Question 1

You have just been informed that you will be attending a training program. Your manager has a meeting with you to discuss the program and emphasizes the benefits that you will receive from the training. What is your manager focusing on?
A) transfer
B) motivation to transfer
C) valence
D) readiness to learn

Accepted Answer

Valence refers to the perceived value or benefits that an individual expects to gain from a particular outcome, such as attending a training program.

Question 2

You are a human resource manager for a large company. Your managers have just completed a training program designed to improve the managers' interpersonal skills. Which post-training supplements would you suggest the company use based on evidence provided in the textbook?
A) self-coaching and booster sessions
B) booster sessions and upward feedback
C) self-coaching and upward feedback
D) relapse prevention and upward feedback

Accepted Answer

According to the textbook, self-coaching and upward feedback are effective post-training supplements for improving interpersonal skills. Self-coaching helps individuals to reflect on their own behavior and make improvements, while upward feedback allows managers to receive feedback from their subordinates and make necessary changes. Booster sessions may also be useful, but they are not as strongly supported by evidence as self-coaching and upward feedback. Relapse prevention may not be relevant in this context, as it typically refers to preventing individuals from returning to harmful behaviors such as substance abuse.

Question 3

Which of the following statements reflects the notion of "booster sessions"?
A) provide employees with the opportunity to review pre-training material
B) it is closely linked with notions associated with effective during-training trainee activities
C) it is an extension of a learning or training contract between a trainee and his/her supervisor
D) it is a review of the training material or a refresher course

Accepted Answer

Booster sessions are review sessions that take place after the initial training in order to reinforce and refresh the material learned. This answer option describes booster sessions as a review of the training material or a refresher course, which is accurate. Options A, B, and C describe other aspects of employee training but do not specifically relate to booster sessions.

Question 4

Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training?
A) coach and provide opportunities to practise
B) track and measure transfer of training
C) use collaborative strategies, role plays, and small group activities
D) do a pre-training evaluation of skills

Accepted Answer

Burke and Hutchins do not mention conducting a pre-training evaluation of skills as a best practice strategy for transfer of training.

Question 5

Which of the following is a specific factor in the Learning Transfer System Inventory (LTSI)?
A) performance-outcomes expectations and motivation to transfer
B) performance-outcomes expectations and opportunities to use
C) performance-outcomes expectations
D) motivation to transfer and opportunities to use

Accepted Answer

The answer of Which of the following is a specific...

Question 6

After completing a training program many of the trainees are having trouble applying what they learned in training on the job. They have contacted the trainer for assistance. What should the trainer do to help them?
A) relapse prevention
B) self-coaching
C) booster session
D) upward feedback

Accepted Answer

A booster session is a follow-up training session designed to reinforce the learning that took place during the initial training program. This can help trainees apply what they learned on the job and address any difficulties they are experiencing. The trainer can assess where the trainees are struggling and offer additional guidance and support. This may include strategies for applying the learning to specific situations or more opportunities to practice skills. The booster session can also provide an opportunity for trainees to ask questions and share their experiences, which can help them better understand how to apply what they learned.

Question 7

If trainees are being asked to develop coping strategies at the end of a training program, what is the trainer probably doing?
A) goal setting
B) self-management
C) booster session
D) relapse prevention

Accepted Answer

Developing coping strategies is a common aspect of relapse prevention, which involves equipping trainees with the tools and skills necessary to maintain the changes they made during the training program after its completion.

Question 8

After completing a training program, Mathew develops transfer goals and reflects on what specific activities he will be doing over the next month to help him change his behaviour. Which strategy is Mathew using in this activity?
A) self-efficacy
B) expressiveness
C) booster session
D) self-coaching

Accepted Answer

Mathew is using the self-coaching strategy to develop transfer goals and reflect on specific activities to change his behavior after completing the training program. Self-coaching involves individuals taking responsibility for their own learning and using strategies such as goal setting and self-reflection to enhance their performance.

Question 9

In addition to transfer strategies, studies have found that interventions provided after the training sessions appear to be supportive of training transfer. Which of the following is NOT classified as a post-training intervention?
A) relapse prevention
B) management directive
C) self-management
D) goal setting

Accepted Answer

Management directive is not considered a post-training intervention as it is a pre-training intervention where the management communicates the need for the training and the expected outcomes. Relapse prevention, self-management, and goal setting are all examples of post-training interventions that can support training transfer.

Question 10

You will be leading a workshop on transfer of training geared toward improving transfer of training effectiveness. A session dealing with which of the following topics would NOT likely be a main theme for your workshop?
A) how to identify low-risk situations and how to avoid them
B) how to reflect on one's performance
C) establishing performance maintenance and improvement goals
D) how to use "upward feedback"

Accepted Answer

The main themes of a workshop aimed at improving transfer of training effectiveness would focus on strategies that enhance the application of learned skills and knowledge to the workplace. Identifying low-risk situations and avoiding them does not directly contribute to the transfer of training. Instead, topics like reflecting on one's performance, establishing performance maintenance and improvement goals, and using "upward feedback" are more relevant as they directly support the ongoing application and improvement of skills and knowledge acquired during training.

Question 11

Why are top executives at Finning Ltd. the first to attend training and help deliver the training programs to their managers and employees?
A) it helps top management master training content
B) it is a symbolic gesture demonstrating top management's commitment to the programs
C) it helps lower costs by reducing the number of trainers needed
D) it is part of their performance contracts

Accepted Answer

When top executives attend training and help deliver training programs to their managers and employees, it sets an example of their commitment to the programs, which helps to encourage others to take the training seriously. This is a symbolic gesture that can work to improve the effectiveness of the training, as employees are often more willing to learn when they can see their superiors actively participating in the programs. It also helps to create a positive training culture throughout the organization.

Question 12

Which of the following factors is NOT included in the readiness to learn/trainability formula?
A) ability
B) perceptions of work environment support
C) actual work environment support
D) motivation

Accepted Answer

The readiness to learn/trainability formula typically includes ability, perceptions of work environment support, and motivation. However, actual work environment support is not a factor typically included in the formula.

Question 13

According to the transfer of training framework, which of the following is NOT an activity that management should do to encourage transfer after training?
A) ensure trainees have the opportunity to use skills learned during training
B) evaluate employees using performance metrics that are congruent with the newly acquired skills
C) publicly praise usage of newly acquired skills
D) evaluate performance and results irrespective of method used to accomplish performance

Accepted Answer

Evaluating performance and results irrespective of method used to accomplish performance is not directly related to encouraging transfer after training. The other choices (A, B, and C) all involve actions that can encourage and reinforce the transfer of training.

Question 14

Which of the following is a potential high-risk situation that may facilitate the return of pre-training behaviour?
A) relapse prevention
B) time pressures
C) abundance of resources
D) management support

Accepted Answer

Time pressures can increase stress levels and decrease the amount of cognitive resources available for decision making, making it more likely for individuals to revert to their pre-training behavior. Relapse prevention and management support are typically strategies used to prevent or address the return of pre-training behavior, while an abundance of resources may actually facilitate the use of newly acquired skills and behaviors.

Question 15

According to the transfer of training framework, what is one activity management should undertake prior to the start of a training program?
A) get employee input and involvement in the training process
B) make sure the ISD model is used
C) ensure trainees have an opportunity to apply newly learned skills on the job
D) provide supportive feedback for the usage of new skills on the job

Accepted Answer

According to the transfer of training framework, involving employees in the training process helps increase motivation and interest in the training program, which can improve transfer of training to the job. This also helps ensure that the training addresses relevant job tasks and meets the needs of the employees.

Question 16

If a training program includes different models that model different situations, what training design element has been included?
A) identical elements
B) stimulus variability
C) general principles
D) debriefs

Accepted Answer

The training program includes stimulus variability by including different models that model different situations, therefore exposing learners to a range of scenarios and increasing the likelihood of transfer of learning to new situations.

Question 17

Which of the following is NOT addressed in the textbook as actions trainees should take in preparation for training?
A) understand why he/she is participating
B) think about work situations that may be used as examples during training sessions
C) understand the rationale behind the chosen training design method
D) understand expectations for after-training changes in behaviour and performance

Accepted Answer

The textbook does not address understanding the rationale behind the chosen training design method as a specific action that trainees should take in preparation for training. The other options are all mentioned as important preparation steps.

Question 18

If a training program has been designed to include identical elements, then which of the following is most likely to be a concern?
A) near transfer
B) far transfer
C) horizontal transfer
D) vertical transfer

Accepted Answer

Identical elements in a training program are typically designed to facilitate near transfer, where skills learned in training are directly applicable to the job. Therefore, the concern would be ensuring that near transfer is effectively achieved.

Question 19

The key benefit of the Learning Transfer System Inventory is that it recognizes the importance of a systematic approach to transfer of training. Which of the following statements is NOT aligned with the principles or conclusions of this diagnostic tool/model?
A) barriers to transfer vary from company to company; therefore, interventions to improve transfer need to be unique to each company
B) once the transfer resistance points are identified, the model offers implementable solutions to mitigate the resistance points
C) it identifies various variables both specific to a training program and general that may impact transfer
D) the diagnostic nature of the tool/model works well in pinpointing areas for intervention using 16 variables

Accepted Answer

The Learning Transfer System Inventory identifies resistance points but does not necessarily offer specific implementable solutions; it is more diagnostic in nature.

Question 20

The provision of which of the following is NOT a typical item in a supervisor's training support contract?
A) time for the employee to complete pre-course assignments
B) release time for attendance and assurance that the employee's workload is transferred to others while in training
C) an opportunity for the trainee to deliver feedback as to the effectiveness and relevance of the training
D) timely opportunities to implement the skills and reinforce new behaviours upon the return of the trainee

Accepted Answer

Providing feedback on the effectiveness and relevance of the training is typically part of the training evaluation process, not a standard provision in a supervisor's training support contract.

Quiz 9: Transfer of Training

You have just been informed that you will be attending a training program. Your manager has a meeting with you to discuss the program and emphasizes the benefits that you will receive from the training. What is your manager focusing on?

You are a human resource manager for a large company. Your managers have just completed a training program designed to improve the managers' interpersonal skills. Which post-training supplements would you suggest the company use based on evidence provided in the textbook?

Which of the following statements reflects the notion of "booster sessions"?

Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training?

Which of the following is a specific factor in the Learning Transfer System Inventory (LTSI) ?

After completing a training program many of the trainees are having trouble applying what they learned in training on the job. They have contacted the trainer for assistance. What should the trainer do to help them?

If trainees are being asked to develop coping strategies at the end of a training program, what is the trainer probably doing?

After completing a training program, Mathew develops transfer goals and reflects on what specific activities he will be doing over the next month to help him change his behaviour. Which strategy is Mathew using in this activity?

In addition to transfer strategies, studies have found that interventions provided after the training sessions appear to be supportive of training transfer. Which of the following is NOT classified as a post-training intervention?

You will be leading a workshop on transfer of training geared toward improving transfer of training effectiveness. A session dealing with which of the following topics would NOT likely be a main theme for your workshop?

Why are top executives at Finning Ltd. the first to attend training and help deliver the training programs to their managers and employees?

Which of the following factors is NOT included in the readiness to learn/trainability formula?

According to the transfer of training framework, which of the following is NOT an activity that management should do to encourage transfer after training?

Which of the following is a potential high-risk situation that may facilitate the return of pre-training behaviour?

According to the transfer of training framework, what is one activity management should undertake prior to the start of a training program?

If a training program includes different models that model different situations, what training design element has been included?

Which of the following is NOT addressed in the textbook as actions trainees should take in preparation for training?

If a training program has been designed to include identical elements, then which of the following is most likely to be a concern?

The key benefit of the Learning Transfer System Inventory is that it recognizes the importance of a systematic approach to transfer of training. Which of the following statements is NOT aligned with the principles or conclusions of this diagnostic tool/model?

The provision of which of the following is NOT a typical item in a supervisor's training support contract?