When an employee harms a third party because of inadequate employee training, it is called ____________?

Related Mcqs:

1. In the quantitative measure, employee’s turnover and training hours, called?

   A. human resource metrics B. evidence based management C. high performance work system D. competitive advantage...

2. A manager reviewing ‘Does employee’s training is adequate’ is the part of?

   A. antecedents B. behavior C. consequences D. counseling...

3. An employee training and confidence building is the best classified as ________?

   A. extrinsic rewards B. intrinsic rewards C. de-expectancy D. expectancy...

4. The ‘third-party intervention’ is an example of __________?

   A. human process intervention B. techno structural interventions C. strategic intervention D. HRM interventions...

5. The types of third party negotiation, known as arbitration, includes?

   A. non-binding arbitration B. interest arbitration C. non-binding arbitration D. all of above...

6. The type of third party intervention in which an arbitrator dictates and determines the terms of contract settlement is classified as?

   A. mediation B. impasse C. fact finder D. arbitration...

7. The situation’ when third neutral party helps in negotiation of the agreement is classified as?

   A. arbitration B. mediation C. impasse D. intervention...

8. The two basic issues to address in training evaluation are ____________?

   A. design of evaluation B. the things to measure C. in-house development D. Both A and B...

9. The evaluation of trainee’s reactions to a training program is classified as ____________?

   A. measuring reaction B. measuring learning C. measuring behavior D. measuring results...

10. Providing continuous learning, training and help to employees for expansion of horizon is ____________?

    A. job rotation B. job training C. lifelong learning D. programmed learning...