Topic 6 Introduction to Employee Training and Development

What is the purpose of the Analysis stage of the ADDIE model? Putting the training program into practice Evaluating what the training program has accomplished Determine if the training program will meet a real need in the organization Creating a blueprint for the training program

Determine if the training program will meet a real need in the organization

Performance deficiencies can be attributed to individual deficiencies as well as situation factors that affect performance. All of the following are situational factors that affect performance except... Workplace environment Quality of supervisor Employee knowledge Technology

Employee knowledge

Which of the following is a disadvantage of job rotation? Decreases the employees understanding of the firm's strategic objectives Employees aren't in a job a long time and don't get motivated to work seriously Doesn't expose the employees to a variety of jobs and situations Decreases creativity and innovation

Employees aren't in a job a long time and don't get motivated to work seriously

Training and development are learning-based activities that are only concerned with current performance.

False

True or False: Even with the external changes occurring in our global society, the notion of training and development has stayed the same.

False

True or False: If there is no well-designed, systematic approach to training, then training and learning will not take place.

False

True or False: In the introduction to this topic there was a formula given for performance. It states that an employee's performance could be illustrated by the following formula: P (performance) = f (knowledge, skills, and abilities), where performance (P) is a function (f) of KSAs.

False

True or False: When setting up training programs, the only criteria that should be considered is "what."

False

True/False When all the details have been worked out, the learning objectives are in place, the audience and facilitator have been selected, the materials have been developed, and the site and layout have been determined, it is highly recommended to launch the entire training program to all segments of the business.

False

HR planning does which of the following for training and development? Helps identify training and development needs Designs training programs to alleviate any deficiencies Does an appraisal to reveal certain performance deficiencies Formalizes the process of developing talent from within the organization to fill needed roles

Formalizes the process of developing talent from within the organization to fill needed roles

Training and development are used to do all of the following except what? Evoke new insights Prepare employees for career changes Help employees that are performing up to par Improve employees' attitudes

Help employees that are performing up to par

Job analysis does which of the following when it comes to training and development? Designs training programs to alleviate organizational deficiencies Helps identify specific training and development needs Helps confirm the necessity of human resources Establishes the general context within which training and development takes place

Helps identify specific training and development needs

The assessment phase provides all of the following information about the training except: Who needs the training Where the training is needed How much the training will cost What the content of the training should be

How much the training will cost

What is usually the best way to implement a new program? Introduce it to all employees so that everyone is on the same page Train employees one at a time to ensure that the material is adequately learned Implement it as a "pilot program" in a controlled environment to a select audience Teach the new program to the executives and let it trickle down to everyone else

Implement it as a "pilot program" in a controlled environment to a select audience

All of the following are advantages to on-the-job training except... Equipment does not need to be moved to a separate location It minimizes distractions to other employees Facilitation of learning transfer Separate areas for training are unnecessary

It minimizes distractions to other employees

Which of the four Kirkpatrick levels suggests evaluating the effectiveness of training based on ROI (return on investment)?

Level 4

What is the difference between coaching and mentoring? Mentoring provides opportunities for growth and coaching only gives guidance Mentoring is done by an established employee, coaching is done by a supervisor Coaching is done by an established employee, mentoring is done by a supervisor Coaching is on-the-job and mentoring is at off-site locations

Mentoring is done by an established employee, coaching is done by a supervisor

Which of the following is not a phase of training and development taught in this topic? Evaluation Assessment of needs Implementation Organization

Organization

Which of the following could be a negative aspect of on-site training programs? Possible damage to equipment Doesn't give exposure to the job and organization Usually more expensive than off-site training Will not facilitate learning transfer

Possible damage to equipment

Kirkpatrick's Four Levels of Criteria are, in order: Learning, Reaction, Results, and Behavior Behavior, Reaction, Learning, and Results Reaction, Learning, Behavior, and Results Reaction, Behavior, Learning, and Results

Reaction, Learning, Behavior, and Results

What is a major purpose of training and development? To help control the employees and the way they perform their jobs Ensuring that employees are doing what management wants them to To give employees a break from their day-to-day tasks Removal of performance deficiencies

Removal of performance deficiencies

All of the following are levels of needs analysis identified by the ADDIE generic method of instructional design, except... Operational (task) Individual (person) Repetitive Organizational

Repetitive

Successful implementation of training and development programs depends upon all of the following except... Selecting the appropriate media Selecting the right workers Selecting the right conditions Selecting the cheapest training option

Selecting the cheapest training option

Which of the following is NOT a type of on-the-job training? Internships Apprenticeships Assistantships Simulations

Simulations

Why do some organizations prefer to use simulations instead of training in the actual job environment? Simulations are less hectic and safer than the actual environment Training is becoming increasingly popular The actual job environment provides a popular off-site type of training The actual job environments helps employees learn to manage real-life safety concerns

Simulations are less hectic and safer than the actual environment

What is one drawback to doing an assistantship? Exposes an individual to a wide range of jobs The individual watches and assists other workers The learning experience is often vicarious Involves full-time employment

The learning experience is often vicarious

What is a contract plan when it comes to the evaluation phase of a training or development program? The plan written up by the trainer and given to participants at the end of the training to sign and verify they will implement the new training The plan written up near the end of the training by the participants that shows the parts of the training they feel were most beneficial and that they agree to apply after the training The plan written up by the trainer and given to participants at the beginning of the training to sign and verify they will implement the new training The plan written by the participants at the beginning of the training and given to the trainer to see what skills or knowledge the participants expect to learn in the training

The plan written up near the end of the training by the participants that shows the parts of the training they feel were most beneficial and that they agree to apply after the training

Which of the following is an example of a situational factor that could hinder performance? The employee not having the skills to do the job The technology having the ability to do the job The technology not being able to do the job The employee not knowing how to do the job

The technology not being able to do the job

Why do companies engage in training and development? (Select all that apply) To help employees be attractive to other employers To remove performance deficiencies To reduce turnover To recruit already-trained employees To help incorporate new technologies

To remove performance deficiencies; To help incorporate new technologies; To reduce turnover

When unplanned and haphazard training occurs, what is most likely to happen? Training and learning may take place, but may not be in the best interests of the organization No learning will take place No training will take place Training and learning will take place and will be exactly what the organization needs

Training and learning may take place, but may not be in the best interests of the organization

On-the-job training is usually appropriate for which type of training? Training that must be done after-hours Training for new employees Training that requires maintaining contacts with various work units Voluntary after-hours training

Training for new employees

When looking at training and development as two separate concepts, which of the following statements is correct? Training refers to improving knowledge of the job in the future Training refers to improving abilities for a future job Training refers to improving skills needed to perform better in the current job Development refers to improving skills needed to perform better in the current job

Training refers to improving skills needed to perform better in the current job

True or False: An organization can increase efficiency in employees when training and development are integrated with the selection process.

True

True or False: Attaching some form of reward to training and development process can also help maintain the effects of the programs after the training or development is done.

True

True or False: Organizations often attach some form of reward to training and development programs to motivate employees to become engaged.

True

True or False: Trainings should be adaptable so that different participants, subjects, and companies can use them in the ways that best suits their needs.

True

Which of the following is a possible negative outcome of training and development? Employees' perceptions of work are worsened Employees' learning time on the job is increased, which reduces efficiency Well-trained employees may move to better-paying jobs in other organizations Increased turnover

Well-trained employees may move to better-paying jobs in other organizations

For the most part, training and development help an organization, but there is a drawback. Which of the following are a downside to training and development? Decreased employee commitment There is more turnover and absenteeism There is a downgrade in the organizational perceptions employees have of work Well-trained individuals can decide to move to better-paying jobs in other organizations

Well-trained individuals can decide to move to better-paying jobs in other organizations

The ADDIE model suggests a continuous cycle wherein the results of evaluation from one training program become part of the assessment of needs for the next program.

true

Which of the following are disadvantages that arise from recruiting skills from outside the organization instead of training and developing employees internally? (Select all that apply) Additional costs from recruiting skilled talent Outside training rarely is of high quality The promotional opportunities are reduced because employee enter at a higher pay-grade and higher position Skilled employees can begin contributing to the company immediately without waiting for training or development

Additional costs from recruiting skilled talent; The promotional opportunities are reduced because employee enter at a higher pay-grade and higher position

The ADDIE model consists of five parts. These include: Analysis, Design, Development, Inquire, and Evaluation Assign, Determine, Develop, Implement, and Evaluate Analysis, Design, Development, Implementation, and Evaluation Appraise, Design, Development, Implementation, and Evaluation

Analysis, Design, Development, Implementation, and Evaluation

How can training help organizations be better prepared for rapid development and expansion? Build transferrable skills Train employees for their specific jobs Build skills for a distinct purpose Build skills for a particular task

Build transferrable skills

How should training be evaluated? By identifying through surveys, what the employees liked about the training By seeing how many training sessions are being given within a certain amount of time By finding out how much learning is being transferred to the job By determining how innovative the training techniques are

By finding out how much learning is being transferred to the job

What is an advantage to using the lecture/formal-course method of instruction as an off-site form of training? Increases the amount of useful material participants transfer from the lecture to the actual job The learning environment is self-controlled Conveys the authority structure that organizations lean towards Can convey large amounts of information to large groups of people

Can convey large amounts of information to large groups of people

Which of the following makes it increasingly difficult to fill some HR needs with already-trained employees? Decreased global competition Changing technology

Changing technology