MANA 444 - FINAL EXAM FULL UPDATED

MANA 444 - FINAL EXAM FULL UPDATED

QUESTIONS WITH CORRECT ANSWERS

2024 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 1 / 4

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 2 / 4

A needs analysis typically has three levels including an organizational analysis, a departmental analysis, and a person analysis Ans✔✔- False The ISD model of training and development has three major steps: needs analysis, design, and delivery Ans✔✔- False Studies consistently conclude that the majority of organizations do not use the ISD model, opting for the more traditional ADDIE training and development model Ans✔✔- False What is the term for the process of establishing performance expectations, designing interventions and programs to improve performance, and monitoring the success of the interventions and programs?

• Performance review
• Performance management
• Performance evaluation
• performance system Ans✔✔- b. Performance management

Which Canadian agency's report concluded that continuous learning and the transfer of knowledge are key factors in fostering creativity and promoting organizational excellence?

• Toronto Transit Commission
• Conference Board of Canada
• Alberta Government
• Royal Canadian Mounted Police Ans✔✔- b. Conference Board of Canada

What is the central theme shared by the three main functions of human resource development?

• organizational development and career development
• employee development and organizational development
• learning
• strategic development and career development Ans✔✔- c. learning 3 / 4

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?

• training often leads to higher turnover and gross margins
• training has a positive impact on overall customer satisfaction and profit levels
• training is not linked to increases in productivity
• 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

• EllisDon
• CIBC
• Nelson Publishing Ans✔✔- c. CIBC

The performance management process includes several interrelated steps. What is the first step?

• developing performance goals
• deciding on the process to train and develop employees
• assigning appropriate rewards
• developing standard rating forms Ans✔✔- a. developing performance goals

Which of the following statements is congruent with the notion of SMART goals?

• SMART goals should have clear performance or behaviour criteria
• SMART goals must address extrinsic motivators
• SMART goals should be easily attained
• 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?

• compensation
• / 4