91. Refer to Case 8.3. The presentation option for Timâ??s

91. Refer to Case 8.3. The presentation option for Timâ??s

91. Refer to Case 8.3. Thepresentation option for Timâ€s machinery operators would be:a) teletraining.b) videotapes.c) VR.d) computer based.e)simulations.
92. Refer to Case 8.3. The besttype of training for Timâ€s assemblers would be:a) cross functional.b) skills training.c) retraining.d) creativity training.e) simulations.
Case 8.4The HRM department is putting together a multi-step training program tohelp managers appraise their employees†performance. There will be training onEEO law, the company system and forms, how to conduct an interview, the mostcommon questions managers and employees ask, and the companyâ€s answers.
When training managers about EEO law, HRMâ€s key concern is consistencyand repeatability. They want managers to be able to review the material afterthe training and just before they conduct any performance appraisal.
Due to time constraints, they want to minimize the time spent in largegroup meetings, but they need a way to walk managers through company forms andsystems. Because of rapid change in this area, HRM wants to be able to updateeasily and quickly.
Due to some very bad past legal experiences, HRM wants to be certain thatevery manager can conduct a performance appraisal properly and has done atleast one good appraisal interview under supervision. Also, since employees andmanagers always ask a number of questions about the process, HRM wants to makecertain that those questions are answered and that managers remember them.
Finally, a recent situation where a disgruntled employee came back to hermanager and threatened him with a gun has management demanding training on howto handle such threats. While the incident rate is low, obviously an error injudgment in this kind of situation can have terrible consequences.
93. Refer to Case 8.4. The bestpresentational format for addressing the time and pacing considerations wouldbe:a) classroom lecture.b) computers.c) videotape.d) simulation.e) role play.
94. Refer to Case 8.4. To ensurethat all forms remain current, HRM should consider using a(n) ____ format fordelivery of this training.a) videotapeb) classroomc) job aidd) computere) OJT
95. Refer to Case 8.4. HRMâ€sconcern over the bad experiences should guide them to using ___ when they trainmanagers on how to conduct an appraisal interview.a) a textbookb) slides or videotapec) computersd) simulatione) role play
96. Refer to Case 8.4. The incident with the disgruntled employeehas caused HRM to add a component to their training session. The best deliveryformat for this training would be:a)a simulation.b)role play.c)using a computer.d)classroom discussion.e)videotape.
Case 8.5RightChoice is a computer retailing company. It is very popular with employees because offlexible shifts, rotating job schedules, and the lenient policies regardingtime off for family care. This alsomakes employee cohesiveness very important because sometimes employees will becalled to work on days off or pulled off of another job in order to help in adifferent department. Though this may bea difficulty for a larger business, the atmosphere and benefits that come withsuch flexibility are appreciated by employees.
The application process includes a brief interview and a short test todetermine whether applicants have mastered basic literacy skills. During the most recent hire cycle,RightChoice found that some applicants who desired retail and customer servicepositions had not mastered basic reading, writing, and arithmetic. In response, RightChoice garnered theassistance of a local community college, along with some middle and upper-levelmanagers in providing training to the new employees to give them the necessaryskills in performing their jobs.
After this hire, Lexi, an upper-level manager suggests that the newemployee socialization process should consist of a short-term program thatexplains to the employees their job position and its place in the company, anda tour of the business.
97. Refer to Case 8.5.Because of RightChoiceâ€s flexible approach to employee scheduling, manyworkers have changing work schedules and they often help one another in variousjob operations or work in job rotation.In order to train new employees for this type of working environment,the company should implement:a)diversity training.b)cross-functional training.c)customer service training.d)360º feedback.e)all of the above
98. Refer to Case 8.5. One part of the interview and applicationprocess at RightChoice is to determine:a)the applicantâ€s generalliteracy.b)the applicantâ€s literacy.c)the applicantâ€s functionalliteracy.d)education level.e)intelligence.
99. Refer to Case 8.5. The literacy training that RightChoiceprovides its employees is focused on:a)teaching day-to-day reading.b)teaching employees to read ata fourth-grade reading level.c)helping employees to masterbasic skills.d)providing employees withfunctional literacy.e)all of the above
100. Refer to Case 8.5. Lexiâ€s suggestion for the socializationprogram of RightChoice:a)is inappropriate. All interaction between recent and past hiresshould be spontaneous and unplanned.b)will be sufficient to help thenew employees become effective workers.c)appears to be more of anorientation program than a socialization strategy.d)is insufficient. A socialization program should includeproviding new employees with realistic expectations before they begin working,and ends only once the new workers begin to feel like part of the organization.e) c and d

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