SU 10: Training and Development True/false
1. General training refers to training in which employees gain information and
skills that are tailored specifically to their own workplace, while specific
training refers to training in which employees gain skills that can be used
at most workplaces. F
2. It is important for first line supervisors to have technical skills because
technical skills enable them to coordinate and integrate complex functions
and goals. F
3. Many employers use the term Human Resource Development when
referring to planned actions designed to improve the knowledge, skills and
abilities of employees. T
4. Reorganisation and the redesign of jobs have blurred the distinction
between employee training and management development because many
employees now need management skills. T
5. The characteristics of the relevant labour pool have little influence on an
organisation's training needs. F
6. The first step of the training systems model discussed in your text is needs
assessment. T
7. The difference between the individual's actual performance and the
performance desired is called the performance gap. T
8. Employers often will simply skip the needs assessment phase of training
and simply buy a popular or faddish training programme whether or not a
need for it has been identified.T
9. Training and development efforts should focus on the needs of the group
rather than the needs of the individual. F
10. It is not important to state a minimal level of achievement which trainees
must accomplish as a result of training, since all training is beneficial.F
11. Formal mentoring programmes, where mentors have been assigned to
employees, have proven to be as effective as informal mentoring
relationships, where two people developed the relationship on their own. F
12. Away-from-the job training can take place either off-site or in the
organisation's own training facility by either internal or external training
specialists. T
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1. General training refers to training in which employees gain information and
skills that are tailored specifically to their own workplace, while specific
training refers to training in which employees gain skills that can be used
at most workplaces. F
2. It is important for first line supervisors to have technical skills because
technical skills enable them to coordinate and integrate complex functions
and goals. F
3. Many employers use the term Human Resource Development when
referring to planned actions designed to improve the knowledge, skills and
abilities of employees. T
4. Reorganisation and the redesign of jobs have blurred the distinction
between employee training and management development because many
employees now need management skills. T
5. The characteristics of the relevant labour pool have little influence on an
organisation's training needs. F
6. The first step of the training systems model discussed in your text is needs
assessment. T
7. The difference between the individual's actual performance and the
performance desired is called the performance gap. T
8. Employers often will simply skip the needs assessment phase of training
and simply buy a popular or faddish training programme whether or not a
need for it has been identified.T
9. Training and development efforts should focus on the needs of the group
rather than the needs of the individual. F
10. It is not important to state a minimal level of achievement which trainees
must accomplish as a result of training, since all training is beneficial.F
11. Formal mentoring programmes, where mentors have been assigned to
employees, have proven to be as effective as informal mentoring
relationships, where two people developed the relationship on their own. F
12. Away-from-the job training can take place either off-site or in the
organisation's own training facility by either internal or external training
specialists. T
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