Title: Onboarding, Training, and Developing Employees
Course: Question Banks

Q: During a company-wide expense audit, departments are being asked to justify their spending allocations. Which of the following is the best way for Human Resources to explain the benefits of the onboarding process?
- Onboarding saves the company money since compensation is not required during the onboarding process. (Incorrect. Employers are required to compensate their employees during the onboarding process. Even though employees may not complete all the tasks associated with their job during the onboarding process, they are still paid for their time.)
- Effective onboarding guarantees employee job satisfaction and therefore eliminates turnover. (Incorrect. Although an effective onboarding process does produce higher levels of job satisfaction, it is not guaranteed that all employees will be happy with their job. Also, even with a high job satisfaction percentage, it is impossible to completely eliminate turnover within an organization.)
- Onboarding eliminates stress which increases morale. (Incorrect. While an effective onboarding process has been proven to lower stress, it is impossible to completely eliminate stress in the workplace.)
- Proper onboarding reduces turnover, which reduces hiring costs. (Correct. One major benefit of onboarding is that it helps to reduce turnover. Lower turnover helps to eliminate the need for constantly rehiring to fill positions with in turn reduces hiring costs.)
A: Proper onboarding reduces turnover, which reduces hiring costs.

Q: During the onboarding process, new employees are taught the company’s corporate culture. Which of the following best describes the benefit associated with this part of the onboarding process?
- Employees will better understand their pay and benefits, minimizing questions moving forward. (Incorrect. While pay and benefits may be discussed during the onboarding process, it is not a topic directly linked to corporate culture.)
- Employees receive the company’s code of ethics which eliminates the potential for future ethics violations. (Incorrect. A company’s code of ethics helps to mold a company’s culture. However, just because employees have a copy of the code of ethics does not guarantee that they will abide by it. Making ethics and company culture a part of a company’s routine will help to minimize, but not completely eliminate, ethics violations.)
- Employees learn how company culture differs from one department to another. (Incorrect. Company culture should be fluid and consistent throughout the organization. Differing cultures from one department to the next can have a detrimental impact on the company’s effectiveness and brand.)
- Employees are better able to make decisions aligned with accepted company practices. (Correct. Understanding corporate culture and values is essential to making informed decisions which align with company culture and policies. Without an understanding of the company’s culture, employees are at a disadvantage and likely to make decisions that do not reflect the company’s culture and brand.)
A: Employees are better able to make decisions aligned with accepted company practices.

Q: Angelo has been hired as the Human Resources Manager for a tech start-up company. When reviewing the company’s existing hiring process, Angelo notices there is no formal onboarding process in place. When he asks why there is no onboarding process he is told that only 25% of companies utilize a formal onboarding process and therefore they did not feel the need to implement one. How should Angelo respond to this information?
- He should explain that onboarding reduces an employee’s ability to learn resiliency and self survival skills and therefore create more harm than benefits. (Incorrect. It is actually quite the opposite! A formal onboarding process helps new employees to make connections to the company and its culture and provides insight into job expectations and realities. Onboarding helps new employees to better navigate their new job and employer, increasing employee job satisfaction.)
- He should explain the benefits of onboarding and create an informal onboarding process to implement when time and funding is available. (Incorrect. A formal onboarding system is the most effective way to introduce new employees to their new role and company. Effective onboarding needs to be consistent and should be included as part of the hiring process. Only implementing onboarding when time and funding is available eliminates consistency and effectiveness.)
- He should explain the benefits of an onboarding process but not fight to implement one in order to save the company time and money. (Incorrect. Although not having an onboarding process may save time and money, it can have a long-term, detrimental impact on company culture and brand. As a start-up company, it is extremely important to instill company values, policies, and procedures from day one.)
- He should explain onboarding benefits including reduced turnover and higher job satisfaction and push to implement a formal onboarding process. (Correct. Angelo needs to explain the benefits of a formal onboarding process and fight to implement one for the company. Since it is a new company, a formal onboarding process can help to ensure every employee is on the same page from the start which will create a strong culture and brand.)
A: He should explain onboarding benefits including reduced turnover and higher job satisfaction and push to implement a formal onboarding process.

Q: An online clothing retailer has recently decided to implement an onboarding process for new hires. Daphne, the Human Resources Manager, is trying to decide what onboarding method is the most effective. Which of the following best describes the most effective onboarding method?
- an informal, unstructured program (Incorrect. An informal program creates inconsistencies in the onboarding process. Companies that have an informal onboarding process are more likely to omit important pieces of information since there is no formal structure in place.)
- a hands-off, individualized program (Incorrect. Effective onboarding should be a hands-on process where the employer is working with the new employee to ensure their understanding of company policies and procedures.)
- a hands-on, unstructured program (Incorrect. While a hands-on program is effective, it needs to work hand-in-hand with a structured program. Without structure, important pieces of information may not be relayed to every new hire, creating inconsistencies in the onboarding process.)
- a formal, structured program (Correct. A formal, structured onboarding program ensures consistency in the onboarding process. When onboarding is structured and standardized there is a 50% greater new hire productivity.)
A: a formal, structured program

Q: High performing organizations are more likely to implement which of the following onboarding methods?
- an individualized program (Incorrect. While it is important to accommodate the variety of personalities and learning styles during the onboarding process, individualized onboarding programs create inconsistencies. It is important to keep onboarding consistent to ensure each new employee receives all the information needed to understand and abide by company policies and procedures.)
- a delayed onboarding program (Incorrect. Delaying the onboarding experience can create confusion for new employees and cause inconsistencies in company performance and output. The onboarding process should be the first thing new employees complete upon starting with a new company.)
- an unstructured program (Incorrect. Unstructured onboarding programs create confusion around job expectations, company policies, and company culture.)
- a mentorship program (Correct. Assigning a coach or mentor during the onboarding process helps to ensure each and every new employee has a person invested in their success. Mentors are a great resource and can drastically benefit the onboarding process.)
A: a mentorship program

Q: Outside of the initial new hire onboarding process, what is another method companies use to ensure onboarding effectiveness?
- annual reviews (Incorrect. While annual reviews are important, they are not an effective tool to use when onboarding new employees. Employers should reach out to employees well before their one-year anniversary with the company if they hope to minimize turnover and ensure new employees are thriving.)
- job function assessments to ensure understanding (Incorrect. Ensuring new employees fully understand their new job functions and expectations is extremely important. However, assessments alone will not determine onboarding effectiveness but rather their overall job performance and output.)
- observations by Human Resources (Incorrect. HR observations can be helpful when evaluating the onboarding process, however, their observations alone will not ensure the effectiveness of the onboarding program.)
- regularly scheduled employee check-in meetings (Correct. Meeting with new employees one-on-one after the onboarding process to ensure they are thriving is an effective way for employers to stay connected with their employees. These meetings help employees to feel valued and opens up the lines of communication for any future questions or concerns the new employee may have.)
A: regularly scheduled employee check-in meetings

Q: A training gap is evident when:
- turnover is high (Incorrect. High turnover may suggest a disconnect in the hiring and onboarding process but is not always indicative of a training gap.)
- employee morale and job satisfaction is low (Incorrect. Low employee morale and job satisfaction is not a good sign for any company. Although training may be part of the problem, there are often other factors at play.)
- unstructured onboarding processes are implemented (Incorrect. Unstructured or informal onboarding processes are proven to be less effective, however, it may not always lead to a training gap.)
- desired behavior does not match actual behavior (Correct. When performance and behavior expectations do not match reality, there is usually a training gap.)
A: desired behavior does not match actual behavior

Q: Miles has noticed that his newly hired employee, Rebecca, is really struggling to properly use their cloud-based computing system. Although she was hired from another company in the same field, her previous employer used a different computing system. Miles identifies there is a training gap and works to retrain Rebecca on the cloud-based computing system. This gap reflects a lack of which of the following?
- soft skills (Incorrect. Soft skills are less job-specific and include more personality based traits like communication and critical thinking. In this example, Rebecca is struggling with more job-specific functions.)
- understanding of job expectations (Incorrect. In this particular example, Rebecca understands the expectations associated with her job but is struggling to properly use the necessary system to meet the job expectations.)
- industry knowledge (Incorrect. Rebecca has experience working in the industry but appears to be struggling with the unfamiliar system.)
- hard skills (Correct. Hard skills are job-specific, functional skills. In this case, Rebecca is lacking the hard skill of understanding the cloud-based program necessary to complete her job functions.)
A: hard skills

Q: Training needs assessments can be utilized to identify training gaps. Which of the following is NOT one of the six steps in the training needs assessment process that can help to identify training gaps?
- establish clear expectations (Incorrect. This is one of the six steps in the training needs assessment process. Try to determine which of these responses is not a part of the training process and make a different selection.)
- support career development (Incorrect. This is one of the six steps in the training needs assessment process. Try to determine which of these responses is not a part of the training process and make a different selection.)
- establish a coaching and mentoring program (Incorrect. This is one of the six steps in the training needs assessment process. Try to determine which of these responses is not a part of the training process and make a different selection.)
- review interview question responses (Correct. It is not common practice for employers to review interview questions with their new hires. Instead, interview questions are often used to determine whether or not to hire an individual and therefore are usually part of the hiring process, not the training process.)
A: review interview question responses

Q: Which of the following steps in The ADDIE Model should be utilized during every portion of the model?
- design (Incorrect. The design process should reflect a logical flow but does not need to be revisited during the remainder of the steps.)
- analysis (Incorrect. The analysis step determines performance gaps and desired outcomes and is revisited throughout the rest of the model to ensure everything is in line with the goal. However, The analysis process should not be implemented during each portion but rather reviewed.)
- implementation (Incorrect. It is impossible to include implementation in each step of the process as implementation includes the development of the training framework and therefore cannot be utilized during the first three steps.)
- evaluation (Correct. The overall design of The ADDIE Model is to fine-tune the system along the way. Therefore, interim evaluations should be performed during each step to ensure any needed adjustments are made.)
A: evaluation

Q: Which of the following steps in The ADDIE Model defines the learning environment and establish instructional goals and objectives?
- evaluation (Incorrect. The evaluation process determines the training’s effectiveness and should be utilized throughout the entire ADDIE Model. However, the instructional goals and objectives are determined prior to the evaluation stage of the model.)
- development (Incorrect. This phase develops the material and assembles the content based on the specified goals and objectives.)
- design (Incorrect. This phase does not establish the goals and objectives but rather defines the specifics around the general learning objectives and instructional strategies.)
- analysis (Correct. The analysis step identifies the performance gap and determines desired outcomes. From there, they determine the learning environment and general goals and objectives.)
A: analysis

Q: Which of the following steps in The ADDIE Model confirms the availability of required materials and associated applications or websites?
- evaluation (Incorrect. Evaluation is the last step in The ADDIE Model but should also be implemented throughout each of the other steps. There are both formative and summative evaluations.)
- design (Incorrect. The design phase involves subject matter design broadly, including specific learning objectives and instructional strategies, structuring content and assessments.)
- analysis (Incorrect. Analysis is the first step in the process and involves identifying and clarifying the instructional problem or performance gap.)
- implementation (Correct. Implementation involves development of the training framework and preparing learners to use any required tools or technology. The final step in the implementation step is participant engagement.)
A: implementation

Q: Which of the following statements best describes employee training methods?
- There are 13 universal training methods that have been established using strict criteria to ensure effectiveness. (Incorrect. While author Tony Lam has identified 13 methods he believes to be effective, there are no official methods that have been adopted universally.)
- The Learning Pyramid, or “cone of learning” is the most widely used and effective training method. (Incorrect. While the Learning Pyramid is a popular model that identifies multiple levels and styles of learning it has not proven to be the most effective training method, nor is it without its own set of criticisms.)
- Artificial Intelligence is at the center of all training methods and has proven to be the most beneficial. (Incorrect. AI is definitely changing the way we learn and does play a role in many organizations. However, it is not universally implemented and therefore has not been proven to be the most beneficial training method.)
- They are constantly transforming to meet the needs of the organization and employee alike. (Correct. When it comes to training, there is no one-size-fits-all method. Instead, training methods are constantly adapting and changing to meet the needs of the organization and the employee alike.)
A: They are constantly transforming to meet the needs of the organization and employee alike.

Q: Artificial Intelligence has the potential to have a powerful impact on employee learning development in the near future. Which of the following is NOT one of AI’s anticipated impacts?
- personalizing the learning experience (Incorrect. This is actually one of the anticipated benefits of AI. AI allows organizations to better customize an employee’s learning experience to better meet their needs.)
- virtual mentoring (Incorrect. This is one of the anticipated benefits of using AI in the training process. AI can help mentors to track and evaluate their mentee’s progress and provide efficient feedback and guidance to help better support the employee throughout their training experience.)
- advanced analytics (Incorrect. This is a great benefit of using AI in the training process. Advanced analytics can be utilized to track important data points such as learner progress, retention, and evaluations.)
- remote hands-on training (Correct. While some remote positions may be able to perform hands-on training through AI, there are still a number of positions that will require hands-on, in person training which will not be able to properly be executed through a strictly AI training program.)
A: remote hands-on training

Q: On training method, The Learning Pyramid or “cone of learning” was founded based on which of the following ideas?
- Artificial Intelligence’s ability to create individualized plans (Incorrect. The Learning Pyramid does not focus on individualized plans but rather ensuring individuals are able to utilize a variety of training techniques in order to meet their learning styles and needs.)
- The importance of creating a training plan that builds on itself (Incorrect. While a training plan should build on itself, that is not the foundation of The Learning Pyramid.)
- Incorporating the content, context, and the learner (Incorrect. While this is similar to the foundation of The Learning Pyramid, it focuses more on the content and context, not just the learner.)
- Learners should see, hear, experience, try, and teach to others (Correct. The Learning Pyramid is believed to be effective because it utilizes multiple learning styles which in theory improves overall learning and understanding.)
A: Learners should see, hear, experience, try, and teach to others

Q: Which of the following describes the best way to implement the Kirkpatrick Model of analyzing and evaluating education and training programs?
- in chronological order (Incorrect. While this is oftentimes how the model is taught, there is actually a more effective way to implement the model that makes it easier to connect training to organizational goals.)
- each step simultaneously (Incorrect. This model is intended to be used one level at a time and build upon the level before it.)
- before you begin training (Incorrect. The Kirkpatrick Model is intended to be used as an evaluation of training, not as the primary planning tool for training.)
- in reverse order (Correct. Completing the model in reverse order makes it easier to connect the training to organizational goals.)
A: in reverse order

Q: Level 3 of the Kirkpatrick Model is:
- reaction (Incorrect. Reaction is Level 1 and measures how participants react to training.)
- learning (Incorrect. Learning is Level 2 and assesses what the employee learned from the training.)
- results (Incorrect. Results is Level 4 and determines the organizational impact.)
- behavior (Correct. Level 3 is the behavior level which evaluates if participants are utilizing the information and skills they have learned.)
A: behavior

Q: Marija is using the Kirkpatrick Model to evaluate the success of their newly implemented training program. She is currently trying to determine if their new employees are utilizing their newfound knowledge. Which level in the model is she currently evaluating?
- Level 1: Reaction (Incorrect. The reaction level measures how participants react to the training.)
- Level 2: Learning (Incorrect. Level 2 assesses what the employee has learned from the training.)
- Level 4: Results (Incorrect. The results level determines the organizational impact.)
- Level 3: Behavior (Correct. The behavior process is used to determine what the employees have learned.)
A: Level 3: Behavior

Q: Which of the following statements accurately describes a goal of employee development?
- To develop and enhance an employee’s knowledge, skills, and abilities. (Incorrect. This is actually a goal of training as it focuses on hard skills an employee needs to successfully perform their job functions.)
- To teach employees a new skill or job function for successful job completion. (Incorrect. This is the ultimate goal of training, not development.)
- The cultivation of an employees core, through the development of hard skills. (Incorrect. Hard skills include any skills necessary to complete job functions and is therefore considered a training trait as opposed to a development trait.)
- The cultivation of an employees core, through the development of soft skills. (Correct. Development aims to improve and hone an employee’s soft skills such as critical thinking, communication, and leadership.)
A: The cultivation of an employees core, through the development of soft skills.

Q: When conducting training, which of the following should be a main objective?
- The cultivation of an employees core, through the development of soft skills. (Incorrect. Development, not training, aims to improve and hone an employee’s soft skills such as critical thinking, communication, and leadership.)
- To implement learning to establish the organization broadly. (Incorrect. Development, not training, strives to broadly influence the organization by working with employees to develop soft skills.)
- To focus on leadership and critical thinking during the onboarding process. (Incorrect. These are soft skills which are a focus of the development process, not the training process.)
- To develop and enhance an employee’s knowledge, skills, and abilities. (Correct. This is a goal of training as it focuses on hard skills an employee needs to successfully perform their job functions)
A: To develop and enhance an employee’s knowledge, skills, and abilities.

Q: Which of the following statements best describes the role of training and development of a newly hired employee?
- Development is the primary focus of a new employee as it focuses on the hard skills required to perform their job functions. (Incorrect. Development actually focuses on soft skills like leadership and critical thinking.)
- Training is the primary focus of a new employee as it focuses on the soft skills required to perform their job functions. (Incorrect. Training actually focuses on hard skills, as opposed to development which focuses on soft skills.)
- Development is the primary focus of a new employee as it focuses on the soft skills required to perform their job functions. (Incorrect. While development does focus on soft skills, it is not the primary focus for newly hired employees.)
- Training is the primary focus of a new employee as it focuses on the hard skills required to perform their job functions. (Correct. While development is also important, training an employee to have the hard skills required to successfully perform their job functions is top priority for newly hired employees.)
A: Training is the primary focus of a new employee as it focuses on the hard skills required to perform their job functions.

Q: Providing a safe environment for employees to build confidence and practice effective decision-making skills is a benefit of which of the following employee development methods?
- on-the-job practice (Incorrect. On-the-job practice is extremely important but focuses more on hard skills as opposed to soft skills like decision-making and employee development.)
- behavioral based questions (Incorrect. Behavioral based questions may include questions around an employee’s decision making, but is not the most effective form of employee development.)
- conferences (Incorrect. Conferences are public learning and development events and are not necessarily the safest environment for trying out new decision-making strategies and leadership skills.)
- role-playing (Correct. Role-playing allows employees to explore a wide variety of complex scenarios and issues and gain experience and confidence.)
A: role-playing

Q: Which of the following is the least effective way for employees to participate in structured learning which enhances their industry knowledge/expertise, communication skills, critical thinking skills, and professional networking abilities?
- conferences (Incorrect. Conferences are a great way to expand your knowledge of the industry and meet other professionals from your same line of work.)
- seminars (Incorrect. Seminars and conferences are very similar and each allow the employee to participate in structured learning events and get to meet other professionals who work in their industry.)
- webinars (Incorrect. Webinars are essentially online seminars where employees can participate in an online learning environment to build their knowledge and expertise about their work while also getting to know other professionals from their industry.)
- case studies (Correct. While a case study is an effective method of structured learning, it is not the most effective way to network or practice communication skills.)
A: case studies

Q: Who is ultimately responsible for an employee’s career management?
- the employer (Incorrect. The employer should work with the employee to ensure they have the tools and resources needed to manage their career. However, they are not responsible for how the employee manages their career.)
- the HR team (Incorrect. HR is a great resource for individuals to use for help with career planning and management, however, they are not fully responsible for each individual’s career goals and management.)
- the immediate supervisor (Incorrect. Supervisors should be able to provide constructive criticism and feedback to help develop an employee and may assist with career management if asked. However, each individual is the main person responsible for their own career management.)
- the employee (Correct. Although establishing a support system to help in their career management is important, at the end of the day, each individual is solely responsible for their personal career management and development.)
A: the employee

Q: A smart approach to career management is to continuously add to your portfolio of transferable skills and experiences. This approach is called:
- the corporate lattice (Incorrect. The lattice approach is a new digital-age term to describe the importance of continual professional reinvention. .)
- creative mindset (Incorrect. Having a creative mindset is helpful in overcoming uncertainty but is not the term used to describe a portfolio of transferable skills and experiences.)
- omnidirectional growth (Incorrect. Omnidirectional growth means growth in all directions. This is specific to personal growth in regards to transferable skills and experiences.)
- career option value (Correct. Career options value is a great way to increase your market value and expand your career options by increasing your transferable skills and growing from your experiences.)
A: career option value