Question 1

Which of the following factors are important at the group level?
A) vision and leadership
B) group structure and reporting relationships
C) level of complexity and task interdependence
D) a system in place to reward individuals for learning and applying newly found skills/knowledge

Accepted Answer

The answer of Which of the following factors are important...

Question 2

To make training and development programs effective, trainers should focus on trainee characteristics.

Accepted Answer

Trainers can tailor their training methods to fit the trainee's characteristics to increase the effectiveness of the program. This includes their previous knowledge and skills, learning style, motivation, and cultural background. By understanding these factors, trainers can design programs that are engaging, relevant, and effective for each individual trainee.

Question 3

What type of challenge did TELUS's original process for sourcing external training service providers create for the company?
A) lack of consistency by vendors in interpreting TELUS's training requirements
B) a negative ROI associated with many of their training initiatives
C) lack of an integrated corporate-wide strategic training process
D) a few vendors controlling the majority of training programs, leading to complacency and a general lack of creativity in training delivery

Accepted Answer

Lack of consistency by vendors in interpreting TELUS's training requirements created a challenge for the company because it led to inconsistent training experiences for employees and made it difficult to track and measure the effectiveness of training programs.

Question 4

The Association for Talent Development has created a competency model anchored by six foundational competencies. Which of the following is NOT included as a foundational competency?
A) business skills
B) personal skills
C) training skills
D) technology skills

Accepted Answer

The six foundational competencies identified by the Association for Talent Development are business skills, personal skills, interpersonal skills, communication skills, technology skills, and information management skills. Training skills are not included as a foundational competency, but are instead considered a subset of the interpersonal skills competency.

Question 5

What trainee characteristic is least likely to be strengthened when making training and development programs effective?
A) self-efficacy
B) cognitive ability
C) training motivation
D) motivation to transfer

Accepted Answer

Cognitive ability is a trait that is relatively stable and can't be easily improved through training and development programs compared to other characteristics such as self-efficacy, training motivation, and motivation to transfer. While cognitive ability can be enhanced to some extent, it mostly depends on genetics and early life experiences, rather than training and development interventions. Therefore, it's less likely to be the focus of such programs.

Question 6

Which of the following best describes the strategic role of a training and development professional?
A) ensures training is provided at the lowest cost possible
B) ensures training is available to everyone in an organization
C) ensures training is evaluated
D) ensures business results are attained

Accepted Answer

The strategic role of a training and development professional is to ensure that training is aligned with the business goals and that the desired business results are achieved. This includes identifying the training needs of the organization, developing and delivering training programs, evaluating the effectiveness of the training, and making adjustments as necessary to ensure that the business goals are met. While ensuring training is provided at a low cost and available to everyone are important considerations, they do not capture the full strategic scope and impact of the role.

Question 7

Which of the following is included in the Institute for Performance and Learning competency framework introduced in the textbook?
A) performance improvement
B) knowledge management
C) managing learning programs
D) designing curricula

Accepted Answer

The answer of Which of the following is included in...

Question 8

Technology and web-based instruction is especially well suited for fostering interactive learning environments.

Accepted Answer

Technology and web-based instruction allow for various interactive tools such as virtual simulations, multimedia presentations, and discussion forums, which can engage learners and promote collaboration, communication, and critical thinking.

Question 9

The goal of social constructivism is to create interactive learning environments in which training participants learn from instructors, participants learn from each other, and the instructor learns on her own.

Accepted Answer

Social constructivism emphasizes the importance of culture and context in understanding what occurs in society and constructing knowledge based on this understanding. It focuses on the collaborative nature of learning, where knowledge is co-constructed by the teacher and students through interaction, not just the instructor learning on her own.

Question 10

A particular company is experiencing significant enterprise-level transformation. Simply put, the marketplace is evolving and the enterprise needs to adapt. Which area of expertise in the ATD competency model would include dealing with this challenge?
A) instructional design
B) change management
C) knowledge management
D) performance improvement

Accepted Answer

Change Management involves helping organizations successfully navigate through significant transformations and changes in order to adapt to new marketplaces and challenges.

Question 11

Research has found that HR practices such as learning and career development opportunities have a positive effect on individual and group learning but NOT organizational learning.

Accepted Answer

Research has actually found that HR practices such as learning and career development opportunities have a positive effect on individual, group, and organizational learning. These practices can improve the skills, knowledge, and abilities of employees, which can lead to increased organizational performance and innovation.

Question 12

The Association for Talent and Development (ATD) includes ten training and development areas of specific expertise in its competencies framework. Under which of the following would calculating the return on investment of a training program be included?
A) coaching
B) managing learning programs
C) instructional design
D) evaluating learning impact

Accepted Answer

Calculating the return on investment of a training program would fall under the "evaluating learning impact" competency area.

Question 13

What was the catalyst behind TELUS changing its corporate learning philosophy?
A) realization of the significant role technology plays in learning
B) the result of a strategic corporate-level review of their processes
C) realization that internal programs were simply too expensive
D) realization that learning is not an event but rather an ongoing multifaceted process

Accepted Answer

The article states that the catalyst behind TELUS changing its corporate learning philosophy was the realization that learning is not an event but rather an ongoing multifaceted process.

Question 14

What competency is at the centre of the Institute for Performance and Learning competency wheel?
A) evaluating learning
B) designing learning experiences
C) partnering with clients
D) facilitating learning

Accepted Answer

Partnering with clients is central to the competency wheel as it emphasizes collaboration and understanding client needs to effectively design and deliver learning solutions.

Question 15

Which of the following areas of skill is NOT found in the "expertise" level of the ATD competency model?
A) change management
B) knowledge management
C) performance improvement
D) business acumen

Accepted Answer

Business acumen is not listed as a skill area in the "expertise" level of the ATD competency model.

Question 16

Which of the following is NOT a foundational competency in the ATD competency model framework?
A) industry knowledge
B) interpersonal skills
C) management skills
D) personal skills

Accepted Answer

The ATD (Association for Talent Development) competency model includes foundational competencies such as industry knowledge, interpersonal skills, and personal skills. Management skills are not listed as a foundational competency in this model; instead, they might be considered part of specific areas of expertise or application within the field of talent development.

Question 17

Which of the following HR functions would you NOT classify as strategic in nature?
A) managing and leading organizational change
B) designing and delivering training initiatives
C) managing organizational knowledge-sharing initiatives
D) designing organizational succession-planning initiatives

Accepted Answer

Designing and delivering training initiatives is an important HR function, but it is not necessarily considered strategic in nature. Strategic HR functions are those that involve long-term planning and decision making that are closely tied to the overall goals and mission of the organization. Managing and leading organizational change, managing organizational knowledge-sharing initiatives, and designing organizational succession-planning initiatives are all examples of strategic HR functions.

Question 18

The modern training and development professional may need to "wear many hats." Which of the following is potentially NOT an additional role played by training professionals?
A) knowledge custodian
B) change management
C) managing organizational knowledge
D) talent management

Accepted Answer

Being a knowledge custodian is one of the primary roles of a training and development professional, not an additional role. The other three options are potential additional roles that may be played by training professionals.

Question 19

A learning organization uses existing information and knowledge to change and modify its behaviour in order to achieve its objectives and improve its effectiveness.

Accepted Answer

The answer of A learning organization uses existing information and...

Question 20

The Institute for Performance and Learning has developed a set of competencies for learning professionals. How many competencies are included in the model?
A) five
B) six
C) seven
D) eight

Accepted Answer

There are seven competencies included in the Institute for Performance and Learning model. These competencies include designing and developing learning programs, delivering learning programs, assessing learning needs and performance gaps, facilitating knowledge transfer and retention, evaluating the impact of learning programs, managing the learning function, and maintaining professional expertise.

Quiz 14: The Evolution and Future of Training and Development

Which of the following factors are important at the group level?

To make training and development programs effective, trainers should focus on trainee characteristics.

What type of challenge did TELUS's original process for sourcing external training service providers create for the company?

The Association for Talent Development has created a competency model anchored by six foundational competencies. Which of the following is NOT included as a foundational competency?

What trainee characteristic is least likely to be strengthened when making training and development programs effective?

Which of the following best describes the strategic role of a training and development professional?

Which of the following is included in the Institute for Performance and Learning competency framework introduced in the textbook?

Technology and web-based instruction is especially well suited for fostering interactive learning environments.

The goal of social constructivism is to create interactive learning environments in which training participants learn from instructors, participants learn from each other, and the instructor learns on her own.

A particular company is experiencing significant enterprise-level transformation. Simply put, the marketplace is evolving and the enterprise needs to adapt. Which area of expertise in the ATD competency model would include dealing with this challenge?

Research has found that HR practices such as learning and career development opportunities have a positive effect on individual and group learning but NOT organizational learning.

The Association for Talent and Development (ATD) includes ten training and development areas of specific expertise in its competencies framework. Under which of the following would calculating the return on investment of a training program be included?

What was the catalyst behind TELUS changing its corporate learning philosophy?

What competency is at the centre of the Institute for Performance and Learning competency wheel?

Which of the following areas of skill is NOT found in the "expertise" level of the ATD competency model?

Which of the following is NOT a foundational competency in the ATD competency model framework?

Which of the following HR functions would you NOT classify as strategic in nature?

The modern training and development professional may need to "wear many hats." Which of the following is potentially NOT an additional role played by training professionals?

A learning organization uses existing information and knowledge to change and modify its behaviour in order to achieve its objectives and improve its effectiveness.

The Institute for Performance and Learning has developed a set of competencies for learning professionals. How many competencies are included in the model?