Question 1

In high-tech firms, training opportunities are not critical for getting top job candidates.

Accepted Answer

Research shows that job candidates are becoming increasingly interested in the type of training a company offers.

Question 2

Deciding how to maximize participant learning is the first step in the instructional process.

Accepted Answer

The first step in the instructional process is deciding what to teach.

Question 3

The primary difference between role-playing and behavior modeling is that role-playing teaches trainees the right way to perform a task.

Accepted Answer

Behavior modeling teaches trainees the "right way" to perform a task.

Question 4

Practice is not essential to effective learning.

Accepted Answer

Practice strengthens the stimulus-response bond and is thus essential to effective learning.

Question 5

Almost all new employees receive some form of on-the-job training.

Accepted Answer

OJT is a training method in which trainees are taught how to perform their jobs in the actual job setting, and almost all new employees receive some form of it.

Question 6

To gain the attention of trainees, it is important for trainers to demonstrate how the content of the program relates to their jobs and how their attendance will benefit them.

Accepted Answer

To gain their attention, trainees must realize the importance and relevance of the training, and to do this trainers must demonstrate how the programs relate to their jobs and how they will benefit from the training.

Question 7

Job instruction training (JIT) is effective for teaching trainees how to perform relatively simple tasks in a step-by-step manner.

Accepted Answer

JIT is very effective for training when the tasks can be performed in a simple step-by-step manner.

Question 8

Computer-based instruction is generally an inexpensive approach to training.

Accepted Answer

CBI is quite expensive; some computer simulations cost hundreds of thousands of dollars.

Question 9

The lecture method is well suited to serve as the sole training method for teaching someone how to operate a forklift.

Accepted Answer

The lecture method is not well suited as the sole training method for teaching motor skills because it provides neither feedback nor the opportunity for practice.

Question 10

The use of a pretest is never important in the evaluation of the effectiveness of training.

Accepted Answer

The use of pretest and posttest are important because they allow an evaluator to gauge whether expected improvements have occurred.

Question 11

Training focuses on current jobs, whereas development prepares employees for future jobs.

Accepted Answer

Training focuses on current jobs, whereas development prepares employees for future jobs.

Question 12

All new employees, even those with appropriate technical skills, need some sort of orientation.

Accepted Answer

All new employees need training on company policies and procedures in addition to firm specific approaches to using the new employees' technical skills.

Question 13

Training and development programs have little to do with reducing turnover in most organizations.

Accepted Answer

Some employees choose to leave an organization because they are unhappy with the way the company manages its employees. A company's training and development practices can help alleviate this problem, changing poor management practices through instructional programs designed to modify the behavior of those who practice ineffective managerial styles.

Question 14

Computer-based instruction is individualized and allows trainees to proceed at their own pace.

Accepted Answer

CBI generally allows for self-paced learning, allowing trainees to proceed at their own pace.

Question 15

The most difficult training needs to identify are the remedial training needs of current employees.

Accepted Answer

The remedial training needs of current employees are the most difficult to identify.

Question 16

Role-playing is a training method often utilized in teaching sales techniques.

Accepted Answer

Role-playing is appropriate for situations involving some sort of human interaction like sales.

Question 17

Conducting customer satisfaction surveys can be an effective source of information to identify training needs of current employees.

Accepted Answer

Information can be collected by examining company records for problems, by interviewing a cross-section of managers (individually or in groups), conducting customer satisfaction surveys, or simply observing employees as they perform their jobs.

Question 18

Overlearning is especially appropriate when trainees are learning skills that will be used frequently on the job.

Accepted Answer

Overlearning is appropriate when trainees are learning skills that will not be used very often on the job, such as how to handle emergency situations.

Question 19

Performance analysis is not an effective way to assess the remedial training needs of current employees.

Accepted Answer

Performance analysis is an effective way to assess the remedial training needs of current employees.

Question 20

Behavior modeling is based on the idea that workers learn best when they see how a task should be performed and then practice the task with feedback until they are competent.

Accepted Answer

Behavior modeling teaches trainees the right way to perform a task and allows for practice and feedback until they become competent.

Quiz 7: Training and Developing Employees

In high-tech firms, training opportunities are not critical for getting top job candidates.

Deciding how to maximize participant learning is the first step in the instructional process.

The primary difference between role-playing and behavior modeling is that role-playing teaches trainees the right way to perform a task.

Practice is not essential to effective learning.

Almost all new employees receive some form of on-the-job training.

To gain the attention of trainees, it is important for trainers to demonstrate how the content of the program relates to their jobs and how their attendance will benefit them.

Job instruction training (JIT) is effective for teaching trainees how to perform relatively simple tasks in a step-by-step manner.

Computer-based instruction is generally an inexpensive approach to training.

The lecture method is well suited to serve as the sole training method for teaching someone how to operate a forklift.

The use of a pretest is never important in the evaluation of the effectiveness of training.

Training focuses on current jobs, whereas development prepares employees for future jobs.

All new employees, even those with appropriate technical skills, need some sort of orientation.

Training and development programs have little to do with reducing turnover in most organizations.

Computer-based instruction is individualized and allows trainees to proceed at their own pace.

The most difficult training needs to identify are the remedial training needs of current employees.

Role-playing is a training method often utilized in teaching sales techniques.

Conducting customer satisfaction surveys can be an effective source of information to identify training needs of current employees.

Overlearning is especially appropriate when trainees are learning skills that will be used frequently on the job.

Performance analysis is not an effective way to assess the remedial training needs of current employees.

Behavior modeling is based on the idea that workers learn best when they see how a task should be performed and then practice the task with feedback until they are competent.