Complete Test Bank Employee Training and Development 8th Edition Noe Questions & Answers with rationales (Chapter 1-11)

1 Employee Training and Development 8th Edition Noe Test Bank Employee Training and Development, 8e (Noe) Chapter 1 Introduction to Employee Training and Development 1) refers to training, formal education, job experiences, relationships, and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions. A) Knowledge management B) Formal training C) Development D) Succession planning 2) Which of the following statements is true of human capital? A) Human capital is an organization's tangible asset. B) It is easy to imitate or purchase an organization's human capital. C) Motivation to deliver high-quality products and services is a part of human capital. D) Human capital is standardized in companies. 3) Informal learning . A) is developed and organized by a company B) is not required for the development of human capital C) cannot be controlled by the employees D) leads to the effective development of tacit knowledge 4) Which of the following is true of tacit knowledge? A) It is easily codified and transferred from person -to-person. B) Formulas and definitions are examples of tacit knowledge. C) It is best acquired through formal training and development. D) It is best acquired through informal learning. 5) is an example of tacit knowledge. A) Personal knowledge based on experience B) Knowledge of formal processes C) Knowledge of definitions D) Knowledge of formulas 6) refers to a systematic approach for developing training programs. A) Total quality management B) Continuous learning C) The Instructional System Design (ISD) model D) Training and development 7) Which of the following statements is true of the Instructional System Design (ISD) model? A) The model is generally universally accepted. 2 B) The model specifies an orderly, step-by-step approach to training design. C) The model eliminates the need for trainers to use their own judgment. D) The model has no underlying assumptions, which makes it very flexible. 8) The fifth step in the training design process is to develop an evaluation plan that involves identifying . A) an appropriate training method B) the requirements for training C) employees with motivation and basic skills D) the types of outcomes training is expected to influence 9) Which of the following steps of the training design process involves person and task analysis? A) ensuring transfer of training B) developing an evaluation plan C) conducting needs assessment D) monitoring and evaluating the program 10) The ADDIE model is most closely associated with: A) creating a learning organization B) formal training and development C) Informal learning D) knowledge management 11) Which of the following is not included in the ADDIE model? A) analysis B) design and development C) implementation D) engagement 12) refers to the process of moving jobs from the U.S. to other locations in the world. A) Expatriation B) Job rotation C) Offshoring D) Insourcing 13) Which of the following intangible assets does training and development indirectly influence? A) human capital B) intellectual capital C) customer capital D) all of the above 14) capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company's employees invest in their work. A) Intellectual B) Human C) Talent D) Social 3 15) Which of the following is an example of human capital? A) corporate culture B) patents C) customer loyalty D) work -related competence 16) Which of the following is not an example of human capital? A) corporate culture B) education C) tacit knowledge D) work -related competence 17) Which of the following statements is not true of knowledge workers? A) They generally have limited employment opportunities in other companies because their knowledge and expertise tends to be firm specific B) They are common in organizations that value intangible assets C) They typically do not perform manual labor D) They share knowledge and collaborate with others 18) Which of the following visas is for individuals in highly skilled and technical occupations involving the completion of higher education? A) H-1A B) H-1B C) H-2A D) H-2b 19) Which of the following statements is true of Millennials? A) They are also known as Generation X or Baby Boomers. B) They grew up during a time when the divorce rate doubled. C) They are often considered to be workaholics and rigid in conforming to rules. D) They are believed to have high levels of self-esteem, sometimes the point of narcissism. 20) Which generational cohort is characterized as the "Me" generation? A) Generational Z B) Millennials C) Generation X D) Baby Boomers E) Traditionalists 21) Which generational cohort is characterized as valuing skepticism, informality, and practicality? A) Generational Z B) Millennials C) Generation X D) Baby Boomers 22) is a companywide effort to continuously improve the ways people, machines, and 4 systems accomplish work. A) Stakeholder management B) Diversity management C) Total quality management D) Talent management 23) A core value of is the prevention of the occurrence of errors in a product or service rather than detection and correction. A) ISD B) ADDIE C) HRM D) TQM 24) involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts. A) Six Sigma B) Lean manufacturing C) Instructional Systems Design D) TQM 25) refer to teams that are separated by time, geographic distance, culture, or organizational boundaries that rely almost exclusively on technology to interact and complete their projects. A) Quality circles B) Virtual teams C) Six Sigma teams D) Ad hoc teams 26) Which of the following is not a criterion for the Baldrige Award? A) Strategic planning B) Workforce focus C) Legal compliance D) Customer focus 27) The ATD competency model . A) describes how to effectively design training interventions B) describes companywide effort to continuously improve the ways people and systems accomplish work C) specifies what it takes for an individual to be successful in the training field D) is a framework to analyze competition in an industry to formulate a training strategy