C235 Coaching Report

Question 1

A company with limited resources wants to compete successfully in a rapidly changing environment against larger, more established organizations. The company provides training regarding tacit knowledge in an effort to differentiate itself in a strategic way.
What is an intangible asset on which the company can build a sustainable competitive advantage?
A. Human capital
B. Government lobbying
C. The natural environment
D. Research and Development

Answer 1

A. Human Capital

Question 2

Human resource professionals offer a series of programs and activities that include orientation, diversity, and total quality management. Which activity is the human resources department performing?
A. Training
B. Education
C. Counseling
D. Development

Answer 2

A. Training

Question 3

What does the ADDIE model suggest?
A. Self-management
B. A continuous cycle
C. An initial evaluation
D. Optional instructors

Answer 3

B. A continuous cycle

Question 4

Which practice is allowed under the Age Discrimination in Employment Act of 1967 (ADEA)?
A. A company will not promote employees age 40 and over.
B. A company requires employees be at least 28 for promotion and will not hire employees under age 18.
C. A company has a strict policy against hiring individuals with more than 30 years’ experience and who are over 50.
D. A company uses reverse seniority in layoff decisions, removing employees who have been at the firm the longest first.

Answer 4

B. A company requires employees be at least 28 for promotion and will not hire employees under age 18.

Question 5

What are two stages of human resources competency?
A. Acquiring
B. Innovating
C. Accessing
D. Influencing

Answer 5

A and D

Question 6

Which two actions are performed to develop a competency model for a leadership position in an organization?
A. Promote employees who are leaders
B. Mentor employees with leadership potential
C. Determine traits of employees who are leaders
D. Identify the organization’s top performing leaders
E. Reward employees who are identified as leaders.

Answer 6

C and D

Question 7

An employer wants to have managers become familiar with all of the positions they will be supervising by having the managers perform each job themselves.
Which type of training and development method is appropriate in this situation?
A. Job rotation
B. Vestibule training
C. Job sensitivity
D. Systematic observation

Answer 7

A. Job rotation

Question 8

Participants in a training program need to gain overview information on a topic about which they know little. The number of participants in the training is very large, and the trainer is an expert in the field. Which delivery method is appropriate for this training setting?
A. Simulation
B. Case study
C. Individual study
D. Classroom lecture

Answer 8

D. Classroom lecture

Question 9

Which expertise is critical in instructing a group of adults?
A. Knowledge of evaluation
B. Knowledge of interviewing
C. Knowledge of development
D. Knowledge of learning theories

Answer 9

D. Knowledge of learning theories

Question 10

An organization decided to implement a new service, and they are providing training to employees so they can learn the new process. The training is expected to be highly interactive. Which venue should be selected for this training?
A. Auditorium with a tiered slope
B. Conference center with round tables
C. Classroom setting with individual desks
D. Employee lounge with communal discussion space

Answer 10

B. Conference center with round tables

Question 11

A company wants to offer its employees additional training as part of the company’s expansion into a new product line. The employees who are to receive the training are located all around the world and work different hours of the day. The company wants the employees to interact with one another and have meaningful discussions of the material, but wants to limit the costs of bringing all of the employees together. The company feels the interaction will be more beneficial after the employees have had a chance to study the new material independently. Which form of training instruction should the company choose in this situation?
A. A synchronous online training course
B. An asynchronous online training course
C. A blended class approach with a synchronous online component
D. A blended class approach with an asynchronous online component

Answer 11

D. A blended class approach with an asynchronous online component.

Question 12

Which type of training do traditionalists prefer?
A. Working alone
B. Interactive training
C. Self-directed learning environment
D. Stable, orderly learning environment

Answer 12

D. Stable, orderly learning environment

Question 13

An organization has employees who are making training requests that include online training, virtual simulation training, and real-time monitoring. Which challenge in the delivery of training is illustrated by the requests of these employees?
A. Diversity of opinion
B. Aging of work force
C. Technology utilization
D. Globalization differences

Answer 13

C. Technology utilization

Question 14

An adult education class in engineering starts out discussing the subject briefly and posing several basic questions. The class is then given several formulas related to the questions at hand, and the instructor begins working through examples to demonstrate how the questions can be answered. Which principle of adult learning is being used in this case?
A. Implementing self-direction in learning
B. Bringing work-related experiences into learning
C. Knowing “the why” as it relates to the big picture
D. Starting with a problem-centered approach with immediate applications.

Answer 14

D. Starting with a problem-centered approach with immediate applications.

Question 15

A training program uses experimental learning experiences in which the trainees discuss new technologies with the firm’s best employees. The trainees are then given the opportunity to test the products and give their opinion about their quality. Which two types of learners would benefit from this training?
A. Diverger
B. Converger
C. Assimilator
D. Accommodator

Answer 15

B and D

Question 16

Which adult learning principle has been used when adult learners tie the training content to their job tasks?
A. Introducing and seeing the big picture
B. Acknowledging and applying personal experiences
C. Focusing on content matter for the core elements of training
D. Training and learning that is connected to the business’s success

Answer 16

B. Acknowledging and applying personal experiences.

Question 17

An organization has determined managers need training on employee coaching. Through coaching, managers engage employees in conversations to reflect on their experiences and take action targeted toward high levels of performance and personal and professional growth.
Which training method and related evaluation levels will ensure that managers have the capability to coach employees accurately and effectively?
A. Lecture method and learning evaluation
B. Role play method and behavior evaluation
C. Case study method and results evaluation
D. Discussion method and reaction evaluation

Answer 17

B. Role play method and behavior evaluation

Question 18

A large company is re-evaluating its current training and development programs and has charged the human resource development director with conducting the needs assessment. A key component that will help to shape the new programs is the amount and type of resources the organization intends to commit to training. Whom should the director contact for this information?
A. Focus group
B. Senior leaders
C. Current employees
D. Human resource consultant

Answer 18

B. Senior leaders

Question 19

Which benefit does an organization get from using reaction feedback for evaluating its training program?
A. Estimating the return on investment gained from the training
B. Assessing the amount of transfer that has resulted from the training
C. Identifying ways to make the training more enjoyable for participants
D. Examining what information the participants have absorbed during the training.

Answer 19

C. identifying ways to make the training more enjoyable for participants.

Question 20

Which category is reached when an evaluator rates an employee as achieving the highest level of learning?
A. Behavior
B. Synthesis
C. Evaluation
D. Comprehension

Answer 20

C. Evaluation

Question 21

What indicates transfer of training?
A. Trainees apply what they learned in training
B. Employees relay the training to other employees
C. Employees use their training at a different location
D. Trainees are relocated following completion of training.

Answer 21

A. Trainees apply what they learned in training.

Question 22

A trainer for a company knows that employees will face obstacles in transferring, such as time pressures, lack of supervisory support, and inadequate resources. The trainer needs to find a strategy for improving transfer and training effectiveness. What can the trainer do to help the employees deal with these obstacles and facilitate successful transfer after they return to work?
A. Teach the employees self-regulation skills during the training program
B. Ensure fidelity between the training environment and the transfer environment
C. Include the supervisors, management, and customers in developing and planning the training.
D. Have employees who are less cynical about, and more committed to, the company take the training first.

Answer 22

A. Teach the employees self-regulation skills during the training program.

Question 23

Which step in the performance management (PM) cycle involves clarifying the goals of the job and the expectations of the manager?
A. Definition
B. Evaluation
C. Escalation
D. Development

Answer 23

A. Definition

Question 24

What is one outcome of performance evaluations?
A. Lower employee turnover
B. Decline in management oversight
C. Higher commission-based rewards
D. Higher management retention costs

Answer 24

A. Lower employee turnover

Question 25

What is a beneficial result of management decisions that are informed by a performance management system?
A. Fewer defects
B. Better promotions
C. Efficient allocation
D. Increased operations

Answer 25

B. Better promotions

Question 26

A company wants to do a performance appraisal of its employees in such a way that the firm can review the observable actions of the employees rather than subjective competencies and work-outcomes. The firm wants to be able to give its employees specific feedback about exactly which actions the employees need to change to improve their performance.
Which type of performance appraisal is appropriate in this case?
A. Trait rating
B. Straight ranking
C. Forced distribution ranking
D. Behaviorally anchored rating scale

Answer 26

D. Behaviorally anchored rating scale

Question 27

Why might an employee prefer 360-degree feedback rather than a traditional performance appraisal?
A. 360-degree feedback eliminates managerial evaluation errors
B. 360-degree feedback provides various perspectives of job performance
C. 360-degree feedback is used to calibrate employee compensation levels
D. 360-degree feedback focuses on positive performance indicators over negative

Answer 27

B. 360-degree feedback provides various perspectives of job performance

Question 28

A firm is conducting performance evaluations but is having trouble building on the review process to promote future improvement by the rated party. Which strategy should the firm use to cope with this issue?
A. Create joint goals with clear expectations for the future
B. Have employees set specific goals and timelines for the future
C. Focus on the personality of the employee and ways in which they can improve
D. Focus on improvement and leave the consequences of poor performance uncertain

Answer 28

A. Create joint goals with clear expectations for the future.

Question 29

A firm is eager to give its employees a performance evaluation each year, but is concerned about being sued over the structure of that evaluation. The firm operates its evaluations on the principles that the evaluations must be based on thorough job analysis covering multiple work periods. The performance evaluations should be done based on the opinion of several individuals working in collaboration. The rating cannot be appealed by the rated party to avoid employees working around the system through the appeals process.
Why should the firm be concerned about legal issues regarding its current performance evaluation process?
A. Because it does not give parties the opportunity to appeal
B. Because it is based on a single objective evaluation period
C. Because it is relying on several individuals to rate the employee
D. Because it is relying on an annual evaluation rather than an ad hoc evaluation.

Answer 29

A. Because it does not give parties the opportunity to appeal.

Question 30

What is a major task of the organizational entry stage of career development?
A. Selecting an appropriate offer
B. Remaining productive in work
C. Fitting into the chosen occupation
D. Developing an occupational self-image

Answer 30

A. Selecting an appropriate offer

Question 31

What is a direct benefit of a new employee orientation program?
A. Improved workforce diversity
B. Increased employee retention
C. Improved quality of applicants
D. Increased pool of future managers

Answer 31

B. Increased employee retention

Question 32

What is an important role of human resources during the new hire process?
A. Preparing applicants for advancement
B. Highlighting key policies and procedures
C. Providing challenging work and objectives
D. Coaching applicants to increase performance

Answer 32

B. Highlighting key policies and procedures

Question 33

A large firm wants to develop a new employee orientation program. Under the program, the firm wants employees to be given information related to the mission statement of the company, including how top managers see the company. The firm also wants employees to be given information on the company’s values, culture, and strategy for success in the future. The employees may want to ask questions about the company and where management sees it going in the future, as well as have the opportunity to learn more about the history of the firm. What is the appropriate type of orientation program given the information the firm wants to convey?
A. A department level, written program
B. A department level, lecture program
C. An organization-level, written program
D. An organization-level, lecture program

Answer 33

D. An organization-level, lecture program

Question 34

In which career stage can employees participate in a program that provides an opportunity to discuss career transition options?
A. Early-career
B. Mid-career
C. Late-career
D. Post-career

Answer 34

B. Mid-career

Question 35

What is a distinction between leaders and managers?
A. Leaders organize while managers plan
B. Leaders imitate while managers originate
C. Leaders inspire while managers administer
D. Leaders share information while managers share power

Answer 35

C. Leaders inspire while managers administer

Question 36

Which statement accurately characterizes the concept of leadership within an organization if behavioral leadership theories are correct?
A. Leaders are born with leadership behaviors
B. Leader behaviors are inherent and not developed
C. Leadership behaviors are consistent and predictable
D. Leadership behaviors are task-oriented or people-oriented

Answer 36

D. Leadership behaviors are task-oriented or people-oriented.

Question 37

Which type of leadership program expands the present job horizontally?
A. Simulation
B. Job enrichment
C. Job enlargement
D. Behavior modeling

Answer 37

C. Job enlargement

Question 38

How are progressive discipline procedures determined in a unionized work setting?
A. They are set through state laws that govern unions.
B. They are written into the collective bargaining agreement
C. They vary by individual managers across the organization
D. They are set forth by departments in the employee handbook

Answer 38

B. They are written into the collective bargaining agreement

Question 39

What characterizes disciplinary action procedures in a setting with an at-will employment policy?
A. Employees may collectively bargain for modifications to the policy
B. Organizations have considerable freedom to construct the policies
C. Employees have the right to a day of contemplation during the procedure
D. Organizations may apply the steps in the procedure uniquely for each employee.

Answer 39

B. Organizations have considerable freedom to construct the policies.

Question 40

A firm wants to create a performance improvement plan (PIP) to help an underperforming employee who has not been meeting production quotas and is at risk of being terminated. Which employee action should the PIP include?
A. Performing a self assessment
B. Assuming expanded roles and duties
C. Establishing specific goals and timelines
D. Reviewing the organization’s termination process

Answer 40

D. Reviewing the organization’s termination process

Question 41

A firm is considering the involuntary termination of an employee who has a bad temper. The firm is concerned the employee’s dismissal could end with a series of loud recriminations from the employee, and as a result, the firm wants to be careful about how the termination is handled to avoid legal repercussions. Which step is important as part of the process of a legally defensible termination in this situation?
A. Ask the employee to participate in mediation
B. Bring in an attorney to offer advice to the dismissed employee
C. Conduct the termination in a neutral area to help both parties communicate
D. Provide a written copy of company policy that dictates an employee will receive a bad job referral if the employee brings legal action.

Answer 41

C. Conduct the termination in a neutral area to help both parties communicate.

Question 42

What is the role of human resources in the performance management process?
A. To provide feedback
B. To establish performance goals
C. To administer organization rewards
D. To mentor underperforming employees

Answer 42

C. To administer organization rewards

Question 43

What is an element of a legally defensible performance appraisal system?
A. Evaluation of abstract traits
B. Verbal instructions from raters
C. Communication of performance standards
D. Specific performance standards for each employee

Answer 43

C. Communication of performance standards