Deck 8: Training and Development

Question 1

The first step in the training process, during which the organization decides on its resources, who will be trained, and what needs to be trained, is called _____.

A) Evaluation
B) Attendance
C) Needs assessment
D) Method of training

Answer 1

C

Question 2

Which of the following is NOT a threat to internal validity during training evaluation?

A) Maturation
B) Testing
C) Climate
D) History

Answer 2

C

Question 3

Madden Motors is developing a new training program. The HR department wants to rigorously evaluate the effectiveness of their training program focused on safety knowledge. Which of the following represents the most rigorous training evaluation design?

A) Give all trainees a test to assess how much they learned in training.
B) Randomly assign two units at Madden Motors to a trained and untrained (control) condition. Give each unit a safety knowledge test before and after training.
C) Randomly assign two units at Madden Motors to a trained and untrained (control) condition. Give each unit a safety knowledge test after training.
D) Administer a safety knowledge test to all employees. Have all employees complete the safety knowledge training. After training, give all employees another safety knowledge test.

Answer 3

B

Question 4

Charlotte is required to take diversity training as a requirement as part of her job. For the training, she visits a website in which modules have been prepared and quizzes created to teach about workplace diversity. What type of training method is this?

A) Simulation
B) On-the-job training
C) Programmed instruction
D) Lecture

Question 5

Laura returns from a day-long training and finds her boss and co-workers would like her to ignore the new skills she learned and continue to do her job just as she already had been doing. Which term best describes this situation?

A) Low transfer climate
B) High transfer climate
C) Low determination climate
D) Low cognitive climate

Question 6

Your organization has recently made a lot of new hires, and they all need some degree of training. However, little is known about the abilities and knowledge of the new employees. What step in the training needs assessment may be particularly important in this scenario?

A) Person analysis
B) Organization analysis
C) Needs analysis
D) Evaluation analysis

Question 7

Which term refers to whether training results in actual improvements on the job?

A) Exchange of ideas
B) Evaluation of needs
C) Motivation assessment
D) Training transfer

Question 8

Which term refers to an individual's belief that they can succeed in training?

A) Meta-cognitive skill
B) Training self-efficacy
C) Competency modeling
D) Motivator need

Question 9

____ learning involves delivering small portions of a training over an extended period of time.

A) Transferred
B) Needs-based
C) Spaced
D) Massed

Question 10

_____ should be included after certain types of training, especially when training is experiential, such as when it involves simulations.

A) Debriefing
B) Meta-cognition
C) Need satisfaction
D) Leadership analysis

Question 11

Executive coaching is an example of which type of training method?

A) Climate sensitivity
B) Managerial training
C) Massed method
D) Leaderless group exercise

Question 12

_____ is used to educate recently hired employees on company values and policies.

A) New employee orientation
B) Diversity training
C) Refresher trainings
D) Leadership training

Question 13

Which of the following is NOT part of the training needs assessment?

A) Person analysis
B) Organization analysis
C) Leadership analysis
D) Demographic analysis

Question 14

Individuals with a _____ tend to focus on how they scored in the training rather than their increased knowledge and skills.

A) Learning goal orientation
B) Satisfaction orientation
C) Relatedness orientation
D) Performance goal orientation

Question 15

Providing assessments and feedback to trainees throughout a training may be especially useful to trainees low in _____ skills.

A) Learning oriented
B) Meta-cognitive
C) Physical strength
D) Transfer

Question 16

An employee who does not want to put effort into learning the KSA's presented in a training may be suffering from low ____________________.

A) cognitive ability
B) extraversion
C) resource dependency
D) training motivation

Question 17

_____ provides trainees with a way to organize the information they are learning.

A) Leader personality
B) Feedback
C) A learning schema
D) Over-learning

Question 18

Helen goes to a training where the trainer shows her a video about what she is supposed to do and then then allows her to practice the behaviour. This is an example of _____.

A) Lecture
B) Behavior modeling training
C) Programmed instruction
D) Spaced learning

Question 19

Which is NOT one of Kirkpatrick's levels of training evaluation?

A) Performance
B) Behavior
C) Learning
D) Reactions

Question 20

Kevin goes offsite for a full day of training rather than taking the training over several weeks. This is an example of _____.

A) Climate-based instruction
B) Massed learning
C) Spaced learning
D) Repetitive modelling

Question 21

Wilson goes to a training where he is trained about customer service skills. The trainer also explains why different approaches to customer service are used in order to improve training transfer. This approach is called _____.

A) psychological fidelity
B) transfer through principles
C) physical fidelity
D) transfer climate principles

Question 22

Bezrukova et al. (2016) found that diversity training is most effective when there are other diversity initiatives in place, when the training focuses on both awareness and skills development, and when it is conducted over a period of time.

A) there are other diversity initiatives in place in the organization.
B) the training focuses on both awareness and skills development.
C) the training is conducted over a period of time.
D) All of the above are true.

Question 23

A recent review of the diversity training literature (Roberson, 2019) suggests that

A) diversity training has been shown to be effective in nearly all organizations.
B) diversity training does not seem to work in most US corporations except for those with a strong team climate.
C) a training needs assessment should be conducted so the diversity training can be tailored to the specific organization.
D) diversity training should be evaluated primarily with criteria such as financial performance.

Question 24

A meta-analysis by Bauer et al. (2007) showed that organizational newcomers can help themselves by ______.

A) showing early success on the job
B) not seeking too much feedback from those around them
C) focusing on the job rather than relationships
D) All of the above are true.

Question 25

Employee training may be covered by the Uniform Guidelines if _____.

A) the training can be considered a selection procedure
B) the training involves any kind of diversity training
C) if the training involves a needs assessment and evaluation of worker performance back on the job
D) None of the above; the Uniform Guidelines are only relevant to hiring new employees.

Question 26

There is an increasing interest in "gamified" training because _____.

A) research has shown that gamification increases training transfer
B) gamification is a growing trend in the workplace and training should be part of that
C) gamification increases the ease with which training programs can be evaluated
D) gamification is believed to increase learner motivation and engagement

Question 27

A type of e-learning that presents the learner with small "bites" of information is referred to as _____.

A) mobile device training
B) gamified learning
C) microlearning
D) learning by analytics

Question 28

When people take on workplace training for themselves outside of classrooms or learning apps, this is referred to as _____.

A) informal field-based learning
B) on-the-job training
C) programmed instruction
D) employee development

Question 29

Which of the following are ways in which sophisticated analytics can be used to enhance workplace training?

A) Organizational training needs can be assessed quickly to show who needs to be trained.
B) Training evaluation can give trainers quick feedback on training effectiveness.
C) AI algorithms can recommend specific training content for an individual employee based on their past behavior.
D) All of the above are true.

Question 30

One of the most sophisticated training evaluation designs, which may be impractical in most organizational settings, is the ____.

A) Quasi-experimental design
B) Time series design
C) Pre-experimental design
D) Solomon 4-group design

Question 31

Programmed instruction refers to ____.

A) training that is delivered by computer
B) a process by which an employee develops a specific training program tailored to their individual needs and job requirements
C) training that is presented as a series of modules; trainees must master training content before going to the next module
D) the systematic evaluation of a training program to be sure it addresses organizational needs

Question 32

Machine simulators are often used to train airline pilots because ____.

A) this is considered the most effective training method
B) they are realistic but safer than on-the-job training
C) simulators increasing the motivation of trainees, and this is especially important for a job like this
D) All of the above are true

Question 33

Which of the following is true of lectures?

A) They are one of the least effective training methods.
B) They are good for communicating verbal information to large numbers of people.
C) They have been shown to be useful for teaching people how to perform specific behaviors.
D) Lectures are useful on their own but not when combined with other training methods.

Question 34

Kirkpatrick's framework for evaluating trainings is rarely used by today's organizations.

Question 35

The organization analysis process includes identifying a broad set of organizational issues that may affect training effectiveness.

Question 36

Training goals should be developed after the organization, job, and person analysis.

Question 37

Individuals with a performance goal orientation are better at learning training material.

Question 38

Over-learning might be particularly important for certain jobs, such as tasks that must be done under stress.

Question 39

Pre-experimental designs are the strongest type of training evaluation designs.

Question 40

Research demonstrates that gamification of training ensures the best transfer of training.

Question 41

Meta-cognition refers to the increases in the cognitive skills people get from training.

Question 42

In theory, on-the-job training has nearly perfect psychological and physical fidelity.

Question 43

Machine simulators are especially useful when on-the-job training is not possible because of safety concerns.

Question 44

_____ is training approach in which the trainee practices a behavior so much that it becomes automatic, that is, it requires little attentional capacity from the learner.

Question 45

_____ is a framework for organizing learning content.

Question 46

_____ is the delivery of training in a condensed session or sessions.

Question 47

_____ is the degree to which the social climate among employees back in the work situation supports training

Question 48

The ability of learners to step back and assess their own learning and mastery of the material is referred to as.

Question 49

_____ is the degree to which training leads to improvements in on-the-job behavior.

Question 50

_____ is the process of identifying what current employees can actually do and what KSAs they currently possess.

Question 51

_____ includes the identification of a broad set of organizational issues that can help or hinder the effectiveness of a training program.

Question 52

Training criteria focused on whether the training led to a change in organizational performance such as profitability are called _____.

Question 53

Factors which may affect our ability to interpret results of a study such as a training evaluation are called: _____.

Question 54

Why should organizations care about training? What's at stake?

Question 55

What are the steps of a training needs assessment? What is the purpose of each?

Question 56

How might individual differences in trainees affect their ability to optimize their training experience?

Question 57

What are three factors that may affect transfer of training? Give at least three examples and explain why they are important.

Question 58

Which type of learning (spaced versus massed) is advantageous to organizations?

Question 59

While on-the-job training is popular and has its advantages, what are three ways in which on-the-job training could fall short of being an optimal training method?

Question 60

How might motivational theories explain whether or not employees have high training motivation?

Question 61

As part of your duties as a training coordinator for a large Fortune 500 company, you are asked to deliver a training to 200 new employees in five different cities over the course of 2 days. Describe at least two important decisions you might make with respect to the delivery, design, and evaluation of the training.

Question 62

Juan has been hired to evaluate a new training program that is being administered at a large electronics retailer for new sales persons. Describe how Juan could evaluate the training program using Kirkpatrick's training evaluation framework. Provide specific examples.

Question 63

What should be the first step for organizations when they want to deliver a training?

Question 64

What is one factor that may affect transfer of training?

Question 65

What are two commonly studied goal orientation types?

Question 66

What are the four levels of Kirkpatrick's training evaluation framework and define each?

Question 67

What the different types of evaluation designs that can be used to evaluate training. Define briefly.