportunities.
RECOMMEND how to manage transfers and promotions more
effectively. - (Correct Answer) Transfers offer an opportunity for
personal and career development, but they have become more
