Final Hrob 151

26 Questions

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Final Hrob 151

Questions and Answers
  • 1. 
    Training refers to
    • A. 

      Any attempt to improve employee performance on a currently held job or one related to it.

    • B. 

      Learning opportunities designed to help employees grow.

    • C. 

      Attempts to answer the question of who needs training in the firm and the specific type of training these people need

    • D. 

      Is most widely used for compensation, performance improvement or management, and documentation.

  • 2. 
    Development refers to
    • A. 

      Learning opportunities designed to help employee grow

    • B. 

      Focus of development is on the long term to help employees prepare for future work demands or career goals.

    • C. 

      The focus of development is on immediate period to help current deficits in employee's skill

    • D. 

      A & b are correct

  • 3. 
    Stages of the training process include:
    • A. 

      Assessment

    • B. 

      Development

    • C. 

      Evaluation

    • D. 

      All the above

  • 4. 
    The goal of development phase of training is to design the training environment necessary to achieve the objectives.
    • A. 

      True

    • B. 

      False

  • 5. 
    The goal of assessment is to examine whether the training program has been effective in meeting the stated objectives.
    • A. 

      True

    • B. 

      False

  • 6. 
    The first step of training is to :
    • A. 

      Evaluate the identification and development of criteria, determining what they learned in the training program

    • B. 

      Determine a need for training actually exists

    • C. 

      Determine where it is needed and what specific KASOC are needed to be taught

    • D. 

      Conduct an organization analysis, a job analysis, and a person analysis

  • 7. 
    A job analysis:
    • A. 

      Tries to answer the question of who needs training in the firm and the specific type of training those people need

    • B. 

      Tries to answer the question of what should be taught so that the trainee can perform the job satisfactorily

    • C. 

      Tries to answer the question of where the training emphasis should be placed in the company and what factors may affect training

    • D. 

      None of these

  • 8. 
    A _________ analysis attempts to answer the question of who needs training in the firm and the specific type of training these people need
    • A. 

      Organizational

    • B. 

      Job

    • C. 

      Person

    • D. 

      None of these

  • 9. 
    The following are examples of experiential training methods EXCEPT
    • A. 

      On the job training (OTJ)

    • B. 

      Relapse prevention

    • C. 

      Computer based training

    • D. 

      Behavior modeling

  • 10. 
    Which of the following is(are) the reason(s) for conducting performance appraisal?
    • A. 

      Provides a benchmark for recruiting and selection processes

    • B. 

      Identifies training needs and verifies training effectiveness

    • C. 

      Gives feedback for motivating and developing employees

    • D. 

      All of the above

  • 11. 
    Legally Defensible PA systems include all the following EXCEPT:
    • A. 

      Legally defensible appraisal procedures

    • B. 

      Legally defensible behaviorally anchored rating scales

    • C. 

      Legally defensible documentation

    • D. 

      Legally defensible raters

  • 12. 
    __________ are graphic scales with specific behavioral description defining various points along the scale for each dimension.
    • A. 

      BARS (Behaviorally anchored rating scale)

    • B. 

      MSS (mixed standard scale)

    • C. 

      GRS (graphic rating scale)

    • D. 

      None of these

  • 13. 
    Ratings for employees are generally high end of the scale, regardless of the actual performance of employees
    • A. 

      Leniency

    • B. 

      Central Tendency

    • C. 

      Halo Effect

    • D. 

      Cognition distortion

  • 14. 
    The rater allows a rating on one dimension (or overall impression) to influence the ratings he or she assigns to other dimension for that employee.
    • A. 

      Central Tendency

    • B. 

      Halo Effect

    • C. 

      Fundamental Attribution error

    • D. 

      Leniency

  • 15. 
    ____________ seeks to evaluate all sides and facets of an employee to gain maximum amount of information available from sources who observe that person in action.
    • A. 

      Compensation

    • B. 

      Piece Rate Plan

    • C. 

      360 Appraisal

    • D. 

      Pay for Performance

  • 16. 
    Performance Management programs may be focused at one or more of the following organizational levels:
    • A. 

      Individual performers

    • B. 

      Work groups

    • C. 

      Organizational subunits

    • D. 

      All the above

  • 17. 
    Compensation is typically divided into direct and indirect components.
    • A. 

      True

    • B. 

      False

  • 18. 
    The term indirect compensation refers to the general category of employee benefits, including mandated protection programs, health life and other insurance; holiday, vacation, sick leaves and so forth.
    • A. 

      True

    • B. 

      False

  • 19. 
    Controlling labor costs and increasing productivity is considered to be key human resource management component for competitive advantage.
    • A. 

      True

    • B. 

      False

  • 20. 
    Which of the following in NOT included as part of  the five cultural dimensions?
    • A. 

      Transgenerational

    • B. 

      Power Distance

    • C. 

      Individualism

    • D. 

      Masculinity

  • 21. 
    Which of the following is included in the incentive reward systems based on non-rated outputes?
    • A. 

      Piece rate system

    • B. 

      Standard hourly rate

    • C. 

      None of these

    • D. 

      Both a & b are correct

  • 22. 
    An employee working in a unit or plant who is a citizen of the country in which the unit or plant is located, but where the plant or unit is operated by an organization head quartered in another country.
    • A. 

      Third Country National

    • B. 

      Host Country National

    • C. 

      Expatriate Selection

    • D. 

      None of the above

  • 23. 
    An employee working in a unit or plant who is not a citizen of the country in which the unit or plant is located but is a citizen of the country in which the organization is headquartered.
    • A. 

      Third Country National

    • B. 

      Host Country National

    • C. 

      Expatriate Selection

    • D. 

      None of the above

  • 24. 
    _____ is the basic convictions that people have regarding what is right or wrong, good or bad, important or unimportant
    • A. 

      Ethnocentric approach

    • B. 

      Culture

    • C. 

      Culture values

    • D. 

      Culture dimensions

  • 25. 
    Which of the following are NOT part of the personal reasons of training?
    • A. 

      To improve abilities to interact with locals

    • B. 

      To dispel myths and stereotypes

    • C. 

      To overcome arrogance

    • D. 

      To improve flow of communication between home office and affiliates

  • 26. 
    Which of the following is(are) the correct organizational reason(s) for training?
    • A. 

      To increase MNC efficiency & profitability

    • B. 

      To assist with foreign language acquisition

    • C. 

      To overcome arrogance

    • D. 

      Both a and b are correct