Question 1

In selecting a particular training technique no one technique is always best,for there are always trade-offs between desired content,cost,and personal capabilities.

Accepted Answer

This statement is true. When selecting a training technique, various factors such as the content of training, cost, and personal capabilities of trainers and trainees should be considered, and thus there are always trade-offs. No single technique is always the best option.

Question 2

As the learning curve indicates,learning is not linear but takes place in bursts separated by plateaus.

Accepted Answer

The statement accurately reflects the non-linear nature of learning, as people often experience sudden progress followed by periods of slower growth or stagnation.

Question 3

One advantage of role-playing as a training technique is that can create greater empathy and tolerance of individual differences.

Accepted Answer

Role-playing allows individuals to step into different perspectives and experiences, which can help them better understand and relate to others who may have different backgrounds or traits. This can result in increased empathy and tolerance towards individual differences.

Question 4

Employee development can be defined as the process of enhancing an employee's future value to the organization through career planning.

Accepted Answer

Employee development involves not only training and skill-building but also career planning to ensure that employees' growth and development align with the organization's goals and objectives.

Question 5

An organization that plans to change its strategy should allocate funds for training.

Accepted Answer

Changing strategy often requires employees to learn new skills or ways of thinking. Allocating funds for training can help ensure that employees understand and can successfully implement the new strategy.

Question 6

The three basic developmental strategies for organizations are cognitive,behavioural,and environmental.

Accepted Answer

The statement is true. The three basic developmental strategies for organizations are cognitive (focusing on mental models and thinking patterns), behavioural (focusing on actions and behaviours), and environmental (focusing on external factors such as technology or market changes).

Question 7

Three of the five learning principles that can be included in training are participation,relevance,and transference.

Accepted Answer

Participation, relevance, and transference are all valid learning principles that can be included in training.

Question 8

The drop-out rates that plague higher education MOOCs may not be a concern,as many corporate learners use MOOCs to address a specific issue or problem instead of completing the full course.

Accepted Answer

Many corporate learners use MOOCs as a tool to solve a particular issue or problem rather than completing the entire course. Therefore, for them, the drop-out rates are not a concern.

Question 9

Repetition and relevance are learning principles,but feedback is not.

Accepted Answer

Feedback is indeed a learning principle as it provides the learner with information about their performance and guides them towards improvement.

Question 10

Behavioural developmental strategies are more concerned with changing employee behaviour than changing attitudes and values.

Accepted Answer

Behavioural developmental strategies are focused on modifying specific behaviours, actions, and skills through training and other forms of learning, rather than attempting to influence underlying attitudes and values.

Question 11

Because they use passive techniques,cognitive development strategies tend to be the most effective as a developmental tool.

Accepted Answer

Cognitive development strategies typically involve active engagement and participation from the learner, not passive techniques. Examples may include problem solving activities or guided exploration.

Question 12

All the following are training evaluation criteria: reaction,knowledge,behaviour,and organizational results.

Accepted Answer

These four criteria (reaction, knowledge, behaviour, and organizational results) are commonly used to evaluate the effectiveness of training programs.

Question 13

Job rotation,matrix management,and project teams are all environmental strategies for employee development.

Accepted Answer

Job rotation, matrix management, and project teams are all methods used by organizations to provide employees with opportunities for growth and development. These strategies enable employees to gain new skills, experiences, and perspectives, which can contribute to their overall professional growth and career advancement.

Question 14

The learning organization creates a knowledge network where employees can share ideas and learn more about content that is important to their development.

Accepted Answer

The concept of a learning organization is built on the idea of creating a knowledge network where employees can share ideas and learn together in order to improve the organization as a whole.

Question 15

Off-the-job training techniques include lecture and video presentations,apprenticeships,and self-study.

Accepted Answer

Apprenticeships are typically considered on-the-job training, as they involve learning through hands-on experience in the workplace.

Question 16

A competency-based performance management allows trainers to offer programs that focus on specific employee strengths and invest training and development effort where it maximizes value for the company.

Accepted Answer

Competency-based performance management focuses on identifying and developing specific competencies or skill sets that are critical to an employee's success in their role. By focusing on these strengths, trainers can design targeted training programs that maximize the value for the company. This approach is different from traditional performance management systems that may focus on generic goals or objectives that do not necessarily align with an employee's individual strengths or the needs of the organization.

Question 17

Active participation usually makes learning quicker and more long-lasting.

Accepted Answer

When learners actively participate in the learning process, they are more engaged and involved with the material. This leads to better understanding, retention, and application of the knowledge or skills being taught. Research has shown that active learning results in improved cognitive, affective, and behavioral outcomes.

Question 18

The use of feedback can allow motivated learners to modify their behaviour to achieve the quickest possible learning curve.

Accepted Answer

Feedback provides learners with information about their performance and helps them identify where they need to improve. By using this information to modify their behavior, motivated learners can accelerate their learning and achieve better results more quickly.

Question 19

Coaching as a training technique is seldom if ever done by the immediate manager or supervisor,but rather by the human resource department.

Accepted Answer

Coaching can be done by both the immediate manager or supervisor as well as the human resource department. It is not limited to one specific department or individual.

Question 20

Strategic human resource development can be defined as the identification of essential job skills and the management of employee learning for long-range in relation to corporate strategy.

Accepted Answer

Strategic human resource development involves aligning the training and development of employees with the long-term goals and objectives of the organization. This includes identifying critical job skills required for success and ensuring that employees have the necessary knowledge and training to perform effectively.

Quiz 7: Orientation, Training and Development, and Career Planning