Deck 7: Training and Development

Question 1

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

Answer 1

A

Question 2

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

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

Answer 2

C

Question 3

Which term refers to determining what the content of a training program should be, based on a study of the job duties?

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

Answer 3

A

Question 4

Who is most likely to be a successful trainer?

A) Carlos is an enthusiastic, risk-taking, assertive person who loves teaching.
B) Jonas is flexible and can adapt his instructions to suit the individual student's needs.
C) Natalia is good at clarifying instructions and adding humour to the situation.
D) Claire is charming and intuitive and loves the subject she teaches.

Question 5

Which statement best describes person analysis?

A) It has shifted from a fixed sequence of tasks to a set of competencies.
B) It helps organizations avoid the mistake of putting all employees through training when some do not need it.
C) It involves self-improvement and self-directed training.
D) It examines the external labour market for needed skills.

Question 6

Which of the following best describes the systems 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 7

Organization W has adopted a new training strategy that it learned about because its very successful main competitor is also using this training strategy. Which of the following statements best captures this situation?

A) this is very unusual; most organizations link training directly to their organizational goals
B) this is very unusual; data show that most organizations do not consider the training initiatives of others in their decisions
C) this is not significantly unusual; many organizations copy training strategy used by competitors
D) this is unusual; most organizations at least make attempts to link their training initiatives to their own organizational strategy

Question 8

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

Question 9

Instructional objectives might include all of the following phrases EXCEPT which of the following?

A) "to repair leaking valves"
B) "to appreciate diversity in the workplace"
C) "to assemble components in the proper order"
D) "to calculate the percentage of waste"

Question 10

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

Question 11

If you were responsible for developing a training program, what should your first step be?

A) create a suitable training environment
B) select the proper training method
C) conduct a needs assessment
D) determine the specific instructional objectives

Question 12

Which statement best captures the effects of forcing employers to provide training to employees?

A) unclear because the mixed results of studies in instances where employers are forced to offer training
B) helps employees to gain valuable skills that can be transferable to other organizations
C) causes emotional stress on the part of employees
D) causes undue hardship for the employer

Question 13

What is the relationship of goal-setting to feedback and reinforcement?

A) Goal-setting and feedback are symbiotic.
B) Goal setting and feedback are reciprocal in nature.
C) Goal setting and feedback are both important principles of learning.
D) Goal setting is useless unless employees know how they performed through constant feedback.

Question 14

In which process are the strategies, environment, and resources of an organization examined to determine where training emphasis should be placed?

A) task analysis
B) environmental scanning
C) needs assessment
D) organization analysis

Question 15

Organization A is grouping its employees before beginning a training program. The company will group them according to capability. What is this process called?

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

Question 16

Conducting an organizational needs analysis is likely to yield which of the following types of training-relevant information?

A) strategy
B) what the competition is up to
C) technological changes and financial resources
D) functional requirements of various positions

Question 17

What are the phases of the systems model of training?

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

Question 18

What is the main difference between training and development?

A) development is more future-oriented and broadly focused
B) development is a broader term used to describe learning processes in an organization
C) development is a term that is used to capture coaching, mentoring, and training
D) development is more narrowly focused

Question 19

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 20

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 21

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 22

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 23

The absence of well-defined performance criteria is a particular problem for which training method?

A) programmed instruction
B) internship training
C) apprenticeship training
D) on-the-job training

Question 24

What are the steps in behaviour modelling?

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

Question 25

Which training method is the most poorly implemented?

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

Question 26

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 27

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 28

Which of the following is useful information for an HR manager to use when demonstrating the utility of a training program?

A) how many employees signed up for it
B) how it helped to reduce wasted materials
C) the average employee reaction to it
D) how much transfer-of-training occurred

Question 29

Which training method consists of having the trainee assume the attitudes and behaviour of others?

A) job rotation
B) case study
C) simulation study
D) role-playing

Question 30

Programmed instruction allows individuals to learn at their own pace. What is another term for programmed learning?

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

Question 31

What is the most common method used for training non-managerial employees?

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

Question 32

What is the term for the process of measuring one's own services and practices against recognized leaders in order to identify areas for improvement?

A) industry analysis
B) trend analysis
C) benchmarking
D) environmental analysis

Question 33

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

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

Question 34

What term is used for 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

Do most organizations evaluate their training programs?

A) Yes, this is a vital part of any HR manager's role in an organization.
B) Currently, only progressive organizations evaluate their training.
C) Yes and no. It used to be that most did not, but this is changing due to the pressure that HR managers are under to demonstrate results.
D) No, most organizations don't find it worth the effort.

Question 36

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

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

Question 37

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

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

Question 38

Utility refers to which of the following?

A) the usefulness of a training program
B) the costs incurred for a training program
C) training effectiveness in terms of increased outcomes
D) the benefits derived from training relative to the costs incurred

Question 39

Which learning method would be best for a situation where the typical student has an unpredictable schedule and needs to be able to learn independently and at his or her own pace?

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

Question 40

Organization B is very keen to get the most benefit out of its training budgets and efforts. Which plan 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 41

What position is most likely to benefit from implementing an ethics training program?

A) a buyer of leather goods for a leading national retailer
B) a medical professional
C) an air traffic controller
D) an HR manager

Question 42

Scenario 7.1
Accounting Power Inc. is a Canadian employment agency that provides professional accounting services to various businesses across the country. In the last couple of years, the firm has been slowly losing clients, which is impacting its bottom line. Interviews done with some clients revealed that Accounting Power Inc. employees are not as sharp as they used to be and, lately, there have been too many inconsistencies and errors with their work. In the last recession, managers could not justify how the training was adding value to the agency. These programs were not viewed as strategic imperatives and most of them were cut.
Refer to Scenario 7.1. The combination of these four criteria can give a total picture of the training program to help managers decide all of the following EXCEPT?

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 43

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 mangers
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 44

Scenario 7.1
Accounting Power Inc. is a Canadian employment agency that provides professional accounting services to various businesses across the country. In the last couple of years, the firm has been slowly losing clients, which is impacting its bottom line. Interviews done with some clients revealed that Accounting Power Inc. employees are not as sharp as they used to be and, lately, there have been too many inconsistencies and errors with their work. In the last recession, managers could not justify how the training was adding value to the agency. These programs were not viewed as strategic imperatives and most of them were cut.
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 45

Scenario 7.1
Accounting Power Inc. is a Canadian employment agency that provides professional accounting services to various businesses across the country. In the last couple of years, the firm has been slowly losing clients, which is impacting its bottom line. Interviews done with some clients revealed that Accounting Power Inc. employees are not as sharp as they used to be and, lately, there have been too many inconsistencies and errors with their work. In the last recession, managers could not justify how the training was adding value to the agency. These programs were not viewed as strategic imperatives and most of them were cut.
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 46

Which of the following best represents the benefits of orientation programs?

A) reduced theft and disruptive behaviours, lower turnover, and improved morale
B) better teamwork, improved morale, and lower turnover
C) higher performance, decreased waste, and improved morale
D) lower turnover, increased productivity, improved morale, and reduction of anxiety

Question 47

Which of the following is NOT one of the things a manager should do to implement a successful program in basic and remedial training?

A) explain to employees why training will help them in their jobs
B) use a classroom-oriented approach so employees learn by lectures
C) provide feedback on employee progress
D) relate the training to the employees' goals

Question 48

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

Question 49

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 50

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

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. If Blake adopts an apprenticeship program, which of the following is NOT true about how trainees are developed?

A) off-the-job-training
B) on-the-job-training
C) development gained through instruction and training
D) an internship program

Question 52

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

Question 53

A solid training program should begin with effective design.

Question 54

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

Question 55

Which statement best describes orientation programs?

A) The impact of an orientation program on new employees does not last a long time.
B) There is no need for coordination between line and staff managers when it comes to orientation programs.
C) Careful planning of orientation activities is essential.
D) The most popular approach to orientation involves allowing new employees to be oriented by their peers.

Question 56

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

Question 57

Behaviour modelling is an approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback.

Question 58

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

Question 59

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 60

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

Question 61

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

Question 62

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

Question 63

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

Question 64

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

Question 65

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 66

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

Question 67

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

Question 68

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 69

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

Question 70

Performance-centred objectives are not widely used due to concerns about the potential for biased evaluation of results.

Question 71

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 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

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 74

Behaviour modification seeks to gradually shape trainee behaviour using reinforcement.

Question 75

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

Question 76

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

Question 77

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 78

Training methods all tend to utilize similar learning principles.

Question 79

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

Question 80

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