6. Well-run orientation programs:

	a.	run on a need-to-know principle.
	b.	assign the responsibility for new recruits adjustment to their immediate supervisors.
	c.	present a healthy balance of technical information and social aspects.
	d.	All of these choices are correct.

7. Orientation program designers can reduce the problem of information overload by:

	a.	conducting the program in phases over time.
	b.	including only essential information in the initial phase.
	c.	following up with newcomers to assure understanding.
	d.	All of these choices are correct.

8. The primary role of the HRD staff in new employee orientation is:

	a.	to design and oversee the orientation program.
	b.	to play the lead role in the orientation process by being active learners.
	c.	to help newcomers learn the norms of a work group and organization.
	d.	to serve as an information source and a guide for new employees.

9. According to Schein, the dimensions of organizational roles include all of the following EXCEPT:

	a.	inclusionary.
	b.	functional.
	c.	hierarchical.
	d.	structural.

10. A key element in designing an effective orientation program is to:

	a.	include frequent interaction with supervisors and peers.
	b.	include frequent interaction with top management.
	c.	include frequent interaction with the HR department.
	d.	keep the new employees in the classroom for the entire program.