Training traditionally focuses on

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Course Textbook

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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011).
Fundamentals of human resource management
(4th ed.). Chicago, IL: McGraw-Hill.
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Question 1
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Training traditionally focuses on:
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preparing employees for other jobs in the organization.
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increasing employees’ ability to move into jobs that may not exist yet.
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helping employees prepare for changes in current jobs and responsibilities.
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helping employees improve their performance in their current job.
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Question 2
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A benchmark is a tool that:
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evaluates employees’ performance on a number of exercises.
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measures performance and is used by supervisors, peers, employees, and customers.
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identifies individual preferences in decision making, lifestyle, and information gathering.
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gathers ratings of a manager’s use of skills associated with success in managing.
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Question 3
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Succession planning is a form of employee development that is:
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designed to help women and minorities break through the glass ceiling.
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designed to identify high potential employees to fill top management positions.
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designed to help current managers use skills successfully in managing.
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designed to help employees gain exposure to a more diverse set of problems.
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Question 4
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Which of the following is a method for measuring performance that assigns a certain percentage of employees to each category?
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Simple ranking
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Alteration ranking
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Forced-distribution method
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Paired-comparison method
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Question 5
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Which of the following statements BEST describes a mentor?
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A mentor is someone who is an experienced, senior employee who helps a less experienced employee.
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A mentor is someone who works one-on-one with an employee and provides feedback.
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A mentor is someone who provides resources, such as mentors, courses, or job experiences.
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A mentor is someone who helps develop employee learning by teaching them to obtain feedback.
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Question 6
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Part of planning an effective performance management system includes the following criteria:
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fit with strategy, validity, reliability, acceptability, and specific feedback.
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fit with strategy, validity, goal setting, action planning, and follow-up.
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data gathering, feedback, performance, ranking, and specific feedback.
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data gathering, feedback, goal setting, action planning, and follow-up.
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Question 7
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Employee development that consists of four broad categories and approaches that can be combined is:
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formal education, achievement, skill building, and experience.
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formal education, assessment, job experience, and building relationships.
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