Deck 6: Training, Learning, and Development

Question 1

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

Answer 1

False

Question 2

Establishing training objectives provides few benefits and can detract from the participants' learning experience.

Answer 2

False

Question 3

A recent Conference Board of Canada report reveals that Canadian firms invest substantially in training and lead the United States and other countries in employee training.

Answer 3

False

Question 4

Experiential programs are a useful way for trainees to develop teamwork and leadership skills.

Question 5

The lowest level of training evaluation involves measuring knowledge or skills gained by learners.

Question 6

Orientation of new employees is sometimes called "outboarding".

Question 7

Approaches to employee development fall into four broad categories: informal education,assessment,job experiences,and interpersonal relationships.

Question 8

Usually,the needs assessment begins with the organization analysis.

Question 9

Self-paced online learning has become the most widely used training method.

Question 10

On-the-job training takes various forms including apprenticeships and internships.

Question 11

Training refers to an organization's planned efforts to help employees acquire job-related knowledge,skills,abilities,and behaviours with the goal of applying these on the job.

Question 12

Goal setting is the first step in the career management process.

Question 13

To date,researchers have been unsuccessful in identifying how employees learn best.

Question 14

A protean career is a career that changes frequently based on changes in the person's interests,abilities,and values,and in the work environment.

Question 15

Most employee development occurs through job experiences.

Question 16

Women and other members of the employment equity groups are rare in the top level of management in Canadian corporations.

Question 17

action planning and follow-up.

Question 18

Mentors and protégés can both benefit from a mentoring relationship.

Question 19

Many HR professionals are rethinking traditional approaches to orientation due to pressures to maximize early productivity and engagement by creating a positive first impression.

Question 20

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

Question 21

Which of the following is NOT something decided during the planning and designing the training program stage?

A)Who will provide the training?
B)What topics will the training cover?
C)What training methods will be used?
D)Is the organization growing or shrinking?
E)How will training be evaluated?

Question 22

When conducting a needs assessment,what type of analysis is generally performed first?

A)Task analysis
B)Organization analysis
C)Person analysis
D)High-leverage analysis
E)Situational analysis

Question 23

The first step in the instructional design process is:

A)evaluate results.
B)plan the training program.
C)select training methods.
D)ensure employees' readiness for training.
E)assess needs for training.

Question 24

The average Canadian employee received ______ hours of training in 2010.

A)4
B)25
C)50
D)100
E)500

Question 25

This is a work-study training method that teaches job skills through a combination of on-the-job training and technical training.

A)Internship
B)Coordination training
C)Apprenticeship
D)Experiential programs
E)Cooperative education

Question 26

This process identifies the tasks and competencies (knowledge,skills,and behaviour)that training should emphasize.

A)Person analysis
B)Task analysis
C)Needs assessment
D)Organizational analysis
E)Work environment assessment

Question 27

Which of the following is NOT a factor that enhances employees' motivation to learn?

A)See potential benefits from the training program.
B)Are aware of their need to learn.
C)Belief that they are able to learn.
D)Lack the basic skills needed for participation in the training program.
E)Actually,all of the choices are factors that contribute to employees' motivation to learn.

Question 28

Team members are required to understand and practise each other's skills so they are prepared to step in and take another member's place in:

A)action learning.
B)e-learning.
C)coordination training.
D)cross-training.
E)adventure learning.

Question 29

Behaviour modelling is best for improving:

A)technical skills.
B)interpersonal skills.
C)conceptual skills.
D)clerical skills.
E)marketing skills.

Question 30

An organization's planned effort to help employees acquire job-related knowledge,skills,abilities,and behaviours,with the goal of applying these on the job is known as:

A)employee development.
B)orientation.
C)training.
D)career development.
E)e-learning.

Question 31

The organization analysis looks at training needs in light of the organization's:

A)strategy.
B)resources available for training.
C)management's support for training activities.
D)"a," "b," and "c."
E)"a" and "b" only.

Question 32

When seeking an outside vendor for a training program,this document outlines the type of service needed,number of employees to be trained,type and number of references needed,date by which the training is to be completed,and the date by which the proposals should be received.

A)Request for proposal (RFP)
B)Action plan (AP)
C)Request for training (RFT)
D)Call for contracts (CFC)
E)Request for problem response (RFPR)

Question 33

In this type of training,teams or work groups get an actual problem,work on solving it,commit to an action plan,and are accountable for carrying out the plan.

A)Experiential learning
B)Self-directed learning
C)Action learning
D)Team training
E)Coordination training

Question 34

Which one of the following statements about training and learning is FALSE?

A)Employees are most likely to learn when training is linked to their current job experiences and tasks.
B)The training context-such as the physical setting or the images presented on a computer-should mirror the work environment.
C)Employees need a chance to demonstrate and practise what they have learned.
D)People tend to benefit most from one long practise session,rather than practise that occurs over several sessions.
E)Feedback on trainees' performance should focus on specific behaviours and be delivered as soon as possible after the trainees practise or demonstrate what they have learned.

Question 35

Which one of the following statements about e-learning is FALSE?

A)E-learning involves receiving training via the Internet or the organization's intranet.
B)E-learning uses electronic networks for delivering and sharing information.
C)Training programs may include links to other online information resources.
D)The e-learning system may also process enrolments,test and evaluate participants,and monitor progress.
E)Actually,all of these statements about e-learning are truE.

Question 36

Which of the following is NOT a way to help employees learn?

A)Avoid relating new ideas to previously learned concepts.
B)Provide memory cues.
C)Provide opportunities to repeat and practise material.
D)Use pictures,not just words.
E)Practise in a variety of contexts and settings.

Question 37

This type of training is designed to develop teamwork and leadership skills through challenging,structured outdoor activities.

A)Behaviour modelling
B)Adventure learning
C)Experiential programs
D)Virtual reality
E)Business games

Question 38

The difficulty level of reading materials is called:

A)learning.
B)training.
C)readability.
D)literacy.
E)abstract evaluation.

Question 39

Readiness for training is a combination of:

A)employee characteristics and positive work environment.
B)trainee characteristics and trainer characteristics.
C)situational constraints and social constraints.
D)social support and manager support.
E)task analysis and person analysis.

Question 40

Which of the following is included in a needs assessment?

A)Organization analysis
B)Person analysis
C)Task analysis
D)Competitive analysis
E)"a," "b," and "c."

Question 41

Two types of relationships used for employee development are mentoring and ___________.

A)helping
B)learning
C)advising
D)coaching
E)supporting

Question 42

Measures of training success generally include all but one of the following.Name the exception.

A)Satisfaction with the program
B)Margin of error
C)Behaviour change
D)Knowledge or skills learned
E)Improvements in individual and/or organizational performance

Question 43

The final step in the career management process is:

A)self-assessment.
B)feedback.
C)goal setting.
D)action planning and follow-up.
E)career pathing.

Question 44

An engineer accepting an assignment as a shift supervisor in order to develop his or her management skills is an example of a(n):

A)lateral demotion.
B)sabbatical.
C)downward move.
D)externship.
E)promotion.

Question 45

Which one of the following is NOT true of mentoring?

A)Mentoring programs tend to be most successful when they are a condition of employment i.e.mandatory.
B)Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé.
C)Employees most likely to seek and attract a mentor are emotionally stable,have the ability to adapt their behaviour to different situations,and have a high need for power and achievement.
D)Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program.
E)Organizations should carefully select mentors on the basis of their interpersonal and technical competencies.

Question 46

Which of the following is NOT one of the categories of approaches to employee development discussed in your textbook?

A)Formal education
B)Assessment
C)Promotions
D)Interpersonal relationships
E)Job experiences

Question 47

Organizations provide for orientation (onboarding)because:

A)they are legally required to do so.
B)no matter how realistic the information provided during employment interviews and site visits,people experience shock and surprise when they start a new joB.
C)it gives the company more control over employees in the long run.
D)people feel obligated to stay with the organization for at least one year.
E)all of the answers are correct.

Question 48

Which of the following is NOT an example of how job experiences are used for employee development?

A)Job enrichment
B)Mentoring
C)Transfer
D)Promotion
E)Downward move

Question 49

Which one of the following statements about the glass ceiling is FALSE?

A)The barrier may be due to a lack of access to training programs,appropriate developmental job experiences,and developmental relationships,such as mentoring.
B)Women hold more than 50 percent of board seats in Canada's Financial Post 500 companies.
C)Women and employment equity groups may not participate in the organization's,profession's,or community's "old boys' network."
D)Women and members of the employment equity groups often have trouble finding mentors.
E)A better metaphor may be a "labyrinth" suggesting a complex journey with many twists and turns and puzzles to solve along the way to the top jobs.

Question 50

The identified pattern or progression of jobs or roles within an organization refers to:

A)job enrichment.
B)a development plan.
C)career paths.
D)succession planning.
E)action planning.

Question 51

Diversity training programs generally emphasize either:

A)learning or results.
B)evaluation or implementation.
C)attitude awareness and change or behaviour change.
D)spending or investment.
E)none of the abovE.

Question 52

______________ tools often include psychological tests,such as the Myers-Briggs Type Inventory and the Strong-Campbell Interest Inventory.

A)Self-assessment
B)Reality check
C)Goal setting
D)Action planning
E)Scenario planning

Question 53

Most employee development occurs through:

A)performance appraisals.
B)job experiences.
C)mentoring programs.
D)job enlargement.
E)none of the abovE.

Question 54

On-the-job use of knowledge,skills,and behaviours learned in training is called:

A)return on investment (ROI).
B)learning.
C)behaviour modelling.
D)transfer of training.
E)none of the abovE.

Question 55

A peer or manager who works closely with an employee to provide a source of motivation,help him or her develop skills,and provide reinforcement and feedback is a:

A)coach.
B)role model.
C)mentor.
D)good Samaritan.
E)high-potential employeE.

Question 56

Training designed to prepare employees to perform their jobs effectively,learn about the organization,and establish work relationships is known as:

A)orientation.
B)onboarding.
C)role playing.
D)cross-training.
E)both "a" and "b."

Question 57

All but one of the following is true of protean careers.Name the exception.

A)Protean careers are characterized by frequent changes due to both changes in the person's interests,abilities,and values,and changes in the work environment.
B)Employees take responsibility for managing protean careers.
C)Protean careers have substantially increased companies' training and compensation costs.
D)Changes in the psychological contract have influenced the development of protean careers.
E)To remain marketable,employees must continually develop new skills.

Question 58

Circumstances resembling an invisible barrier that keep many women and other members of the employment equity groups from attaining the top jobs in organizations has come to be known as the:

A)glass cliff.
B)career ladder.
C)ceiling barrier.
D)glass ceiling.
E)career labyrinth.

Question 59

The four general approaches that companies use to develop employees include:

A)formal education,assessment,job experiences,and interpersonal relationships.
B)job rotation,promotion,transfer,and job sharing.
C)psychological tests,assessment centres,Myers-Briggs Type Indicator,and performance feedback.
D)business games,formal courses,team building,and assessment.
E)formal education,informal education,training,and orientation.

Question 60

Which one of the following is NOT a step in the career management process?

A)Data gathering
B)Feedback
C)Role modeling
D)Goal setting
E)Action planning

Question 61

Identify and discuss at least four training activities characteristic of an effective training program that allow employees to learn best.Your response should identify training activities and one or more specific examples of how to provide each of the training activities you identified.

Question 62

Write an objective that fulfills the three components of an effective training objective,and then indicate which words within the objective fulfill each of these components.

Question 63

Identify and demonstrate your knowledge of the four training evaluation measures.

Question 64

What are the four approaches to employee development? What types of development activities are associated with each approach?

Question 65

What is orientation (onboarding)and what does it prepare employees for? Why do organizations provide orientation?

Question 66

Identify and briefly describe the four steps in the career management process.What is the employee's responsibility associated with each step? What is the organization's responsibility associated with each step?

Question 67

Name and discuss each of the three stages of the needs assessment process.