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MANA 444 - FINAL EXAM FULL UPDATED QUESTIONS WITH CORRECT ANSWERS 2024
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MANA 444 - FINAL EXAM FULL UPDATEDQUESTIONS WITH CORRECT ANSWERS
2024
Performance management is best categorized as a single event often associated
with an annual performance appraisal process Ans✔✔- False
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 Ans✔✔- True
Human resource development is a part of a larger system known as training and
development Ans✔✔- False
Development is described as a planned effort to develop employees' knowledge,
skills, and abilities to help employees perform better at their current jobs Ans✔✔-
False
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 training initiative, NOT a development program Ans✔✔- True
One of the intrinsic benefits of training and development is the benefits realized by
society Ans✔✔- False
According to research presented in the textbook, a negative relationship exists
between per-employee expenditures on training and development and employee
productivity levels Ans✔✔- False
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 Ans✔✔- True
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,Quebec is the only province in Canada to have mandatory training laws for
companies with net profits greater than $1 million Ans✔✔- False
Organizations that incorporate training bonds into their training programs may have
the ability to recover some of their training costs Ans✔✔- True
The key environmental factors that drive human resources and development within
an organization include technology, global competition, the labour market, and
organizational strategy Ans✔✔- False
Unlike many industrialized countries, Canada has NOT experienced in any
meaningful way to notion of "skills mismatch" Ans✔✔- False
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 Ans✔✔- True
The trend toward flatter organizational structures is causing some element of
blurriness in what constitutes traditional roles associated with management
functions Ans✔✔- True
An organization's learning and training strategy most often with NOT directly
influence its training and development programs Ans✔✔- False
Restructuring, downsizing, and reengineering often lead to changes in employees'
tasks and responsibilities and so necessitate the need for training Ans✔✔- True
A high-performance work system may be described as a specific combination of
human resource practices that maximize the knowledge, skills, abilities, flexibility,
and commitment of employees Ans✔✔- True
When applying the ISD model of training and development, the process often begins
with the identification of a concern Ans✔✔- True
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,A needs analysis typically has three levels including an organizational analysis, a
departmental analysis, and a person analysis Ans✔✔- False
The ISD model of training and development has three major steps: needs analysis,
design, and delivery Ans✔✔- False
Studies consistently conclude that the majority of organizations do not use the ISD
model, opting for the more traditional ADDIE training and development model
Ans✔✔- False
What is the term for the process of establishing performance expectations,
designing interventions and programs to improve performance, and monitoring the
success of the interventions and programs?
a. Performance review
b. Performance management
c. Performance evaluation
d. performance system Ans✔✔- b. Performance management
Which Canadian agency's report concluded that continuous learning and the
transfer of knowledge are key factors in fostering creativity and promoting
organizational excellence?
a. Toronto Transit Commission
b. Conference Board of Canada
c. Alberta Government
d. Royal Canadian Mounted Police Ans✔✔- b. Conference Board of Canada
What is the central theme shared by the three main functions of human resource
development?
a. organizational development and career development
b. employee development and organizational development
c. learning
d. strategic development and career development Ans✔✔- c. learning
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, Several studies cited in the textbook appear to link training efforts by organizations
and several important organizational outcomes. Which statement is congruent with
conclusions in these studies?
a. training often leads to higher turnover and gross margins
b. training has a positive impact on overall customer satisfaction and profit levels
c. training is not linked to increases in productivity
d. training has a positive effect on an organization's competitiveness but no impact
on performance Ans✔✔- b. training has a positive impact on overall customer
satisfaction and profit levels
Which Canadian organization is cited in the textbook as using training as a strategic
business and retention tool? a. University of British Columbia
b. EllisDon
c. CIBC
d. Nelson Publishing Ans✔✔- c. CIBC
The performance management process includes several interrelated steps. What is
the first step?
a. developing performance goals
b. deciding on the process to train and develop employees
c. assigning appropriate rewards
d. developing standard rating forms Ans✔✔- a. developing performance goals
Which of the following statements is congruent with the notion of SMART goals?
a. SMART goals should have clear performance or behaviour criteria
b. SMART goals must address extrinsic motivators
c. SMART goals should be easily attained
d. SMART goals should not be time bound Ans✔✔- a. SMART goals should have
clear performance or behaviour criteria
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