Deck 7: Training and Development

Question 1

In which stage of needs assessment are issues such as technological change and globalization assessed in training programs?

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

Answer 1

D

Question 2

Which of the following is part of a needs assessment in developing training programs?

A) task analysis
B) environmental analysis
C) analysis of training methods
D) analysis of trainee readiness

Answer 2

A

Question 3

Which technique for training managers emphasizes handling real-life employee problems and receiving immediate feedback?

A) the leaderless group
B) the management game
C) the case study
D) behaviour modelling

Answer 3

D

Question 4

Omega Organization is going through a very detailed process of looking at all the tasks or duties included in a job. It will then list all the steps performed by the employee to complete each task, and then look to examine the skills and knowledge necessary for the job. Which process is Omega Organization performing?

A) task analysis
B) job analysis
C) person analysis
D) competency analysis

Question 5

What are the phases of the systemic/strategic model of training?

A) needs assessment, design, implementation, and evaluation
B) planning, design, needs assessment, and evaluation
C) design, needs assessment, management, and evaluation
D) design, needs assessment, implementation, and evaluation

Question 6

What is the primary reason why organizations train new employees?

A) to increase their knowledge, skill, and ability level
B) to help trainees achieve personal career goals
C) to comply with federal regulations
D) to improve the work environment

Question 7

What are the two key factors that affect the success of those who are identified to receive training?

A) trainee readiness and trainee motivation
B) trainee capacity and trainee motivation
C) trainee readiness and trainee capacity
D) trainee participation and trainee capacity

Question 8

Which of the following tasks would be most conducive to whole-versus-part learning?

A) for a tennis professional: teaching a tennis lesson
B) for a cake decorator: putting a customer's name on a birthday cake
C) for a shoe salesperson: finding a certain pair of shoes in the stockroom
D) for a grocery store cashier: looking up the register code for a grocery item

Question 9

What is the main difference between training and development?

A) Training is more important than development.
B) Development is a broader term used to describe learning processes in an organization.
C) Development is more future-oriented and broadly focused.
D) Development is more narrowly focused.

Question 10

At which stage in the training program development process are issues such as technological change and globalization considered?

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

Question 11

What do some large organizations call their top leaders who are responsible for employee training?

A) Chief Executive Managers
B) Head of Operations
C) Chief Learning Officers
D) Chief Human Development Officers

Question 12

In determining training needs, which statement best describes person analysis?

A) It has shifted from a fixed sequence of tasks to a set of competencies.
B) It involves self-improvement and self-directed training.
C) It helps organizations decide which employees need training.
D) It examines the external labour market for needed skills.

Question 13

What type of learning corresponds to "involve me and I will learn"?

A) modelling
B) whole learning
C) part learning
D) experiential learning

Question 14

Which term refers to assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs?

A) organizational assessment
B) job assessment
C) individual assessment
D) competency assessment

Question 15

In the design of training programs, what should instructional objectives centre on?

A) performance
B) attitudes
C) financial outcomes
D) social outcomes

Question 16

Organization analysis, task analysis, and person analysis are all part of which phase of the strategic and systemic approach?

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

Question 17

In which stage in the training needs assessment are job descriptions and job specifications reviewed?

A) task analysis
B) person analysis
C) organizational analysis
D) job analysis

Question 18

Which of the following best describes the strategic approach to training?

A) It is the most cost-effective approach.
B) It ensures that training investments have maximum impact on performance.
C) It is called development.
D) It includes the process of job analysis.

Question 19

In terms of training techniques, on which of the following principles does behaviour modification operate?

A) A behaviour that is rewarded will be exhibited more frequently.
B) Equity and fairness are important motivators.
C) Employees must change their behaviours to ensure organizational success.
D) Successful trainers modify employees' behaviours.

Question 20

Which of the following is a mandatory training program in Canada?

A) sensitivity training
B) Workplace Hazardous Materials Information System training
C) ethics training
D) team building training

Question 21

Which of the following training methods is the most poorly implemented?

A) classroom instruction
B) distributed learning
C) mass learning
D) on-the-job training

Question 22

As part of his training, Alexandria had to assume the attitudes and behaviours of others. Which training method is evident in this example?

A) blended learning
B) role-playing
C) simulation study
D) case study

Question 23

As part of his training for a new manufacturing process, Lee Li had to attend classroom sessions taught by an instructor, as well as online sessions that included video recordings and a discussion forum. What method of training Lee has experienced?

A) self-directed training
B) blended learning
C) simulated training
D) e-learning

Question 24

What is a common index used to calculate the benefits of a training program relative to its costs?

A) cost of living index
B) return on capital
C) return on investment
D) productivity index

Question 25

What is the most common training delivery method for formally training employees?

A) traditional classroom instruction
B) internship training
C) online instruction
D) on-the-job training

Question 26

In assessing the effectiveness of a training program, which of the following is the most useful information for an HR manager to use?

A) how many employees signed up for it
B) the average employee reaction to it
C) how it helped to reduce wasted materials
D) the costs for running it

Question 27

ABC Corporation measures its own services and practices against the recognized leaders in the industry in order to identify areas for improvement. What is this process called?

A) benchmarking
B) strategic imitation
C) modelling
D) environmental analysis

Question 28

Organization Z is attempting to initiate an on-the-job training program. Like many organizations, the company is aware that it suffers from a lack of well-defined job performance criteria. Which of the following is the best suggestion for Organization Z to overcome this problem and have a successful program?

A) Develop realistic goals, a training schedule, and periodic evaluations.
B) Hire trainers who have been in a similar situation and have been successful.
C) Wait until proper job and organizational analysis can be done before implementing the training program.
D) Use a different type of training.

Question 29

When designers of training programs attempt to make conditions in the training program come as close as possible to those on the job, which of the following are they attempting to improve?

A) reactions
B) readiness
C) transfer
D) motivation

Question 30

What is the main issue with organizations putting too much weight on the "reactions" aspect of training evaluation?

A) Unless the training is linked to organizational strategy, it is not informative that reactions were good.
B) Positive reaction data may not mean the training was effective.
C) This information has to be integrated into an analysis with the other four phases of evaluation.
D) This aspect of training is not measurable.

Question 31

What are the steps in behaviour modelling?

A) design, learning points, reinforcement, and feedback
B) learning points, implementation, role-play, and feedback
C) design, implementation, role-play, and feedback
D) learning points, modelling, role-play, and feedback

Question 32

Organization B is very keen to get the most benefit out of its training budgets and efforts. Which of the following plans is most likely to help Organization B's employees utilize their new training when they are back at their desks?

A) have employees hand in summaries of how they have used their training in their job
B) devote a large part of the budget to vestibule training
C) have the training mimic the actual work situation as closely as possible; train employees on how to implement their new training even when they are faced with roadblocks
D) have employees exposed to both massed and distributed practice

Question 33

Which of the following is the most common method used for training non-managerial employees?

A) classroom training
B) on-the-job training
C) computer-based instruction
D) apprenticeships

Question 34

What do we call the process of grooming an employee to take over the supervisor's job through gaining experience in handling important functions of the job?

A) caretaking
B) coaching
C) understudy assignment
D) role modelling

Question 35

Which learning method would be well-suited to teach air-traffic controllers how use the radar display?

A) the simulation method
B) programmed instruction
C) audiovisual learning
D) on-the-job training

Question 36

Microsoft has created hundreds of audio and video clips that the company's sales professionals can download on their mobile devices whenever the need arises. Which learning method is illustrated in this case?

A) the simulation method
B) blended learning
C) audiovisual learning
D) just-in-time training

Question 37

A combination of on-the-job training, seminars, conferences, classroom instruction, and role-playing would be a good assortment of learning methods for which group of employees?

A) interns
B) new managers
C) experienced front-line staff
D) new employees at all levels

Question 38

Which training method is often used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment?

A) the vestibule method
B) the classroom method
C) the simulation method
D) the apprenticeship method

Question 39

Which of the following is the best example of an assessment of the "learning" criterion in a training evaluation?

A) testing grocery store clerks on training program knowledge before and after the training program
B) having trainees fill in forms that describe their learning experience and whether or not the information is transferring to the workplace
C) having employees fill out a training effectiveness index
D) evaluating scores on training tests

Question 40

Which of the following is the simplest method to evaluate a training program?

A) learning
B) reactions
C) behaviour
D) results

Question 41

Businesses spend more on informal instruction in training employees than they do on formal instruction.

Question 42

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

Question 43

An effective onboarding program can best help with which of the following issues?

A) culture shock
B) exit interviews
C) training transfer
D) pay banding

Question 44

The systems approach to training includes four phases: job analysis, job design, implementation, and evaluation.

Question 45

Although important in determining training program success, organizations conduct a needs assessment less than half the time before initiating a training program.

Question 46

Which of the following organizations would be well-suited and likely to benefit from the implementation of "cross-training" of teams?

A) a document delivery company that has drivers and pilots who operate various trucks and aircraft
B) a robotics company that needs each employee to have specific and high level skills and training
C) an auto parts manufacturing company that has an assembly line where employees are likely to get bored
D) a photocopy shop where there are various tasks to be performed all with one machine

Question 47

What is the relationship between orientation and onboarding programs?

A) They are the same.
B) Onboarding goes beyond orientation.
C) Orientation goes beyond onboarding.
D) Onboarding is a part of orientation.

Question 48

Training plays a central role in strengthening the competencies that give organizations their competitive advantage.

Question 49

Scenario 7.2
Blake Windows & Doors Inc. installs and repairs doors and windows for Green Park Homes. When the firm started back in the 1980s, its operations were based only in Vancouver. Today, Blake is the main contractor for Green Park Homes across British Columbia. Employees with Blake work long hours, especially when new subdivisions are being built. The company now wants to increase its staff complement to help deal with increasing demands while maintaining some work-life balance. Blake found that employees from agencies tend to need too much hands-on training, which is costly, and if they do have some experience it is very costly to hire them due to the specific set of skills required.
Refer to Scenario 7.2. Which of the following is the most appropriate method for developing workers who can effectively help Blake Windows & Doors deal with its increasing commitments while keeping payroll and training costs down?

A) internship programs
B) agency recruitment with more in-house training
C) apprenticeship programs
D) mentorship programs

Question 50

A solid training program should begin with effective design.

Question 51

Scenario 7.2
Blake Windows & Doors Inc. installs and repairs doors and windows for Green Park Homes. When the firm started back in the 1980s, its operations were based only in Vancouver. Today, Blake is the main contractor for Green Park Homes across British Columbia. Employees with Blake work long hours, especially when new subdivisions are being built. The company now wants to increase its staff complement to help deal with increasing demands while maintaining some work-life balance. Blake found that employees from agencies tend to need too much hands-on training, which is costly, and if they do have some experience it is very costly to hire them due to the specific set of skills required.
Refer to Scenario 7.2. Assume that on-the-job-training is the best option to help Blake increase its employee base. Which of the following is NOT a drawback of on-the-job-training?

A) the lack of a well-structured environment
B) poor training skills on the part of the managers
C) the absence of well-defined job performance criteria
D) hands-on experience and opportunities for trainers to build good relationships with new employees

Question 52

Refer to Scenario 7.1. Accounting Power Inc. is losing its clients because it did not accurately do which of the following?

A) design the right training programs to help its employees succeed
B) hire the right trainers to run the programs
C) assess the extent to which training programs improve learning and behaviour on the job and eventually impact their performance
D) evaluate participants' reactions

Question 53

The primary purpose in training employees is to help them get socialized to the organization.

Question 54

What is the process called when organizations familiarize new employees with the organization, their jobs, and their work units?
a.
orientation
b.
performance appraisal
c.
job assessment
d.
job appraisal

Question 55

Most organizations choose and implement training programs based on their overall strategic objectives.

Question 56

Which of the following statements best describes cross-training?

A) There is a need for integrated teams to make it successful.
B) Team rewards lay the basis for its implementation.
C) It works best with departments that are integrated.
D) It represents a shift from assembly-line production to flexible production.

Question 57

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

Question 58

Refer to Scenario 7.1. If Accounting Power Inc. wanted to evaluate its training programs, what are the four basic criteria for such an evaluation?

A) reactions, learning, behaviour, and results
B) trainee readiness, aptitude to learn, feedback, and return on investment
C) reactions, behaviour, feedback, and trainee readiness
D) behaviour, trainee readiness, ability to learn, and attitude about learning

Question 59

Refer to Scenario 7.1. The combination of these four criteria-reactions, learning, behaviour, and results-can give a total picture of the training program to help managers decide all of the following EXCEPT which one?

A) where problem areas lie
B) what to change about the program
C) whether to continue with a program
D) the method by which to evaluate the program

Question 60

Scenario 7.2
Blake Windows & Doors Inc. installs and repairs doors and windows for Green Park Homes. When the firm started back in the 1980s, its operations were based only in Vancouver. Today, Blake is the main contractor for Green Park Homes across British Columbia. Employees with Blake work long hours, especially when new subdivisions are being built. The company now wants to increase its staff complement to help deal with increasing demands while maintaining some work-life balance. Blake found that employees from agencies tend to need too much hands-on training, which is costly, and if they do have some experience it is very costly to hire them due to the specific set of skills required.
Refer to Scenario 7.2. If Blake adopts an apprenticeship program, which of the following is NOT true about how trainees are developed?

A) It will occur through off-the-job-training.
B) It will occur through on-the-job-training.
C) It will occur through instruction and training.
D) It will occur through an internship program.

Question 61

Managers should focus considerable efforts on the training topic, rather than the individual learning needs of the trainee, to create an optimal training environment that is conducive to learning.

Question 62

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 63

Trainee readiness refers to both maturity and experience factors in a trainee's background.

Question 64

Knowledge of the subject is the most critical characteristic that determines instructor effectiveness.

Question 65

Games are becoming more popular for training purposes.

Question 66

Experiential learning is the same as hands-on learning.

Question 67

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

Question 68

Trainees are better able to learn if they can connect the new material with things that are already familiar to them.

Question 69

"We learn best by watching" summarizes the learning principle known as "modelling."

Question 70

Employees in similar jobs usually have similar levels of motivation with respect to learning.

Question 71

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

Question 72

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.

Question 73

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 74

In training programs, instructional objectives should be performance-centred.

Question 75

On-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, and thus it is the best implemented.

Question 76

Data such as direct and indirect labour costs and unemployment rates determine an organization's training needs.

Question 77

Training methods all tend to utilize similar learning principles.

Question 78

A competency assessment focuses on the sets of skills and knowledge employees need to be successful.

Question 79

Behaviour modification seeks to gradually shape trainee behaviour using reinforcement.

Question 80

Modelling exemplifies how people learn by mimicking other people.