Deck 7: Training

Question 1

Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees.

Answer 1

True
Explanation: Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees. The goal of training is for employees to master the knowledge, skills, and behaviors emphasized in training and apply them to their day-to-day activities.

Question 2

Person analysis includes identifying the knowledge, skills, and behaviors that need to be emphasized in training for employees to complete a task.

Answer 2

False
Explanation: Person analysis involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue)or from a motivational or work-design problem; identifying who needs training; and determining employees' readiness for training. Identifying the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their tasks is known as task analysis.

Question 3

One advantage of apprenticeship programs is that most of them guarantee a job upon completion of the program.

Answer 3

False
Explanation: One disadvantage of apprenticeship programs is that there is no guarantee that jobs will be available when the program is completed.

Question 4

Continuous learning requires employees to understand the entire work system.

Question 5

Tacit knowledge refers to knowledge that is well documented and easily transferred from person to person.

Question 6

Manager's support refers to the degree to which trainees' managers emphasize the importance of attending training programs.

Question 7

Opportunity to perform is influenced by both the work environment and trainee motivation.

Question 8

Simulations is an example of hands-on learning.

Question 9

E-learning is likely to replace the blended learning approach when face-to-face interaction is required.

Question 10

The first step in choosing a training method is to consider the extent to which the method facilitates learning and transfer of training.

Question 11

In general, designs that use pretraining and posttraining measures of outcomes and include a comparison group reduce the risk that factors other than training itself are responsible for the evaluation results.

Question 12

When compared to other methods, on-the-job training method needs less investment in time and money.

Question 13

In the first step of the training process, person analysis and task analysis are often conducted at the same time.

Question 14

The last stage in the training design process is ensuring transfer of training.

Question 15

A disadvantage of distance learning is the high travel costs incurred during training.

Question 16

Adventure learning focuses on developing creativity through the use of simulations and video games.

Question 17

Simulations can be used to teach production and process skills; however, they cannot be used for management and interpersonal skills.

Question 18

The first stage in the training design process involves ensuring that the employees are ready for training.

Question 19

The highest level of support that a manager can provide the training process is acceptance.

Question 20

Explicit knowledge is knowledge gained through personal experiences.

Question 21

Expatriates are employees who are citizens of the host country.

Question 22

Processes, checklists, flowcharts, formulas, and definitions are examples of _____.

A)experiential knowledge
B)tacit knowledge
C)informal training tools
D)explicit knowledge
E)on-the-job learning

Question 23

Which of the following statements is true of continuous learning?

A)It is an informal learning approach initiated by employees.
B)It is an organizational effort that relies solely on formal training.
C)It is a system that expects employees to understand the entire work process.
D)It is a system that requires employees to have only task-specific knowledge.
E)It expects employees to acquire knowledge on their own and not share with others.

Question 24

In the training process, _____ analysis involves identifying the conditions such as equipment, environment, and time constraints.

A)person
B)team
C)task
D)output
E)market

Question 25

Which of the following is the first stage in the training design process?

A)Ensuring employees' readiness for training
B)Conducting a needs assessment
C)Selecting training methods
D)Creating a learning environment
E)Evaluating training programs

Question 26

Which type of analysis is usually conducted first when performing a needs assessment in a training process?

A)Task analysis
B)Organizational analysis
C)Person analysis
D)High-leverage analysis
E)Market analysis

Question 27

There is no evidence to support the direct relationship between diversity and business.

Question 28

_____ analysis involves determining the business appropriateness of training, given the company's business strategy.

A)Person
B)Organizational
C)Task
D)Information
E)Market

Question 29

Inpatriation prepares expatriates for return to the parent company and country from the foreign assignment.

Question 30

A firm focuses on organizational and person analysis during the _____ stage in the training design process.

A)needs assessment
B)employees' readiness assessment
C)learning environment development
D)transfer of training
E)selecting training methods

Question 31

_____ involves development programs, courses, and events that are developed and organized by the company.

A)Tacit knowledge
B)Formal training
C)Transfer of trainings
D)Implicit learning
E)On-the-job knowledge

Question 32

Which of the following is true of knowledge management?

A)It primarily focuses on enhancing a company's reputation.
B)It relies on informal settings for knowledge transfer.
C)It contributes to informal learning.
D)It tends to avoid using culture as a tool for sharing knowledge.
E)It never consists of or utilizes communities of practice.

Question 33

_____ analysis involves identifying who needs training and determining employees' readiness for training.

A)Person
B)Cost
C)Task
D)Information
E)Strategic

Question 34

Onboarding refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

Question 35

Which of the following stages in the training design process involves self-management strategies and peer and manager support?

A)Employees' readiness assessment
B)Learning environment development
C)Transfer of training
D)Evaluation of training programs
E)Needs assessment

Question 36

Tacit knowledge is different from explicit knowledge in that:

A)explicit knowledge is based on personal experience.
B)tacit knowledge is easy to codify.
C)tacit knowledge can be well documented.
D)explicit knowledge can be easily articulated.
E)tacit knowledge can be easily transferred to others.

Question 37

_____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be emphasized in training.

A)Person analysis
B)Cost analysis
C)Task analysis
D)Information analysis
E)Strategic analysis

Question 38

Which of the following is true of informal learning?

A)It is initiated by the management of an organization.
B)It involves training and development programs.
C)It occurs in a planned setting for facilitating knowledge.
D)It occurs as a result of gathering explicit knowledge.
E)It is motivated by a personal intent to develop.

Question 39

Which of the following involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability?

A)Person
B)Cost
C)Task
D)Information
E)Strategic

Question 40

In the onboarding process, the clarification step involves understanding company policies and rules.

Question 41

Concept maps showing relationship among ideas and visual images are tools that can be best used:

A)to understand opportunities for practice.
B)to gain insights by working on the job directly.
C)for program coordination and administration.
D)to commit training content to memory.
E)to share feedback about employees' performance.

Question 42

Which of the following is true about task analysis?

A)It involves determining the cause for performance deficiency-lack of skill or a training issue.
B)It involves identifying who requires training.
C)It involves determining employees' readiness for training.
D)It involves determining the business appropriateness of training.
E)It involves identifying the knowledge and skills required for the job.

Question 43

Which of the following is true of a support network in training?

A)It is the support that managers from different teams offer to trainees.
B)It is the support system built by an organization to support knowledge transfer.
C)It is the support that trainers offer to employees within the training program.
D)It is the support that trainers offer to employees to transfer training to the job.
E)It is the support that trainees give one another to discuss their progress.

Question 44

_____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.

A)Information absorption
B)Transfer of training
C)Cognitive adoption
D)Hands-on learning
E)Learning management

Question 45

Which of the following refers to computer applications that can be used to provide skills training and expert advice?

A)Learning management systems
B)Application management systems
C)Electronic performance support systems
D)Knowledge transfer management systems
E)Network analysis management systems

Question 46

To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should:

A)share their performance appraisal information with them.
B)encourage them to provide feedback to each other.
C)provide resources necessary for training content to be used in their work.
D)communicate the need for learning.
E)provide remedial training to them.

Question 47

Which of the following is true of instructor-led classroom instructions?

A)This method of training has lost popularity due to new technologies such as interactive video instructions.
B)Traditional classroom instruction is one of the most expensive methods of training.
C)This is one of the least time consuming ways to present information.
D)The more passive the trainees are in absorbing the instruction, the more they can use the information on the job.
E)Computer-based instructions have made instructor-led classroom instructions obsolete.

Question 48

If an organization decides to take a strategic initiative of enhancing innovation and creativity, which of the following is likely to be an implication for the organization's training practices?

A)Ensuring that employees have product knowledge
B)Ensuring that employees understand their roles
C)Dedicating physical space to encourage teamwork
D)Ensuring that employees have opportunities to develop
E)Training local workforce in company culture

Question 49

The last step in task analysis is to:

A)develop a list of tasks performed on the job.
B)validate the tasks that are to be performed on the job.
C)identify the jobs to be analyzed.
D)identify the working conditions required for the tasks.
E)confirm the tasks that are to be performed on the job.

Question 50

The first step in task analysis is to:

A)develop a list of tasks performed on the job.
B)validate or confirm the tasks.
C)identify the jobs to be examined.
D)identify the knowledge, skills, and abilities required for the tasks.
E)identify the equipment and working conditions required for the tasks.

Question 51

Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing insights and information from knowledgeable employees. Through this program, Phil is taking the strategic initiative to _____.

A)improve customer service
B)improve employee engagement
C)enhance innovation and creativity
D)grow in the global market
E)increase job retention

Question 52

Which of the following is true of the presentation method of training?

A)Trainees are active participants in preparing the training module.
B)This method of training does not include distance learning.
C)Gadgets such as smart phones and tablets cannot be used in this method.
D)They are ideal for presenting only old facts and existing knowledge.
E)They can be used to transfer alternative problem-solving solutions.

Question 53

Action plans are developed to facilitate _____.

A)instructional design
B)program presentation
C)transfer of training
D)training program evaluation
E)conditions for learning

Question 54

In the context of factors that influence motivation to learn, when an organization seeks to convince employees that they can successfully learn the content of the training program, it is primarily focusing on improving:

A)the work environment.
B)the reliability of the training.
C)the employees' awareness of training needs.
D)the self-efficacy of employees.
E)the goal orientation of employees.

Question 55

Which of the following factors that influence motivation deals with the employee's tendency to be reliable, hardworking, self-disciplined, and persistent?

A)Conscientiousness
B)Basic skills
C)Benefits of training
D)Awareness of training needs
E)Goal orientation

Question 56

A _____ is a statement of an employee's work activity in a specific job.

A)task
B)position
C)role
D)job specification
E)job evaluation

Question 57

Which of the following is true of an action plan for training?

A)It is a graphic representation of the stages in training.
B)It is a verbal agreement that emphasizes the goals of training.
C)It is a written document that ensures training transfers to the job.
D)It is a verbal agreement among trainers on the training methods to be used.
E)It is a personal statement made by an employee on his goals for training.

Question 58

If an organization wants to improve the work environment factor that influences the motivation to learn, it is likely to focus on:

A)communicating the purpose of the training programs to employees.
B)emphasizing that learning is under employees' personal control.
C)communicating why they were asked to attend training.
D)encouraging employees to give feedback to each other.
E)providing remedial training.

Question 59

If a training program focuses primarily on ensuring that employees have product or service knowledge, it is taking the strategic initiative to _____.

A)improve customer service
B)improve employee engagement
C)enhance innovation
D)grow in the global market
E)develop creativity

Question 60

In the context of factors that influence motivation to learn, which of the following management actions is likely to increase employees' self-efficacy?

A)Not sharing information on the purpose of the training programs
B)Making it clear that only the best of them can get through the training programs
C)Communicating that training will focus in identifying areas of incompetence
D)Informing employees about the times their peers have failed to benefit from the training
E)Emphasizing that learning is under their personal control

Question 61

A work-study training method that uses both on-the-job training and classroom training is called _____.

A)apprenticeship
B)case-study learning
C)virtual-reality training
D)internship
E)hands-on training

Question 62

Which of the following is the first step in a return on investment (ROI)analysis?

A)Determining the training costs
B)Calculating the total savings
C)Identifying the outcomes
D)Dividing benefits by costs
E)Placing a value on the outcomes

Question 63

Which of the following is true of apprenticeship?

A)It focuses exclusively on on-the-job training.
B)Apprenticeship programs cannot be sponsored by companies cooperating with a union.
C)It requires a certain number of hours of classroom instruction to qualify as a registered program.
D)The majority of apprenticeship programs are for managerial positions.
E)Unlike interns, apprentices cannot earn until the period of apprenticeship is complete.

Question 64

_____ outcomes are used to measure acquisition of knowledge.

A)Cognitive
B)Skill-based
C)Affective
D)Results
E)Return on investment

Question 65

The _____ evaluation design is necessary if a manager wants to equate the effect of two training programs.

A)pretest only
B)pretest/posttest
C)pretest/posttest with comparison group
D)pretest only with comparison group
E)posttest only

Question 66

As a manager, John wants to find out the impact of his company's behavior-modeling training program on his employees' communications skills. The _____ evaluation design is necessary for this purpose.

A)pretest/posttest
B)time series
C)pretest/posttest comparison group
D)pretest only with comparison group
E)posttest only

Question 67

Which of the following is true about simulations as a training technique?

A)They provide limited opportunities for trainees to relate to actual jobs.
B)They are used to teach only management and interpersonal skills.
C)They prevent trainees from seeing the impact of their decisions in a risk-free environment.
D)They are inexpensive to develop and maintain.
E)They are methods used to represent real-life situations.

Question 68

Presentation training techniques are most effective for:

A)developing specific skills or dealing with interpersonal issues on the job.
B)conveying new facts and different philosophies.
C)applying learned capabilities on the job.
D)sharing ideas and experiences and getting to know one's strengths and weaknesses.
E)enhancing communication and developing a peer network.

Question 69

_____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing with interpersonal issues.

A)Presentation method
B)Classroom method
C)Distance learning method
D)Hands-on method
E)Audiovisual training

Question 70

Which of the following skills is best improved by behavior-modeling training?

A)technical
B)interpersonal
C)conceptual
D)quality assessment
E)performance

Question 71

While evaluating training programs, return on investment can be used to measure _____.

A)acquisition of knowledge
B)company payoffs
C)economic value of training
D)reaction to program
E)employees' skills

Question 72

While evaluating training programs, acquisition of knowledge is measured using _____.

A)work samples
B)observation
C)interviews
D)attitude surveys
E)focus groups

Question 73

While evaluating training programs, affective outcomes are most appropriate for measuring _____.

A)acquisition of knowledge
B)behavior skills
C)company payoffs
D)motivation
E)economic value of training

Question 74

An individual who works in a country other than his or her country of origin is called a(n)_____.

A)host country national
B)repatriate
C)expatriate
D)inpatriate
E)third country national

Question 75

_____ is an example of a presentation training method.

A)Internship
B)Apprenticeship
C)Hands-on
D)Audiovisual training
E)Simulation

Question 76

Which of the following is true about the use of audiovisual training?

A)The users have very little control over the presentation.
B)It is hard for trainers to customize the sessions to match trainees' expertise.
C)Learners are subject to inconsistent presentation through audiovisual training.
D)It offers too much content for the trainees to learn from.
E)Possibility of distraction caused by humor or music is minimal.

Question 77

The key to a successful foreign assignment is a combination of training and career management for the employee and _____.

A)his foreign employees
B)his parent country supervisor
C)his subordinates
D)his family
E)his host country supervisor

Question 78

Which of the following is the last step in a return on investment (ROI)analysis?

A)Determining the training costs
B)Calculating the total savings
C)Identifying the outcomes
D)Dividing benefits by costs
E)Placing a value on the outcomes

Question 79

Which of the following is true of distance learning?

A)Expenses in the form of travel costs are high.
B)Clarification of questions is dependent on on-site instructors.
C)The level of interaction between trainees and trainers is high.
D)Geographically dispersed audience cannot be reached.
E)It is more useful in cases where instructors can visit the trainees.

Question 80

An example of an expatriate is a:

A)a U.S. citizen working for a Japanese firm in the United States.
B)a Japanese citizen working in Japan for a Japanese firm.
C)a person born in Germany but is currently a U.S. citizen working in the United States.
D)a U.S. citizen working for a U.S. firm in Germany.
E)a person born in the United States and is currently a Japanese citizen working in Japan.