Employee orientation programs range from brief

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Reference no: EM131411360

True or False

1) Employee orientation programs range from brief, informal introductions to lengthy, formal courses. T, F

2) Hiring highly-skilled employees with great potential eliminates the need to provide orientation and training. T, F

3) Studies show that trainees are distracted by visual aids presented during training sessions. T, F

4) Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day. T, F

5) The purpose of a current training needs analysis is to ensure that critical employees receive adequate training and development for future positions with the firm. T, F

6) Performance analysis is a detailed study of a job to determine what specific skills the job requires. T, F

7) Attitude surveys, employee diaries, tests, and performance appraisals are tools for conducting a performance analysis. T, F

8) Lower-level managers who are given firsthand experience working on existing problems are being trained through the special assignments approach. T, F

9) Apprenticeship training is a step-by-step self-learning method which uses a textbook, computer, or the Internet. T, F

10) Evidence suggests that Web-based instruction is significantly more effective than classroom instruction for teaching information about how to perform a job-related task. T, F

11) Providing learning content on demand through cell phones and laptops is known as mobile learning. T, F

12) Interviews can be made more effective if the interviewer studies the job description and uses a standardized interview form. T, F

13) Organizational development is usually characterized by the use of action research and the application of behavioral science knowledge. T, F

14) Integrated strategic management is an organizational development method of developing and implementing a strategic change plan. T, F

15) Research suggests that most firms evaluate their training programs by measuring the reactions of participants. T, F

16) Succession planning is a type of management development program that focuses on planning and filling middle-management positions. T, F

17) Management games are considered an effective training tool because trainees are actively involved, and the activities help trainees focus on planning and solving problems. T, F

Reference no: EM131411360

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