Question 1

To make training programs effective, trainers should strengthen trainees' cognitive ability.

Accepted Answer

False

Question 2

Organizational learning refers to the process of creating, sharing, storing, and applying knowledge in organizations.

Accepted Answer

Organizational learning is indeed the process of creating, sharing, storing, and applying knowledge in organizations.

Question 3

As a performance consultant, the trainer provides not only training and development, but also solutions to performance problems.

Accepted Answer

Performance consultants are responsible for identifying and addressing performance issues within an organization. This includes not only providing training and development opportunities, but also implementing strategies and solutions to improve overall performance.

Question 4

The Association for Talent Development competency model includes 10 specific areas of expertise.

Accepted Answer

The Association for Talent Development (ATD) competency model includes 10 specific areas of expertise, also known as "capabilities": Communication, Emotional Intelligence, Digital Skills, Collaboration and Leadership, Lifelong Learning, Talent Strategy and Management, Change Management, Business Insight, Performance Improvement and Coaching.

Question 5

Learning and development professionals should encourage and develop processes that facilitate the creation of activities that enable and facilitate knowledge sharing between trainers and trainees, while allowing management to focus on employee development.

Accepted Answer

The answer of Learning and development professionals should encourage and...

Question 6

The role of the training professional has over time evolved from being a staff employee to being a strategic business partner.

Accepted Answer

In recent years, the role of the training professional has shifted from solely providing training to becoming a strategic business partner, providing solutions that align with the organization's goals and objectives. This includes analyzing performance gaps, identifying training needs, and creating customized solutions that improve employee performance and support overall business success.

Question 7

The Association for Talent and Development has recently introduced a detailed set of competencies addressing the training styles required of training and development professionals.

Accepted Answer

There is no specific information available about the Association for Talent and Development introducing a new set of competencies for training styles as of October 2023.

Question 8

An effective learning environment provides a variety of resources and activities that trainers can access for training and development programs.

Accepted Answer

The answer of An effective learning environment provides a variety...

Question 9

The Association for Talent Development competency model includes eight foundational competencies.

Accepted Answer

The Association for Talent Development (ATD) competency model actually includes six foundational competencies, not eight.

Question 10

The Institute for Performance and Learning identified a series of competencies for learning professionals. At the centre of the competencies wheel is partnering with training and development professionals.

Accepted Answer

At the centre of the competencies wheel identified by the Institute for Performance and Learning is "Assessing Performance Needs," not partnering with training and development professionals.

Question 11

The Institute for Performance and Learning has developed a set of competencies for learning professionals that is used by organizations for hiring learning professionals.

Accepted Answer

The Institute for Performance and Learning has indeed developed a set of competencies for learning professionals that is used by organizations for hiring learning professionals.

Question 12

The Institute for Performance and Learning has developed a set of competencies for learning professionals that is based on the Association for Talent Development competency model.

Accepted Answer

The Institute for Performance and Learning developed its own set of competencies for learning professionals, which may be influenced by various models, but it is not specifically based on the Association for Talent Development competency model.

Question 13

The Institute for Performance and Learning has a set of competencies organized into six categories.

Accepted Answer

The answer of The Institute for Performance and Learning has...

Question 14

TELUS's philosophical change in training approach resulted in a complete review of training methodologies and an increase in the number of external service providers. The rationale for increasing the number of providers was centred on the need to have a much more focused approach to training content.

Accepted Answer

The answer of TELUS's philosophical change in training approach resulted...

Question 15

Variables such as demographics, industry-centric learning, changes in the nature of work, and social media are the driving forces behind the concept of Learning 2.0.

Accepted Answer

The answer of Variables such as demographics, industry-centric learning, changes...

Question 16

According to theChapter-opening vignette, TELUS restructured its training initiatives by introducing an initiative called "Learning 2.0." This initiative is anchored on three principles: individual, team, and social learning.

Accepted Answer

The answer of According to theChapter-opening vignette, TELUS restructured its...

Question 17

Evidence provided in the textbook indicates a shift in training philosophy away from instructor-led to a philosophy that embraces other methods including blended and collaborative learning approaches.

Accepted Answer

The evidence provided in the textbook does indicate a shift in training philosophy away from instructor-led to a philosophy that embraces other methods including blended and collaborative learning approaches.

Question 18

The role of a trainer has changed from a knowledge-keeper to a knowledge-facilitator.

Accepted Answer

With the advent of technology and easy access to information, the role of a trainer has shifted from being a mere knowledge-keeper to a facilitator who helps learners access and process information effectively. Trainers now focus more on designing interactive learning experiences and creating opportunities for learners to apply and practice the knowledge acquired.

Question 19

Learning 2.0 may be categorized as a shift away from formal learning to social learning and from an individual focus to a group focus.

Accepted Answer

Learning 2.0 emphasizes social learning and collaboration among individuals, rather than traditional formal learning in isolation.

Question 20

Organizational learning can be represented with a multilevel systems model that has four levels of learning including societal, organizational, group, and individual.

Accepted Answer

The answer of Organizational learning can be represented with a...

Quiz 14: The Evolution and Future of Training and Development