Deck 7: Training and Development

Question 1

Verbal learners absorb information best through spoken or written words.

Answer 1

True

Question 2

By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.

Answer 2

True

Question 3

A person analysis is the process of determining what the content of the training program should be,based on a study of the tasks and duties involved in the job.

Answer 3

False

Question 4

Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting a person analysis.

Question 5

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material,make sense of it in their own lives,and transfer it back to their jobs.

Question 6

Visual learners absorb information best through pictures,diagrams,and demonstrations.

Question 7

Trainee readiness refers to whether or not the experience and knowledge of trainees have made them ready to absorb the training.

Question 8

Training is oriented toward broadening employees' individual skills for future responsibilities.

Question 9

Instructional objectives are the key components in designing a training program.

Question 10

If employees consistently achieve their productivity objectives,it might be a signal that training is needed.

Question 11

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

Question 12

The two preconditions for learning are employee readiness and motivation.

Question 13

The three different types of training needs assessment are organizational analysis,task analysis,and person analysis.

Question 14

Explaining the goals and objectives of the training program to trainees has little impact on the interest,understanding,and effort they direct toward the training.

Question 15

Trainees should not practice their job tasks until after the training program is complete.

Question 16

Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on the subtleties of how they are used.

Question 17

The goal of training is to contribute to an organization's overall strategic goals.

Question 18

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Question 19

The systematic approach to training involves needs assessment,program design,implementation,and evaluation.

Question 20

​An organization analysis is an examination of the environment,strategies,and resources the firm faces so as to determine what training it should emphasize.

Question 21

Encouragement is most effective when it is given after a long period of time after a trainee successfully accomplishes a certain task so that the employee knows that management has not forgotten his/her contributions.

Question 22

Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace,it is sometimes poorly implemented.

Question 23

E-learning allows a firm to bring the training to employees.

Question 24

If one were using the on-the-job training method of training,the first step would be to present the operations and knowledge to the learner.

Question 25

Providing individual assistance is an important aspect for successful trainers.

Question 26

Apprenticeship programs are an extension of on-the-job training that provide on and off the job instructions.

Question 27

​Role-playing consists of playing the roles of others,often a supervisor and a subordinate who are facing a particular problem.

Question 28

Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future,whereas behavior which is unrewarded will decrease in frequency.

Question 29

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.

Question 30

​By far the most common informal method used for training employees is on-the-job training.

Question 31

​Case studies provide participants the experience of analyzing and synthesizing facts.

Question 32

E-learning encompasses two techniques: computer-assisted instruction,and computer-based program design.

Question 33

Two criteria to evaluate training programs are costs and training materials.

Question 34

On-the-job training is often one of the most poorly implemented training methods.

Question 35

A plateau is a natural phenomenon,and learners usually experience a spontaneous recovery later.

Question 36

On-the-job experiences are used most commonly by organizations to develop managers.

Question 37

Reaction measures to evaluate training typically focus on the entertainment value of the training program.

Question 38

Internship programs that are done well benefit students,schools,and employers.

Question 39

​It has been found in most cases that spacing out the training will result in faster learning and longer retention.

Question 40

Effective trainers are often enthusiastic,humorous,have interest in the training itself,and demonstrate knowledge of the subject.

Question 41

While the largest companies agree in principle with remedial training in basic skills,they are generally reluctant to allot funds to provide for that type of training.

Question 42

Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs needed to perform them is known as:

A)organization analysis.
B)individual analysis.
C)utility analysis.
D)task analysis.

Question 43

Awareness building in diversity training provides employees with the KSAs necessary for working with people who are different from them with regard to race,gender,age.

Question 44

While cross-training can increase productivity,it can also increase employee turnover.

Question 45

Orientation is the formal process of familiarizing new employees with the organization,their jobs,and their work units.

Question 46

The terms "training" and "development":

A)mean the same thing.
B)both refer to short term skill development efforts.
C)refer to a short term performance orientation vs. a longer term skill development, respectively.
D)refer to the skills developed in lower level vs. managerial employees, respectively.

Question 47

Benchmarking is concerned with measuring employee retention of training materials at specific points in time.

Question 48

Supervisors play the most important role in the orientation of new employees.

Question 49

Utility refers to measuring one's own training services against the leaders in their industry.

Question 50

Return on investment is the amount of money a company saves by avoiding training programs.

Question 51

From the broadest perspective,the goal of training is to contribute to:

A)social improvement.
B)personal growth.
C)organizational goals.
D)departmental challenges.

Question 52

The first step in a needs assessment is:

A)task analysis.
B)organization analysis.
C)person analysis.
D)market analysis.

Question 53

The basic skills employees need in addition to reading,writing,and computing include speaking,listening,problem solving,working in teams and leading other people.

Question 54

A study by the American Society for Training and Development found that organizations conduct need assessment less than _____ percent of the time.

A)50
B)40
C)30
D)20

Question 55

Orientation programs stress the "why" rather than the "what",including the philosophy behind the organization's rules.

Question 56

An orientation program for new employees is an informal process.

Question 57

The four phases of a systematic approach to training are:

A)needs assessment, program design, program implementation, and evaluation.
B)organization analysis, task analysis, person analysis, and performance analysis.
C)needs assessment, person assessment, program implementation, and evaluation.
D)organization assessment, KSA assessment, person assessment, and evaluation.

Question 58

Return on investment = Benefits of training ÷ Training Costs

Question 59

Some organizations fail to make the connection between training and _____.

A)technology
B)competition
C)an organization's goals
D)an organization's functional requirements

Question 60

The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.

Question 61

To which phase of the system model do organization analysis,task analysis,and person analysis belong?

A)Design phase
B)Implementation phase
C)Needs assessment phase
D)Evaluation phase

Question 62

When people learn by mimicking other people,it is referred to as:

A)modeling.
B)distributed learning.
C)reinforcing behavior.
D)individual learning difference.

Question 63

An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred to as:

A)task analysis.
B)needs assessment.
C)competency assessment.
D)job analysis.

Question 64

Training given in one ten-hour period instead of five two hour periods is an example of:

A)part learning.
B)distributed learning.
C)mass learning.
D)active learning.

Question 65

If an individual is responsible for developing a training program,his/her first step should be to:

A)create a suitable training environment.
B)create a design for the training program.
C)perform the evaluation of behavior.
D)perform the needs assessment.

Question 66

Whole-vs-Part Learning:

A)builds a bridge between employees and the organization.
B)provides learning through repetition.
C)sets a road map for the training course, objectives, and learning points.
D)breaks down tasks to facilitate learning.

Question 67

Which of the following is NOT an issue related to the design of a training program?

A)Instructional objectives
B)Trainee readiness and motivation
C)Principles of learning
D)Trainee ethnic characteristics

Question 68

Spacing out the training will result in faster learning and longer retention.This is known as the principle of:

A)part learning.
B)retention.
C)transfer of training.
D)distributed learning.

Question 69

Which of the following is NOT a component of the PROPER method of performing on the job training?

A)Prepare
B)Perform
C)Explain
D)Reassure

Question 70

The objective of behavior modification is:

A)to gradually shape behavior toward a desired profile.
B)to reward all task behavior.
C)to apply principles learned in the classroom to the job.
D)to bridge the needs of the employee with the needs of the organization.

Question 71

Learning curves show:

A)that plateaus in performance are regular and predictable.
B)that effective training programs eliminate plateaus.
C)that performance plateaus are natural and are usually overcome with behavior modification.
D)that performance plateaus are natural and are usually followed by a spontaneous recovery.

Question 72

Goal setting:

A)provides a real life demonstration to get the message across.
B)provides learning through repetition.
C)sets a road map for the training program, its objectives, and its learning points.
D)sets a road map for breaking down tasks to facilitate modelling.

Question 73

Person analysis:

A)helps organizations in reviewing the job description and specifications to identify the task performed.
B)helps organizations avoid the mistake of sending all employees into training when some do not need it.
C)involves self-improvement and self-directed training.
D)examines the external labor market for needed skills.

Question 74

The desired outcomes of training programs are formally stated as:

A)training goals.
B)learning objectives.
C)instructional objectives.
D)learning goals.

Question 75

Periods in learning situations when progress does not occur because of either reduced motivation or ineffective methods of task performance are called:

A)learning blocks.
B)lapses.
C)plateaus.
D)learning gaps.

Question 76

The appropriate training method for factual materials is:

A)lecture.
B)simulation.
C)on-the-job training.
D)apprenticeship.

Question 77

Modeling:

A)provides learning through repetition.
B)demonstrates the desired behavior or method to be learnt.
C)sets a road map for the training course, objectives, and learning points.
D)breaks down tasks to facilitate learning.

Question 78

Performance-centered objectives might include all of the following phrases EXCEPT:

A)"to repair".
B)"to appreciate".
C)"to assemble".
D)"to calculate".

Question 79

​A(n)_____ involves determining which employees require training and which do not.

A)person analysis
B)demographic analysis
C)task analysis
D)organization analysis

Question 80

By some estimates _____ of employee learning occurs via on the job training.

A)20-30 percent
B)40-50 percent
C)60-70 percent
D)80-90 percent