I need help with HRM/498T Strategic Human Resource Management And Emerging Issues Assignment week 2
rdb07
week2_apply_assignment_MyEducator.docx What is the major difference between training and education?
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· Education is more closely related to learning a particular job · Education refers more to acquiring specific skills · Training provides more general knowledge · Training narrows the range of responses while education broadens the range |
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Studies show that the people most likely to be chosen to participate in a training program are ________.
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· Those who have already had the most training · Those with the lowest skill levels · Those who have had fewer training opportunities in the past · Those who are most in need of the training |
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According to the systems model of training, when should the criteria for evaluating a training program be developed?
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· After the training has been completed and the results have been documented · While the training program is being conducted and monitored · After the training method has been selected but before the training has been conducted · After the training objectives have been established but before the training method is selected |
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In assessing training needs, what is the examination of how well employees are performing their jobs and which employees are having trouble?
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· A task analysis · An operational analysis · An individual analysis · An organizational analysis |
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What is the best reason for presenting a training program?
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· It has been highly advertised · It contributes to the organization’s goals and objectives · It will alleviate concern about federal agency pressure · It is used by a company’s competitors |
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Which of the following would be considered an indirect cost when analyzing the cost/benefit of a training program?
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· The training materials · Lost production time · The included meals · The cost of the facility |
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What is the training needs analysis that focuses on assessing the standards of behaviors necessary to perform a given job?
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· A job specification · A task analysis · A personnel analysis · An organizational analysis |
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The four criteria proposed for evaluating training programs include reactions, learning, results, and ________.
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· Behavior · Feedback · Motivation · Attitudes |
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If evaluators compare the company’s absenteeism and turnover rates from before and after a training program, which type of criteria are the evaluators using?
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· Learning · Reactions · Results · Behaviors |
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What is the major shortcoming of the case study experimental design?
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· The experiment must occur in a natural setting, which isn’t always convenient · Performance differences may be due to sensitizing effects of the pretest · It provides no previous measure with which to compare performance · The randomized groups produce erratic results |
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Which of the following research designs is most susceptible to sensitizing effects of the pretest?
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· Solomon four-group design · Post-test only design · Pretest-post-test control group design · Pretest-post-test comparison |
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How does the internal referencing strategy improve the usefulness of the pretest-post-test design?
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· By including both relevant and irrelevant questions · By administering the pre-test and the post-test simultaneously · By comparing scores only with members of the same group · By holding out a control group |
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Which of the following statements is true of the Solomon four-group design?
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· Just two groups are given the post-test · Participants are randomly assigned to groups · All four groups are given the pre-test · All four groups receive the training |
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Which of the following illustrates using results as a criteria for evaluating a supervisory training program?
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· A frequency count of how often the supervisors praised or disciplined their subordinates over the next 8 weeks · A measure of turnover, productivity improvement, and grievances in each supervisor’s department · An interpersonal relations rating scale completed by the subordinates of each supervisor · A 10-item questionnaire asking the supervisors to evaluate the results of the training |
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Which of the following is an example of the Hawthorn Effect?
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· Employees are randomly assigned to experimental groups but end up with their friends anyway · Employees score better on both relevant questions and irrelevant questions · Employees’ performance on a post-test is influenced by exposure to the pre-test · Employees work faster because they know that researchers are watching them |
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While a trainer is trying to evaluate the effectiveness of a one-week training program on communication using a pre-test/post-test comparison, an international incident occurs because of a communication breakdown. This confounding event creates a competing explanation, which is referred to in the experimental literature as ________.
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· International bias · History · The Hawthorne effect · Maturation |
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What does the A stand for in the ADDIE model of training?
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· Assignment—Deliver the training program to the target audience · Advancement—create training materials or purchase materials and modify them to meet objectives · Appraise—compare training program results to the course objectives · Assessment—gather data and identify discrepancies between actual performance and desired performance |
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What is the method that uses a combination of relevant and irrelevant questions to evaluate how well training increased learning?
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· An internal referencing strategy · A multiple baseline scheme · A relevance analysis · A control group design |
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Which of the following is the best research design for evaluating a training program?
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· The Solomon four-group design · The pre-test/post-test comparison using one group · A case study · The pre-test/post-test design using two established groups-one assigned as the experimental group and one as the control group |
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Interviews, performance tests, and surveys are all ways to collect data to evaluate ________.
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· Talent recruitment · Training effectiveness · Training development · Talent management |
