Employee Training and Development

What does the generic method of assessment do?

Identifies three levels of needs analysis: organizational, operational, and individual

Which of the following is not an external reason for organizations to train and develop their employees effectively?

Individual's lack of skills

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

A. Help employees that are performing up to par.

Which of the following is NOT a type of on-the-job training? A. Simulations B. Internships C. Apprenticeships D. Assistantships

A. Simulations

What is not a phase of training and development taught in this topic?

Organization

Which of the following answers is true about what organizational climate and organizational culture are?

Organizational climate refers to the "feel" of the organization and organizational culture refers to the habits of the organization

Who does the training is a question asked during the implementation phase of the training or development program. Which of the following statements is a good guide as to who should perform training in a particular situation?

Outside management should conduct training on conceptual skills

What can be negative aspect of on-site training programs?

Possible damage to equipment

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

What is a drawback to doing an assistantship?

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 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 technology not being able to do the job.

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

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

The ADDIE model consists of five parts. These include:

Assessment, Design, Development, Implementation, and Evaluation

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

B. Changing technology

How can training help organizations be better prepared for rapid development and expansion?

Build transferrable skills

How should training be evaluated?

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

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

C. Helps identify specific training and development needs

All of the following are levels of needs analysis identified by the generic method, except... A. Operational (task) B. Organizational C. Repetitive D. Individual

C. Repetitive

What is an advantage to using the lecture/formal-course method of instruction as an off-site form of training?

Can convey large amounts of information to large groups of people

Performance deficiencies, they 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...

Employee knowledge

Which of the following is a disadvantage of job rotation?

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

HR planning does which of the following for training and development?

Establishes the general context within which training and development takes place

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.

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.

The assessment phase provides all of the following information about the training except:

How much the training will cost

All of the following are advantages to on-the-job training except...

It is not possible for the equipment to get damaged

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

Level 4

What is the difference between coaching and mentoring?

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

Kirkpatrick's Four Levels of Criteria are, in order:

Reaction, Learning, Behavior, and Results

What is a major purpose of training and development?

Removal of performance deficiencies.

Successful implementation of training and development programs depends upon all of the following except...

Selecting the cheapest training option

Why do some organizations prefer to use simulatinos instead of training in the actual job environment?

Simulations are less hectic and safer than the actual environment

On-the-job training is usually appropriate for which type of 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 skills needed to perform better in the current job.

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

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: Reinforcers should be used during and after training.

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.

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?

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