Question 1

_____ refers to the use of information by employees to determine their career interests,values,aptitudes,and behavioral tendencies.

Accepted Answer

A)  Reality check 
B)  Goal setting 
C)  Self-assessment 
D)  Action planning 
A)  Reality check 
B)  Goal setting 
C)  Self-assessment 
D)  Action planning C

Question 2

Competencies include knowledge,skills,and abilities of employees,but not their personal characteristics.

Accepted Answer

A) True 
 B)False  False

Question 3

What are the roles that a coach can play to develop employees?

Accepted Answer

There are three roles that a coach can play.The main reasons that coaches are used include developing high-potential managers,acting as a sounding board for managers,or specifically trying to change behaviors that are making managers ineffective.Part of coaching may be one-on-one with an employee (such as giving feedback).Another role is to help employees learn for themselves.This involves helping them find experts who can assist them with their concerns and teaching them how to obtain feedback from others.Third,coaching may involve providing resources such as mentors,courses,or job experiences that employees may not be able to gain access to without the coach's help.

Question 4

Discussing performance and development in the same meeting is difficult because they have different objectives.

Accepted Answer

A) True 
 B)False

Question 5

Group mentoring acknowledges the reality that it is difficult for one mentor to provide an employee with all the guidance and support he or she needs.

Accepted Answer

A) True 
 B)False

Question 6

Job enlargement refers to the process of:

Accepted Answer

A)  hiring more people for the same job category. 
B)  moving employees up the organizational hierarchy. 
C)  adding challenges or new responsibilities to an employee's current job. 
D)  adding more jobs in a department in order to reduce employee stress. 
A)  hiring more people for the same job category. 
B)  moving employees up the organizational hierarchy. 
C)  adding challenges or new responsibilities to an employee's current job. 
D)  adding more jobs in a department in order to reduce employee stress.

Question 7

Companies rely on in-house programs because they can be easily evaluated using company metrics.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following statements is true about the differences between training and development?

Accepted Answer

A)  Training is future-oriented, while development focuses more on the present issues. 
B)  Training focuses on preparing employees for current jobs, but development prepares them for other positions in the company. 
C)  Use of work experiences is higher in training than it is in development. 
D)  Employee participation in training is voluntary, whereas in development, employee participation has to be forced. 
A)  Training is future-oriented, while development focuses more on the present issues. 
B)  Training focuses on preparing employees for current jobs, but development prepares them for other positions in the company. 
C)  Use of work experiences is higher in training than it is in development. 
D)  Employee participation in training is voluntary, whereas in development, employee participation has to be forced.

Question 9

Assessments can be used to identify decision processes or communication styles that inhibit a team's productivity.

Accepted Answer

A) True 
 B)False

Question 10

By making a succession planning list public,high-potential employees who are not interested in other positions can communicate their intentions.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following makes a socialization program ineffective?

Accepted Answer

A)  Including information on technical aspects of the job in the socialization program. 
B)  Introducing the employee to company-related rules and regulations. 
C)  Restraining interactions between new hires and current employees. 
D)  Tracking employee progress at different points up to one year. 
A)  Including information on technical aspects of the job in the socialization program. 
B)  Introducing the employee to company-related rules and regulations. 
C)  Restraining interactions between new hires and current employees. 
D)  Tracking employee progress at different points up to one year.

Question 12

Transfers and downward moves are opportunities to develop skills that will help employees achieve long-term success with a company.

Accepted Answer

A) True 
 B)False

Question 13

Sending employees on international assignments and projects is an example of the _____ approach to employee development.

Accepted Answer

A)  formal education 
B)  assessment 
C)  mentoring 
D)  job experience 
A)  formal education 
B)  assessment 
C)  mentoring 
D)  job experience

Question 14

In upward feedback,managers' behaviors or skills are evaluated by _____.

Accepted Answer

A)  their bosses 
B)  their peers 
C)  their subordinates 
D)  external customers 
A)  their bosses 
B)  their peers 
C)  their subordinates 
D)  external customers

Question 15

How can companies ensure that employees accept transfers,promotions,and downward moves as development opportunities?

Accepted Answer

To ensure that employees accept transfer

Question 16

Job experiences that are seen as negative stressors challenge employees to stimulate learning.

Accepted Answer

A) True 
 B)False

Question 17

According to the nine-box grid,the development plan for employees with outstanding performance but low potential typically emphasizes:

Accepted Answer

A)  finding them experiences that will continue to facilitate creativity and innovation. 
B)  moving them to a position that best matches their skill set. 
C)  performance improvement in their current position. 
D)  developing them for leadership positions in the company. 
A)  finding them experiences that will continue to facilitate creativity and innovation. 
B)  moving them to a position that best matches their skill set. 
C)  performance improvement in their current position. 
D)  developing them for leadership positions in the company.

Question 18

Why is it better for managers to hold separate performance appraisals and development discussions?

Accepted Answer

It is not uncommon for managers to hold

Question 19

Employee transfers necessarily increase job responsibilities or compensation.

Accepted Answer

A) True 
 B)False

Question 20

In 360-degree feedback systems,employees' behaviors are evaluated only by themselves.

Accepted Answer

A) True 
 B)False

_____ refers to the use of information by employees to determine their career interests,values,aptitudes,and behavioral tendencies.

Competencies include knowledge,skills,and abilities of employees,but not their personal characteristics.

What are the roles that a coach can play to develop employees?

Discussing performance and development in the same meeting is difficult because they have different objectives.

Group mentoring acknowledges the reality that it is difficult for one mentor to provide an employee with all the guidance and support he or she needs.

Job enlargement refers to the process of:

Companies rely on in-house programs because they can be easily evaluated using company metrics.

Which of the following statements is true about the differences between training and development?

Assessments can be used to identify decision processes or communication styles that inhibit a team's productivity.

By making a succession planning list public,high-potential employees who are not interested in other positions can communicate their intentions.

Which of the following makes a socialization program ineffective?

Transfers and downward moves are opportunities to develop skills that will help employees achieve long-term success with a company.

Sending employees on international assignments and projects is an example of the _____ approach to employee development.

In upward feedback,managers' behaviors or skills are evaluated by _____.

How can companies ensure that employees accept transfers,promotions,and downward moves as development opportunities?

Job experiences that are seen as negative stressors challenge employees to stimulate learning.

According to the nine-box grid,the development plan for employees with outstanding performance but low potential typically emphasizes:

Why is it better for managers to hold separate performance appraisals and development discussions?

Employee transfers necessarily increase job responsibilities or compensation.

In 360-degree feedback systems,employees' behaviors are evaluated only by themselves.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Training Evaluation

Traditional Training Methods

Technology-Based Training Methods

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters

Exam 9: Employee Development and Career Management

_____ refers to the use of information by employees to determine their career interests,values,aptitudes,and behavioral tendencies.

Competencies include knowledge,skills,and abilities of employees,but not their personal characteristics.

What are the roles that a coach can play to develop employees?

Discussing performance and development in the same meeting is difficult because they have different objectives.

Group mentoring acknowledges the reality that it is difficult for one mentor to provide an employee with all the guidance and support he or she needs.

Job enlargement refers to the process of:

Companies rely on in-house programs because they can be easily evaluated using company metrics.

Which of the following statements is true about the differences between training and development?

Assessments can be used to identify decision processes or communication styles that inhibit a team's productivity.

By making a succession planning list public,high-potential employees who are not interested in other positions can communicate their intentions.

Which of the following makes a socialization program ineffective?

Transfers and downward moves are opportunities to develop skills that will help employees achieve long-term success with a company.

Sending employees on international assignments and projects is an example of the _____ approach to employee development.

In upward feedback,managers' behaviors or skills are evaluated by _____.

How can companies ensure that employees accept transfers,promotions,and downward moves as development opportunities?

Job experiences that are seen as negative stressors challenge employees to stimulate learning.

According to the nine-box grid,the development plan for employees with outstanding performance but low potential typically emphasizes:

Why is it better for managers to hold separate performance appraisals and development discussions?

Employee transfers necessarily increase job responsibilities or compensation.

In 360-degree feedback systems,employees' behaviors are evaluated only by themselves.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Training Evaluation

Traditional Training Methods

Technology-Based Training Methods

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters