COMM 203 Final Exam Study Set
Questions with Solved Solutions 2025-
2026 Updated.
Training - Answer A current focus on preparation for job
- Required
- Low use of work experience
Development - Answer Future focus to prepare for changes
- Voluntary
- High use of work experience
Training Need Assessment Criteria - Answer Organization - Will this training help
organizational objectives? Does it align with org objectives? (most important)
Employees - Can training resolve the competency gap? Who should get trained?
Tasks - What tasks and competencies need to be trained?
5 Steps of Training - Answer 1. Assess needs for training
2. Ensure readiness for training
3. Plan training program
4. Implement training program
5. Evaluate training program
Training Readiness Criteria - Answer A combination of basic cognitive ability, motivation, a
supportive environment, and a lack of situational constraints (time, money, tools, etc). all
contribute to how ready an employee is to be trained.
Components of a Training Plan - Answer 1. Determine the objective of the training
2. Out of the training methods available, choose which will be most effective
Training Methods (not on exam) - Answer 1. Presentations - Good for conveying facts of
comparing alternatives
2. Hands-On - Good for specific skill development and showing how its related to the job. Also
good for handling interpersonal issues.
, 3. Group/Team Building - Good for establishing teams and managing performance of team
Measuring Effectiveness of Training (fs on exam) - Answer 1. Reaction - How did the
employee feel about the training?
2. Learning - Did the employee gain the desired KSAOs?
3. Application - Did the employee apply the KSAOs to their job?
4. Results - Did training positively improve the employees performance? (individual level)
5. Return - Was the training a worthwhile investment? Positive ROI? Impact on organization?
(org level)
Socialization - Answer An approximately 3 month long process where an employee gets
adjusted to their new organization a role.
Marked with a high voluntary turnover because:
- New employees are getting a realistic job preview
- Incumbents may experience higher job demand (picking up the slack)
- Incumbents may feel low job embeddedness because they need to adjust to a new person in
their team
4 Approaches to Development - Answer 1. Formal education - workshops, university/college
programs, at workplace
2. Assessment - collect information, 360 degree feedback (from managers, peers, clients, etc.),
assessment centres
3. Job experiences - job enlargement, rotation, transfers, promotions, demotions
4. Interpersonal relationships - mentors and coaches
Coach - Answer A peer or manager who works with an employee to provide motivation,
develop skills, and provide reinforcement and feedback
Mentor - Answer An experienced, productive senior employee who helps develop a less
experienced employee
- Relationship is reciprocal
- Helps develop each persons' career and also provides socioemotional support
What percent of Canadian organizations report changing or planning to change their
performance management process or system? - Answer 81%
- Sima says to remember this idk why
Questions with Solved Solutions 2025-
2026 Updated.
Training - Answer A current focus on preparation for job
- Required
- Low use of work experience
Development - Answer Future focus to prepare for changes
- Voluntary
- High use of work experience
Training Need Assessment Criteria - Answer Organization - Will this training help
organizational objectives? Does it align with org objectives? (most important)
Employees - Can training resolve the competency gap? Who should get trained?
Tasks - What tasks and competencies need to be trained?
5 Steps of Training - Answer 1. Assess needs for training
2. Ensure readiness for training
3. Plan training program
4. Implement training program
5. Evaluate training program
Training Readiness Criteria - Answer A combination of basic cognitive ability, motivation, a
supportive environment, and a lack of situational constraints (time, money, tools, etc). all
contribute to how ready an employee is to be trained.
Components of a Training Plan - Answer 1. Determine the objective of the training
2. Out of the training methods available, choose which will be most effective
Training Methods (not on exam) - Answer 1. Presentations - Good for conveying facts of
comparing alternatives
2. Hands-On - Good for specific skill development and showing how its related to the job. Also
good for handling interpersonal issues.
, 3. Group/Team Building - Good for establishing teams and managing performance of team
Measuring Effectiveness of Training (fs on exam) - Answer 1. Reaction - How did the
employee feel about the training?
2. Learning - Did the employee gain the desired KSAOs?
3. Application - Did the employee apply the KSAOs to their job?
4. Results - Did training positively improve the employees performance? (individual level)
5. Return - Was the training a worthwhile investment? Positive ROI? Impact on organization?
(org level)
Socialization - Answer An approximately 3 month long process where an employee gets
adjusted to their new organization a role.
Marked with a high voluntary turnover because:
- New employees are getting a realistic job preview
- Incumbents may experience higher job demand (picking up the slack)
- Incumbents may feel low job embeddedness because they need to adjust to a new person in
their team
4 Approaches to Development - Answer 1. Formal education - workshops, university/college
programs, at workplace
2. Assessment - collect information, 360 degree feedback (from managers, peers, clients, etc.),
assessment centres
3. Job experiences - job enlargement, rotation, transfers, promotions, demotions
4. Interpersonal relationships - mentors and coaches
Coach - Answer A peer or manager who works with an employee to provide motivation,
develop skills, and provide reinforcement and feedback
Mentor - Answer An experienced, productive senior employee who helps develop a less
experienced employee
- Relationship is reciprocal
- Helps develop each persons' career and also provides socioemotional support
What percent of Canadian organizations report changing or planning to change their
performance management process or system? - Answer 81%
- Sima says to remember this idk why
