Test Bank For Managing Performance through Training and Development, 6th Edition By Alan M. Saks, Robert R. Haccoun
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Test Bank for Managing performance through training and
development 7th edition by alan saks A+
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
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,Created By: A Solution
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.
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.
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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.
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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
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.
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