1. List and briefly explain each of five steps in the training process.
1. Needs analysis
2. Instructional design
5. Evaluation & follow-up
Number of trainers
Skill or knowledge required
Training cost (hire trainer, place,…).
Learning materials (prepare lesson, documents, homework,…)
Approval from supervisor/top manager (CEO/director)
Choose training method for manager or staff
Evaluate the result of training program
Follow up trainers
2. Compare behavior modeling training method and role playing method.
A training technique in which trainees are first shown good management Creating a realistic situation in which
techniques in a film, are asked to play roles in a simulated situation, and trainees assume the roles of persons
are then given feedback and praise by their supervisor.
in that situation.
3. Describe 5 steps in recruitment and selection process.
Step 1: Decide what positions you need to fill, by using employment planning and forcasting.
Step 2: Build a pool of candidates for these jobs by recruiting internal or external candidates.
Step 3: Have candidates complete application forms and undergo a screening interview.
Step 4: Use selection tools like tests, background check, and physical exams to identify suitable
Step 5: Decide whom to make an offer to, by asking the supervisor and others on the team to interview
4. Compare unstructured interview and structured interview.
Definition: The interviewer
pursues points of interest as
they come up in response to
Definition: An interview following a set of questions.
+ More reliable and valid
+ Help those who may be less comfortable doing interview
to conduct better interview.
+ Standardizing the interview increases consistency across
candidates, enhances job relatedness, and reduces bias
+ Do not always provide the opportunity to follow up on
pointd of interest as they develop.
5. List and briefly explain 3 main steps of programmed learning method.
Step 1: Presenting questions, facts, or problems to the learner.
Step 2: Allowing the person to respond.
Step 3: Providing feedback on the accuracy of answers.
+ Reduced training time
+ Self-paced learning
+ Immediate feedback
+ Reduced risk of error for learner
6. Define paired comparison method.
Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating
which is the better employee of the pair.
7. Explain the basic behavior modeling procedure.
The basic behavior modeling procedure is as follow:
+ Modeling: showing trainees the right (or “model”) way of doing something.
+ Role playing: having trainees practice that way.
+ Social reinforcement: giving feedback on the trainees’ performance.
+ Transfer of learning: encouraging trainees apply their skills on the job.
8. Define on-site visits.
Definition: After the campus recruitment exercise, some companies invite good candidates to visit their
The company may find the following guidelines:
+ Send a warm and friendly invitation letter to candidates.
+ Assign a specific person to meet the application and to act as host.
+ A package describing the applicant's schedule as well as other information regarding the company.
+ Carefully plan the interviews an adhere to the schedule.
+ Give each candidate undivided attention. Lunch should be hosted by one or more other recently hired
graduates with whom the applicant may feel more at ease.
9. Identify 3 steps of performance appraisal process.
1. Define the job and its standards
2. Measure employee’s performance against these
Graphic Rating Scale
Paired comparison method
Behavioral Observation Scale
Management by objectives
Alternation ranking method
Critical Incident Method
Forced distribution method
3. Provide feedback to the employees so that they
can improve their performance
10. Compare on-the-job training method and apprenticeship training method.
Def: Having a person learn a job by actually
doing the job.
+ Coaching or understudy
+ Job rolation
+ Observing the supervisor
+ Learn by doing
+ Immediate feedback
Def: A structured process by which people
become skilled workers through a
combination of classroom instruction and onthe-job training.
11. Discuss objectives that make an employee orientation program successful.
New employee should feel welcome.
They should understand the company and its policies and procedures.
They should know what is expected in terms of work and behavior.
12. Describe Personnel replacement charts.
Company records showing present performance and promotability of internal candidates for the most
important positions by developing a position replacement card. It means that you create a card for each
position, showing possible replacement as well as their present performance, promotion potential, and