Deck 8: Training and Development

Question 1

Effectively identifying learning objectives is not necessary to determine the best method to present the training.

Answer 1

False

Question 2

A difference between the desired production rate and the actual production rate could be an indication that training is needed.

Answer 2

True

Question 3

When trainees share their goals for improved performance with other trainees during a training session,it is more likely that they will meet their stated goal.

Answer 3

True

Question 4

The E-learning Readiness self-Assessment tool provides a quick and comprehensive analysis of preparedness for success in an online training program.

Question 5

The three major steps involved in the basic process of training are assessment,development,and evaluation.

Question 6

One of the objectives of employee orientation programs is to assist the new employee in adjusting to the organization and feeling comfortable and positive about the new job.

Question 7

A blended training approach could include an integration of classroom and e-learning training approaches.

Question 8

Training refers to learning opportunities designed to help employees grow.

Question 9

Relapse prevention emphasizes the learning of a set of self-control and coping strategies when the trainee is faced with high-risk situations.

Question 10

The goal of the assessment phase is to examine whether the training program has been effective in meeting the stated objectives.

Question 11

Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.

Question 12

When training a police officer how to use a gun,it is best to use spaced practice and focus on overlearning.

Question 13

The same process that is used to identify data for a job description can be used to determine what should be taught in training programs for new hires.

Question 14

E-learning is very useful for training interpersonal skills or psychomotor tasks.

Question 15

Person analysis can be used to assess trainability.

Question 16

A needs assessment involves the analysis of organization,job,and person.

Question 17

Development focuses on the immediate period to help fix any current deficits in employees' skills.

Question 18

Massed practice is more effective than spaced practice when learning a complex task.

Question 19

Audiovisuals involve recording a portion of audio or video content that is punchy and useful and posting it online or on the firm's intranet site and providing a link to download the recording.

Question 20

The one-group pretest-posttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training.

Question 21

After designing and conducting a training program,the Program Director decides to evaluate the course by asking trainees to complete a reaction form.This is an example of which of the following?

A)One-shot posttest-only design
B)One-group pretest-posttest design
C)Multiple time-series design
D)Posttest-only control group design
E)Pretest-posttest control group design

Question 22

Which of the following statements is FALSE regarding employee orientation programs?

A)Fewer companies are placing their new employees in orientation programs as the cost does not outweigh the benefits.
B)The intent of the orientation is to increase an employee's job satisfaction and to reduce turnover.
C)One objective of an employee orientation program is to get the employee to understand the organization's culture and quickly adopt the organization's goals, values, and behaviors.
D)Most employee orientation programs are not properly planned, implemented, or evaluated.
E)Most orientation programs consist of a follow-up meeting to verify that the important issues have been addressed and employee questions have been answered.

Question 23

Making training material meaningful has been found to increase retention.This can be achieved by:

A)Organizing the material from complex to simple.
B)Using examples and terms familiar to the trainees.
C)Telling a lot of jokes.
D)Presenting trainees with each section of the training program rather than an overview of what is to be learned.
E)Avoiding tests so trainees don't become anxious.

Question 24

Because the skills associated with being an effective team are so straightforward,it is most effective to conduct the training using lectures and e-learning.

Question 25

When training for international assignments,__________ are recommended to provide a more in-depth view of the host country's customs,values,and behaviors.

A)informational approaches
B)use of CIT's
C)field experiences
D)cultural assimilators
E)TV films

Question 26

A(n)__________ analysis helps identify what should be taught in training.

A)content
B)design
C)job
D)organizational
E)person

Question 27

Which of the following training methods is particularly effective for training managers to make better,more effective decisions?

A)Equipment simulations
B)Apprenticeship programs
C)Games and other simulations
D)Audiovisuals
E)On the job training

Question 28

Which of the following statements is TRUE regarding well-written learning objectives?

A)They specify what the supervisor has requested that employees be trained in.
B)They should contain observable actions, measurable criteria, and the conditions of performance.
C)They should be general in nature so that they can apply to all employees being trained.
D)They describe the performance you want trainees to be able to exhibit before you consider them for training.
E)They are based on qualitative data analysis and prepared before the needs assessment.

Question 29

A consultant has been contracted by an organization to develop a training program.What is the first step the consultant should take?

A)Determine whether a need for training actually exists.
B)Determine whether trainees are trainable.
C)Gain the support of trainees.
D)Derive objectives for the training program.
E)Meet with the president to determine a budget for the training program.

Question 30

As a component of its management training program,a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.

Question 31

You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures,handling customer complaints,and motivating sales personnel.Which of the following is not recommended?

A)Create a training environment that allows for maximum learning.
B)Provide trainees with feedback during the training.
C)Prepare the learning objectives and choose training methodology before assessment to eliminate bias.
D)Consider on-the-job training if there are experienced managers to assist.
E)Use role playing and behavior modeling to help them learn how to deal with customer complaints and motivate others.

Question 32

__________ practice is more productive for long-term retention and for transfer of learning to the work setting.

A)Massed
B)Part
C)Spaced
D)Whole
E)Continuous

Question 33

Which group of employees will be more trainable and why?

A)Employees of "Company "A", where managers present their employees with a list of mandatory training because it takes the worry out of selecting the right training
B)Employees of "Company "B", because training programs are developed with a pass/fail criteria and only 5% of the employees "pass" the training, creating motivation to be one of the 5%
C)Employees of "Company C" because training programs are built around lecture formats with one-way communication, taking the activity out of the training
D)Employees of "Company D" where employees develop an individualized training program based on their career goals
E)Employees of "Company E", because managers randomly assign employees to training programs regardless of current skill level, creating a sense of excitement from not knowing what training you will be able to attend.

Question 34

What type of evaluation measures should HR professionals collect if they want to assess the extent to which trainees' understand the materials/concepts presented in training?

A)Behavioral
B)Organizational results
C)Reaction
D)Learning
E)Attitudes

Question 35

Company ABC has been experiencing high levels of turnover with employees who have been on the job for less than 9 months.Exit interviews indicated that employees are frustrated and confused.What type of training should the company consider to decrease turnover?

A)Cross-cultural training
B)Managerial training
C)Intergenerational training
D)Baby-boomer training
E)Employee orientation

Question 36

A co-worker has suggested that you should randomly assign employees to either the training or to a control group to increase the effectiveness of your evaluation of a training program.You should follow his suggestion.

Question 37

One of the barriers to conducting training evaluation is leadership's lack of interest.

Question 38

At which stage of the training process would it be critical to understand the influence of the characteristics of adult learners and learning principles?

A)Assessment
B)Development
C)Analysis
D)Evaluation
E)Learning objective

Question 39

The transfer of learning back to the job is critical for successful training,and activities conducted before,during and after the training can facilitate the transfer.

Question 40

Simply requiring all employees to attend training can be a waste of time and money.In an effort to better identify individual training needs,one should conduct a(n):

A)Job analysis
B)Organizational analysis
C)Person analysis
D)Work-oriented analysis
E)Task-oriented analysis

Question 41

Which of the following training method is used to reproduce physiological and psychological conditions of the real world?

A)Computer-assisted instruction (CAI)
B)On-the-job training (OJT)
C)Programmed instruction (PI)
D)Equipment simulation
E)Job rotation

Question 42

What aspects must be considered while choosing a training method?

Question 43

List the two categories into which training methods are divided.Define each method with examples.

Question 44

What are the different ways of making content meaningful so as to increase retention?

Question 45

Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?

Question 46

List the three major steps involved in the basic process of training and explain the goal of each step.

Question 47

Which of the following training method is used to reproduce physiological and psychological conditions of the real world?

A)Computer-assisted instruction (CAI)
B)On-the-job training (OJT)
C)Programmed instruction (PI)
D)Equipment simulation
E)Job rotation

Question 48

Podcasts are an effective method of training because:

A)It allows for trainees to learn new motor skills
B)Trainees are more engaged in the training
C)It allows for two-way communication
D)Whole learning is most effective
E)Use of computers is in decline

Question 49

Which of the following is MOST likely to be included in a new-hire orientation program?

A)Product knowledge training, skill gap analysis, process work flow
B)Company history, policies and procedures, employee introductions
C)Product knowledge training, communication skills, interpersonal skills
D)Listening skills, creative problem solving, motivational skills
E)Conflict resolution, EEO laws, and listening skills

Question 50

The accounting department is adopting a new software program,and training will be provided on the new program to employees in the accounting department.What step of the training process would let the training department know if the training should be conducted for department other than the accounting department?

A)Evaluation
B)ROI
C)Development
D)Assessment
E)Gap Analysis

Question 51

Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?

A)Job rotation
B)Podcasting
C)Experiential learning
D)Massed learning
E)Self-directed learning

Question 52

Trainee characteristics related to trainability include __________.

A)opportunity to perform trained tasks
B)a positive climate for learning
C)high cognitive ability
D)time for practice
E)reinforcement of continuous learning

Question 53

What are the benefits of developing learning objectives for a training program?

Question 54

What are the four mechanisms that help goal setting improve performance?

Question 55

What can be done to maximize transfer of training back to one's job?

Question 56

Assume you are conducting a training program.What types of data should you collect to evaluate the training?

Question 57

Which of the following statements is true regarding training evaluation?

A)Most companies recognize the importance of evaluation and conduct comprehensive evaluations
B)Favorable trainee reaction data virtually guarantees that a training program was effective
C)Without evaluation it is very difficult to show that training was the reason for any improvement
D)A CEO would not be interested in changes to organizational results as a result of a training program
E)Testing trainees after the training, but not before, is an effective means to assess the degree to which participants mastered the content

Question 58

How is it determined when training is needed and when might training not be appropriate?

Question 59

__________ is a feeling of control and accomplishment.

A)Locus of control
B)Positive attitude
C)Consciousness
D)Overlearning
E)Self-efficacy

Question 60

A national corporation has completed its first phase of diversity awareness training.HR has been asked to evaluate the training to measure changes in participants understanding of current laws related to diversity and determine future training initiatives.Which methodology would yield the best results?

A)Using statistical measures of association and correlation
B)Running experiments with control groups from benchmark companies
C)Gathering qualitative information from training participants
D)Interviewing training participants to discuss their reactions to the training
E)Testing participants through the use of a pre and post test on the key points of the program