Question 1

Training refers to the deliberate activities planned by an organisation to increase employee knowledge, skills and attitudes, and it occurs at particular times and in particular locations.

Accepted Answer

This statement is true. Training is a planned activity aimed at enhancing employee knowledge, skills, and attitudes, and is conducted at specific times and locations.

Question 2

Experiential learning can generally be represented as a cycle of four processes.These processes are:
A) experiencing, inventing, concluding and deciding
B) training, reviewing, concluding and planning
C) experiencing, reviewing, concluding and planning
D) experiencing, reviewing, summarising and planning

Accepted Answer

Experiential learning involves experiencing something, reviewing or reflecting on the experience, drawing conclusions or making connections, and planning for future actions. Therefore, choice C is the correct representation of the cycle of four processes. Choices A, B, and D do not accurately reflect the typical experiential learning process.

Question 3

Jill, a trainer in an organisation, wants to provide active training for the active learner.Therefore she should spend 90% of her training sessions:
A) allowing the participants to read
B) engaging the participants in doing the real thing, or role-playing the real thing
C) encouraging the participants to discuss their experiences
D) showing videos to participants or demonstrating work activities

Accepted Answer

Active learners learn best by engaging in hands-on activities and simulations, such as role-playing. Therefore, Jill should spend 90% of her training sessions engaging the participants in doing the real thing or role-playing the real thing to provide active training for active learners.

Question 4

The individual's past experiences, cultural influences, level of resilience, perceptions and preferred approaches to learning will not impact on the way he or she learns.Therefore the same training methods are appropriate for all employees.

Accepted Answer

Everyone learns differently, and their past experiences, cultural influences, level of resilience, perceptions, and preferred approaches to learning will impact the way they learn. Therefore, it is important to use a variety of training methods and approaches to accommodate different learning styles and backgrounds.

Question 5

The organisation wants to introduce new occupational health and safety procedures that are to be used when evacuating a building in case of fire.It is important that all employees participate in the training as this is a criterion on their performance appraisal.Which type of training would be best?
A) formal training
B) informal training
C) on-the-job training
D) off-the-job training

Accepted Answer

Formal training is the best type of training in this scenario as it will provide structured and systematic learning to all employees on the new occupational health and safety procedures for evacuating a building in case of a fire. This training can be conducted via workshops, seminars, or classroom sessions, ensuring that all employees receive the same information and can ask questions if necessary. Furthermore, as the training is a criterion on the employees' performance appraisal, formal training will allow for assessment and evaluation of their understanding and knowledge of the new procedures.

Question 6

During the encounter phase of the orientation process, it is important the employees receive a realistic job preview.

Accepted Answer

The answer of During the encounter phase of the orientation...

Question 7

The experiential learning cycle model illustrates the following:
A) the role of the self, experience and facilitation
B) the role of self, capacity building and learning
C) the link to our past, the role of leaning and facilitation
D) past experiences, the role of mentors and training need

Accepted Answer

The experiential learning cycle model illustrates the role of the self in the learning process, the importance of actual experience in learning, and the critical role of facilitation or guidance. The model emphasizes the cyclical nature of learning, where experience leads to reflection, which leads to new learning, which is then applied in further experiences. Therefore, option A is the best choice as it accurately summarizes the components of the experiential learning cycle model. The other options either miss important elements of the model or include irrelevant components.

Question 8

George gave trainees information about negotiation skills and then asked them to role-play how they would respond to different situations in the workplace.At the end of the training the participants learnt new ways to behave in negotiations.George used the principles of the cognitive orientation to learning.

Accepted Answer

George's use of role-playing exercises to teach negotiation skills aligns with the principles of cognitive orientation to learning, which emphasizes active participation, problem-solving, and practical application of learning.

Question 9

Regardless of whether behavioural or cognitive orientations to learning are used during training, one of the key things to remember is that training should move from simple concepts to more complex concepts.

Accepted Answer

Moving from simple to complex concepts helps learners build a foundation of knowledge before moving on to more challenging material. This is a key principle in effective training regardless of the specific approach used.

Question 10

Learning is defined as a lifelong change in attitudes, behaviours and cognitions as a result of one's interaction with the surrounding environment.

Accepted Answer

This statement accurately defines learning as a continual process of change in an individual's attitudes, behaviors, and cognitive abilities, which occurs as a result of their interactions with the environment.

Question 11

The systematic training process comprises four main steps:
A) diagnostic assessment, training process, training output, evaluation
B) training needs analysis, training input, the training process, training output
C) session plan, the training process, summative assessment, performance output.
D) training needs analysis, training input, the training process, training output,

Accepted Answer

The four main steps in the systematic training process are training needs analysis (diagnostic assessment), training input, the training process, and training output (evaluation). Choice B accurately reflects these four steps. Choice A is incorrect because it lists "training process" twice and does not specifically mention training needs analysis. Choice C lists "session plan" as the first step, but this is a component of the training input stage. Choice D is nearly accurate but does not explicitly state "training needs analysis."

Question 12

The classical conditioning theory of learning grew out of:
A) experiments performed by Pavlov (1927)
B) the research of the social cognitive theorist Bandura (1989)
C) experiments performed by Skinner (1975)
D) the research of Hartley (1998) into cognitive learning

Accepted Answer

The classical conditioning theory of learning was first introduced by Ivan Pavlov in 1927, based on his experiments with dogs and their conditioned response to a bell ringing.

Question 13

Career management refers to an organisation's management activities aimed at helping employees with preparing, implementing and monitoring their career planning process.

Accepted Answer

Career management involves activities such as assessing employees' skills and interests, providing training and development opportunities, creating career paths and succession plans, and supporting employees in achieving their career goals. It is aimed at helping employees effectively manage their careers within the organization, and is an important aspect of talent management and employee engagement.

Question 14

There are four types of operant conditioning that trainers need to be aware of when training employees.They are:
A) positive reinforcement, negative reinforcement, reward, extinction
B) positive reinforcement, negative reinforcement, punishment, extinction
C) negative reinforcement, neutral reinforcement, punishment, extinction
D) positive reinforcement, positive role modelling, reward, unconditioned stimulus

Accepted Answer

Positive reinforcement involves providing a desirable consequence to increase the likelihood of a behavior being repeated. Negative reinforcement involves removing an undesirable consequence to increase the likelihood of a behavior being repeated. Punishment involves providing an undesirable consequence to decrease the likelihood of a behavior being repeated. Extinction involves withholding reinforcement to decrease the likelihood of a behavior being repeated. It is important for trainers to understand these types of operant conditioning in order to effectively shape and modify employee behavior. Choice A, C, and D contain incorrect or incomplete options.

Question 15

Bloom's taxonomy identifies three domains of employee learning which inform the training and development process.These are the:
A) cognitive, affective and motor skill domains
B) cognitive, affective and manual domains
C) thinking, affective and motor skill domains
D) cognitive, feeling and motor skill domains

Accepted Answer

Bloom's taxonomy identifies three domains of employee learning as cognitive (knowledge and intellectual skills), affective (attitudes and values) and motor skill (physical abilities). The other options are incorrect as they either include incorrect domains or use inaccurate terminology.

Question 16

The evaluation of training is only used to determine the success of the trainees, whereas training assessment is used to determine the success of the training program itself.

Accepted Answer

The statement is false. Evaluation of training also assesses the effectiveness of the training program itself, such as the materials used, the trainers, and the overall design of the program.

Question 17

Trainers who understand how people learn and use this to develop a training approach usually result in successful training and greater return on investment.This is an example of:
A) return on investment approach
B) a learner-centred training approach
C) behavioural training approach
D) none of the above

Accepted Answer

The statement suggests that trainers who understand how people learn are using a learner-centred training approach, which is focused on meeting the needs of the learners and helping them to achieve their goals. This approach is more likely to result in successful training and a greater return on investment.

Question 18

Recent research has revealed that only those employees who access their own mentors will reach their full potential.

Accepted Answer

Recent research suggests that while having a mentor can significantly benefit an individual's career development, it is not the only way to reach one's full potential. Other factors such as self-motivation, continuous learning, networking, and the ability to adapt to change also play crucial roles.

Question 19

When Bernie joined his new organisation, he was assigned a mentor who showed him appropriate ways to perform his job, identified the people he is responsible to and how to communicate with superiors in the organisation.This is most consistent with the cognitive orientation to learning developed through whose research?
A) Bandura (1989)
B) Bruner (1961)
C) Ausubel (1963) and Gagne (1985)
D) Hartley (1998)

Accepted Answer

Bandura's cognitive orientation to learning emphasizes the role of observation and imitation in learning. In this case, Bernie's mentor provided him with a model of appropriate behavior, which he could then imitate.

Question 20

Career development is the series of work-related training activities, experiences, tasks and relationships an employee undertakes in an organisation.

Accepted Answer

Career development involves a range of activities and experiences aimed at enhancing an employee's skills, knowledge, and opportunities within an organization. This can include on-the-job training, mentoring, coaching, job rotations, and other developmental opportunities. By investing in career development, organizations can help foster employee engagement, build a skilled and motivated workforce, and promote organizational effectiveness.

Quiz 9: Employee Learning, Training and Development

Training refers to the deliberate activities planned by an organisation to increase employee knowledge, skills and attitudes, and it occurs at particular times and in particular locations.

Experiential learning can generally be represented as a cycle of four processes.These processes are:

Jill, a trainer in an organisation, wants to provide active training for the active learner.Therefore she should spend 90% of her training sessions:

The individual's past experiences, cultural influences, level of resilience, perceptions and preferred approaches to learning will not impact on the way he or she learns.Therefore the same training methods are appropriate for all employees.

The organisation wants to introduce new occupational health and safety procedures that are to be used when evacuating a building in case of fire.It is important that all employees participate in the training as this is a criterion on their performance appraisal.Which type of training would be best?

During the encounter phase of the orientation process, it is important the employees receive a realistic job preview.

The experiential learning cycle model illustrates the following:

Regardless of whether behavioural or cognitive orientations to learning are used during training, one of the key things to remember is that training should move from simple concepts to more complex concepts.

Learning is defined as a lifelong change in attitudes, behaviours and cognitions as a result of one's interaction with the surrounding environment.

The systematic training process comprises four main steps:

The classical conditioning theory of learning grew out of:

Career management refers to an organisation's management activities aimed at helping employees with preparing, implementing and monitoring their career planning process.

There are four types of operant conditioning that trainers need to be aware of when training employees.They are:

Bloom's taxonomy identifies three domains of employee learning which inform the training and development process.These are the:

The evaluation of training is only used to determine the success of the trainees, whereas training assessment is used to determine the success of the training program itself.

Trainers who understand how people learn and use this to develop a training approach usually result in successful training and greater return on investment.This is an example of:

Recent research has revealed that only those employees who access their own mentors will reach their full potential.

Career development is the series of work-related training activities, experiences, tasks and relationships an employee undertakes in an organisation.