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MANA 444 - FINAL EXAM Questions With
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Performance management is best categorized as a single event often associated with an annual performance appraisal process Ans✔✔- False 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 Ans✔✔- True Human resource development is a part of a larger system known as training and development Ans✔✔- False Development is described as a planned effort to develop employees' knowledge, skills, and abilities to help employees perform better at their current jobs Ans✔✔- False 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 training initiative, NOT a development program Ans✔✔- True One of the intrinsic benefits of training and development is the benefits realized by society Ans✔✔- False According to research presented in the textbook, a negative relationship exists between per-employee expenditures on training and development and employee productivity levels Ans✔✔- False 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 Ans✔✔- True
Quebec is the only province in Canada to have mandatory training laws for companies with net profits greater than $1 million Ans✔✔- False Organizations that incorporate training bonds into their training programs may have the ability to recover some of their training costs Ans✔✔- True The key environmental factors that drive human resources and development within an organization include technology, global competition, the labour market, and organizational strategy Ans✔✔- False Unlike many industrialized countries, Canada has NOT experienced in any meaningful way to notion of "skills mismatch" Ans✔✔- False 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 Ans✔✔- True The trend toward flatter organizational structures is causing some element of blurriness in what constitutes traditional roles associated with management functions Ans✔✔- True An organization's learning and training strategy most often with NOT directly influence its training and development programs Ans✔✔- False Restructuring, downsizing, and reengineering often lead to changes in employees' tasks and responsibilities and so necessitate the need for training Ans✔✔- True A high-performance work system may be described as a specific combination of human resource practices that maximize the knowledge, skills, abilities, flexibility, and commitment of employees Ans✔✔- True When applying the ISD model of training and development, the process often begins with the identification of a concern Ans✔✔- True
Several studies cited in the textbook appear to link training efforts by organizations and several important organizational outcomes. Which statement is congruent with conclusions in these studies? a. training often leads to higher turnover and gross margins b. training has a positive impact on overall customer satisfaction and profit levels c. training is not linked to increases in productivity d. training has a positive effect on an organization's competitiveness but no impact on performance Ans✔✔- b. training has a positive impact on overall customer satisfaction and profit levels Which Canadian organization is cited in the textbook as using training as a strategic business and retention tool? a. University of British Columbia b. EllisDon c. CIBC d. Nelson Publishing Ans✔✔- c. CIBC The performance management process includes several interrelated steps. What is the first step? a. developing performance goals b. deciding on the process to train and develop employees c. assigning appropriate rewards d. developing standard rating forms Ans✔✔- a. developing performance goals Which of the following statements is congruent with the notion of SMART goals? a. SMART goals should have clear performance or behaviour criteria b. SMART goals must address extrinsic motivators c. SMART goals should be easily attained d. SMART goals should not be time bound Ans✔✔- a. SMART goals should have clear performance or behaviour criteria According to the textbook, what is the number-one attraction and retention tool for many organizations?
a. compensation b. training c. bonuses d. development Ans✔✔- b. training Which of the following is a major goal of the Edmonton Police Service as described in the chapter-opening vignette? a. to improve the productivity of police officers b. to improve the confidence level of police officers when dealing with criminal elements in the community c. to link training programs to the department's strategic plan d. improve interactions between police officers and mentally ill individuals in the community Ans✔✔- d. improve interactions between police officers and mentally ill individuals in the community Which of the following are two extrinsic benefits training will give an employee? a. an improved marketability and greater job security b. a greater sense of self-efficacy and a sense of accomplishment c. a more positive attitude toward their employer and their own confidence d. a greater sense of engagement toward customers and fellow employees Ans✔✔- a. an improved marketability and greater job security Which of the following is NOT a benefit to society associated with training and development? a. higher levels of education b. greater economic prosperity c. better work-life balance d. improved standard of living Ans✔✔- c. better work-life balance Which statement best describes the current state of productivity and innovation in Canada? a. Canada rates very high in productivity metrics globally
a. Canadian organizations do not have the same economies of scale. b. Canadian organizations do not invest enough resources in training and development. c. Canadian organizations do not follow the voluntary training laws in Canada. d. Canadian companies have access to a large source of skilled labour. Ans✔✔- b. Canadian organizations do not invest enough resources in training and development.
- In what year did the government of Quebec introduce and pass the Act to Foster the Development of Manpower Training? a. 1975 b. 1985 c. 1995 d. 2005 Ans✔✔- c. 1995 What was one of the key findings of a 2008 report regarding training legislation in Quebec? a. the legislation had little impact on the ways Quebec firms deliver training b. fewer companies planned and implemented training programs c. Quebec leads the national average in training participation rates d. all stakeholders must work together to find ways to promote training Ans✔✔- d. all stakeholders must work together to find ways to promote training Which of the following statements regarding the "1 percent training law" is correct? a. regardless of size, all companies in Quebec have to contribute to the 1 percent fund b. information about the participation of employees in training must be documented, and detailed information must be kept on file c. the law applies only to companies with annual revenues of $1 million or more d. the law applies only to organizations registered to do business across Canada Ans✔✔- b. information about the participation of employees in training must be documented, and detailed information must be kept on file What should be the most important internal or external factor influencing training and development programs in organizations? a. demograohics
b. the competitive nature of the industry c. corporate strategy d. leadership and managerial characteristics Ans✔✔- c. corporate strategy Technology developments in the external environment influence the training needs within an organization because employees will require technology training for what reason? a. to be marketable for other jobs b. to capture efficiencies associated with improved technology c. to satisfy their own intrinsic benefits d. to meet global demands Ans✔✔- b. to capture efficiencies associated with improved technology Which of the following would be considered part of a human resources system? a. organizational goals b. corporate leadership c. laws d. performance appraisals Ans✔✔- d. performance appraisals Which of the following key environmental factors drive training and development? a. change b. values c. selection d. culture Ans✔✔- a. change What tends to result when an organization subscribes to strategic human resource management whereby it has greater alignment between its HR practices and its strategies? a. superior performance b. greater work-life balance c. enhances efficiencies d. exemplary quality Ans✔✔- a. superior performance
Which of the following statements regarding the instructional systems design (ISD) model is congruent with the material presented in the textbook? a. it is an irrational and scientific process b. it consists of four main steps: needs analysis, design, delivery, and evaluation c. it is a much more complex model when compared with the streamlined ADDIE model d. its first step attempts to answer the question "is training needed and is it the best solution?" Ans✔✔- d. its first step attempts to answer the question "is training needed and is it the best solution?" According to the textbook, training programs based on the instructional systems design model of training and development fail when organizations do which of the following? a. fail to employ learning principles b. ignore an important step in the process c. implement training programs that are too complex d. over-evaluate their training programs Ans✔✔- b. ignore an important step in the process Identify and briefly describe the three steps in the instructional systems design (ISD) model. Why is it important that organizations apply these three steps when contemplating launching training programs? Ans✔✔- The instructional systems design model consists of a needs analysis, training design and delivery, and training evaluation. The needs analysis determines the nature of the problem and if training is the solution. It includes an organizational analysis, a job/task analysis, and a person analysis. If training is the solution to the performance problem, then a training program is designed and delivered based on what was learned from the needs analysis and the training objectives. Finally, a training evaluation is conducted to determine if the training objectives were met, and if the problem was solved. Ultimately, these three steps increase the likelihood that performance gaps are closed, and programs address needed improvements in skills, knowledge, and abilities resulting in positive outcomes for the organization and employees. Differentiate between the terms training and development. Ans✔✔- Training usually consists of a short-term focus on acquiring skills to perform one's current job. Development refers to the acquisition of knowledge, skills, and abilities required to perform future job responsibilities and in the long-term achievement of career goals and organizational objectives. Development is, in most cases, "long term focused," including different interventions/methods including seminars and job rotations.
Identify and briefly describe three organizational benefits of training and development, providing an example for each. Ans✔✔- (1) Organizational strategy. Training can help organizations achieve their strategic goals. For example, if improving customer satisfaction is a goal, then providing customer service training will be important. (2) Increased organizational effectiveness. Trained employees do more work, make fewer errors, require less supervision, have higher loyalty and morale, and have lower rates of attrition. (3) Employee recruitment and retention. For example, employees who receive relevant training are less likely to move to another company. Describe the factors that influence high-performance work systems (HPWS). Ans✔✔- Environmental factors such as legislation, economic climate including the labour market and competition, demographics, social values, and technology. Organizational factors such as goals, values, strategy, structure, culture, and leadership. Define and explain the term strategic human resources management (SHRM). Ans✔✔- Strategic human resources management is the alignment of human resource practices with an organization's business strategy. It means that whether an organization has a strategy for quality, innovation, or customer service, training as well as other human resource practices must be designed to reinforce and support the strategy. You are a training specialist working for the Edmonton Police Service. Your boss asks you to develop evaluation criteria for the "mental health training program." Using the Edmonton Police Service vignette in the textbook, what would you likely use as crit eria for evaluating the program? Ans✔✔- The vignette specifically mentions several outcomes, including decreases in the usage of force by the police officers, ability to recognize mental health issues, verbal communication skills, and ability to de-escalate potential violent situations and decrease time per call.Students may also come up with other variables associated with having a police force that is able to effectively deal with mental health calls. Chapter 1 of the textbook introduces the reader to the ISD model and identifies three distinct yet interrelated steps. All of these activities are likely to have some element of cost associated with their execution. Which of those three steps would you suggest to be the most difficult to justify to senior management? (Assume you need budget approval.) Ans✔✔- This question allows students to demonstrate their ability to apply the ISD model to a real-world project
In general terms, organizations with strong learning cultures tend to view training and development as a "business investment" and not simply a "cost of doing business." Ans✔✔- True An example of tacit knowledge in a particular organization could be described as a set of documents capturing its operational procedures often referred to as "codified knowledge." Ans✔✔- False Intellectual capital is an organization's knowledge, experience, relationships, process discoveries, innovations, market presence, and community influence. Ans✔✔- True Intellectual capital is knowledge that may or may not have value to a company. Ans✔✔- False Human capital includes elements of cognitive intelligence and emotional intelligence linked to enhanced organizational performance. Ans✔✔- True Relationship capital may be viewed as a source of competitive advantage if it is based on an environment of trust and integrity. Ans✔✔- True An example of structural capital would be a company's policy manual. Ans✔✔- True A company decides to implement an in-house training program. To save on training costs, it decides to implement a systematic cross-training program whereby a senior employee systematically coaches a junior employee over a set period of time using a standardized process. This company is engaged in a so-called "informal learning" approach to training. Ans✔✔- True According to the Conference Board of Canada, approximately 61 percent of Canadian companies have in place procedures ensuring that knowledge is codified, stored, and freely shared amongst employees. Ans✔✔- False Technology has made the process of converting tacit knowledge into explicit knowledge very easy for most companies to do with very little effort. Ans✔✔- False
Communities of practice are typically formed in an informal manner. For that reason, management plays no role in supporting and nourishing such communities of practice. a. True Ans✔✔- False Organizational learning can be represented with a multilevel systems model that has four levels of learning including societal, organizational, group, and individual. a. True Ans✔✔- False Based on the chapter-opening vignette, which statement best embodies the philosophy Vancity takes to training and development? a. maximizing profits for its current shareholders while decreasing expenditures associated with training and development b. the focus of training initiatives are informal and tend to be provided as part of its recruitment strategy c. tend to be focused on technical areas of the credit union d. strengthening its workforce's capacity to enable the credit union to meet its strategic objectives Ans✔✔- d. strengthening its workforce's capacity to enable the credit union to meet its strategic objectives To which author would you attribute the quote "Individual learning does not guarantee organizational learning. But without it, no organizational learning occurs"? a. Alan Saks b. Judy Shuttleworth c. Robert Haccoun d. Peter Senge Ans✔✔- d. Peter Senge What must an organization do to become truly competitive and effective with its organizational learning initiatives? a. It must make a strategic shift in orientation in order to transform itself into a learning organization. b. It must secure the support and commitment of all organizational stakeholders, past and present.
b. human capital or structural capital c. tacit or implicit knowledge d. intellectual or human capital Ans✔✔- c. tacit or implicit knowledge Which of the following statements is congruent with the notion of intellectual capital? a. it is viewed by organizations as a liability b.. it has three categories: human, renewal, and relationship capital c. as you use it, it has less value d. unlike other assets, it tends to grow with usage Ans✔✔- d. unlike other assets, it tends to grow with usage Which of the following is characterized as human capital? a. a company's patent on a new manufacturing process b. an employee's ability to create products with a zero error rate c. a company's strong working relationship with a key supplier of inputs d. company's consistently high engagement score Ans✔✔- b. an employee's ability to create products with a zero error rate The textbook identifies four types or categories of intellectual capital. Which of the following categories of intellectual capital would include employees' knowledge, skills, and abilities? a. human capital b. renewal capital c. structural capital d. relationship capital Ans✔✔- a. human capital Which of the following is a potential indicator that knowledge is being shared in an organization? a. problem solving becomes more complex, yet less effective b. expertise is not captured and stored as explicit knowledge c. unnecessary and needless staffing changes continue to take place
d. employees attract and obtain increased opportunities Ans✔✔- d. employees attract and obtain increased opportunities An important method used by organizations to acquire information and knowledge is by "scanning" the external environment. Which of the following would NOT be considered an external source of such information or knowledge? a. customers b. competitors c. employees d. industry expert Ans✔✔- c. employees A senior manager in an organization asks you to explain why technology is playing such an important role in facilitating knowledge management. Which of the following is likely to be central to your response? a. technology use is becoming fashionable with senior management and popular with employees b. technology has significantly lowered the cost of managing knowledge c. technology is an important employee retention tool d. technology is a key discipline of learning organizations Ans✔✔- b. technology has significantly lowered the cost of managing knowledge Which of the following are the typical internal sources of information used in environmental scanning? a. employees b. customers c. suppliers d. creditors Ans✔✔- a. employees According to Etienne Wenger, who along with Jean Lave coined the term "communities of practice," three characteristics define a community of practice. Which of the following is NOT one of those characteristics? a. knowledge sharing is limited to explicit knowledge b. a domain of interest shared by members
d. ensure all communication between group members is codified Ans✔✔- b. provide the infrastructure and evaluate relevance to the company The textbook identifies several reasons why informal learning is becoming more prevalent in organizations when compared to formal learning. Which of the following is NOT a reason supported by the material in the textbook? a. organizations are finding time constraints impact their ability to deliver formal learning b. what is learned tends to be used on the job immediately when informal learning methods are used c. informal learning has been found to deliver consistent learning outcomes d. informal learning has a significant effect on performance Ans✔✔- c. informal learning has been found to deliver consistent learning outcomes You have been asked to do a short presentation to your class describing the differences between formal and informal learning. Which of the following points is NOT likely to be included in your presentation? a. unlike formal learning, informal learning tends to be highly unstructured b. control over learning outcomes rests with the organization under formal learning processes c. formal learning tends to be tailored to individuals' learning needs much more so than informal learning d. formal learning processes often create time gaps between learning and application on the job Ans✔✔- c. formal learning tends to be tailored to individuals' learning needs much more so than informal learning Which concept is defined as deeply ingrained assumptions, generalizations, or images that influence how we understand the world and how we take action? a. mental models b. organizational culture c. implicit knowledge d. informal learning Ans✔✔- a. mental models Why is the concept of informal learning receiving so much attention from managers?
a. because of the need to reduce expenditure in training and development b. because of the speed of change and demographic realities c. because of the level of attention the topic of informal learning has received from academics and management gurus d. because it requires fewer resources and management attention Ans✔✔- b. because of the speed of change and demographic realities You are a senior human resource manager with a Canadian organization. On your way back home from a business trip, you stumble across an article praising the effectiveness of informal learning. You decide your organization should facilitate a work environme nt that promotes informal learning. Which of the following is NOT likely to be an action you will take? a. create work processes that require team involvement by members from different parts of the organization b. remove physical barriers so as to facilitate regular contact between management and employees c. provide work teams with less autonomy so as to ensure quality control over outcomes d. condense office spaces and make room for an open gathering area for coffee breaks and socializing Ans✔✔- c. provide work teams with less autonomy so as to ensure quality control over outcomes A multilevel systems model of organizational learning assumes learning occurs at three distinct yet interconnected levels. Which of the following is NOT one of those levels? a. human capital level b. organizational level c. group level d. individual level Ans✔✔- a. human capital level The textbook identifies several important factors that influence learning at the group level. What would you consider to be the most important of these factors influencing group level learning? a. simplicity of tasks b. organizational culture and values c. individual reward practices
