Employee Training and Development (Irwin Management) 7th Edition Test Bank

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Employee Training and Development (Irwin Management) 7th Edition Test Bank provides an extensive collection of questions to test your knowledge.

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1
1. Which of the following statements is true of human capital?
A. Human capital is an organization's tangible asset.
B. Motivation to deliver high-quality products and services is a part of human capital.
C. It is easy to imitate or purchase an organization's human capital.
D. Human capital is standardized throughout all companies.
2. Informal learning:
A. is developed and organized by a company.
B. is not required for the development of human capital.
C. cannot be controlled by the employees.
D. leads to the effective development of tacit knowledge.
3. Which of the following is true of tacit knowledge?
A. It is easily codified and transferred from person-to-person.
B. Formulas and definitions are examples of tacit knowledge.
C. Formal training and development programs limit the extent to which tacit knowledge can be
acquired.
D. It cannot be shared through employee personal interactions with peers, colleagues, and
experts.
4. A(n) _____ is an example of tacit knowledge.
A. employee's experience
B. business process
C. flowchart
D. formula
5. _____ refers to a systematic approach for developing training programs.
A. Total quality management
B. Continuous learning
C. Training design process
D. Orientation training program

6. The fifth step in the training design process is to develop an evaluation plan that involves
identifying:
A. an appropriate training method.
B. the requirements for training.
C. employees with motivation and basic skills.
D. the types of outcomes training is expected to influence.
7. Which of the following steps of the training design process involves person and task analysis?
A. Ensuring transfer of training.
B. Developing an evaluation plan.
C. Conducting needs assessment.
D. Monitoring and evaluating the program.
8. Which of the following statements is true of the Instructional System Design (ISD) model?
A. There is a single universally accepted instructional systems development model.
B. The model rarely follows a neat, orderly, step-by-step approach of activities.
C. The model eliminates the need for trainers to provide detailed documents of each activity
found in the model.
D. The model has no underlying assumptions.
9. The ADDIE model is most closely associated with:
A. employee recruitment and selection.
B. employee training and development.
C. diversity management.
D. quality management.
10. Which of the following training programs is mandated by law?
A. Orientation training program.
B. Leadership development program.
C. Safety training program.
D. Cross-culture training program.

11. _____ refers to the process of moving jobs from the United States to other locations in the world.
A. Inpatriation
B. Job rotation
C. Offshoring
D. Insourcing
12. Which of the following is an example of human capital?
A. Corporate culture
B. Patent
C. Customer loyalty
D. Work-related competence
13. _____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness,
energy, and enthusiasm that the company's employees invest in their work.
A. Intellectual
B. Human
C. Customer
D. Social
14. Which of the following statements is true of Millennials?
A. They are also known as Generation X or Baby Boomers.
B. They grew up during a time when the divorce rate doubled, the number of women working
outside the home increased, and the personal computer was invented.
C. They are often considered to be workaholics and rigid in conforming to rules.
D. They are believed to have high levels of self-esteem, to the point of narcissism sometimes.
15. _____ is a companywide effort to continuously improve the ways people, machines, and systems
accomplish work.
A. Stakeholder management
B. Diversity management
C. Total quality management
D. Talent management

16. The core value of _____ is the prevention of the occurrence of errors in a product or service
rather than detection and correction.
A. ISD
B. ADDIE
C. PERT
D. TQM
17. _____ involves highly trained employees known as Champions, Master Black Belts, Black Belts,
and Green Belts.
A. Six Sigma
B. Lean manufacturing
C. Instructional System Design
D. Just-in-time
18. _____ refer to teams that are separated by time, geographic distance, culture, and/or
organizational boundaries and that rely almost exclusively on technology to interact and complete
their projects.
A. Quality circles
B. Virtual teams
C. Six Sigma teams
D. Ad hoc teams
19. The ASTD competency model:
A. is designed to help sales associates make more personal connections with shoppers.
B. describes companywide effort to continuously improve the ways people, machines, and
systems accomplish work.
C. describes what it takes for an individual to be successful in the training and development field.
D. is a framework to analyze competition in an industry and formulate a business strategy.
20. According to the ASTD competency model, a business partner:
A. determines how workplace learning can be best used to help meet the company's business
strategy.
B. plans and monitors the effective delivery of learning and performance solutions to support the
business.
C. designs, delivers, and evaluates learning and performance solutions.
D. uses industry knowledge to create training that improves performance.

21. In the ASTD competency model, the _____ plans, obtains, and monitors the effective delivery of
learning and performance solutions to support the business.
A. project manager
B. learning strategist
C. business partner
D. knowledge worker
22. Training and development activities in a company are said to be outsourced when they are
provided by _____.
A. in-house consultants
B. company managers
C. company trainers
D. government organizations
23. Team building, conflict avoidance, and change management are typically specialized by _____
professionals.
A. talent management
B. organizational development
C. quality management
D. informal learning
24. Which of the following statements is true of training?
A. The reporting relationship between human resource management and the training function is
standard across companies.
B. Including training as part of the human resource function allows the training function to be
decentralized to better respond to unique needs in different business units.
C. Organizational development professionals are seldom responsible for training.
D. For training and development to succeed, employees, managers, training professionals, and
top managers all have to take ownership.
25. _____ refers to the integrated use of training and development, organizational development, and
career development to improve individual, group, and organizational effectiveness.
A. Six Sigma
B. Knowledge management
C. Business process reengineering
D. Human resource development

Loading page 6...

26. Companies cannot gain a competitive advantage solely through their human resource
management practices.
True False
27. Training differs from development in that training tends to be more future-focused than
development.
True False
28. Tacit knowledge tends to be the primary focus of formal training and employee development.
True False
29. Informal learning cannot replace formal training and employee development.
True False
30. There is not one universally accepted instructional systems development model.
True False
31. Training design processes should be rigid and not flexible.
True False
32. Due to globalization, the supply for talented employees exceeds the demand.
True False
33. In a learning organization, improvements in product or service quality stop when formal training is
completed.
True False
34. Treating employees differently based on their age, such as only inviting younger employees to
attend training or development programs, can result in adverse legal consequences.
True False
35. ISO standards are involuntary.
True False
36. Social networking facilitates decentralized decision making.
True False

Loading page 7...

37. Quality circles refer to teams that are separated by time, geographic distance, culture, and/or
organizational boundaries and that rely almost exclusively on technology to interact and complete
their projects.
True False
38. The least amount of learning content in companies concerns basic skills.
True False
39. Training department managers are involved to a greater extent in the project manager role than
are specialists who hold other jobs.
True False
40. Companies separate training from the human resource function because it allows the training
function to be decentralized.
True False
41. The reporting relationship between human resource management and the training function is
standardized across companies.
True False
42. Training and development courses are found in psychology departments at colleges and
universities.
True False
43. When training is provided by consulting firms and government organizations, it is said to be
outsourced.
True False
44. According to the ASTD competency model, foundational competencies are used to a different
extent in each role or specialization by training and development professionals.
True False
45. Organizational development professionals in a company primarily focus on identifying the top
talent in the company.
True False

Loading page 8...

Loading page 9...

Loading page 10...

1 Key
1. Which of the following statements is true of human capital?
A. Human capital is an organization's tangible asset.
B. Motivation to deliver high-quality products and services is a part of human capital.
C. It is easy to imitate or purchase an organization's human capital.
D. Human capital is standardized throughout all companies.
Difficulty Level: 2 Medium
Noe - Chapter 01 #1
2. Informal learning:
A. is developed and organized by a company.
B. is not required for the development of human capital.
C. cannot be controlled by the employees.
D. leads to the effective development of tacit knowledge.
Difficulty Level: 1 Easy
Noe - Chapter 01 #2
3. Which of the following is true of tacit knowledge?
A. It is easily codified and transferred from person-to-person.
B. Formulas and definitions are examples of tacit knowledge.
C. Formal training and development programs limit the extent to which tacit knowledge can be
acquired.
D. It cannot be shared through employee personal interactions with peers, colleagues, and
experts.
Difficulty Level: 1 Easy
Noe - Chapter 01 #3
4. A(n) _____ is an example of tacit knowledge.
A. employee's experience
B. business process
C. flowchart
D. formula
Difficulty Level: 1 Easy
Noe - Chapter 01 #4

Loading page 11...

5. _____ refers to a systematic approach for developing training programs.
A. Total quality management
B. Continuous learning
C. Training design process
D. Orientation training program
Difficulty Level: 1 Easy
Noe - Chapter 01 #5
6. The fifth step in the training design process is to develop an evaluation plan that involves
identifying:
A. an appropriate training method.
B. the requirements for training.
C. employees with motivation and basic skills.
D. the types of outcomes training is expected to influence.
Difficulty Level: 2 Medium
Noe - Chapter 01 #6
7. Which of the following steps of the training design process involves person and task analysis?
A. Ensuring transfer of training.
B. Developing an evaluation plan.
C. Conducting needs assessment.
D. Monitoring and evaluating the program.
Difficulty Level: 1 Easy
Noe - Chapter 01 #7
8. Which of the following statements is true of the Instructional System Design (ISD) model?
A. There is a single universally accepted instructional systems development model.
B. The model rarely follows a neat, orderly, step-by-step approach of activities.
C. The model eliminates the need for trainers to provide detailed documents of each activity
found in the model.
D. The model has no underlying assumptions.
Difficulty Level: 2 Medium
Noe - Chapter 01 #8

Loading page 12...

9. The ADDIE model is most closely associated with:
A. employee recruitment and selection.
B. employee training and development.
C. diversity management.
D. quality management.
Difficulty Level: 1 Easy
Noe - Chapter 01 #9
10. Which of the following training programs is mandated by law?
A. Orientation training program.
B. Leadership development program.
C. Safety training program.
D. Cross-culture training program.
Difficulty Level: 1 Easy
Noe - Chapter 01 #10
11. _____ refers to the process of moving jobs from the United States to other locations in the
world.
A. Inpatriation
B. Job rotation
C. Offshoring
D. Insourcing
Difficulty Level: 1 Easy
Noe - Chapter 01 #11
12. Which of the following is an example of human capital?
A. Corporate culture
B. Patent
C. Customer loyalty
D. Work-related competence
Difficulty Level: 1 Easy
Noe - Chapter 01 #12

Loading page 13...

13. _____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness,
energy, and enthusiasm that the company's employees invest in their work.
A. Intellectual
B. Human
C. Customer
D. Social
Difficulty Level: 1 Easy
Noe - Chapter 01 #13
14. Which of the following statements is true of Millennials?
A. They are also known as Generation X or Baby Boomers.
B. They grew up during a time when the divorce rate doubled, the number of women working
outside the home increased, and the personal computer was invented.
C. They are often considered to be workaholics and rigid in conforming to rules.
D. They are believed to have high levels of self-esteem, to the point of narcissism sometimes.
Difficulty Level: 2 Medium
Noe - Chapter 01 #14
15. _____ is a companywide effort to continuously improve the ways people, machines, and
systems accomplish work.
A. Stakeholder management
B. Diversity management
C. Total quality management
D. Talent management
Difficulty Level: 1 Easy
Noe - Chapter 01 #15
16. The core value of _____ is the prevention of the occurrence of errors in a product or service
rather than detection and correction.
A. ISD
B. ADDIE
C. PERT
D. TQM
Difficulty Level: 1 Easy
Noe - Chapter 01 #16

Loading page 14...

17. _____ involves highly trained employees known as Champions, Master Black Belts, Black
Belts, and Green Belts.
A. Six Sigma
B. Lean manufacturing
C. Instructional System Design
D. Just-in-time
Difficulty Level: 1 Easy
Noe - Chapter 01 #17
18. _____ refer to teams that are separated by time, geographic distance, culture, and/or
organizational boundaries and that rely almost exclusively on technology to interact and
complete their projects.
A. Quality circles
B. Virtual teams
C. Six Sigma teams
D. Ad hoc teams
Difficulty Level: 1 Easy
Noe - Chapter 01 #18
19. The ASTD competency model:
A. is designed to help sales associates make more personal connections with shoppers.
B. describes companywide effort to continuously improve the ways people, machines, and
systems accomplish work.
C. describes what it takes for an individual to be successful in the training and development
field.
D. is a framework to analyze competition in an industry and formulate a business strategy.
Difficulty Level: 2 Medium
Noe - Chapter 01 #19
20. According to the ASTD competency model, a business partner:
A. determines how workplace learning can be best used to help meet the company's business
strategy.
B. plans and monitors the effective delivery of learning and performance solutions to support
the business.
C. designs, delivers, and evaluates learning and performance solutions.
D. uses industry knowledge to create training that improves performance.
Difficulty Level: 3 Hard
Noe - Chapter 01 #20

Loading page 15...

21. In the ASTD competency model, the _____ plans, obtains, and monitors the effective delivery
of learning and performance solutions to support the business.
A. project manager
B. learning strategist
C. business partner
D. knowledge worker
Difficulty Level: 1 Easy
Noe - Chapter 01 #21
22. Training and development activities in a company are said to be outsourced when they are
provided by _____.
A. in-house consultants
B. company managers
C. company trainers
D. government organizations
Difficulty Level: 1 Easy
Noe - Chapter 01 #22
23. Team building, conflict avoidance, and change management are typically specialized by
_____ professionals.
A. talent management
B. organizational development
C. quality management
D. informal learning
Difficulty Level: 1 Easy
Noe - Chapter 01 #23
24. Which of the following statements is true of training?
A. The reporting relationship between human resource management and the training function
is standard across companies.
B. Including training as part of the human resource function allows the training function to be
decentralized to better respond to unique needs in different business units.
C. Organizational development professionals are seldom responsible for training.
D. For training and development to succeed, employees, managers, training professionals,
and top managers all have to take ownership.
Difficulty Level: 2 Medium
Noe - Chapter 01 #24

Loading page 16...

25. _____ refers to the integrated use of training and development, organizational development,
and career development to improve individual, group, and organizational effectiveness.
A. Six Sigma
B. Knowledge management
C. Business process reengineering
D. Human resource development
Difficulty Level: 1 Easy
Noe - Chapter 01 #25
26. Companies cannot gain a competitive advantage solely through their human resource
management practices.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #26
27. Training differs from development in that training tends to be more future-focused than
development.
FALSE
Difficulty Level: 2 Medium
Noe - Chapter 01 #27
28. Tacit knowledge tends to be the primary focus of formal training and employee development.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #28
29. Informal learning cannot replace formal training and employee development.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #29
30. There is not one universally accepted instructional systems development model.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #30
31. Training design processes should be rigid and not flexible.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #31

Loading page 17...

32. Due to globalization, the supply for talented employees exceeds the demand.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #32
33. In a learning organization, improvements in product or service quality stop when formal
training is completed.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #33
34. Treating employees differently based on their age, such as only inviting younger employees to
attend training or development programs, can result in adverse legal consequences.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #34
35. ISO standards are involuntary.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #35
36. Social networking facilitates decentralized decision making.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #36
37. Quality circles refer to teams that are separated by time, geographic distance, culture, and/or
organizational boundaries and that rely almost exclusively on technology to interact and
complete their projects.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #37
38. The least amount of learning content in companies concerns basic skills.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #38

Loading page 18...

39. Training department managers are involved to a greater extent in the project manager role
than are specialists who hold other jobs.
FALSE
Difficulty Level: 2 Medium
Noe - Chapter 01 #39
40. Companies separate training from the human resource function because it allows the training
function to be decentralized.
TRUE
Difficulty Level: 2 Medium
Noe - Chapter 01 #40
41. The reporting relationship between human resource management and the training function is
standardized across companies.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #41
42. Training and development courses are found in psychology departments at colleges and
universities.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #42
43. When training is provided by consulting firms and government organizations, it is said to be
outsourced.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #43
44. According to the ASTD competency model, foundational competencies are used to a different
extent in each role or specialization by training and development professionals.
TRUE
Difficulty Level: 1 Easy
Noe - Chapter 01 #44
45. Organizational development professionals in a company primarily focus on identifying the top
talent in the company.
FALSE
Difficulty Level: 1 Easy
Noe - Chapter 01 #45

Loading page 19...

46. List and explain the number of different ways that learning occurs in a company.
There are a number of different ways that learning occurs in a company.
Formal training and development refers to training and development programs, courses, and
events that are developed and organized by the company. Typically, employees are required
to attend or complete these programs, which can include face-to-face training programs (such
as instructor-led courses) as well as online programs.
Informal learning is also important for facilitating the development of human capital. Informal
learning refers to learning that is learner initiated, involves action and doing, is motivated by an
intent to develop, and does not occur in a formal learning setting. Informal learning occurs
without a trainer or instructor, and its breadth, depth, and timing is controlled by the employee.
It occurs on an as-needed basis and may involve an employee learning either alone or
through face-to-face or technology-aided social interactions.
Knowledge management refers to the process of enhancing company performance by
designing and implementing tools, processes, systems, structures, and cultures to improve the
creation, sharing, and use of knowledge. Knowledge management contributes to informal
learning.
Difficulty Level: 2 Medium
Noe - Chapter 01 #46

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47. List and describe the four major forces influencing the workplace and learning.
The major forces influencing the workplace and learning are:
• Economic cycles
Low economic growth results in companies downsizing their work force, delaying plans for
new operations and growth, and revisiting training and development and human resource
budgets to cut unnecessary programs and costs. However, such economic times also provide
an opportunity for companies to take a closer look at training and development to identify
those activities that are critical for supporting the business strategy as well as those mandated
by law (such as safety training or sexual harassment training).
• Globalization of business
Growth of international operations, increase in foreign competition and establishment of
developing countries indicate that companies must find, train, and retain talented foreign
workers to work in others countries as well as in the U. S. On the contrary, U. S. workers must
also be trained for overseas assignments.
• Demographic changes
It includes aging workforce, more cultural diversity in the workforce, more women in the
workforce, and more people of color. Management of diversity contributes to a company's
bottom line by its influence on creativity, problem solving, employee retention, and creation of
new markets for a company's products and services. Companies that do not manage diversity
will find that employees' talents are underutilized and their personal and professional needs
are not being met. As a result, they will become dissatisfied and leave, resulting in a poorly
performing, less competitive organization. Companies that are known for managing diversity
also have an edge in attracting talented employees.
• New technologies
It includes computers, e-learning, e-commerce, interactive cd's, web-based learning, and so
on. Employees need job-specific knowledge and basic skills to work with the equipment
created by the new technology. Because technology is often used as a means to achieve
product diversification and customization, employees must have the ability to listen and
communicate with customers. Interpersonal skills, such as negotiation and conflict
management, and problem-solving skills are more important than physical strength,
coordination, and fine-motor skills.
Difficulty Level: 3 Hard
Noe - Chapter 01 #47

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48. What are the four intangible assets that can be most directly influenced by training and
development?
Human Capital
• Tacit knowledge
• Education
• Work-related know-how
• Work-related competence
Customer Capital
• Customer relationships
• Brands
• Customer loyalty
• Distribution channels
Social Capital
• Corporate culture
• Management philosophy
• Management practices
• Informal networking systems
• Coaching/mentoring relationships
Intellectual Capital
• Patents
• Copyrights
• Trade secrets
• Intellectual property
Training and development have a direct influence on human and social capital because they
affect education, work-related know-how and competence, and work relationships.
Training and development can have an indirect influence on customer and social capital by
helping employees better serve customers and by providing them with the knowledge needed
to create patents and intellectual property.
Difficulty Level: 2 Medium
Noe - Chapter 01 #48

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49. Discuss the core values of TQM.
Total Quality Management (TQM) is a companywide effort to continuously improve the ways
people, machines, and systems accomplish work. Core values of TQM include the following:
• Methods and processes are designed to meet the needs of internal and external customers.
• Every employee in the company receives training in quality.
• Quality is built into a product or service so that errors are prevented from occurring rather
than being detected and corrected.
• The company promotes cooperation with vendors, suppliers, and customers to improve
quality and hold down costs.
• Managers measure progress with feedback based on data.
Difficulty Level: 2 Medium
Noe - Chapter 01 #49
50. What are the roles that training and development professionals can take according to the
ASTD competency model?
The roles that training and development professionals can take are:
The learning strategist determines how workplace learning can be best used to help meet the
company's business strategy. The business partner uses business and industry knowledge to
create training that improves performance. The project manager plans, obtains, and monitors
the effective delivery of learning and performance solutions to support the business. The
professional specialist designs, develops, delivers, and evaluates learning and performance
solutions. These roles are included in jobs such as organizational change agent, career
counselor, instructional designer, and classroom trainer.
Difficulty Level: 2 Medium
Noe - Chapter 01 #50

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2
Student: ___________________________________________________________________________
1.
Which of the following is true about a learning organization?
A.
A learning organization discourages learning at the group and organizational levels.
B.
A learning organization restricts employees from experimenting with products and services.
C.
In a learning organization, employees learn from failure and from successes.
D.
In a learning organization, employees are discouraged from asking questions and admitting
mistakes.

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2.
The strategic training and development process begins with _____.
A.
choosing strategic training and development initiatives
B.
identifying the business
strategy
C.
developing websites for knowledge
sharing
D.
identifying measures or
metrics
3.
The final step of the strategic training and development process involves _____.
A.
choosing strategic training and development initiatives
B.
identifying the business
strategy
C.
identifying measures or
metrics
D.
creating concrete training and development activities

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8.
Which of the following is true with regard to SWOT analysis?
A.
In a SWOT analysis, external analysis attempts to identify the company’s strengths and weaknesses.
B.
A SWOT analysis represents the strategy believed to be the best alternative to achieve the company
goals.
C
. A SWOT analysis is typically conducted in the strategic training and development initiatives step of the
strategic training and development process.
D
. A SWOT analysis provides a company the information needed to generate several alternative business
strategies and make a strategic choice.
9.
Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred
to as _____.
A.
value
s
B.
goals
C.
business strategies
D.
metric
s

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10.
The _____ considers four different perspectives: customer, internal, innovation and learning, and financial.
A.
SWOT
analysis
B.
value chain analysis
C.
BCG matrix
D.
balanced
scorecard
11.
_____ refers to the company’s decisions regarding where to find employees, how to select them, and the
desired mix of employee skills and statuses.
A.
Concentration
strategy
B.
Staffing strategy
C.
External growth strategy
D.
Disinvestment
strategy

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