Developing Talent Final

Which of the following statements is most true of on-the-job training (OJT)?

Skills learned through OJT are easily transferred to the job.

Which of the following methods is inexpensive and allows the collection of data from a large number of individuals?

Survey

Which of the following is characteristic of successful formal mentoring programs?

The mentor and protege relationship extends beyond the formal period.

Job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job

True

Management by objectives (MBO) links employee performance with the organization's strategic goals.

True

On-the-job training (OJT) is considered informal because it does not occur as part of a formal classroom program.

True

One of the most powerful ways to motivate employees to attend and learn from training is to communicate the personal value of the training.

True

Peer reviews are an excellent source of information about performance in a job where the supervisor does not often observe the employee.

True

Performance management systems are established to meet three broad purposes of the organization: strategic, administrative, and developmental.

True

Pilot testing refers to the process of previewing the training program with potential trainees and managers.

True

The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.

True

Traditional classroom-type seating makes it difficult for trainees to work in teams.

True

When using an outside vendor to provide training services, it is important to consider the extent to which the training program will be customized based on a company's needs.

True

According to the ATD competency model, a business partner _____.

uses industry knowledge to create training that improves performance

_____ prefer blended learning

Millennials

The improvement of an employee's performance varies according to the employee's ability and level of motivation.

True

To motivate employees to learn in training programs, they should be given a choice of what training programs to attend

True

According to the 70-20-10 model, approximately 20 percent of learning occurs through formal classroom experiences.

False

Among all training outcomes, cognitive outcomes are most frequently assessed.

False

Mentoring cannot occur between mentors and protégés from different organizations.

False

On-the-job training (OJT) is typically more passive than classroom training.

False

Presentation methods promote active participation among trainees.

False

Results are more frequently examined than reactions.

False

_____ are useful with complex or controversial issues.

Focus Groups

Which of the following statements is true?

For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.

Which of the following is true about a learning organization?

In a learning organization, employees learn from failure and from successes.

A(n) _____ strategy focuses on new market and product development, innovation, and joint ventures.

Internal Growth

Development of an organizational culture that values creative thinking and analysis is characteristic of a company adopting a(n) _____ strategy.

Internal Growth

Which one of the following is true of task analysis?

It involves determining KSAOs needed to perform specific tasks.

On average, how much time do employees spend in formal training each year?

31.5 hours

Which of the following is a limitation of 360-degree feedback?

A facilitator may be needed to help interpret the results.

Which of the following professional organizations are interested in Training & Development?

All of the above answer choices are correct -ATD (Association for Talent Development) -SIOP (Society for Industrial and Organization Psychology) -ISPI (International Society for Performance Improvement)

Which of the following internal marketing techniques are used to ensure employees and managers recognize the value of training.

All of the above are examples of internal marketing techniques -Identify a "champion" who supports training -Listen and act on feedback (clients, managers, employees) -Show examples of previous successes

Which of the following requires the least amount of participation from trainees?

Audiovisual instruction

The _____ considers four different perspectives: customer, internal, innovation and learning, and financial.

Balanced Scorecard

Which of the following is true of coaching employees?

Coaching involves providing resources such as mentors, courses, or job experiences.

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

Concept Map

Which of the following is the first step in the performance management process?

Defining performance outcomes for company division and department

Companies adopting a/an _____ strategy need to train employees in job-search skills and to focus on cross-training their remaining employees.

Disinvestment

Which of the following represents the lowest level of manager support for training?

Encouragement of trainees' participation in training

Which of the following is not included in the ADDIE model?

Engagement

_____ gives employees a series of job assignments in various functional areas of the company or movement among jobs in a single functional area.

Job Rotation

Which of the following is a presentation method of training?

Lecture

Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as _____.

Metrics

_____ typically includes information on the customers served, why the company exists, what the company does, the value received by the customers, and the technology used.

Mission

The _____ is a personality assessment tool used for team building and leadership development that identifies employees' preferences for energy, information gathering, and decision making.

Myers-Briggs Type Inventory

_____ refers to the process of helping new hires adjust to the social and performance aspects of their new jobs.

Onboarding

_____ analysis involves determining the appropriateness of training, given the company's business strategy, its resources available for training, and support by managers and peers

Organizational

_____ is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.

Performance management

_____ involves determining whether performance deficiencies result from lack of knowledge or skills.

Person analysis

Which of the following is not one of the major business strategies discussed in the text?

Product Differentiation

Which of the following is the last step in the performance management process?

Providing consequences for performance results

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer?

Reactions

Which of the following makes a socialization program ineffective?

Restricting interactions between new hires and current employees

Which of the following statements is true of the Instructional System Design (ISD) model?

The model specifies an orderly, step-by-step approach to training design.

Which of the following statements is true of needs assessment?

The role of the needs assessment is to determine if training is the appropriate solution.

_____refers to a systematic approach for developing training programs

The training design process

Which of the following statements is true of lesson plans?

They ensure that both the trainee and the trainer are aware of the course and program objectives.

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

Training evaluation

Which of the following statements is true about the differences between training and development?

Training focuses on preparing employees for current jobs, but development prepares them for other positions.

Cognitive outcomes generally do not help determine how much trainees use training content on the job.

True

Discussing performance and development in the same meeting is difficult because they have different objectives.

True

In developing a lesson outline, trainers need to consider the proper sequencing of topics.

True

In the simple ranking method of performance measurement, managers rank employees in their group from the highest performer to the poorest performer.

True

A(n) _____ is a written document that includes the steps that a trainee and manager will take to ensure that training transfers to the job

action plan

Lecture as a presentation method _____.

can be easily employed with large groups of trainees

The evaluation process ideally begins with _____.

conducting a needs analysis

"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which of the following purposes of performance management?

developmental purpose

The strategic training and development process begins with _____.

identifying the business strategy

Training activities are said to be outsourced when they are provided by _____.

individuals outside the company

A case study _____.

is a description about how employees or an organization dealt with a difficult situation

Behavior and skill-based outcomes are best measured by _____.

observations

If companies have a limited budget for developing new training methods, the most appropriate hands-on training method would be _____.

on-the-job training (OJT)

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

participate in training as an instructor

Typically, _____ are used to assess cognitive outcomes.

pencil-and-paper tests

The pre-training phase primarily involves _____.

preparing, motivating, and energizing trainees to attend the learning event

In the ATD competency model, a _____ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business

project manager

The first step in task analysis is to _____.

select the job or jobs to be analyzed

Return on investment (ROI) analysis is best suited for training programs that are _____.

significant financial investments

The ATD competency model _____.

specifies what it takes for an individual to be successful in the training field