Chapter 1 Employee Training and Development

THE ASTD COMPETENCY MODEL

DESCRIBES WHAT IT TAKES FOR AN INDIVIDUAL TO BE SUCCESSFUL IN THE TRAINING AND DEVELOPMENT FIELD

THE ADDIE MODEL IS MOST CLOSELY ASSOCIATED WITH

EMPLOYEE TRAINING AND DEVELOPMENT

A(N)________IS AN EXAMPLE OF TACIT KNOWLEDGE

EMPLOYEE'S EXPERIENCE

DUE TO GLOBALIZATION THE SUPPLY FOR TALENTED EMPLOYEES EXCEEDS THE DEMAND

FALSE

IN A LEARNING ORGANIZATION IMPROVEMENTS IN PRODUCT OR SERVICE QUALITY STOP WHEN FORMAL TRAINING IS COMPLETED

FALSE

ISO STANDARDS ARE INVOLUNTARY

FALSE

ORGANIZATIONAL DEVELOPMENT PROFESSIONALS IN A COMPANY PRIMARILY FOCUS ON IDENTIFYING THE TOP TALENT IN THE COMPANY

FALSE

QUALITY CIRCLES REFER TO TEAMS THAT ARE SEPARATED BY TIME, GEOGRAPHIC DISTANCE, CULTURE, AND/OR ORGANIZATIONAL BOUNDARIES AND THAT RELY ALMOST EXCLUSIVELY ON TECHNOLOGY TO INTERACT AND COMPLETE THEIR PROJECTS

FALSE

TACIT KNOWLEDGE TENDS TO BE THE PRIMARY FOCUS OF FORMAL TRAINING AND EMPLOYEE DEVELOPMENT

FALSE

THE REPORTING RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT AND THE TRAINING FUNCTION IS STANDARDIZED ACROSS COMPANIES

FALSE

TRAINING DEPARTMENT MANAGERS ARE INVOLVED TO A GREATER EXTENT IN THE PROJECT MANAGER ROLE THAN ARE SPECIALISTS WHO HOLD OTHER JOBS

FALSE

TRAINING DESIGN PROCESSES SHOULD BE RIGID AND NOT FLEXIBLE

FALSE

TRAINING DIFFERS FROM DEVELOPMENT IN THAT TRAINING TENDS TO BE MORE FUTURE-FOCUSED THAN DEVELOPMENT

FALSE

WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF TRAINING

FOR TRAINING AND DEVELOPMENT TO SUCCEED, EMPLOYEES,MANAGERS, TRAINING PROFESSIONALS, AND TOP MANAGERS ALL AHVE TO TAKE OWNERSHIP

WHICH OF THE FOLLOWING IS TRUE OF TACIT KNOWLEDGE

FORMAL TRAINING AND DEVELOPMENT PROGRAMS LIMIT THE EXTENT TO WHICH TACIT KNOWLEDGE CAN BE AQUIRED

WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF HUMAN CAPITAL

MOTIVATION TO DELIVER HIGH QUALITY PRODUCTS AND SERVICES IS A PART OF HUMAN CAPITAL

__________REFERS TO THE PROCESS OF MOVING JOBS FROM THE UNITED STATES TO OTHER LOCATIONS IN THE WORLD

OFFSHORING

TEAM BUILDING, CONFLICT AVOIDANCE, AND CHANGE MANAGEMENT ARE TYPICALLY SPECIALIZED BY ____ PROFESSIONALS

ORGANIZATIONAL DEVELOPMENT

IN THE ASTD COMPETENCY MODEL, THE _____ PLANS, OBTAINS, AND MONITORS THE EFFECTIVE DELIVERY OF LEARNING AND PERFORMANCE SOLUTIONS TO SUPPORT THE BUSINESS

PROJECT MANAGER

WHICH OF THE FOLLOWING TRAINING PROGRAMS IS MANDATED BY LAW

SAFETY TRAINING PROGRAM

____INVOLVES HIGHLY TRAINED EMPLOYEES KNOWN AS CHAMPIONS, MASTER BLACK BELTS, BLACK BELTS, AND GREEN BELTS

SIX SIGMA

WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF THE INSTRUCTIONAL SYSTEM DESIGN (ISD) MODEL

THE MODEL RARELY FOLLOWS A NEAT, ORDERLY, STEP-BY-STEP APPROACH OF ACTIVITIES

THE FIFTH STEP IN THE TRAINING DESIGN PROCESS IS TO DEVELOP AN EVALUATION PLAN THAT INVOLVES INDENTIFYING:

THE TYPES OF OUTCOMES TRAINING IS EXPECTED TO INFLUENCE

WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF MILLENNIALS

THEY ARE BELIEVED TO HAVE HIGH LEVELS OF SELF-ESTEEM, TO THE POINT OF NARCISSIM SOMETIMES

_________IS A COMPANYWIDE EFFOT TO CONTINOUSLY IMPROVE THE WAYS PEOPLE, MACHINES, AND SYSTEMS ACCOMPLISH WORK

TOTAL QUALITY MANAGEMENT

THE CORE VALUE OF _____IS THE PREVENTION OF THE OCCURENCE OF ERRORS IN A PRODUCT OR SERVICE RATHER THAN DETECTION AND CORRECTION

TQM

_____REFERS TO A SYSTEMATIC APPROACH FOR DEVELOPING TRAING PROGRAMS

TRAINING DESIGN PROCESS

ACCORDING TO THE ASTD COMPETENCY MODEL, FOUNDATIONAL COMPETENCIES ARE USED TO A DIFFERENT EXTENT IN EACH ROLE OR SPECIALIZATION BY TRAINING AND DEVELOPMENT PROFESSIONALS

TRUE

COMPANIES CANNOT GAIN A COMPETITIVE ADVANTAGE SOLELY THROUGH THEIR HUMAN RESOURCE MANAGEMENT PRACTICES

TRUE

COMPANIES SEPARATE TRAINING FROM THE HUMAN RESOURCE FUNCTION BECAUSE IT ALLOWS THE TRAINING FUNCTION TO BE DECENTRALIZED

TRUE

INFORMAL LEARNING CANNOT REPLACE FORMAL TRAINING AND EMPLOYEE DEVELOPMENT

TRUE

SOCIAL NETWORKING FACILITATES DECENTRALIZED DECISION MAKING

TRUE

THE LEAST AMOUNT OF LEARNING CONTENT IN COMPANIES CONCERNS BASIC SKILLS

TRUE

THERE IS NOT ONE UNIVERSALLY ACCEPTED INSTRUCTIONAL SYSTEMS DEVELOPMENT MODEL

TRUE

TRAINING AND DEVELOPMENT COURSES ARE FOUND IN PSYCHOLOGY DEPARTMENTS AT COLLEGE AND UNIVERSITITES

TRUE

TREATING EMPLOYEES DIFFERENTLY BASED ON THEIR AGE, SUCH AS ONLY INVITING YOUNGER EMPLOYEES TO ATTEND TRAINING AND DEVELOPMENT PROGRAMS, CAN RESULT IN ADVERSE LEGAL CONSEQUENCES

TRUE

WHEN TRAINING IS PROVIDED BY CONSULTING FIRMS AND GOVERNMENT ORGANIZATIONS, IT IS SAID TO BE OUTSOURCED

TRUE

WHICH OF THE FOLLOWING STEPS OF THE TRAINING PROCESS INVOLVES PERSON AND TASK ANALYSIS

CONDUCTING NEEDS ASSESSMENT

TRAINING AND DEVELOPMENT ACTIVITIES IN A COMPANY ARE SAID TO BE OUTSOURCED WHEN THEY ARE PROVIDED BY _______.

GOVERNMENT ORGANIZATIONS

_________CAPITAL REFERS TO THE SUM OF THE ATTRIBUTES, LIFE EXPERIENCES, KNOWLEDGE, INVENTIVENESS, ENERGY, AND ENTHUSIASM THAT THE COMPANY'S EMPLOYEES INVEST IN THEIR WORK

HUMAN

_____REFERS TO THE INTEGRATED USE OF TRAINING AND DEVELOPMENT, ORGANIZATIONAL DEVELOPMENT, AND CAREER DEVELOPMENT TO IMPROVE INDIVIDUAL, GROUP, AND ORGANIZATIONAL EFFECTIVENESS

HUMAN RESOURCE DEVELOPMENT

INFORMAL LEARNING

LEADS TO EFFECTIVE DEVELOPMENT OF TACIT KNOWLEDGE

ACCORDING TO THE ASTD COMPETENCY MODEL, A BUSINESS PARTNER

USES INDUSTRY KNOWLEDGE TO CREAT TRAINING THAT IMPROVES PERFORMANCE

______REFER TO TEAMS THAT ARE SEPARATED BY TIME, GEOGRAPHIC DISTANCE, CULTURE, AND/OR ORGANIZATIONAL BOUNDARIES AND THAT RELY ALMOST EXCLUSIVELY ON TECHNOLOGY TO INTERACT AND COMPLETE THEIR PROJECTS

VIRTUAL TEAMS

WHICH OF THE FOLLOWING IS AN EXAMPLE OF HUMAN CAPITAL

WORK-RELATED COMPETENCE