HRM Week 4: Training and Development Knowledge Check Assignment

This assignment presents the solutions to a Week 4 knowledge check quiz on training and development, drawn from Chapter 7 of the Fundamentals of Human Resource Management (5e) by Dessler. The test comprises 14 multiple-choice questions covering various aspects of employee training and development, including employee orientation, needs analysis, program design, and implementation. Questions assess understanding of key concepts such as the purposes of employee orientation, steps in creating training programs, methods for performance analysis, and the application of competency models. The quiz also includes questions on how training can address sales performance issues and which factors undermine the need for training. The provided answers are designed to help students understand the core principles of training and development within the context of human resource management.

Apply: Training and Development Test
Test Content
Review Week 4 Knowledge Check.
Fundamentals of Human Resource Management, 5e (Dessler)
Ch. 7, "Training and Developing Employees"
Choose the single best answer for each of the questions in the Week 4 Training and
Development Test.
Note: The question answers are randomized. You have only one attempt available to
complete assignments.
1.
2.
Question 1
10 Points
Nathan wants to provide new employees with the basic background information
required to perform their jobs satisfactorily. What is he going to provide them?
1.
Employee recruitment
2.
Employee selection
3.
Employee orientation
4.
Employee development
3.

Question 2
10 Points
You and your training team are meeting to discuss the primary purposes of CTP’s
employee orientation. Which of the following will NOT be included as one of the
purposes?
1.
The employee should become skilled with CTP’s software.
2.
The employee should begin the process of learning the firm's preferences.
3.
The employee should have a clear understanding of what is expected.
4.
The employee should understand the organization in a broad sense.
4.
Question 3
10 Points
You have been given the task of coaching Susan who is a new hire for a Customer
Service Rep. II position. You have been given the task of coaching Susan. Which of the
following are you most likely to do for Susan?
1.
Modify Susan's workload.
2.
Monitor Susan's benefits plan.
3.
Show Susan the steps of various tasks.
4.
Develop a change plan with Susan.

5.
Question 4
10 Points
CTP has adopted a more modern style of orientation, which unlike traditional orientation
programs, would include which of the following topics?
1.
Personnel policies
2.
Organizational charts
3.
Culture and values (Froese et al., 2016)
4.
Health benefits
6.
Question 5
10 Points
You have assigned Nathan, the top Corporate Trainer, the task of creating a training and
development program for the CTP’s employees. He needs to identify the specific
knowledge and skills the sales job requires and compare these with the prospective
trainees' knowledge and skills. What is the first step that Nathan should take?
1.
Assess the program's successes or failures.
2.
Design the program content.
3.
Conduct a needs analysis.
4.

Train the targeted group of employees.
7.
Question 6
10 Points
Nathan finds himself stuck at the implementation stage. Which of the following most
likely occurs during the implementation stage of a training program?
1.
Presenting the program to a small test audience
2.
Conducting a needs analysis of newly hired workers
3.
Providing on-the-job training to the targeted group of employees
4.
Designing the program content for different learners
8.
Question 7
10 Points
Nathan has identified a couple employees that are performing at the lowest level. He
wants to determine the training needs of these newer employees. Which of the
following would most likely help Nathan?
1.
Needs analysis (Ferreira et al., 2015)
2.
Performance analysis
3.
Task analysis

4.
Training analysis
9.
Question 8
10 Points
Nathan has decided to compare those identified individual’s performance to what is
labeled as ideal. What should Nathan do to be able to make this comparison?
1.
Evaluate supervisor performance reviews.
2.
Conduct job knowledge assessments.
3.
Conduct a performance analysis.
4.
Investigate employee-related customer complaints.
10.
Question 9
10 Points
Which of the following will be most helpful for Nathan to review when conducting a
performance analysis of an employee?
1.
Health claims
2.
Employment application
3.

Customer complaints
4.
Employee handbook
11.
Question 10
10 Points
You have advised Nathan to complete a competency model. This will allow him to
___________.
1.
Assist in completing the ADDIE process.
2.
Assist in ranking areas of improvement.
3.
Consolidate knowledge, skills, and behaviors needed to perform a job well.
4.
Assist in determining how far in the performance level the employees are behind.
12.
Question 11
10 Points
Which of the following best supports the argument that the drop in CTP's sales can be
solved through training?
1.
CTP provides laptops to its entire sales team, so each salesperson can easily locate
necessary information while on sales calls.
2.
Recent studies suggest that people are choosing more established companies.

3.
Attitude surveys sent to CTP personnel suggest that the firm's elimination of year-end
bonuses has angered many employees.
4.
Members of the sales team have expressed that they do not fully understand the
benefits of the service they are selling.
13.
Question 12
10 Points
Which of the following undermines the argument that the drop in CTP’s sales can be
solved through training?
1.
CTP's most experienced salesperson retired after working at the firm for more than 20
years.
2.
CTP recently eliminated its long-standing policy of paying salespeople commissions on
top of base salaries, which angered employees.
3.
CTP no longer requires salespeople to have a technical or sales background.
4.
The newest members of the CTP sales force are unfamiliar with the procedures used by
the firm to measure the effectiveness of new drugs.
14.
Question 13
10 Points
All of the following questions are relevant to Nathan's decision to implement a training
program for his sales team EXCEPT ________.
1.

What methods are used for recruiting and interviewing individuals for sales positions?
2.
What interpersonal competencies are expected of sales team members?
3.
What tools are available to sales team members to help them work efficiently?
4.
What were the results of attitude surveys distributed to the sales team?
15.
Question 14
10 Points
Nathan has Sharon (Lead Instructional & Design Trainer) designing a training program
for the customer service representatives. Which of the following activities is Sharon
LEAST likely to perform at this stage?
1.
Setting performance objectives
2.
Choosing a delivery method
3.
Analyzing training needs
4.
Estimating a budget

References
Ferreira, R. R., da Silva Abbad, G., & Mourão, L. (2015). Training needs analysis at work. The Wiley Blackwell handbook of the
psychology of training, development, and performance improvement, 32-49.
Froese, F. J., Kim, K., & Eng, A. (2016). Language, cultural intelligence, and inpatriate turnover intentions: Leveraging values in
multinational corporations through inpatriates. Management International Review, 56(2), 283-301.