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Managing Performance through Training And Development 7th Edition By Alan Saks - Test Bank

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Managing Performance through Training

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Managing Performance Through Training

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,Name: Class: Date:

chapter 1

Indicate whether the statement is true or false.

1. When applying the ISD model of training and development, the process often begins with the identification of a
concern.
a. True
b. False

2. Studies consistently conclude that the majority of organizations do not use the ISD model, opting for the more
traditional ADDIE training and development model.
a. True
b. False

3. Restructuring, downsizing, and reengineering often lead to changes in employees’ tasks and responsibilities and so
necessitate the need for training.
a. True
b. False

4. A needs analysis typically has three levels including an organizational analysis, a departmental analysis, and a person
analysis.
a. True
b. False

5. 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.
a. True
b. False

6. 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.
a. True
b. False

7. A high-performance work system may be described as a specific combination of human resource practices that
maximizes the knowledge, skills, abilities, flexibility, and commitment of employees.
a. True
b. False

8. Performance management is best categorized as a single event often associated with an annual performance appraisal
process.
a. True
b. False

9. Human resource development is part of a larger system known as training and development.
a. True
b. False

10. According to research presented in the textbook, a negative relationship exists between per-employee expenditures on
training and development and employee productivity levels.

,Name: Class: Date:

chapter 1

a. True
b. False

11. The trend toward flatter organizational structures is causing some element of blurriness in what constitutes traditional
roles associated with management functions.
a. True
b. False

12. Quebec is the only province in Canada to have mandatory training laws for companies with net profits greater than $1
million.
a. True
b. False

13. Organizations that incorporate training bonds into their training programs may have the ability to recover some of
their training costs.
a. True
b. False

14. Development is described as a planned effort to develop employees’ knowledge, skills, and abilities to help employees
perform better at their current jobs.
a. True
b. False

15. The ISD model of training and development has three major steps: needs analysis, design, and delivery.
a. True
b. False

16. 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.
a. True
b. False

17. An organization’s learning and training strategy most often will NOT directly influence its training and development
programs.
a. True
b. False

18. 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 a training initiative, NOT a development program.
a. True
b. False

19. The key environmental factors that drive human resources and training and development within an organization
include technology, global competition, the labour market, and organizational strategy.
a. True
b. False

20. Unlike many industrialized countries, Canada has NOT experienced in any meaningful way the notion of “skills

, Name: Class: Date:

chapter 1
mismatch.”
a. True
b. False

21. One of the intrinsic benefits of training and development is the benefits realized by society.
a. True
b. False

Indicate the answer choice that best completes the statement or answers the question.

22. 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

23. Which of the following is NOT a benefit to society associated with training and development?
a. higher levels of education
b. greater economic
prosperity
c. better work–life balance
d. improved standard of living

24. Which of the following is a major goal of the Edmonton Police Service as described in the chapter-opening vignette?
a. to improve the productivity of police officers
b. to improve the confidence level of police officers when dealing with criminal elements in the
community
c. to link training programs to the department’s strategic plan
d. improve interactions between police officers and mentally ill individuals in the community

25. Which of the following would be considered part of a human resources system?
a. organizational goals
b. corporate leadership
c. laws
d. performance appraisals

26. Technology developments in the external environment influence the training needs within an organization because
employees will require technology training for what reason?
a. to be marketable for other jobs
b. to capture efficiencies associated with improved
technology
c. to satisfy their own intrinsic benefits
d. to meet global demands

27. Organization XYZ decides to expand rapidly by acquiring other businesses. What is most likely to be the focus of

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Managing Performance through Training And Development 7th Edition By Alan Saks - Test Bank

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