Management 3320 Exam 3-Matthes
Questions and Answers
what are the different training evaluation designs? - ANSWER--posttest only
-pretest/posttest
-posttest only with comparison group
-pretest/posttest with comparison group
-time series
Be able to identify issues with trainings and recommended improvements -
ANSWER--training issues and recommended improvements: managing workforce
diversity, equity, and inclusion
-create an environment that allows all employees to contribute to organizational
goals, feel a sense of belongingness and being treated fairly, and experience
personal growth
-onboarding/socialization: helping new hires adjust to social and performance
aspects of their new job
What are the differences between training and development? - ANSWER--training:
immediate need, require, typically employer-sponsored and structured, low use of
work experience
-development: future opportunities or changes, voluntary, not always employer-
sponsored and formal, high use of work experience
understand the development planning system in terms of the employer's and
employee's roles - ANSWER--self assessment system: employer provides
assessment info to identify employee's strengths, weaknesses, interests, and values;
employee uses info to determine his/her career interests, values, aptitudes and
behavioral tendencies and to identify needs and opportunities to improve
-reality check system: employer communicates performance evaluation, where the
employee fits in long-range plans of the company, and changes in industry,
profession, and workplace; employee receives information about how the company
evaluates his/her skills and knowledge and where he/she fit into the company's plans
in order to identify what needs are realistic to develop
-goal setting system: employer identifies short- and long-term development goals, as
well as methods to determine goal progress; employee ensures that goals are
SMART and commits to helping the employee reach the goals
-action planning: employer identifies resources the employee needs to reach goals,
including additional assessments, courses, work experiences, and relationships;
employee identifies steps and timetables to reach goals
What are the different approaches to employee development? - ANSWER--formal
education programs
-assessments
-job experiences
, -interpersonal relationships
formal education programs - ANSWER-include off-site and on-site programs
designed specifically for the company's employees, short courses offered by
consultants or universities, executive MBA programs, and university programs in
which participants actually live at the university while taking classes
job experiences - ANSWER-Expose employees to new demands, tasks, problems
and relationships to foster their professional growth, examples: enlargement,
rotation, promotions, downward moves. temporary assignments, projects, volunteer
work, sabbaticals
interpersonal relationships
coaching vs mentoring - ANSWER--coaching: peer or manager who works with
employees to motivate them, help them develop skills, and provide reinforcement
and feedback
-mentoring: an experienced, productive senior employee who helps develop a less
experienced employee
9-box grid - ANSWER-used to analyze and discuss talent, help formulate effective
development plans and activities, identify talented employees
basic terminology for global assignments - ANSWER--parent country: country where
company's corporate headquarters is located
-host country: country where parent-country organization seeks to locate or has
already located
-third country: country other than host or parent country
-expatriates: employees sent by the company to manage operations in a different
country
in expatriate selection, which characteristics should HRM look for? - ANSWER--
technical competence in the area of operations or global assignment
-adaptability and cultural sensitivity
-ability to communicate verbally and nonverbally in host country
-willingness to learn about host country
-family support and accommodations
-motivation to succeed and ability to enjoy the challenge of working in another
country
-resourcefulness and initiative
what are the goals of cross-cultural training and who should receive it? - ANSWER--
educate expatriates and their families who are given an assignment in a foreign
country
-create appreciation of the host country
What do the different cross-training phases entail? - ANSWER--pre-departure: lang.
training and orientation to host country's culture, info about housing, schools,
recreation, shopping, healthcare
-on site phase: continued orientation, development of social relationships, contact
between country and company, adequate commutes between countries
Questions and Answers
what are the different training evaluation designs? - ANSWER--posttest only
-pretest/posttest
-posttest only with comparison group
-pretest/posttest with comparison group
-time series
Be able to identify issues with trainings and recommended improvements -
ANSWER--training issues and recommended improvements: managing workforce
diversity, equity, and inclusion
-create an environment that allows all employees to contribute to organizational
goals, feel a sense of belongingness and being treated fairly, and experience
personal growth
-onboarding/socialization: helping new hires adjust to social and performance
aspects of their new job
What are the differences between training and development? - ANSWER--training:
immediate need, require, typically employer-sponsored and structured, low use of
work experience
-development: future opportunities or changes, voluntary, not always employer-
sponsored and formal, high use of work experience
understand the development planning system in terms of the employer's and
employee's roles - ANSWER--self assessment system: employer provides
assessment info to identify employee's strengths, weaknesses, interests, and values;
employee uses info to determine his/her career interests, values, aptitudes and
behavioral tendencies and to identify needs and opportunities to improve
-reality check system: employer communicates performance evaluation, where the
employee fits in long-range plans of the company, and changes in industry,
profession, and workplace; employee receives information about how the company
evaluates his/her skills and knowledge and where he/she fit into the company's plans
in order to identify what needs are realistic to develop
-goal setting system: employer identifies short- and long-term development goals, as
well as methods to determine goal progress; employee ensures that goals are
SMART and commits to helping the employee reach the goals
-action planning: employer identifies resources the employee needs to reach goals,
including additional assessments, courses, work experiences, and relationships;
employee identifies steps and timetables to reach goals
What are the different approaches to employee development? - ANSWER--formal
education programs
-assessments
-job experiences
, -interpersonal relationships
formal education programs - ANSWER-include off-site and on-site programs
designed specifically for the company's employees, short courses offered by
consultants or universities, executive MBA programs, and university programs in
which participants actually live at the university while taking classes
job experiences - ANSWER-Expose employees to new demands, tasks, problems
and relationships to foster their professional growth, examples: enlargement,
rotation, promotions, downward moves. temporary assignments, projects, volunteer
work, sabbaticals
interpersonal relationships
coaching vs mentoring - ANSWER--coaching: peer or manager who works with
employees to motivate them, help them develop skills, and provide reinforcement
and feedback
-mentoring: an experienced, productive senior employee who helps develop a less
experienced employee
9-box grid - ANSWER-used to analyze and discuss talent, help formulate effective
development plans and activities, identify talented employees
basic terminology for global assignments - ANSWER--parent country: country where
company's corporate headquarters is located
-host country: country where parent-country organization seeks to locate or has
already located
-third country: country other than host or parent country
-expatriates: employees sent by the company to manage operations in a different
country
in expatriate selection, which characteristics should HRM look for? - ANSWER--
technical competence in the area of operations or global assignment
-adaptability and cultural sensitivity
-ability to communicate verbally and nonverbally in host country
-willingness to learn about host country
-family support and accommodations
-motivation to succeed and ability to enjoy the challenge of working in another
country
-resourcefulness and initiative
what are the goals of cross-cultural training and who should receive it? - ANSWER--
educate expatriates and their families who are given an assignment in a foreign
country
-create appreciation of the host country
What do the different cross-training phases entail? - ANSWER--pre-departure: lang.
training and orientation to host country's culture, info about housing, schools,
recreation, shopping, healthcare
-on site phase: continued orientation, development of social relationships, contact
between country and company, adequate commutes between countries
