Deck 7: Training and Development

Question 1

The performance-centered objective is not widely used because it lends itself to a biased evaluation of results.

Answer 1

False

Question 2

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.

Answer 2

True

Question 3

The systems approach to training involves (1)needs assessment,(2)program design,(3)implementation,and (4)evaluation.

Answer 3

True

Question 4

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 5

Competency assessments have been adopted extensively in the health care industry.

Question 6

Data such as direct and indirect labor costs,turnover,and unemployment rate provide clues to organizations about training needs.

Question 7

Instructional objectives are a key component in the design of a training program.

Question 8

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

Question 9

The two preconditions for learning are employee readiness and motivation.

Question 10

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

Question 11

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

Question 12

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

Question 13

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

Question 14

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 the job.

Question 15

Training is oriented towards broadening employees' individual skills for future responsibility.

Question 16

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

Question 17

Person analysis involves determining what the content of the training program should be,based on a study of the tasks or duties involved in the job.

Question 18

Trainee readiness refers to whether or not the experience of trainees has made them receptive to the training they will receive.

Question 19

Organization analysis includes broad forces than impact the effectiveness of employees,such as mergers and acquisitions,technological change,and reengineering.

Question 20

Employees learn much more easily by trying to do something themselves than by watching someone else do it.

Question 21

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

Question 22

Verbal learners absorb information best through spoken or written words.

Question 23

One of the common drawbacks of on-the-job training (OJT)is the poor training skills of managers.

Question 24

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

Question 25

Behavior modification seeks to gradually shape trainee behavior using reinforcement.

Question 26

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

Question 27

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

Question 28

The primary drawback of teleconferencing and videoconferencing training programs is that the participants are limited to interacting solely with the instructor.

Question 29

Feedback to trainees is important for motivational purposes as well as knowledge of results.

Question 30

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 31

By far the most common method used for training nonmanagerial employees is on the job training.

Question 32

Apprenticeship programs are an extension of OJT that provide on and off the job instruction.

Question 33

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

Question 34

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 35

E-learning allows the training to come to the employee.

Question 36

Providing individual assistance is an important aspect for successful trainers.

Question 37

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

Question 38

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

Question 39

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

Question 40

It has been found in most cases concentrated block of time in one session of training will result in faster learning and longer retention.

Question 41

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

Question 42

Behavior modeling appears to work in helping managers with interacting with employees,introducing change,and handling discipline.

Question 43

Case studies are a useful method of giving participants experience at analyzing and synthesizing facts.

Question 44

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

Question 45

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

Question 46

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

Question 47

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

Question 48

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

Question 49

A disadvantage of management games is that it requires a computer,and often several of them.

Question 50

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

Question 51

Games are now being widely used as a management development method.

Question 52

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 53

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

Question 54

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

Question 55

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

Question 56

Return on investment = Results/Training Costs

Question 57

Role playing consists of assuming the attitudes and behavior of others,often a supervisor and a subordinate.

Question 58

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

Question 59

When analytic,problem-solving,and critical thinking skills are the most important skills in a training program,the case study method would prove appropriate.

Question 60

Most organizations go to great lengths to accurately evaluate training programs.

Question 61

A skill-building diversity program would teach managers how to conduct performance appraisals with employees from different cultures.

Question 62

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 skills development in low level vs.managerial employees,respectively

Question 63

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 64

An orientation program for new employees is a quite informal process.

Question 65

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 66

The first step in a needs assessment is:

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

Question 67

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 68

The four phases of a systems 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 69

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

Question 70

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 71

The use of orientation checklists compels a supervisor to be more attentive to each employee.

Question 72

Person analysis:

A) has shifted from a fixed sequence of tasks to a set of competencies
B) helps organizations avoid the mistake of putting all employees through 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 73

About ____ of larger firms have chief learning officers.

A) 10 percent
B) 30 percent
C) 50 percent
D) 70 percent

Question 74

Determining whether or not performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as:

A) person analysis.
B) demographic analysis.
C) individual analysis.
D) group and individual analysis.

Question 75

Basic skills include speaking,listening,managing oneself,and knowing how to learn.

Question 76

Many organizations never make the connection between their ____ and their training programs.

A) technology
B) competition
C) strategic objectives
D) functional requirements

Question 77

Determining what the content of a training program should be,based on a study of the job duties,is known as:

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

Question 78

Organization analysis,task analysis,and person analysis are all part of what phase of the system model?

A) training and development phase
B) analysis phase
C) needs assessment phase
D) evaluation phase

Question 79

Awareness building in diversity training provides the KSAs necessary for working with people who are different.

Question 80

Off-the-shelf diversity programs are suitable for most organizations.