C235 - Training and Development: Topics 6 - 8

When using self-assessments with regards to behavior change, always:

Be skeptical about what is being reported

Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine ________ criteria.

Behavior

Evaluation should be planned at the same time as the training program and should be closely tied to the __________ objectives established for the program.

Behavioral

According to the training evaluation model for IPCO:

Behaviors directly influence results

Levels of learning are often identified as:

Knowledge, comprehension, application, analysis, synthesis, and evaluation

Paper and pencil tests, role plays, and work samples can all be used for what criteria in training evaluation?

Learning

The three determinants of training interact with each other through the intervening variable of _______.

Learning retention

Which level of evaluation attempts to measure changes in behavior back on the job? Level 2 Level 4 Level 1 Level 3

Level 3 "Level 3" evaluation attempts to measure changes in behavior back on the job. In a best case scenario, standard performance appraisals might be used to assess such changes.

A big difference between Erikson's model and Hudson's model is that Erikson's is _______ while Hudson's is _________.

Linear; cyclical

With "dual career ladders" the first track is a _________ track and the second is a __________ track.

Management; technical

Career management:

Match organizational needs with individual capabilities

Traits, abilities, and motivation are sub-groups of ________.

Trainee characteristics

The "theory of identical elements" is that:

Transfer occurs best when what is being learned in training is identical to what the trainee must perform on the job

True or False: An effective learning environment for someone who is a visual learner may lead him or her to retain the learning while a kinesthetic learner in the same environment might not.

True

True or False: Evaluation should follow the most rigorous experimental design possible.

True

True or False: In order to maintain effective transfer, "relapse prevention" training was formed, which was modeled after the approaches used in the rehabilitation of those with drug and alcohol addictions.

True

True or False: Individuals can cycle through all five career stages several times in their lives.

True

True or False: Most training provided by organizations is focused on younger employees.

True

True or False: Randomization eliminates the need for pretests.

True

Generativity:

Developing something of value for other people

Transfer of training means:

Effectively and continually applying what they learned in training back on the job

During the stage of "maturity," you acquire _______.

Ego integrity The eighth and final stage in Erikson's model is called "maturity." In this stage, a fully developed and healthy individual acquires a sense of "ego integrity" (vs. despair) wherein he or she is happy with the life lived, with the choices made, and the actions taken.

EPSS stands for:

Electronic Performance Support System Technological support is a relatively new development known as an "Electronic Performance Support System." An EPSS consists of computer access that provides expert advice when an employee faces a problem and also feeds information to the training department about the kinds of challenges with which employees have difficulty.

Randomization:

Eliminates most of the threats to the validity of conclusions

Proposed an eight-stage life cycle model:

Erik Erikson

----------- involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities.

Evaluation

Only about ____ in 40 companies make an attempt to evaluate their training programs.

1

Women hold only about _______ percent of top level management positions.

10-15

The term "career" refers to:

A series of work-related positions a person holds throughout life

Far transfer is:

A trainee's ability to apply learned material from training to a variety of different environments

Near transfer is:

A trainee's ability to apply learned material from training to an environment similar to the training environment

All the following are examples of a work environment necessary for positive transfer EXCEPT: Climate for transfer Accepting peers Opportunity to perform Technological support

Accepting peers

Retirees that have "need to belong" issues have a hard time:

Adjusting to having no work group to interact with

Self-management is an:

Adjustment to being totally self-directed

In the IPCO case, reaction measures were taken _______. Two months later Immediately after Three years later All of the above

All of the above

It is a good idea to include ________ in the needs assessment. Internal and external customers Higher level management Targeted employees All of the above

All of the above

Strategy used to get off career plateaus: Lateral moves Transfers International assignments All of the above

All of the above

What is a way trainers and training peers can support each other after the training in order to have successful transfer? Training reunion Site visits Support network All of the above

All of the above

What is true about performance appraisals? They allow the employee to achieve their career objectives They help satisfy organizational requirements Performance appraisals are rarely done right All of the above

All of the above

What was the purpose of the training IPCO did in the 1990s? Communicate the new vision for the company Create commitment for the new vision Build the organization into a high-performing team All of the above

All of the above

Why is it bad for organizations to have orientation consisting of "talking heads", or of several people talking about particular information? Not as interactive Employee is a passive recipient Few opportunities to ask questions All of the above

All of the above

The principles of experimental design allow the training evaluation to be conducted in such a way as to help rule out __________explanations for any observed improvements in learning.

Alternative

The term "career plateau" means:

An employee's career can no longer go any higher than it already has gone

What two things must trainees do for effective transfer?

Apply and maintain

What is the basic logic of the renewal cycle?

Everyone at some point in time will feel negative about their career choice

The time series design is __________ than pre-experimental designs.

Better The time series design is also an improvement over pre-experimental designs. It is hoped that there will be a significant improvement in some indicator right after the training that is then maintained for some period of time afterwards.

Designing a career plan that accommodates the organizations needs and initiate career development programs:

Career development

_________ achieves both personal career goals and organizational goals.

Career development

Matching organizational needs with individual capabilities and identifying future organizational staffing needs is part of:

Career management

Communicating development preferences to management and identifying personal abilities and interests is part of:

Career planning

What is the difference between career management and career planning?

Career planning is the responsibility of the individual

The more _________ a new hire's (in the early career stage) job is, the more successful they will be in the future.

Challenging

How are testimonials from others who have been through the training helpful?

Communicates to the other employees how the training will benefit them

It is essential that a new hire's manager be good at __________ and ____________.

Conducting performance reviews; establishing development plans

Which of the following are NOT department-level information new employees need to know? Performance expectations Customer relations Policies, procedures, rules, and regulations Department role

Customer relations

The job interview establishes _______ for the new employees and their first job supervisor.

Expectations

What is the main task of the training evaluators?

Determine if a change took place and demonstrate that the changes were caused by the training program

What is the challenge with using criteria for determining a measurement of change?

Determining whether or not the change came from the training or another source

Which of the following is NOT a major task of early career establishment and achievement? Learn organizational norms Fit into chosen occupation and organization Learn the job Develop occupational self-image

Develop occupational self-image

What experimental design did IPCO use?

Experimental IPCO used an experimental design by randomly assigning employees to training groups that would take place in the fall and the spring.

True or False: Most organizations believe neither that the glass ceiling is a real phenomenon nor that they exclude women and minorities from upper level positions.

False As the Commission did its work, it determined that most business people believe the glass ceiling is a real phenomenon, that glass ceilings work to exclude qualified women and minorities from upper level positions in organizations, and that this exclusion worked to the detriment of organizational effectiveness.

True or False: Employees going through their "down in the doldrums" stage of their career do not want to maintain their effectiveness at work.

False During this time, it should not be forgotten that employees at this stage need—and want—to maintain their effectiveness at work, which means that training in new technology and upgrading of managerial skills may be necessary as well.

True or False: It is impossible to draw any conclusions about the effects of training unless organizations send a selected group of participants through a training program with a pretest and with a comparison group against which to measure progress on the criteria.

False In order to determine if the training was effective, there must be a pretest and a group for comparison. If there aren't any, conclusions about training effectiveness would merely be guesses.

True or False: Negative transfer is facilitated when trainees feel the trainer doesn't fully understand their situations and job challenges and how they feel about their work. This is most likely to happen when the trainer is from inside the organization.

False Positive transfer is facilitated when trainees feel the trainer fully understands their situation and job challenges and how they feel about their work. This is most likely to happen when the trainer is from inside. Negative transfer is most likely to happen from a trainer outside the organization.

True or False: RJPs reduce acceptance rates for job offers, however, they also reduce early job turnover.

False RJPs do not reduce acceptance rates for job offers. They do reduce early job turnover.

True or False: Evidence suggests that trainees are more likely to transfer training when they have high organizational commitment and high cynicism about change.

False The evidence shows that trainees are more likely to transfer training not when cynicism is high, but low.

True or False: The four training evaluation criteria are all considered independent from each other.

False To a certain extent, these criteria represent a "hierarchy" wherein positive results at a lower level would be a necessary but certainly not sufficient condition for positive changes at the next higher level.

True or False: If the goal is near transfer, practice should take place in a variety of different places, and if the goal is far transfer, practice should take place in a setting that is similar to the trainees' work environment.

False To the extent possible, the practice should take place in a context as close to the back home work environment as possible. Of course, this is more important if the goal is near transfer. If the goal is far transfer, then the practice should take place in a variety of settings with discussion of the general principles underlying the action in each setting.

If a training program emphasizes that general principles might be applied to a greater set of contexts than those presented in the training, ________ transfer is likely to occur.

Far

Employees in the early career stage have a strong need for ________.

Feedback

The learning environment has complete ________ with the work environment.

Fidelity

Which of the following is an example of career management?

Focus on the organization

Trainers and training managers use a _________ in order to think clearly about the challenges in training transfer.

Framework

Realistic job preview is used to:

Get unspoken job expectations out in the open

An unofficial barrier for advancement within an organization:

Glass ceiling

How can organizations make the best of the "re-examination" period of an employee's life?

Help the employee get re-committed and re-invigorated

Breadth is:

How many of the trained skills trainees get to use on the job

The Federal Glass Ceiling mandate was to identify glass ceiling barriers that have blocked the advancement of: I: Minorities II: Women III: Men IV: Disabled

I and II

Transfer deals with which part(s) of the ADDIE model? I: Assessment II: Design III: Development IV: Implementation V: Evaluation

I and II The design of training (the first "D" in the ADDIE model) should consider the ultimate goal of transfer from the very beginning in the process of design. In fact, transfer should be taken into consideration even during the needs assessment stage (the "A" stage).

What is a mistake most organizations make when with their training programs? I: Send participants through a training program with no pretest II: Send participants through a training program that are not in need of training III: Send participants through a training program with no comparison group against to measure progression

I and III

People choose their career field based on a variety of factors: I: Fields that intrinsically motivate them II: Capabilities and talents III: Personality IV: Socioeconomic status

I, II, III, and IV

Self-regulation involves: I: Self-monitoring II: Goal setting III: Self-reward IV: Self-punishment

I, II, III, and IV

An approach organizations use to combat the retirement of baby boomers and the shortage of skilled workers is: I: Keep workers fully trained and employed for as long as possible II: Have employees go from full-time to part-time and then eventually to retirement III: Hire retired employees on a contract basis

I, II, and III

Pre-training motivation to learn is most affected by: I: Reputation of the training II: Meaningful pre-work III: Inherent intrinsic satisfaction from learning IV: Organizational commitment

I, III, and IV

Transfer possibilities include: I: Zero transfer II: Complete transfer III: Positive transfer IV: Negative transfer

I, III, and IV

According to the model of training transfer, what is directly related to training transfer? I: Training design II: Work environment III: Trainee characteristics

II and III

When employees face the decision to make a mini-transition or a major transition, organizations can help them by: I: Offering them new incentives for the current work II: Provide coaches or mentors III: Offer mid-career development workshops IV: Provide alternative career routes

II and III

What are the two types of positive transfer? I: Successful II: Near III: Implemented IV: Far

II and IV

If a company generally has low organizational commitment and high cynicism about change, what is the best strategy to take for training?

Identify outliers in the organization to first participate in the training

This stage begins in the late teenage years and is a time of searching for values and role models.

Identity

It is most important that the ______ support the trainee in order for learning transfer.

Immediate supervisor

Reaction and learning measures are called ________ evaluation.

Internal Both reaction and learning measures are called "internal" evaluations because they occur within (or immediately after) the training program.

There are generally four categories of criteria to use when evaluating training programs, two ______ and two _______.

Internal; external

Employees in the early career stage are likely dealing with issues of ________ and _______.

Intimacy; involvement

What is considered the "normal" retirement age?

Mid 60s

Develop a broader view of work and organization is at what stage of career development?

Mid-career

Employees begin questioning if they are on the right track at what career stage?

Mid-career

If a training program teaches specific concepts and procedures, ________ transfer is most likely to occur.

Near

If a training program encourages trainees to focus only on important differences between training tasks and work tasks (e.g., rate of completion), it is trying to accomplish _________.

Near transfer In this case, the trainer would be trying to accomplish near transfer vs. far transfer because it is focusing on tasks directly related to work.

When conducting an evaluation it is best to use _______ type(s) of criteria. 1 2 4 None of the above

None of the above

Which of the following successes can solely be attributed to the IPCO training? Sick leave usage declined after training Total Quality Management improved IPCO was awarded the DoD Center of Excellence award None of the above

None of the above

What is the weakness of quasi-experimental designs?

Not randomly assigned trainees

Obtain job offers from desired organizations is at what stage of career development?

Organizational entry

Which of the following is NOT a stage in the Adult Renewal Cycle? Stuck in the doldrums Cocooning Organizational entry Go for it

Organizational entry

What is the most common type of training?

Orientation From a career management perspective, the most important steps an organization can take are to develop effective orientation and on-boarding programs for new employees. Orientation is the single most common type of training program offered in industry. Virtually all organizations of any size offer some type of orientation.

Self-management is necessary to:

Overcome obstacles

Career management is:

Planning, implementing, and monitoring employee career paths

Department-level information:

Policies, procedures, rules, and regulations

If after a three day training trainees return to their work and increase in overall productivity and efficiency, a _________ transfer occurred.

Positive

In many situations, the best experimental design is:

Posttest only control group Interestingly, the "best" design in many situations is also one of the simplest: the "posttest-only control-group" design with random assignment to groups. When sample sizes are reasonably large, this design is actually better than the use of pretests because it eliminates a potential validity threat known as the "reactive effects of pretesting."

Which of the following is an example of an experimental design?

Posttest only control group with random assignment

Good training provides for as much opportunity to _______ as possible.

Practice

Single group posttest only is an example of what experimental design?

Pre-experimental

Assigned readings, case studies, and self-assessments before the training begins are all considered:

Pre-work

The "triangular partnership" was used:

To illustrate the importance of communication and feedback in performing a difficult task

Another alternative to RJPs is __________.

Psychological contracting Another way to deal with the problem of unspoken expectations is for supervisor and new hire to engage in "psychological contracting" where both parties attempt to clarify their expectations for each other, so as to get issues out on the table and resolve them directly whenever possible.

Nonequivalent control group and time series are examples of what experimental design?

Quasi-experimental

Organizations that select trainees based off of scheduling or based off of the specific individuals who they want to go through training will most likely need to use what kind of experimental design?

Quasi-experimental Organizations which do not send participants to training in random sequence can at best use one of the quasi-experimental approaches to training evaluation.

________ designs provide better control than ______ designs.

Quasi-experimental; pre-experimental Quasi-experimental designs provide better control than pre-experimental designs, but experimental designs are the "best." Quasi-experimental designs include nonequivalent control group designs and time series designs.

If the training revolves around factual learning, it is a good idea to precede the introduction with:

Questions If the training revolves around factual learning, it is a good idea to precede the introduction of this material with a set of questions. Questions that need answering provide additional motivation and generate interest.

"Mid-life crisis" often leads to:

Re-examination of life and career goals

Asking the question, "What did the participants think and feel about the training program?" is an example of ________ criteria.

Reaction

What is the most common type of evaluation measure?

Reaction

The four categories of criteria used for evaluation are:

Reaction, learning, behavior, and results

Which of the following is a major task of mid-career?

Remain productive in work

Which criteria is the most important, but also the most difficult to measure?

Results

Typical stages in career development include all of the following EXCEPT: Organizational entry Occupational preparation Retirement Mid-career

Retirement

Which of the following is NOT an issue faced by those who retire? Sense of purpose Pride in achievement Need to belong Territoriality

Sense of purpose

Organizations experience a higher amount of turnover during what stage?

Sixth The sixth stage is a time when young adults test out their early perceived occupational identities and start down an initial career path. Given the challenges at this stage of life, it is perhaps not surprising that organizations experience higher than average turnover among their youngest jobholders.

Why would it be useful to make sure that trainees understand the general principles underlying specific actions in specific situations?

So the trainees can see "the why" for those actions, as well as "the what"

Which of the following are NOT organizational-level information new employees need to know? Safety and accident prevention Specific job duties and responsibilities Employee and union relations Key policies and procedures

Specific job duties and responsibilities

What is the opposite of generativity?

Stagnation The opposite of generativity is stagnation, which means producing nothing.

______ is one of the critical factors in the work environment which will determine whether or not the learnings from training transfer.

Supervisor support

Reaction does not affect: Attitudes Knowledge and skills Intentions Supportive organizational climate

Supportive organizational climate

The following are all dimensions for practice opportunities EXCEPT: Activity level Task difficulty Task type Breadth

Task difficulty

The level of challenge represented in the application of learning on the job is called:

Task type

Which of the following is a determinant for positive training transfer?

The design and conduct of the training

Because organizations are pyramid shaped:

The further up you go, the fewer number of positions are available

Activity level indicates:

The number of repetitions trainees get back on the job

During the "identity" stage it is common to:

Think about a variety of different career choices

Why should practice be performed in a context as close to the back home work environment as possible?

To achieve near transfer

Self-serving bias is:

When a trainee overstates how much they have transferred their learning Sometimes evaluators will ask trainees themselves if and how their behavior back on the job has changed. However, there is considerable risk here of "self-serving bias" wherein a trainee is likely to overstate the degree to which he or she has transferred the learnings back to the job.

When are adult learners most receptive to training programs?

When the applicability to their lives is direct and obvious

Intimacy and involvement are a part of what stage?

Young adulthood

If after a two day training trainees' return to their work and after a while no apparent change has occurred, a _________ transfer occurred.

Zero