Chapter 15: The Evolution and Future of Training and Development...........................15-1
Chapter 1: The Training and Development Process
TRUE/FALSE
1. Performance management is the acquisition of knowledge, skills, and abilities to improve
performance in one’s current job.
ANS: F PTS: 1 REF: 5
2. Development is the acquisition of knowledge, skills, and abilities required to perform future job
responsibilities.
ANS: T PTS: 1 REF: 7
3. Human resource development is part of a larger system known as training and development.
ANS: F PTS: 1 REF: 7
4. Performance management is often based on a single event like a training program.
ANS: F
multiple events
, PTS: 1 REF: 7
5. TD Bank’s Robbery Prevention and Awareness initiative is an example of a training program.
ANS: T PTS: 1 REF: 2
6. One of the intrinsic benefits of training and development is the benefits realized by society.
ANS: F
extrinsic
PTS: 1 REF: 10|11
7. Research seems to indicate a negative relationship between per employee expenditures on
training and development and voluntary and involuntary turnover rates.
ANS: F
positive
PTS: 1 REF: 10
8. One of the reasons for the underinvestment in training and development is the perception that
training, learning, and development expenditures represent a cost rather than an investment.
ANS: T PTS: 1 REF: 14
9. Alberta and Quebec are the only provinces in Canada to have mandatory training laws for
companies with payrolls greater than $1 million.
ANS: F
Quebec only
PTS: 1 REF: 14
10. Organizations are always successful in recovering training costs when employees sign training
bonds.
ANS: F
Some conditions need to be met
PTS: 1 REF: 16
11. 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.
ANS: F
change not organizational strategy
, PTS: 1 REF: 16
12. Strategic training and development (ST&D) is often described as the alignment between T&D
and short-term corporate goals.
ANS: F
strategy and objectives
PTS: 1 REF: 19
13. An example of strategic training would be an enterprise offering cultural training given that its
strategy calls for international expansion.
ANS: T PTS: 1 REF: 19
14. The trend toward flatter organizational structures is causing some element of blurriness between
what constitutes traditional roles associated with management functions.
ANS: T
Employees are being trained in areas that once were associated with management functions.
PTS: 1 REF: 20
15. An organization’s learning and training strategy will directly influence its training and
development programs.
ANS: T PTS: 1 REF: 20
16. Restructuring, downsizing, and reengineering often lead to changes in employees’ tasks and
responsibilities and so necessitate the need for training.
ANS: T PTS: 1 REF: 20
17. A high-performance work system is a rational and scientific model of the training and
development process that consists of a needs analysis, training design and delivery, and training
evaluation.
ANS: F
instructional systems, design model
PTS: 1 REF: 20
18. When applying the ISD model of training and development, the process often begins with the
identification of a concern.
ANS: T PTS: 1 REF: 21
19. A needs analysis typically has three levels including an organizational analysis, a department
analysis, and a person analysis.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller solutions. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R211,02. You're not tied to anything after your purchase.
