CHAP9.TB - Chapter 9 Orientation, Training, and Development...

Info iconThis preview shows pages 1–4. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 9 Orientation, Training, and Development True/False 1. Many companies hire new college graduates while shunning more experienced and expensive employees. Answer: False Page: 315 Moderate 2. Whether the firm retrains marginal performers or simply fires them is not a strategic decision; it is an operating decision. Answer: False Page: 316 Difficult 3. An organization’s strategy and the importance it places on training and development are closely related. Answer: True Page: 316 Moderate 4. Strategic decisions often lead to new objectives that require specific skills to implement. Answer: True Page: 316 Moderate 5. Orientation refers to the process of welcoming new employees, bringing them into the organization, and familiarizing them with its operations and culture. Answer: True Page: 317 Easy 6. There is only one type of orientation—informal orientation. Answer: False Page: 317 Easy 7. The main purpose of a formal orientation program is to welcome new employees. Answer: True Page: 317 Moderate 8. Formal orientation should be done by the organization on the first day of work to reduce the chances the employee will pick up bad habits.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Chapter 9—Orientation, Training, and Development Answer: True Page: 317 Easy 9. An employee handbook is not all that necessary as long as a proper orientation is done. Answer: False Page: 319 Moderate 10. Under employment-at-will, the employer or the employee can terminate their relationship for good cause, no cause, or even bad cause without warning because their relationship is based on a written contract, not an implied one. Answer: False Page: 319 Moderate 11. Training and development are synonymous. Answer: False Page: 323 Difficult 12. Before training can be done, the need for it must first be analyzed in the assessment stage. Answer: True Page: 326 Moderate 13. Isolating specific training requirements for a certain job is organizational level needs analysis. Answer: False Page: 327 Difficult 14. The goal of the task needs assessment is to isolate the specific requirements of the job in question. Answer: True Page: 328 Easy 15. Questionnaires are not a method recommended for assessing training needs. Answer: False Page: 328 Easy 16. It is important to develop only one criterion in an effort to determine the overall effect of the training program on the organization. Answer: False Page: 328 Difficult 9-2
Background image of page 2
Chapter 9—Orientation, Training, and Development 17. Job rotation can be a form of on-the-job training. Answer: True Page: 329 Moderate 18. Transfer of training refers to how much of that which is learned in training is demonstrated on the job. Answer: True Page: 335 Difficult 19. Laboratory practice or simulation is a better way to ensure transfer of training than demonstration. Answer:
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 4
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 01/31/2011 for the course MGMT 322 taught by Professor N/a during the Spring '10 term at Mountain State.

Page1 / 15

CHAP9.TB - Chapter 9 Orientation, Training, and Development...

This preview shows document pages 1 - 4. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online