Deck 7: Training Employees

Question 1

Putting together a request for proposal for a training program is a quick process.

Answer 1

False

Question 2

A risk of diversity training programs that focus on attitudes toward minority groups is that they may alienate minorities.

Answer 2

False

Question 3

The best stage to prepare for evaluating a training program is after the program has been implemented.

Answer 3

False

Question 4

If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

Question 5

Attending classes is a faster and more efficient method of learning new skills as compared to electronic performance support systems (EPSSs).

Question 6

An orientation program is training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships.

Question 7

Apprenticeship programs can only be sponsored by government agencies.

Question 8

Action learning uses challenging, structured outdoor activities, which include difficult sports.

Question 9

The training technique most widely used in the workplace is behavior modeling.

Question 10

Instructional design logically should begin with needs assessment.

Question 11

Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

Question 12

Effective training objectives include performance standards that are measurable.

Question 13

Task analysis determines whether employees are ready to undergo training.

Question 14

In coordination training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

Question 15

Along with physical elements, the training context should include emotional elements.

Question 16

The last step in the instructional design process involves choosing a training method.

Question 17

Readiness for training is a combination of employee characteristics and positive work environment that permit training.

Question 18

Training programs use case studies to develop employees' management skills.

Question 19

For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

Question 20

According to the person analysis method, performance feedback is the only variable that can be affected by training.

Question 21

Which question can be answered by performing a person analysis?

A) What are the tasks that require more training?
B) How will the training be carried out?
C) Are employees ready for training?
D) Does the organization have the infrastructure to support training?
E) Are there any impediments to implementing a training program?

Question 22

A customer at Jaquine, a French restaurant, complains to Brent, the owner, about a specialty dessert being unacceptable. Brent inspects the dessert and finds that the brie, a type of cheese, used in the dessert is overripe. Brent questions the new pastry chef, Mason, who acknowledges he should have substituted another type of cheese for the brie. Brent analyzes the situation and concludes that Mason should be put through additional training to avoid such mistakes in the future. What type of analysis has Brent performed in this situation?

A) an organization analysis
B) a task analysis
C) a specialized skills assessment
D) a person analysis
E) a needs assessment

Question 23

In a person analysis, what is a primary variable that can be affected by training?

A) the organization's input
B) performance feedback
C) the employee's ability
D) positive consequences to motivate good performance
E) the employee's motivation

Question 24

________ refers to a process of systematically developing training to meet specified needs.

A) Role-play
B) Recruitment
C) Simulation
D) Instructional design
E) Organization analysis

Question 25

Which of the following best describes needs assessment?

A) the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary
B) a combination of employee characteristics and positive work environment that permit training
C) a process that evaluates the monetary needs of employees that will motivate them to undertake a training program
D) an application that automates the administration and delivery of a company's training program
E) the process to determine employees' characteristics to ensure their readiness for training

Question 26

What is a characteristic of task analysis?

A) It does not require knowledge of the work environment.
B) It is independent of time constraints or deadlines.
C) It results in an assessment of employees' readiness for training.
D) It is usually conducted along with person analysis.
E) It helps in determining individuals' needs for training.

Question 27

The human resource department of a consumer electronics manufacturer wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up to date. The HR manager looks into "training systems" and identifies five top results. Which system describes a learning management system?

A) Performa: software used by HR departments to evaluate job performance
B) Recruit Plus: software used by HR departments to administer tests to job candidates
C) Crimson: a system that automates the process of administering and delivering training
D) K-Learn: software for the creation of training videos
E) E-Valuate: an assessment tool that evaluates employees' readiness to learn new skills

Question 28

Managers are most likely to support training if

A) there are no other solutions available for them to try.
B) it is not overly expensive.
C) it will solve a significant problem.
D) they do not have to participate in it.
E) it will result in minor improvements.

Question 29

Faller and Whitney Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. What should ideally be Faller and Whitney's next step?

A) task analysis
B) organization analysis
C) person analysis
D) competitor analysis
E) market analysis

Question 30

Organization analysis looks at training needs in light of the

A) readiness of employees for training.
B) employee's strategy toward achieving organizational goals.
C) management's support for training activities.
D) monetary incentives the management has promised its employees.
E) severance package deal for a particular batch of employees.

Question 31

Which of the following best describes a learning management system?

A) a team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization
B) the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary
C) a software application that automates the administration, development, and delivery of training programs
D) a process for determining the appropriateness of training by evaluating the characteristics of the organization
E) the process of determining individuals' needs and readiness for training

Question 32

A client asks Term Technologies to complete a project that involves working with a software tool called ELIM, which is new to the company. The training manager in Term Technologies's HR department begins by conducting a needs assessment. Which method will the training manager use to identify individuals' needs and readiness for training?

A) person analysis
B) organization analysis
C) task analysis
D) trend analysis
E) regression analysis

Question 33

XYZ Equipment, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by XYZ Equipment. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to

A) ensure that sales representatives do not feel undervalued.
B) identify what the sales representatives will need to learn.
C) identify senior product engineers to train the sales representatives.
D) chart the methods that should be used to train the sales representatives.
E) announce the objectives of the training program.

Question 34

Which process identifies the knowledge, skills, and behaviors that should be emphasized by training?

A) person analysis
B) task analysis
C) transactional analysis
D) trend analysis
E) regression analysis

Question 35

Gino, a team leader at a business process outsourcing firm, tells the human resource department that a significant share of his employees are missing deadlines. The department conducts a needs assessment and tells Gino that the employees' jobs require time management skills, so a training session on time management would be likely to improve performance. In this scenario, the department's recommendations would most likely be based on a(n)

A) institutional analysis.
B) task analysis.
C) person analysis.
D) organization analysis.
E) instructional analysis.

Question 36

Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors?

A) attrition
B) benchmarking
C) training
D) compensation
E) recruitment

Question 37

The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Lori, the firm's HR manager, to investigate whether training might solve the problem. Lori conducts needs assessment and recommends a training plan. Which observation will Lori most likely find in her person analysis?

A) Machinery and other production equipment in the firm's plant pose a hazard to the employees operating them.
B) The goals of the firm are more focused on the specific needs of a narrow market segment.
C) Employees of the firm's production department lack clarity in decisions regarding quality standards for manufacturing.
D) The firm's budget for training has declined from the year before.
E) Training programs offered by the firm lack specific goals and methods for measuring their success.

Question 38

The HR department at Tremont Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has become too much for the HR staff to handle. Which application should the HR department use to help with employee training?

A) a customer relationship management system
B) a management information system
C) a learning management system
D) a decision support system
E) an executive decision-making system

Question 39

Jimmy, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Trent and Luke. He asks the human resource department to help, and the department's training manager, Emily, investigates. She tells Jimmy that the two subordinates lack interpersonal communication skills but would be likely to improve with proper training. This scenario suggests that Emily has conducted a(n)

A) institutional analysis.
B) market analysis.
C) person analysis.
D) organization analysis.
E) instructional analysis.

Question 40

Ensuring that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment is the ________ step of the instructional design process.

A) first
B) second
C) third
D) fourth
E) fifth

Question 41

Reagan, the manager of a car dealership, finds it impossible to train his mechanics on the details of every potential repair problem because of the increasing complexity and variety of today's vehicles. Hence, he provides them with a training program that familiarizes them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program allows the mechanics to seek expert advice through an online computer application. Which learning approach is being implemented by Reagan?

A) e-learning simulation
B) electronic performance support system
C) experiential behavior modeling program
D) virtual reality-based simulation program
E) Myers-Briggs simulation program

Question 42

At All County Auto, managers encourage employees to receive training and praise them when they demonstrate new skills. Employees are excited about how learning helps them succeed at work and take on more responsibility. Which aspect of readiness for training does this example describe?

A) employee ability
B) employees' incentive package
C) training curriculum
D) social support
E) situational constraints

Question 43

Patricia, a training manager, is making a presentation to her company's business leaders. She says meeting the company's five-year plan will require skills in using some new technology. Employees and their supervisors are eager to learn, but Patricia says some situational constraints are standing in the way of meeting these objectives. What could be such a constraint?

A) Supervisors don't praise employees for learning.
B) Supervisors don't believe training is relevant.
C) Employees have a negative attitude toward training.
D) The company has not budgeted sufficient funds for training.
E) Supervisors don't tell their employees about the training that is available.

Question 44

Kapcom Telecom wants to implement an on-the-job training program for the sales staff who are unaware of the technical aspects of the firm's products. The lack of technical knowledge among its sales staff is harming the company's prospects of securing lucrative contracts. Although Kapcom's IT team is well versed in various technologies, it is not well suited to handle a training program. However, the best IT trainers in the industry cost more than Kapcom can afford to spend on the training program. This scenario illustrates

A) simulation.
B) social support.
C) situational constraints.
D) psychological mindedness.
E) experiential conflicts.

Question 45

When using an outside training expert, a complete ________ should indicate funding for the project and the process by which the organization will determine its level of satisfaction.

A) cohabitation agreement
B) letter of intent
C) certificate of occupancy
D) articles of incorporation
E) request for proposal

Question 46

Identify the correct statement regarding computer-based training.

A) It is more expensive than classroom instruction.
B) It is difficult to customize for specific training needs.
C) It is not an interactive form of training.
D) It gives a company the flexibility in scheduling training.
E) It is now declining in popularity.

Question 47

Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training?

A) bumping
B) benchmarking
C) apprenticeship
D) co-employment
E) onboarding

Question 48

Opec Technology, a firm that manufactures mobile phones, has seen a major improvement in cost reduction since it instituted a three-week training program for all of its new recruits. During the training program, the new employees are constantly encouraged to express their thoughts and ideas. Good ideas are rewarded immediately by the trainers, thereby encouraging active participation. Which factor most likely explains the success of the training?

A) situational constraints
B) cognitive ability
C) task analysis
D) social support
E) experiential learning

Question 49

________ training remains the most widely used method of training.

A) Audiovisual
B) On-the-job
C) Experiential programs
D) Computer-based
E) Classroom

Question 50

Which statement accurately characterizes electronic performance support systems (EPSSs)?

A) EPSSs provide expert advice when a problem occurs on the job.
B) EPSSs automate the administration and delivery of a company's training programs.
C) EPSSs determine the appropriateness of training by evaluating the characteristics of the organization.
D) EPSSs determine an individual's readiness for training.
E) EPSSs identify the tasks that training should emphasize.

Question 51

One of the least expensive and least time-consuming ways to train multiple trainees on a specific topic is through

A) action learning.
B) a simulation.
C) computer-based training.
D) audiovisual training.
E) classroom instruction.

Question 52

________ is the limit on training's effectiveness that arises from the conditions within the organization.

A) A simulation
B) Social support
C) A situational constraint
D) Psychological mindedness
E) Experiential conflict

Question 53

In the context of planning a training program, even though it is time-consuming, putting together a ________ is worthwhile because it helps an organization clarify training objectives, compare vendors, and measure results.

A) cohabitation agreement
B) letter of intent
C) certificate of occupancy
D) requirements specification document
E) request for proposal

Question 54

Prime Computing, an auditing firm, purchases a management information system called Gamma Dot. Most of Prime Computing's employees are unfamiliar with the functional aspects of Gamma Dot, and management decides to approach external trainers to train its employees. Melinda, the company's training coordinator, is tasked with finding suitable trainers. Melinda sends an e-mail, with a document outlining the company's training requirements, to multiple vendors and asks them to provide suitable trainer profiles and cost quotes. What is the document called that Melinda sends out to training vendors?

A) a request for proposal
B) articles of incorporation
C) instructional design
D) a needs assessment form
E) an organization analysis report

Question 55

Plankton Inc. determines that it needs to train 200 employees on using a new software application. Jason, the training administrator, is investigating options to find the one that will meet the company's needs within the budget available. He determines that no one at Plankton knows enough about the software to provide the training. Which plan would be most likely to achieve training objectives at the lowest cost?

A) hiring external consultants to create training specially tailored to the company
B) passing out user manuals and hoping employees can learn enough on their own
C) having Jason deliver the training, based on the content in the user manual
D) delaying the training program until the company has more money in the budget
E) having employees participate in a general outside training course for the software

Question 56

Which term refers to a combination of employee characteristics and positive work environment that permit training?

A) organization analysis
B) benchmarking
C) learning management system
D) orientation
E) readiness for training

Question 57

________ refers to the ways an organization's people encourage training.

A) Situational constraint
B) Employee orientation
C) Benchmarking
D) Social support
E) Experiential program

Question 58

So Yummy Mayo Inc. recognizes the need for providing on-the-job training to employees whose technical skills are lacking. The company's HR department is tasked with coordinating the entire training process. This function of the HR department at So Yummy Mayo is called

A) requirements specification.
B) training administration.
C) training simulation.
D) orientation.
E) needs analysis.

Question 59

Which type of training allows trainees at different locations to attend programs online, using their computers to view lectures, participate in discussions, and share documents?

A) on-the-job training
B) experiential programs
C) distance learning
D) cross-training
E) action learning

Question 60

What is a characteristic of effective training objectives?

A) disclaimers to prevent exaggerated expectations
B) specified costs associated with the training
C) specified methods of performance evaluation
D) names of the trainers and trainees
E) measurable performance standards

Question 61

Which training method involves representing a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job?

A) apprenticeship
B) cross-training
C) action learning
D) internship
E) simulation

Question 62

Keith is paid for assisting a welder on a construction site. He also is adding to his welding skills by attending a local trade school. When he finishes his training program and demonstrates he has mastered specific skills, he will become a journeyman welder. Which statement best identifies that Keith is in an apprenticeship program?

A) It can't be an internship, because apprentices are paid, while interns are not.
B) Apprentices, unlike interns, do not learn on the job.
C) Apprentices have hands-on experience assisting a tradesperson.
D) Unlike interns, apprentices do not attend educational institutions.
E) Interns are more likely than apprentices to get admonished for their mistakes on the job.

Question 63

________ involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves.

A) Random testing
B) Benchmarking
C) Behavior modeling
D) Experiential training
E) Classroom learning

Question 64

Hetrick, a firm that specializes in building construction, hires Mark, an unemployed teenager, to work in its carpentry division. Since Mark does not have the required skills to work as a carpenter, he is provided training that helps him pick up carpentry skills on the job. Mark learns by assisting other master carpenters and journeymen. In addition to the skills Mark acquires, he is paid by Hetrick. The form of training exemplified in this scenario is called

A) simulation.
B) internship.
C) apprenticeship.
D) co-employment.
E) onboarding.

Question 65

Identify the occupation that would typically employ an apprentice.

A) accountant
B) doctor
C) carpenter
D) nurse
E) lawyer

Question 66

Identify the occupation that would typically employ interns.

A) bricklayer
B) journalist
C) carpenter
D) plumber
E) welder

Question 67

Which statement is true of simulators used in training?

A) They must have elements identical to those found in the work environment.
B) They cannot be used when the risks of a mistake on a job are great.
C) They are used for on-the-job training.
D) They are inexpensive to develop.
E) They do not need constant updating.

Question 68

Which statement is true of an apprenticeship?

A) An apprentice does not make any money.
B) An apprentice usually assists a certified tradesperson at the worksite.
C) An apprenticeship does not involve classroom training.
D) An apprenticeship is typically sponsored by an educational institution.
E) An apprenticeship is based on simulations and virtual reality.

Question 69

Enrique is hired as a seasonal firefighter by the Oregon Department of Forestry and Fire Protection. The training used to prepare Enrique for his firefighting job involves an online training module. In this game-like module, Enrique is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n)

A) apprenticeship.
B) cross-training.
C) action learning.
D) internship.
E) simulation.

Question 70

Which term refers to a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills?

A) a restrictive covenant
B) an electronic performance support system
C) a case study
D) a request for proposal
E) an avatar

Question 71

Identify the statement that accurately describes an avatar.

A) a computer-based technology that provides an interactive three-dimensional learning experience
B) a computer application that automates the administration and delivery of a training program
C) a computer depiction of employees that can be manipulated in an online role-play
D) a computer application that conducts needs assessments for an organization
E) a computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job

Question 72

Using avatars for training purposes is an example of

A) benchmarking.
B) action learning.
C) a simulation.
D) adventure learning.
E) an orientation.

Question 73

Identify the on-the-job training program that is typically funded by an educational institution as a component of an academic program.

A) internship
B) coordination training
C) apprenticeship
D) experiential training
E) simulation training

Question 74

Which statement is TRUE regarding case studies?

A) Case studies stimulate learning by actively involving participants and the competitive nature of business.
B) Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.
C) Trainees play a passive role while being trained with case studies.
D) Case studies do not encourage trainees to take risks.
E) Training with case studies does not require any interaction among trainees.

Question 75

Which statement is true of an apprenticeship?

A) An apprenticeship does not include any classroom training methods.
B) An apprentice can earn an income while learning a trade.
C) An apprenticeship does not offer hands-on learning and practice.
D) An apprenticeship cannot be sponsored by groups outside the firm.
E) An apprenticeship is mostly used for teaching management and interpersonal skills.

Question 76

Yvonne, a student at Carlitto College, is pursuing a degree in international business management. As part of her program at Carlitto College, she accepts an opportunity to work at Pullman Consulting for a period of six months, where she will gain experience related to her field. Yvonne's employment at Pullman Consulting is an example of a(n)

A) internship.
B) coordination training.
C) apprenticeship.
D) experiential training program.
E) simulation training program.

Question 77

What distinguishes an apprenticeship from an internship?

A) An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method.
B) An apprenticeship is an unstructured training method, whereas an internship is a structured training method.
C) An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions.
D) Most apprenticeship programs take place in white-collar professions, whereas most internship programs occur in blue-collar jobs.
E) An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.

Question 78

Which of the following is a computer-based technology that provides an interactive, three-dimensional learning experience?

A) an electronic performance support system
B) instructional design
C) a learning management system
D) benchmarking
E) virtual reality

Question 79

Behavior modeling is especially useful for improving

A) technical skills.
B) interpersonal skills.
C) spatial skills.
D) clerical skills.
E) cognitive skills.

Question 80

Infinity Inc. uses simulators to train its cable installers. Several employees who completed the simulation training did not pass the test in which they were supposed to demonstrate the necessary skills. The training manager investigated and identified the source of the problem. Which of the following would be the most likely source?

A) The simulation contained elements unlike those found in Infinity's work environment.
B) Simulations are typically unreliable training methods.
C) The trainees were not given the correct avatars to use.
D) The trainees were not enthusiastic enough about their work when using the simulator.
E) Trainees in simulations have to be afraid of the impact of wrong decisions.