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1. Personal knowledge based on individual experience is called

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explicit knowledge B) learning C) SWOT D) tacit knowledge *

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2. Which of the following is true of centralized training?

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a. Centralized training function helps drive stronger alignment with business strategy. * b. In centralized training, training and development programs, resources, and professionals are housed in a number of different locations and decisions about training investment, programs, and delivery methods are made from those departments. c. A centralized training function hinders the development of a common set of metrics or scorecards to measure and report rates of quality and delivery. d. A centralized training function is largely ineffective in assisting companies manage talent with training and learning during times of change.

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3. The first step in the strategic training and development process is

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A) identifying metrics. B) identify the business strategy. * C) evaluate the needs. D) assessment.

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4. The corporate university model

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A) centralizes training to ensure that the best training practices are used company wide. * B) involves sending trainees back to school. C) involves reimbursing trainees for attending college courses. D) is essentially the same as the faculty model.

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5. Which of the following is not an example of metrics showing the value of training in the strategic training and development process?

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A) reduced customer complaints B) accelerate the pace of employee learning * C) reduced turnover D) employee engagement

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6. The first step in creating a corporate university is to develop metrics.

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A) true B) false *

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7. The company's reason for existing is the

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SWOT analysis. B) vision. C) values. D) mission. *

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8. In an unstable business environment, characterized by mergers and acquisitions,

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A) training usually becomes a bigger budget unit. B) training may be used to leverage mergers. C) training may be left to the discretion of managers and may be limited to addressing short-term, urgent needs. * D) training will probably focus more on developing broad skills that employees can use across jobs so that the company can grow and expand.

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9. Human resource planning

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A) eliminates the need for training. B) allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities. * C) allows the company to determine in advance who will be trained and who will be let go from the company. D) involves having employees plan their career paths.

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10. The business-embedded model

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A) emphasizes classroom training. B) de-emphasizes the role of the manager in training. C) involves all people in the training process to communicate and share resources. * D) abandons the notion of customer-orientation.

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1. In the person analysis, _____ relates to the instructions that tell employees what, how, and when to perform.

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output b. input * c. consequence d. feedback

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2. The difference between job analysis and competency models is that:

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a. competency modeling is more work- and task-focused, whereas job analysis is worker-focused. b. competency models describe employees' skills, knowledge, abilities and personal characteristics that are common across jobs, whereas job analysis describes what is different across jobs. * c. competency modeling is used to generate specific requirements of employees for a job, and job analysis is used to generate more general requirements. d. job analysis can be applied to selection, training, employee development, and performance management unlike competency models.

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3. _____ are useful with complex or controversial issues that one person may be unable or unwilling to explore.

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a. Questionnaires b. Observations c. Focus groups * d. Historical data reviews

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4. Which of the following statements is true of rapid needs assessment?

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a. It involves using a large amount of resources such as money and SMEs. b. It ultimately results in the sacrifice of the quality of the process. c. Its scope is independent of the size of the potential pressure point. d. It opts for methods that provide results in which trainers have the greatest confidences. *

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5. The best needs assessment method for sexual harassment and diversity issues is:

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a. observation. b. focus groups. * c. questionnaires. d. online technology

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6. Which of the following is considered as a part of "input" in the process for analyzing the factors that influence employee performance and learning?

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a. Awareness of performance standard b. Social support * c. Understanding the level of proficiency d. Work-group norms

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7. All of the following statements regarding cognitive ability are true except:

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a. it is related to successful job performance in all jobs. b. it includes verbal comprehension, quantitative and reasoning abilities. c. cognitive ability influences learning. d. cognitive ability is more important for lower-level than more complex jobs. *

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8. _____ is employees' belief that they can successfully perform their job or learn the content of the training program.

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a. Self-efficacy * b. Self-motivation c. Cognitive ability d. Task competence

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9. The most relevant type of needs analysis for preparing training materials is:

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a. organizational. b. benchmarking. c. person. d. task. *

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10. Based upon a task analysis inventory, tasks that are rated as infrequently performed and low difficulty, should not be included in a training program.

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a. upper-level managers, organizational b. trainers, organizational * c. mid-level managers, person d. upper-level managers, task

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1. A(n) _____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness and relevance of course content.

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a. concept map * b. request for proposal c. application blank d. application assignment

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2. A lesson plan overview matches major activities of a training program and _____.

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a. instructor prerequisites b. trainee prerequisites c. specific times or time intervals * d. funding required for the training

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3. In training, the greatest level of support that a manager can provide is to:

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a. participate in training as an instructor. * b. allow trainees to attend training. c. provide trainees opportunity to practice what they have learnt. d. discuss progress of the training sessions with trainees.

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4. In opportunity to perform, activity level refers to the _____.

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a. number of trained tasks performed on the job b. frequency with which trained tasks are performed on the job * c. critical nature of the trained tasks that are actually performed on the job d. number of employees performing a similar trained task

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5. Which of the following statements is true of lesson plans?

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a. They are typically less detailed than the design document. b. They are not documented; therefore, they cannot be shared with managers who pay for training services. c. They include several courses and mainly focus on developing a set of competencies needed to perform a job. d. They ensure that both the trainee and the trainer are aware of the course and program objectives. *

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5. High levels of opportunity to perform indicate that:

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a. training content is not important for the employee's job. b. refresher courses for trainees are not necessary. c. there is no decay in learned capabilities of employees. d. the work environment is not interfering with the use of new skills. *

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6. Which of the following instances call for training with an emphasis on far transfer?

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a. Securing offices and buildings b. Handling routine client questions c. Diagnosing an engine malfunction * d. Making pizza at restaurant

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7. Which of the following is not an example of a knowledge management method?

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after-action review b. curriculum road map * c. communities of practice d. organizational intranet

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8. _____ is personal knowledge based on individual experience and personal communications through discussion and demonstrations.

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a. Internalized b. Implicit c. Tacit * d. Explicit

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9. A self-management module might include

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a. a discussion of the next training program to take b. ways to avoid one's own manager while on the job. c. ways to work independently of peers back on the job to avoid hindrances. d. identifying factors that could contribute to lapses and how to avoid them. *

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10. Fan-type seating is ineffective for training that includes trainees working in groups and teams to analyze problems and synthesize information.

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a. True b. False *

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1. Measures to determine how much trainees have changed as a result of training is ___________ evaluation.

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a. summative * b. normative c. formative d. transfer

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2. Which of the following is not a factor indicating use of an ROI analysis? The training _______

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a. will be used for one or two years * b. focuses on an operational issue c. is linked to a companywide strategy d. has management interest

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3. Kirkpatrick's four levels of evaluation include

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a. reaction, learning, results, and behavior. * b. affective, cognitive, formative, summative. c. assess, evaluate, design, formulate d. pretest, posttest, validity, ROI.

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4. Criteria relevance is

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a. an issue of whether training covered the necessary material. b. the extent to which the trainees care about the outcomes of the training. c. the extent to which training outcomes reflect the content of the training program d. the extent to which training outcomes are related to the learned capabilities emphasized in the training program. *

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5. If your test covering this chapter contained no questions covering evaluation designs, the test would be ____________

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a. irrelevant. b. deficient. * c. contaminated. d. unreliable.

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6. An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to internal validity?

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a. maturation b. mortality c. interaction of selection and training d. initial group differences *

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7. Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.

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a. true b. false *

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8. If an organization wants to determine which of two training programs is best, a _____________ evaluation design should be used.

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a. time series b. posttest only c. pretest/posttest comparison group * d. pretest/posttest

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9. __________ is a time period in which participants no longer receive the training intervention.

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a. Regression b. Extinction c. Reversal * d. Mortality

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10. Evaluation designs without pretesting or comparison groups are most appropriate when you are interested only in whether a specific level of performance has been achieved, and not how much change has occurred. a. true * b. false

answer

T

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1. Cable installers learn how to correctly install cable and high-speed internet by crawling through two-story houses built inside a training center. This is an example of _______

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a. adventure learning. b. O-J-T. c. simulations. * d. virtual reality.

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2. Which of the following training methods has the highest level of transfer of training and the lowest cost?

answer

a. role play b. action learning * c. adventure learning d. self-directed learning

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3. Development time for self-directed learning is longer than for other types of training programs.

answer

a. true * b. false

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4. All of the following are true regarding role play except ________

answer

a. outcomes depend upon the emotional reactions of other trainees. b. role play provide trainees with detailed situational information. * c. debriefing is a critical part of role play. d. interpersonal responses are the major focus.

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5. Which of the following are components found in a typical behavior modeling session?

answer

a. Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning session * b. Videotape of a model, planning session, one-on-one coaching, and practice opportunities c. Presentation of key behaviors, videotape of a model, participation in a case study group, and planning session d. Lecture, videotape of a model, on-the-job coaching, and practice

question

V6. The components of team learning are

answer

a. knowledge, attitude, and behavior. * b. skills, abilities, and beliefs. c. summative, formative, evaluative. d. proactive, reactive, reflective.

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7. Which of the following training methods is best for transfer of learning?

answer

a. self-directed learning b. behavior modeling * c. role playing d. business games

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8. A statement of the basic components of O-J-T is: Tell, Show, Do, Review.

answer

a. true * b. false

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9. Which of the following is not true of business games? They ______

answer

a. primarily focus on strategic management and marketing. * b. are primarily used for management skill development. c. include board games. d. require debriefing to be effective

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10. Which training method does not belong with the other three?

answer

a. experiential learning * b. apprenticeships c. behavior modeling d. case studies

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1. Compared to other technology-based training methods, ___________ has the lowest level of transfer of training.

answer

a. distance learning * b. web-based c. Simulations d. Intelligent tutoring

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2. Which of the following is a disadvantage of online learning?

answer

a. Online learning lacks communication richness. * b. Online learning is ineffective for training that emphasizes on cognitive outcomes. c. Online learning fails to link learners to other content, experts, and peers. d. Updating online learning is extremely difficult.

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3. ____________ is a course management system designed to help educators create effective online learning communities.

answer

a. LCMS b. CPLP c. Moodle * d. ontuitive

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4. All of the following except ____________ are benefits of using technology in training.

answer

training. a. employees gain control over when and where they receive training. d. trainee travel costs are reduced c. coaching and mentoring are improved * d. paperwork and administrative time are reduced

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5. Online learning is more effective for teaching declarative knowledge than classroom instruction _________

answer

complex analytical skills. b. conceptual skills. c. interpersonal skills. d. cognitive knowledge. *

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6. In comparison to classroom delivery, blended learning has increased:

answer

a. involvement of the instructors. b. face-to-face interactions. c. self-directedness among employees. * d. learner's dependency on the instructor.

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7. All of the following except _________ is a situation in which training support is most needed.

answer

a. employee turnover is low. * b. task performance is infrequent. c. the consequences of error are damaging. d. the task is lengthy, difficult and information intensive.

question

8. Which of the following can be used both as a training tool and as a tool to improve work performance?

answer

a. webcasting b. expert systems and EPSS * c. virtual reality d. multi-media training

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9. Blended learning has been found to be more effective than face-to-face instruction for motivating trainees to learn.

answer

a. true * b. false

question

10. A(n) ______________ is a technology platform that can be used to automate administration, development and delivery of all of a company's training programs.

answer

a. learning management system * b. continuous learning organization c. EPSS d. expert system

question

Training

answer

a. is focused on future responsibilities, while development focuses on the present. b. is focused on current job performance, while development focuses on the future. * c. activities tend to be more voluntary than development activities. d. is individual-focused, while development is strictly team-focused.

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2. ___________ is not an approach used to develop employees?

answer

a. Formal education b. Assessment c. Job experiences d. Action learning *

question

3. Companies that have evaluated their tuition aid reimbursement programs have found they accomplish all except ________

answer

a. increase retention rates. b. lead to reduced development costs. * c. increase employees' readiness for promotion. d. improve job performance.

question

4. The Myers-Briggs Type Indicator (MBTI) could be helpful to a manager in all but one of the following situations. Name the exception.

answer

a. Developing teams b. Becoming more effective in interpersonal communications c. Evaluating employees' promotional potential * d. Delegating employee work assignments

question

5. An in-basket exercise in an assessment center

answer

a. is a self-assessment tool to identify occupational and job interests. b. is a simulation of the administrative tasks of a manager. * c. measures interpersonal and personal skills. d. requires participants to work together to solve a problem within a certain time limit.

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6. Research shows that the most change resulting from upward feedback and 360-degree systems occurs in individuals who ________

answer

a. receive higher ratings from others than they gave themselves. b. whose self ratings were similar to ratings from others. c. tend to rate others lower than they rate themselves. d. receive lower ratings from others than they gave themselves. *

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7. A major assumption of using job experiences for development is that

answer

a. development occurs best when job demands involve obstacles and creating change b. development depends on having a supportive boss and coach c. development occurs best when employees experience high levels of stress in their jobs. d. development occurs when there is a mismatch between the employees' skills and the skills required for the job. *

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8. Negative outcomes of job rotation include all except __________

answer

a. higher costs than other development methods * b. a short-term perspective of problems and solutions. c. motivation may suffer due to insufficient time in one position to receive a challenging assignment d. reduced productivity in the rotating employee's home department

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9. All of the following except _______ are personality characteristics of people likely to seek a mentor and be attractive as protégés.

answer

a. conscientiousness * b. emotional stability c. high need for power d. ability to adapt to a situation

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10. The primary reason assessment centers are useful for development purposes is participants receive feedback on their strengths and weaknesses.

answer

a. true * b. false

question

1. Which of the following is considered as discrimination based on disability?

answer

a. Providing a disabled person with the option of paying a part of the cost that causes undue hardship in setting up reasonable accommodation b. Modifying instructional or training media based on the disability of an individual c. Adjusting training policies and providing disabled trainees with readers or interpreters d. Excluding a person with a disability from training in relation to a function that may be performed in the job but does not have to be performed by all persons *

question

2. The best way to provide cross-cultural training for international assignments with a high level of cultural and job novelty that require a good deal of interpersonal interaction with host nationals is through:

answer

a. standard lecture method. b. group-building method. * c. self-paced learning. d. presentation method.

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3. When job loss occurs an organization

answer

a. should assume that the affected employees do not want the assistance of the company. b. needs to recognize that the "survivors" need assistance too. * c. should avoid having to explain why it happened. d. should focus its efforts solely on the survivors

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4. Research suggests that age-related declines in specific abilities and skills have little effect on job performance.

answer

a. True * b. False

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5. Dual career path systems

answer

a. should make compensation on the technical path and the management path comparable. * b. should provide childcare as well as family counseling opportunities. c. should begin with an assessment of how many dual career couples are interested in parallel paths. d. should make compensation on the dual career partners' parallel paths comparable.

question

6. ___________is changing one's major work activity after having been established in a specific field.

answer

a. Rebooting b. Regenerating c. Repotting d. Recycling *

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7. Through sector partnerships, workforce skill needs can be met faster than if individual employers worked alone.

answer

a. True * b. False

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8. In the _____ stage of employees' careers, individuals are concerned with keeping their skills up to date and being perceived as someone who is still contributing to the company.

answer

a. exploration b. decline c. establishment d. maintenance *

question

9. Which of the following regarding a survey of diversity programs is false ?

answer

a. most programs last one day or less b. ¾ of employees believe the typical employee has positive attitudes toward diversity after the program c. 70 % state the programs had a long term effect * d. 1/3 state no tools to reinforce training were given

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10. According to the AARP/Roper Report, ____ percent of baby boomers plan to work at least part time during their retirement.

answer

a. 20 b. 40 c. 60 d. 80 *

question

1. In the famous Oklahoma humorist, Will Rogers' saying, "There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of 'em that have to pee on the electric fence for themselves", what learning theory best fits learning by observation?

answer

a. Reinforcement b. Goal setting c. Social learning * d. Expectancy

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2. Questions such as, "Do I understand the key points?" and "Are the study tactics I use effective for learning the material?" are examples of _______

answer

a. overlearning b. advance organizers c. maintenance d. self-regulation *

question

3. _____ skills are more difficult to train than ______ skills.

answer

a. Open, closed * b. Closed, open c. Motor, intellectual d. Intellectual, motor e. Near transfer, far transfer

question

4. Self-efficacy is most similar to which of the following concepts?

answer

a. valence b. instrumentality c. expectancy * d. social reinforcement

question

5. Which of the following creates a learning orientation in trainees?

answer

a. Emphasizing trained task performance b. Emphasizing competition among trainees c. Ensuring trainees completely avoid errors and mistakes d. Allowing trainees to experiment with new knowledge and skills *

question

6. Lapses that inhibit transfer of training typically take place when trainees:

answer

a. use previously learned, less effective capabilities instead of applying the capabilities emphasized in the training program. * b. make performance of a task, recall of knowledge, or demonstration of a skill so automatic that it requires little thought or attention. c. complete practice exercises at one time within a lesson or class rather than distributing the exercises within the lesson. d. identify learned material in long-term memory and use it to influence performance.

question

7. The ability to use several different approaches to diagnosing a computer software problem is an example of which type of learning outcome?

answer

a. intellectual skills b. attitudes c. cognitive strategies * d. motor skills

question

8. A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on _____ learning theory.

answer

a. social learning b. goal setting c. McClelland's n-ach d. reinforcement *

question

9. The stimulus generalization approach emphasizes near transfer of training. a. True b. False *

answer

...

question

10. In error management training, trainees are instructed that errors hamper learning and hence they must be completely avoided. a. True b. False *

answer

...

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