question

What is the main difference between training and development?

answer

Development is more future oriented and broadly focused.

question

Which of the following statements best captures the effects of forcing employers to provide training to employees?

answer

It is not clear because the results of studies are varied.

question

Which of the following statements best describes orientation programs?

answer

Careful planning of orientation activities is essential.

question

Which of the following is the primary reason organizations train new employees?

answer

to increase their knowledge, skill, and ability level

question

Organization W has adopted a new training strategy that it learned about because its very successful main competitor is also using this training strategy. Which of the following statements best captures this situation?

answer

Organization W is not alone; many organizations copy training strategy used by competitors.

question

Which of the following best captures the phases of the systems model of training?

answer

needs assessment, design, implementation, and evaluation

question

Conducting an organizational needs analysis is likely to yield which of the following types of training relevant information?

answer

technological changes and financial resources

question

Omega Organization is going through a very detailed process of looking at all the tasks or duties included in a job. It will then list all the steps performed by the employee to complete each task, and then look to examine the skills and knowledge necessary for the job. Which of the following processes is Omega Organization performing?

answer

task analysis

question

Which of the following best describes the systems approach to training?

answer

It ensures that training investments have maximum impact on performance

question

Which of the following terms refers to an examination of the strategies, environment, and resources of an organization to determine where training emphasis should be placed?

answer

organizational analysis

question

Which of the following terms refers to determining what the content of a training program should be, based on a study of the job duties?

answer

task analysis

question

Which of the following terms refers to assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs?

answer

competency assessment

question

Which of the following best describes person analysis?

answer

It helps organizations avoid the mistake of putting all employees through training when some do not need it.

question

Organization analysis, task analysis, and person analysis are all part of which of the following phases of the system model?

answer

the needs assessment phase

question

If you were responsible for developing a training program, which of the following should your first step be?

answer

conduct a needs assessment

question

Instructional objectives might include all of the following phrases?

answer

"to repair leaking valves","to assemble components in the proper order","to calculate the percentage of waste"

question

Organization A is grouping its employees before beginning a training program. The company will group them according to capability. What is this process called?

answer

trainee readiness

question

What is the relationship of goal-setting to feedback and reinforcement?

answer

they are both important principles of learning

question

Which of the following tasks would be most conducive to whole-versus-part learning?

answer

for a tennis professional: teaching a tennis lesson

question

The absence of well-defined performance criteria is a particular problem for which of the following training methods?

answer

on the job training

question

Which of the following training methods is the most poorly implemented?

answer

on the job training

question

Which of the following people is most likely to be a successful trainer?

answer

Jonas is flexible and can adapt his instructions to suit the individual student's needs.

question

Which of the following is the most common method used for training nonmanagerial employees?

answer

on the job training

question

Organization Z is attempting to initiate an on-the-job training program. Like many organizations, the company is aware that it suffers from a lack of well-defined job performance criteria. Which of the following is the best suggestion for Organization Z to overcome this problem and have a successful program?

answer

develop realistic goals, a training schedule, and periodic evaluations

question

Which of the following types of learning methods would be best for a situation where the typical student has an unpredictable schedule and needs to be able to learn independently and at his or her own pace?

answer

programmed instruction

question

Which of the following types of learning methods would be well-suited to teach air-traffic controllers how use the radar display?

answer

the simulation method

question

A combination of on-the-job training, seminars, and role-playing would be a good assortment of learning methods for which of the following groups of employees?

answer

managers

question

Programmed instruction allows individuals to learn at their own pace. Which of the following is another term for programmed learning?

answer

self directed learning

question

What is the main issue with organizations putting too much weight on the "reactions" aspect of training evaluation?

answer

Positive reaction data may not mean the training was effective.

question

Which of the following training methods is used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment?

answer

the simulation method

question

Organization B is very keen to get the most benefit out of its training budgets and efforts. Which of the following plans is most likely to help Organization B's employees utilize their new training when they are back at their desks?

answer

have the training mimic the actual work situation as closely as possible; train employees on how to implement their new training even when they are faced with roadblocks

question

Which of the following is useful information for an HR manager to use when demonstrating the utility of a training program?

answer

how it helped to reduce wasted materials

question

Which of the following is the term for grooming an employee to take over the supervisor's job through gaining experience in handling important functions of the job?

answer

understudy assignment

question

Which of the following training methods consists of having the trainee assume the attitudes and behaviour of others?

answer

role playing

question

Which of the following best represents the steps in behaviour modelling?

answer

learning points, modelling, role playing, and feedback

question

Which of the following techniques for training managers emphasizes handling real-life employee problems and to receiving immediate feedback?

answer

behavior modelling

question

Do most organizations evaluate their training programs?

answer

Yes and no. It used to be that most did not, but this is changing due to the pressure that HR managers are under to demonstrate results.

question

Which of the following is the best example of an assessment of the "learning" criterion in a training evaluation?

answer

testing grocery store clerks on training program knowledge before and after the training program

question

When designers of training programs attempt to make conditions in the training program come as close as possible to those on the job, they are attempting to improve which of the following?

answer

transfer

question

Utility refers to which of the following?

answer

the benefits derived from training relative to the costs incurred

question

Which of the following is the process of measuring one's own services and practices against recognized leaders in order to identify areas for improvement?

answer

benchmarking

question

Which of the following best represents the benefits of orientation programs?

answer

lower turnover, increased productivity, improved morale, and reduction of anxiety

question

Which of the following is NOT one of the things a manager should do to implement a successful program in basic and remedial training?

answer

use a classroom-oriented approach so employees learn by lectures

question

Which of the following represents the two forms of diversity training?

answer

awareness building and skill building

question

Which of the following organizations would be well-suited and likely to benefit from the implementation of "cross-training" of teams?

answer

an auto parts manufacturing company that has an assembly line where employees are likely to get bored

question

Which of the following positions is most likely to benefit from implementing an ethics training program?

answer

a buyer of leather goods for a leading national retailer

question

Orientation is an ongoing process.:T/F

answer

T

question

Orientation is the formal process of familiarizing new employees with the organization, their job, and their work unit.:T/F

answer

T

question

Orientation programs stress the "why" rather than the "what," including the philosophy behind the organization's rules.:T/F

answer

T

question

The benefits of an orientation program include lower turnover, improved morale, and facilitation of learning.:T/F

answer

T

question

Contrary to common thought, progressive organizations allow the supervisor to play a minor role in the new employee orientation process, since orientation is primarily the responsibility of the HR department.:T/F

answer

F

question

The HR department has the most important role in the orientation program because it is the centre of the organization-employee interface.:T/F

answer

F

question

The use of orientation checklists compels a supervisor to be more attentive to each employee. :T/F

answer

T

question

By increasing the anxiety of new employees, orientation efforts are more likely to be successful due to the effort/anxiety curve. :T/F

answer

F

question

The primary purpose in training employees is to help them get socialized to the organization. :T/F

answer

F

question

Training plays a central role in strengthening the competencies that give organizations their competitive advantage. :T/F

answer

T

question

Training is oriented towards broadening employees' individual skills for future responsibility. :T/F

answer

F

question

Most executives believe that formal orientation programs are effective in helping to retain and motivate employees. :T/F

answer

T

question

Behaviour modelling is an approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback. :T/F

answer

T

question

Most organizations choose and implement training programs based on their overall strategic objectives. :T/F

answer

F

question

The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation. :T/F

answer

T

question

The systems approach to training includes four phases: job analysis, job design, implementation, and evaluation. :T/F

answer

F

question

The three different types of training needs analysis are organizational analysis, job knowledge analysis, and person analysis. :T/F

answer

F

question

Although important in determining training program success, organizations conduct a needs assessment less than half the time before initiating a training program. :T/F

answer

T

question

A solid training program should begin with effective design. :T/F

answer

F

question

Organization analysis includes broad forces that impact the effectiveness of employees, such as mergers and acquisitions, technological change, and globalization. :T/F

answer

T

question

Data such as direct and indirect labour costs and unemployment rates determine an organization's training needs. :T/F

answer

F

question

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance. :T/F

answer

T

question

Person analysis involves determining what the content of the training program should be, based on a study of the tasks or duties involved in the job. :T/F

answer

F

question

Performance-centred objectives are not widely used due to concerns about the potential for biased evaluation of results. :T/F

answer

F

question

Trainee readiness refers to both maturity and experience factors in a trainee's background. :T/F

answer

T

question

Managers should focus considerable efforts on the training topic, rather than the individual learning needs of the trainee, to create an optimal training environment that is conducive to learning. :T/F

answer

F

question

Employees in similar jobs usually have similar levels of motivation with respect to learning. :T/F

answer

F

question

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material, make sense of it in their own lives, and transfer it back to the job. :T/F

answer

T

question

Training methods all tend to utilize similar learning principles. :T/F

answer

F

question

Trainees are better able to learn if they can connect the new material with things that are already familiar to them. :T/F

answer

T

question

We learn best by watching" summarizes the learning principle known as "modelling." :T/F

answer

T

question

Practising job tasks enables the trainee to forget about distinct behaviours and become proficient on the subtleties of how they are used. :T/F

answer

T

question

Feedback to trainees is important for motivational purposes as well as knowledge of results. :T/F

answer

T

question

Behaviour modification seeks to gradually shape trainee behaviour using reinforcement. :T/F

answer

T

question

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training. :T/F

answer

F

question

Knowledge of the subject is the most critical characteristic that determines instructor effectiveness. :T/F

answer

F

question

Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is often the most poorly implemented. :T/F

answer

T

question

Apprenticeship programs are an extension of OJT that provide on- and off-the-job instruction. :T/F

answer

T

question

Internship programs benefit students, but rarely benefit employers. :T/F

answer

F

question

Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors. :T/F

answer

T

question

Depending on the activities involved, classroom instruction is often referred to as "self-directed learning." :T/F

answer

F

question

Most employees prefer the freedom and flexibility of e-learning to traditional classroom training. :T/F

answer

F

question

The use of technology-based training has likely reaching a peak will be used less frequently in the future. :T/F

answer

F

question

The distinction between simulation and simple computer-based training is blurring due to advances in information technology. :T/F

answer

T

question

Case studies are a useful method of giving participants experience at analyzing and synthesizing facts. :T/F

answer

T

question

Role-playing consists of assuming the attitudes and behaviour of others, often a supervisor and a subordinate. :T/F

answer

T

question

Behaviour modelling appears to work in helping managers to interact with employees, introduce change, and handle discipline. :T/F

answer

T

question

Due to its importance to planning future training initiatives, most organizations go to great lengths to accurately evaluate training programs. :T/F

answer

F

question

Using participant reaction to evaluate training is the best way to determine training effectiveness. :T/F

answer

F

question

"Transfer of training" relates to the training evaluation criterion "behaviour." :T/F

answer

T

question

Benchmarking is concerned with measuring employee retention of training materials at specific points in time. :T/F

answer

F

question

Team building is a relatively simple process. :T/F

answer

F

question

Adding new members to teams typically results in the team reverting back to an earlier stage of development. :T/F

answer

T

question

Behavioural and process skills needed for team training need to be acquired through participative exercises. :T/F

answer

T

question

A skill-building diversity program would teach managers how to conduct performance appraisals with employees from different cultures. :T/F

answer

T

question

Awareness building in diversity training provides the KSAs necessary for working with people who are different. :T/F

answer

F

question

To provide a successful diversity training program, organizations should clarify and demonstrate the link between diversity and business goals. :T/F

answer

T

question

Explain the systems approach to training.

answer

The systems approach to training makes the critical connection between strategic objectives and training programs. The systems approach involves four phases: needs assessment, program design, implementation, and evaluation. Needs assessment involves (1) organization analysis, by which managers decide where training is needed, how it connects with goals, and what resources will be used; (2) task analysis, by which managers identify the KSAOs that are needed; and (3) person analysis, which is identifying who needs training and who does not. Program design involves determining program objectives, preparing the readiness and motivation of trainees, and choosing instructors. Implementation involves delivery of the training and can be done in a number of ways, or a combination of them. Possible delivery methods include on-the-job training, apprenticeships, internships, programmed instruction, computer-based instruction, simulations, seminars, case studies, management games, and behaviour modelling. Evaluation consists of reactions, learning, behaviour change, and results. Reactions involve assessing the trainees' comments and feedback about the program. Learning involves assessing whether participants actually learned anything from the program. Behaviour refers to application of principles from the training onto the job. Results refer to bottom-line utility and productivity improvements achieved by conducting the program.

question

On-the-job training (OJT) has three drawbacks. Briefly discuss these and the possible solutions suggested by experts in the field.

answer

Three common drawbacks are the lack of a well-structured training environment, poor training skills of supervisors, and the absence of well-defined job performance criteria. To overcome these problems, training experts suggest the following: develop realistic goals and/or measures for each OJT area; plan a specific training schedule for each trainee, including setting periods for evaluation and feedback; help supervisors to establish a nonthreatening atmosphere that is conducive to learning; and conduct periodic evaluations, after training is completed, to prevent regression.

question

Identify and briefly describe the four criteria available to evaluate training.

answer

(1) Reactions: One of the simplest and most common approaches to training evaluation is assessing participant reactions. Satisfied trainees will be more likely to want to focus on training principles and to utilize the information on the job. Potential questions include: Did you like this program? What suggestions do you have for improving the program? (2) Learning: Involves testing knowledge and skills before a training program and then using this information as a baseline after training to determine improvement. It is also important to uncover "why" learning took place by revisiting the learning principles utilized. (3) Behaviour: Assesses transfer of training—that is, whether the principles learned are transferred back to the job. There are several methods for assessing transfer of learned skills back to the job—such as observations of trainees once they return to their regular positions, interviews with the trainees' managers, and so forth. (4) Results: Involves assessing the "bottom-line" results achieved as a result of the training, such as increased productivity, fewer employee complaints, decreased costs, and profitability.

question

What should managers do to avoid the pitfalls of substandard diversity training?

answer

First, managers should begin by establishing the reasons for diversity training. This involves clarifying the link between diversity and business goals in order to provide a context for training. Second, managers should recognize that there are no certification criteria for consultants who provide diversity programs. As a result, it is critical that managers ensure the qualifications of all consultants by conducting background and experience checks to verify the consultants' credentials. Third, each company has different goals and needs, and the training program should reflect these differences. Consequently, each organization should develop its own diversity training program rather than relying on "off the shelf'" programs. Fourth, most diversity training is really educating employees to increase their awareness. It is important to choose training methods that foster this goal rather than more common skill-building methods. Employees may benefit from either awareness or skill building, but they are not the same. Finally, when done well, diversity training can enhance communication, improve responsiveness to social issues, reduce lawsuits, create a climate of fairness, improve productivity on complex tasks, and increase revenues and profits. Organizations should document these individual and organizational benefits.

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