Test Bank for Managing Performance through Training and Development, 8th Edition, Alan M. Saks, Robert R. Haccoun

TEST BANK




TEST BANK

,Chapter 1 - The Training and Development Process

1. Performance management is best categorized as a single event often associated with an annual performance appraisal
process.
a. True
b. False
ANSWER: False

2. Components of a performance management process usually identify training and development needs of individuals
leading to concrete plans for development of skills, knowledge, and abilities.
a. True
b. False
ANSWER: True

3. SMART goals are goals that are specific, measurable, attainable, realistic, and have a time frame.
a. True
b. False
ANSWER: False

4. Development is described as a planned effort to develop employees’ knowledge, skills, and abilities to help employees
perform better at their current jobs.
a. True
b. False
ANSWER: False

5. The main goal of the Edmonton Police Service’s mental health program was to improve interactions between police
officers and mentally ill individuals. This is clearly an example of a training initiative, NOT a development program.
a. True
b. False
ANSWER: True

6. One of the intrinsic benefits of training and development is the benefits realized by society.
a. True
b. False
ANSWER: False

7. According to research presented in the textbook, a negative relationship exists between per-employee expenditures on
training and development and employee productivity levels.
a. True
b. False
ANSWER: False

8. One of the reasons for the underinvestment in training and development by Canadian companies is the perception that
training, learning, and development expenditures represent a cost rather than an investment.
a. True
b. False

,ANSWER: True

9. Quebec is the only province in Canada to have mandatory training laws for companies with net profits greater than $1
million.
a. True
b. False
ANSWER: False

10. Organizations that incorporate training bonds into their training programs may have the ability to recover some of
their training costs.
a. True
b. False
ANSWER: True

11. The key environmental factors that drive human resources and training and development within an organization
include technology, global competition, the labour market, and organizational strategy.
a. True
b. False
ANSWER: False

12. Unlike many industrialized countries, Canada has NOT experienced in any meaningful way the notion of “skills
mismatch.”
a. True
b. False
ANSWER: False

13. Company ABC decides to provide selected employees with cultural sensitivity training as it contemplates opening an
office in Shanghai, China. This is a clear example of strategic training.
a. True
b. False
ANSWER: True

14. The trend toward flatter organizational structures is causing some element of blurriness in what constitutes traditional
roles associated with management functions.
a. True
b. False
ANSWER: True

15. An organization’s learning and training strategy most often will NOT directly influence its training and development
programs.
a. True
b. False
ANSWER: False

16. Restructuring, downsizing, and reengineering often lead to changes in employees’ tasks and responsibilities and so
necessitate the need for training.
a. True
b. False
ANSWER: True

, 17. A high-performance work system may be described as a specific combination of human resource practices that
maximizes the knowledge, skills, abilities, flexibility, and commitment of employees.
a. True
b. False
ANSWER: True

18. When applying the ISD model of training and development, the process often begins with the identification of a
concern.
a. True
b. False
ANSWER: True

19. A needs analysis typically has three levels including an organizational analysis, a departmental analysis, and a person
analysis.
a. True
b. False
ANSWER: False

20. The ISD model of training and development has three major steps: needs analysis, design, and delivery.
a. True
b. False
ANSWER: False

21. Studies consistently conclude that the majority of organizations do not use the ISD model, opting for the more
traditional ADDIE training and development model.
a. True
b. False
ANSWER: False

22. Human capital refers to the knowledge, skills, and abilities of an organization’s employees.
a. True
b. False
ANSWER: True

23. Social capital has to do with relationships within an organization and between members of the organization and
external stakeholders.
a. True
b. False
ANSWER: True

24. Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor,
dedication, and attention.
a. True
b. False
ANSWER: False

25. More than half (57 percent) of Canadian organizations provide training to their employees.
a. True