Question 1

If a company needs to determine how well they are meeting their goals and objectives they should:
A) identify their external opportunities.
B) determine what threats they face in their industry.
C) evaluate the company's strengths.
D) analyze the weaknesses of the company.
E) do all of the above.

Accepted Answer

To determine how well a company is meeting its goals and objectives, it is important to not only identify external opportunities and threats but also evaluate the company's strengths and weaknesses. Therefore, option E that includes all choices would be the best choice.

Question 2

Keeping employees updated on-going in regard to the knowledge, skills and abilities needed to perform the jobs is known as:
A) competency evaluation.
B) onboarding.
C) training.
D) development.
E) task analysis.

Accepted Answer

Keeping employees updated on their knowledge, skills and abilities needed to perform their jobs is known as training. Training is done on an on-going basis to ensure continuous improvement in job performance. The other options are not accurate in describing this process. Competency evaluation is a process used to determine the extent to which an employee meets the required skills and competencies for their job. Onboarding is the process of bringing new employees into the organization and orienting them to their new job. Development is a process focused on the long-term career growth of employees. Task analysis is the process of breaking down a job into specific tasks to understand the necessary skills and knowledge needed to complete the job successfully.

Question 3

Knowing that a majority of her trainees were ________ learners, Kellie reserved the computer lab for her word processing training so that they could practice drafting and editing documents.
A) kinesthetic
B) tactile
C) auditory
D) visual
E) agile

Accepted Answer

Kinesthetic learners learn best through hands-on activities and physical engagement, which aligns with practicing drafting and editing documents in a computer lab.

Question 4

When looking at an organization's work environment which of the following might indicate a need for employee training?
A) Low employee turnover rates
B) Reduced absenteeism rates
C) Increased unemployment compensation costs
D) Less work related injuries
E) Increased employee satisfaction scores

Accepted Answer

Increased unemployment compensation costs may indicate a need for employee training, as this cost can occur when employees are terminated due to poor performance or lack of skills to perform their job duties effectively.

Question 5

Sharon, Director of Sales, has a new Marketing Coordinator, Edward, who started last week. Edward will be completing a job shadow with the Sales Coordinator over the next two days to help him become familiar with the organization and its operations. This is an example of a/an:
A) onboarding program.
B) employee orientation.
C) training program.
D) legal compliance training.
E) KSA training.

Accepted Answer

Onboarding programs are designed to help new employees acclimate to their roles and the organization, which includes activities like job shadowing to understand operations.

Question 6

Employee orientation programs would be an example of a/an:
A) diversity training.
B) employment regulatory requirement.
C) onboarding process.
D) developmental opportunity.
E) training program.

Accepted Answer

The answer of Employee orientation programs would be an example...

Question 7

To prepare employees to possibly be promoted in the future it is important for managers to ________ their staff so they are prepared to take on additional responsibilities.
A) evaluate
B) develop
C) analyze
D) train
E) orient

Accepted Answer

Developing staff involves providing them with the skills and knowledge they need to take on additional responsibilities.

Question 8

During a training program on the new budget process, the accounting department provided several spreadsheets of information to show examples of how the data would be organized with the new process. Several of the managers commented on their training evaluation form that they would have preferred to see some of the information in charts and graphs to better understand what the numbers meant. The accounting department did not consider that some of their trainees were ________ learners.
A) kinesthetic
B) tactile
C) auditory
D) visual
E) agile

Accepted Answer

Visual learners process information best through images, charts, and graphs. The fact that the managers commented on preferring visual aids indicates that they may be visual learners.

Question 9

LMN Industries installed new equipment 6 months ago. Productivity levels are still not quite what the should be at this point and LMN would like to observe employees using the new equipment to determine which people may need additional training in order to run the equipment at its optimal level. This would be an example of a/an:
A) task analysis.
B) organizational analysis.
C) employee orientation.
D) person analysis.
E) blended learning program.

Accepted Answer

This scenario involves assessing individual employees to identify who may need additional training. This is a person analysis, as opposed to an organizational analysis, task analysis, or employee orientation. A blended learning program may be implemented as a result of the person analysis, but it is not the specific type of analysis being conducted in this scenario.

Question 10

When teaching adult learners it is best to:
A) not review the learning objectives so that they do not get hung up on anything that may be missed.
B) involve them in the training experience and provide a variety of delivery methods.
C) hold the training in large blocks of time so as to not break up multiple work days for them.
D) be future focused and not discuss past practices or experiences.
E) present most information in lecture format so that they can take detailed notes.

Accepted Answer

Adult learners prefer to be involved in the training experience and to have a variety of delivery methods. This helps them to stay engaged and retain information better. Additionally, it is important to understand that adult learners come in with prior experiences and knowledge, so it is helpful to acknowledge and build upon this prior knowledge.

Question 11

Which of the following is an example of having low learning agility?
A) John talks to his supervisor about new projects in which he can get involved.
B) Luke requests to remain in his current role, in which he is satisfied, rather than be transferred.
C) Sara requests a mentor to help her advance her management skills.
D) Eli brought forward a performance improvement idea to help increase productivity.
E) Lisa is investigating the possibility of getting her CPA credentials.

Accepted Answer

Low learning agility refers to an individual's resistance to change and lack of adaptability. In this scenario, Luke's refusal to be transferred shows a lack of willingness to try new things or take on new challenges, indicating low learning agility. The other options demonstrate a desire for growth and development, which suggests higher learning agility.

Question 12

You are an HR consultant who has been hired by XYZ Company to develop a complete training and development program for their organization. As a first step you should:
A) get buy-in from the management team.
B) identify gaps between employees' current KSAs and what is required to their jobs.
C) evaluate the employees to see if they are willing to learn.
D) create learning objectives that match organizational objectives.
E) determine what the cost of the training program will be.

Accepted Answer

The first step in developing a training and development program is to identify gaps between employees' current Knowledge, Skills and Abilities (KSAs) and what is required for their jobs. Only after a thorough analysis of the employees' capabilities and limitations can an effective training program be implemented to target their specific needs.

Question 13

In order to be effective learning objectives should:
A) be based on what management identifies as important information for the employee to have.
B) be kept very broad so that they can be applied across departments and employees.
C) explain what knowledge the employee must before being permitted to attend the training.
D) describe what will be learned and how it should be applied on the job.
E) designed by upper management in order to show their support for the training.

Accepted Answer

Effective learning objectives should describe what knowledge or skills will be learned, and how they should be applied on the job. This provides a clear understanding of what the training is intended to accomplish, and how it relates to the employee's role within the organization.

Question 14

The ________ step helps management determine where they should put most of their training efforts in order to fill the gaps that may exist between what is happening and what should be happening.
A) evaluation
B) implementation
C) design
D) needs assessment
E) onboarding

Accepted Answer

The step being described is the needs assessment. This step helps management identify the areas where training is most needed in order to close the gaps between actual and desired performance. Options A, B, C, and E are not specifically related to identifying the training needs of employees.

Question 15

If someone is a visual learner which of the following would they most likely prefer?
A) A video showing examples of good and bad customer service
B) A lecture about customer service principles
C) A self learning packet to read about customer service policies
D) To take detailed notes during the training program to refer to later
E) A role play exercise to practice customer service skills

Accepted Answer

A visual learner would prefer a video showing examples of good and bad customer service, as it allows them to see the concepts being presented and make connections visually.

Question 16

Identifying that the dental assistants in large dental practice are making frequent errors when completing patient x-rays because they are uncertain as to how to position the patient would be determined by doing a/an:
A) task analysis.
B) organizational analysis.
C) employee orientation.
D) person analysis.
E) blended learning program.

Accepted Answer

Task analysis involves examining the specific tasks and skills required for a job, which would help identify the errors made by dental assistants in positioning patients for x-rays.

Question 17

The trainer explained that today's customer service training would include a short group activity, a video about dealing with difficult people and then a review of customer service policies and that tomorrow's session would be a short review of day one information then primarily role play of different customer service issues. The trainer has just explained the:
A) task analysis.
B) learning objectives.
C) lesson plan.
D) principle of learning.
E) needs assessment.

Accepted Answer

The trainer has outlined the structure and content for the customer service training, which indicates that they have developed a lesson plan for the session.

Question 18

All of the following statements are True in regard to self-efficacy EXCEPT:
A) Those with high self-efficacy have high self confidence.
B) Those with high self-efficacy are more likely to apply training back on the job.
C) Those with low self-efficacy may work harder to make up for their lack of confidence.
D) Those with high self-efficacy generally take longer to complete the training materials.
E) Those with high self-efficacy may be over confident and not invest the appropriate time in the training.

Accepted Answer

The statement "Those with high self-efficacy generally take longer to complete the training materials" is actually false. Studies have shown that those with high self-efficacy tend to complete tasks more quickly and efficiently, as they have confidence in their abilities to do so.

Question 19

Creating the learning objectives and determining how best to present a training program happens at which stage of the training process?
A) Assessment
B) Design
C) Implementation
D) Evaluation
E) Redesign

Accepted Answer

The design stage of the training process involves creating the learning objectives and determining how best to present the training program. This stage comes after the assessment stage, where the needs and gaps of the learners have been identified, and before the implementation stage, where the actual training is delivered. The evaluation and redesign stages come after the implementation stage, where the effectiveness of the training is assessed and improvements are made based on the feedback received.

Question 20

In order to have the most effective training programs the steps to be followed are:
A) assess, design, implement, evaluate.
B) design, assess, implement, evaluate.
C) evaluate, design, assess, implement.
D) design, analyze, implement, adjust.
E) assess, implement, redesign, evaluate.

Accepted Answer

The steps for effective training programs should follow the sequence of assessing the needs of the training, designing a program that addresses those needs, implementing the program, and finally evaluating the effectiveness of the program. This ensures that the program aligns with the goals of the organization and can be adjusted or improved based on feedback from the evaluation process.

Quiz 8: Training and Development

If a company needs to determine how well they are meeting their goals and objectives they should:

Keeping employees updated on-going in regard to the knowledge, skills and abilities needed to perform the jobs is known as:

Knowing that a majority of her trainees were ________ learners, Kellie reserved the computer lab for her word processing training so that they could practice drafting and editing documents.

When looking at an organization's work environment which of the following might indicate a need for employee training?

Sharon, Director of Sales, has a new Marketing Coordinator, Edward, who started last week. Edward will be completing a job shadow with the Sales Coordinator over the next two days to help him become familiar with the organization and its operations. This is an example of a/an:

Employee orientation programs would be an example of a/an:

To prepare employees to possibly be promoted in the future it is important for managers to ________ their staff so they are prepared to take on additional responsibilities.

When teaching adult learners it is best to:

Which of the following is an example of having low learning agility?

You are an HR consultant who has been hired by XYZ Company to develop a complete training and development program for their organization. As a first step you should:

In order to be effective learning objectives should:

The ________ step helps management determine where they should put most of their training efforts in order to fill the gaps that may exist between what is happening and what should be happening.

If someone is a visual learner which of the following would they most likely prefer?

Identifying that the dental assistants in large dental practice are making frequent errors when completing patient x-rays because they are uncertain as to how to position the patient would be determined by doing a/an:

All of the following statements are True in regard to self-efficacy EXCEPT:

Creating the learning objectives and determining how best to present a training program happens at which stage of the training process?

In order to have the most effective training programs the steps to be followed are: