Which of the following sources is an input to the analysis process?
a. The organization structure
b. Problematic operational areas
c. The people within the operational areas
d. Both problematic operational areas and the people within the operational areas
e. All of these - e. All of these
...
which of the following sources is an input to the analysis process a the organization structure b problematic operational areas c the people within the operational areas d both problematic opera
Ch. 6 Employee Training and
Development. Questions and answers.
Rated A+
Training and development are used to do all of the following except what?
Prepare employees for career changes
Improve employees' attitudes
Evoke new insights
Help employees that are performing up to par - ✔✔Answer: Help employees that are performing up to
par
Training and development consists of providing learning experiences for improving individual
performance through changes in KSAs. In a broad sense, that includes experiences intended to evoke
new insights, update skills, prepare people for career changes, rectify skill and knowledge deficiencies,
and improve employees' attitudes toward the job and the organization. Training and development is
rarely used for employees who are performing well and not looking for a move, or those employees
performing up to par.
How should training be evaluated?
By seeing how many training sessions are being given within a certain amount of time
By finding out how much learning is being transferred to the job
By determining how innovative the training techniques are
By identifying through surveys, what the employees liked about the training - ✔✔Answer: By finding
out how much learning is being transferred to the job
Training is a learning process during which people acquire the skills and knowledge necessary to achieve
organizational goals. The success of any training can be gauged by the learning that occurs and is
,transferred to the job. No matter how creative and innovative the training is or how many times training
is given, if the training is not being implemented into the actual job, then it is not being effective.
Which of the following is an example of a situational factor that could hinder performance?
The employee not knowing how to do the job
The employee not having the skills to do the job
The technology not being able to do the job
The technology having the ability to do the job - ✔✔Answer: The technology not being able to do the
job
Training is sought when a performance deficiency can be attributed to the employee's KSAs. While it
must be remembered that performance might also be affected by situational factors (e.g., technology,
quality of supervisors, workplace environment, etc.), these simple questions can aid an organization in
determining performance deficiencies:
Knowledge - Does the employee KNOW how to do the job?
Skills - Is the employee ABLE to do the job?
Abilities - Does the employee have the ABILITY to do the job?
When looking at training and development as two separate concepts, which of the following statements
is correct?
Training refers to improving skills needed to perform better in the current job
Training refers to improving abilities for a future job
Development refers to improving skills needed to perform better in the current job
Training refers to improving knowledge of the job in the future - ✔✔Answer: Training refers to
improving skills needed to perform better in the current job
, Although all training and development programs are designed to address knowledge, skills, and abilities,
sometimes training and development are treated as two separate concepts. If they are treated as two
separate concepts, then training usually refers to improving skills needed to perform better in the
current job and development refers to improving knowledge of jobs in the future. Nonetheless, both
approaches are concerned with improving the employee's ability to perform.
True or False: If there is no well-designed, systematic approach to training, then training and learning
will not take place. - ✔✔Answer: False
Training and learning take place, especially through informal work groups, whether an organization has
a coordinated training effort or not. But without a well-designed, systematic approach to training, what
employees and others learn may not be in the best interests of the organization.
Training and development involves a large number of processes and procedures that are related to
many HR functions: - ✔✔Including HR planning, job analysis, performance appraisal, recruitment and
selection, career management, and compensation.
Job analysis does which of the following when it comes to training and development?
Helps identify specific training and development needs
Designs training programs to alleviate organizational deficiencies
Establishes the general context within which training and development takes place
Helps confirm the necessity of human resources - ✔✔Answer: Helps identify specific training and
development needs
Whereas HR planning establishes the general context within which training and development takes
place, job analysis helps identify specific training and development needs. Analysis may reveal certain
performance deficiencies, which in turn may lead to the design of a training program to alleviate the
deficiency. The preparation of a multi-skilled workforce can give the organization the flexibility to
redesign jobs and assign people to them.
Which of the following makes it increasingly difficult to fill some HR needs with already-trained
employees?
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