HRES3360 Training and Development
3. Which of the following is true of tacit knowledge?
C. Formal training and development programs limit the extent to which tacit knowledge can be acquired.
2. Which of the following statements best differentiates formative evaluation from summative evaluation?
C. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training
1. Which of the following is true about a learning organization?
C. In a learning organization, employees learn from failure and from successes.
10. There is not one universally accepted instructional systems development model
TRUE
3. _____ relates to the learner's decision regarding what information to attend to, how to remember, and how to solve problems.
A. Cognitive strategy
3. Which of the following statements is true of traditionalists?
D. They value direct presentation of information that is organized logically.
4. The evaluation process ideally begins with:
D. conducting a needs analysis
2. Informal learning:
D. leads to the effective development of tacit knowledge.
The _____ training outcome is collected to determine whether trainees are using training content back on the job.
D. result
10. Internal analysis involves examining the operating environment to identify opportunities and threats.
FALSE
10. The adult learning theory assumes that adults enter a learning experience with a subject centered approach instead of problem-centered approach to learning.
FALSE
27. Fan-type seating is ineffective for training that includes trainees working in groups and teams to analyze problems and synthesize information.
FALSE
28. Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.
FALSE
29. In Kirkpatrick's five-level framework for categorizing training outcomes, the levels indicate the importance of the outcomes.
FALSE
29. Using managers and employees as trainers decreases the perceived meaningfulness of the training content.
FALSE
30. Results belong to the level 1 criteria in Kirkpatrick's framework for categorizing training outcomes.
FALSE
31. A pencil-and-paper test is ideal for measuring skill-based outcomes.
FALSE
31. The dimensions of Myers-Briggs Type Indicator combine to form eighteen personality types.
FALSE
6. Feedback from trainers and coaches deters training.
FALSE
7. . Training differs from development in that training tends to be more future-focused than development.
FALSE
7. Upper-level managers view the needs assessment process by focusing on specific jobs.
FALSE
8. Tacit knowledge developed through experience and shared through interactions between employees is easy to imitate.
FALSE
8. Tacit knowledge tends to be the primary focus of formal training and employee development.
FALSE
9. Companies need to restrict learning to classrooms in order to competently help employees acquire knowledge and skills.
FALSE
10. Job incumbents should be included as SME's in the needs assessment process since they tend to be the most knowledgeable about the job.
TRUE
26. The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.
TRUE
27. Pilot testing refers to the process of previewing the training program with potential trainees and managers or with other customers
TRUE
28. Traditional classroom-type seating makes it difficult for trainees to work in teams.
TRUE
30. Compared to the other groups, baby boomers are especially motivated to learn if they believe that training content will benefit them personally.
TRUE
6. Companies cannot gain a competitive advantage solely through their human resource management practices.
TRUE
6. Learning organizations emphasize that learning occurs not only at the individual employee level but also at the group and organizational levels.
TRUE
6. Pressure points such as changes in customer preferences or employees' lack of basic skills do not necessarily mean that training is the right solution.
TRUE
7. In learning organizations, there is an understanding that failure provides important information.
TRUE
7. Recognizing that employees have preferences regarding how they want to learn is a good practice in training.
TRUE
8. Developing a computer program that meets customer specifications is an example of an intellectual skills learning outcome.
TRUE
8. Upper-level managers are not usually involved in identifying which employees need training or the tasks for which training is needed.
TRUE
9. Informal learning cannot replace formal training and employee development
TRUE
9. Instruction refers to the trainer's manipulation of the environment in order to help trainees learn.
TRUE
9. Subject-matter experts (SMEs) must have an understanding of the company's language, tools, and products.
TRUE
3. _____ analysis involves determining the appropriateness of training, given the company's business strategy, its resources available for training, and support by managers and peers for training activities.
A. Organizational
5. Which of the following method of needs assessment is inexpensive and allows the collection of data from a large number of persons?
A. Questionnaire
1. _____ refers to the process of collecting the outcomes needed to determine whether training is effective.
A. Training evaluation
5. A SWOT analysis is typically conducted in the _____ step of the strategic training and development process.
A. business strategy formulation and identification
2. If training emphasizes total-group discussion with limited presentation and no smallgroup interaction, a _____ seating arrangement will be most effective.
A. conference-type
4. A(n) _____ is an example of tacit knowledge.
A. employee's experience
5. The dimensions of the Myers-Briggs Type Indicator combine to form _____ personality types.
A. sixteen
3. Formative evaluation involves collecting qualitative data about a training program from trainees mainly through:
A. their opinions and feelings about the program.
1. Which of the following statements is true of training?
B. It is important to realize that for training to be effective, both learning and transfer of training are needed.
1. Which of the following statements is true of human capital?
B. Motivation to deliver high-quality products and services is a part of human capital.
2. _____ involves determining whether performance deficiencies result from lack of knowledge or skills.
B. Person analysis
5. Intellectual skill as a learning outcome primarily includes the capability to:
B. apply generalizable concepts and rules to solve complex problems.
2. The strategic training and development process begins with:
B. identifying the business strategy.
2. Which of the following examples best reflects attitude as a learning outcome?
C. Choose to respond to all incoming mail within 24 hours.
4. Which of the following types of learning outcome is reflected through the ability to design and code a computer program that meets customer requirements?
C. Intellectual skills
4. _____ are more concerned with how training may affect the attainment of financial goals for the particular units they supervise.
C. Mid-level managers
4. _____ place a high value on money, so linking training to monetary incentives facilitates learning for them.
C. Millenniums
4. _____ 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.
C. Mission
1. Which of the following statements is true of needs assessment?
C. The role of the needs assessment process is to determine if training is the appropriate solution.
5. _____ refers to a systematic approach for developing training programs.
C. Training design process
3. The final step of the strategic training and development process involves:
C. identifying measures or metrics.
1. The program design process for training typically begins with:
C. preparing, motivating, and energizing trainees to attend the learning event