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Which of the following is a training method that represents a real-life situation, with

trainees making decisions resulting in outcomes that mirror what would happen on the
jobWhich of the following is a training method that represents a real-life situation, with trainees
making decisions resulting in outcomes that mirror what would happen on the job?
Group
discussions
Coordination
training
Experiment
Simulation

Job enlargement:
is a systematic approach to help an organization modify its core
processes to achieve more efficient results.
aims at greater productivity through reduced application of mental and
physical effort.
involves adding challenges or new responsibilities to employees' current
jobs.
involves moving employees through a series of job assignments in one or
more functional areas.
The _____ method of performance measurement compares each employee with each other
employee to establish rankings.
pairedcomparison
graphic rating
scale
forceddistribution
mixed
standard
The step in the career management process where employees receive information about their
skills and knowledge and where these assets fit into the organization's plans is called:
selfassessment.
feedback.
goal setting.

action
planning.

Organizational analysis looks at training needs in light of the:


readiness of employees for training.
performance deficiency of employees.
management's support for training activities.
tasks, knowledge, skills, and behaviors that training
should emphasize.
In the case of performance appraisal, _____ refers to whether the appraisal measures all the
relevant aspects of performance and omits irrelevant aspects of performance.
acceptabil
ity
specificity
validity
dependabi
lity

The extent to which a performance measure gives guidance to employees about what is expected
of them is called:
reliability.
validity.
specific
feedback.
none of the
above
The administrative purpose of a performance management system refers to:
linking employees' behaviors with the organization's goals.
developing employees' knowledge and skills.
linking to the organization's goals and communicating the goals and
feedback about performance to employees.
the ways in which organizations use the system to provide information

for day-to-day decisions about salary, benefits, and recognition


programs.
All of the following are effective ways to provide training activity so as to facilitate learning,
except:
discouraging transfer of course content to
the workplace.
grouping lengthy material into chunks.
providing feedback about performance.
elaborating on the subject.

Readiness for training also depends on two broad characteristics of the work
environment:
situational constraints and social support

The four general approaches that companies use to develop employees include:
formal education, assessment, job experiences, and interpersonal
relationships.
job rotation, promotion, transfer, and job sharing.
psychological tests, assessment centers, Myers-Briggs Type Indicator,
and performance feedback.
none of the above
The performance measurement method that assigns a certain percentage of employees to
each category in a set of categories is called:
forced
distribution.
alternation
ranking.
paired
comparison.
optional
ranking.