HRM 408 Quizzes

To qualify as a registered apprenticeship program under state and federal guidelines the number of hours of classroom instruction required is at least 44 100 144 2000

144

________________ is known as the art and science of teaching adults. Andragogy ADDIE Pedagogy Adult Learning Theory

Andragogy

____________ refers to the type of incentives an employee receives for performing well, whereas _____________ refers to the information that employees receive while they are performing. Feedback & consequences Consequences, feedback Input, output Output, input

Consequences, feedback

Which of the following statements is true of knowledge management? Use of social networking sites such as Facebook or Myspace in organizations hinders knowledge management. It involves acquiring knowledge, studying problems, attending training, and using technology only within work. It does not require positions like chief information officer (CIO) and chief learning officer (CLO) as knowledge transfer is spontaneous. Creating communities of practice and using "after-action reviews" at the end of each project facilitates knowledge management.

Creating communities of practice and using "after-action reviews" at the end of each project facilitates knowledge management.

_____ best prepares team members to step in and take the place of a member who may temporarily or permanently leave the team. Guided team self-correction Cross training Coordination training Scenario-based training

Cross training

___________ refers to the purpose and expected outcome of training activities. Practice Rehearsal Objectives Instruction

Objectives

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

True

True or False In practice, organizational, person and task analyses are not conducted in any particular order.

True

True or False 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

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

True

True or False 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

True or False A statement of the basic components of O-J-T is: Tell, Show, Do, Review.

True

True or False Compared to the other groups, baby boomers are especially motivated to learn if they believe that training content will benefit them personally.

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. concept map design document lesson plan action plan

action plan

Lecture as a presentation method: emphasizes active trainee involvement and feedback. is an expensive and time-consuming way to communicate information. can be easily employed with large groups of trainees. allows for strong connection to the work environment and easy transfer of training.

can be easily employed with large groups of trainees.

On-the-job training is best when it occurs naturally and is not structured. is an expensive, time-consuming method of training. has the advantage of utilizing expertise that exists among managers and peers. requires no preparation on the part of managers or peers who will conduct the training.

has the advantage of utilizing expertise that exists among managers and peers.

Kenneth, an operations manager has been assigned to train a group of older employees in the logistics department. He has to train them to use the new computer software which was installed recently. He does so by reminding them that they were quick in learning to use the previous software. Kenneth is typically trying to _____. increase the employees' self-efficacy deter expectancies of the employees create motor reproduction raise the valence of the behavior

increase the employees' self-efficacy

In expectancy theory, a belief that performing a given behavior is associated with a particular outcome is called _____. valence instrumentality maintenance generalizing

instrumentality

Similar to performing routine work on our body or mind (grooming, affirmations, etc.), to properly anchor training, trainees must perform regular _______________ on the knowledge acquired to use what they learned over time. ADDIE analysis check-ups maintenance generalization

maintenance

The concept of having an employee who has already mastered the learning outcomes demonstrate them for a trainee is also known as ______________. an internship modeling an apprenticeship show-tell-do

modeling

Key behavior practice sessions are most effective when they allow trainees to practice the behaviors _____. multiple times in a large group in a group where evaluation apprehension is high without any feedback

multiple times

If companies have a limited budget for developing new training methods, the most appropriate hands-on training method will be _____. simulation team training on-the-job training action learning

on-the-job training

In training, the greatest level of support that a manager can provide is to: participate in training as an instructor. allow trainees to attend training. provide trainees opportunity to practice what they have learnt. discuss progress of the training sessions with trainees.

participate in training as an instructor.

Lapses that inhibit transfer of training typically take place when trainees: use previously learned, less effective capabilities instead of applying the capabilities emphasized in the training program. make performance of a task, recall of knowledge, or demonstration of a skill so automatic that it requires little thought or attention. complete practice exercises at one time within a lesson or class rather than distributing the exercises within the lesson. identify learned material in long-term memory and use it to influence performance.

use previously learned, less effective capabilities instead of applying the capabilities emphasized in the training program.

The Expectancy Theory can be simplified as ___________ X ______________ X _______________ = Effort Attitude, Skills, Valence Effort, Performance, Outcomes Knowledge, Skills, Abilities Effort, Attitude, ROI

Effort, Performance, Outcomes

True or False A curriculum covers more specific learning objectives and addresses a more limited number of competencies than a course or program.

False

True or False The only way to deal with disruptive trainees is to ask them to leave the training session.

False

_____ is based on the principles of social learning theory. Standard lecture training Simulation Behavior modeling Social media learning

Behavior modeling

Person level needs analysis Involves determining which jobs to eliminate when a company is downsizing. Focuses on the company's mission and business strategy. Should always be conducted after organizational and task analyses. Focuses on identifying who needs training and whether employees are ready for training.

Focuses on identifying who needs training and whether employees are ready for training.

___________________ is defined as the ability of the trainee to apply basic concepts they learned during training to on-the-job related problems. Transfer of Training Mapping of Training Generalization Maintenance

Generalization

The belief that performing a specific behavior is associated with a particular outcome is known as _______________. Expectancy Theory Goal Setting Theory Instrumentality Expectancies

Instrumentality

Task level analysis Should always be conducted before an organization analysis. Looks at who needs training and whether there is readiness for training. Involves identifying tasks and knowledge, skills, and behaviors needed to perform those tasks. Looks at how training fits with the business strategy of the company.

Involves identifying tasks and knowledge, skills, and behaviors needed to perform those tasks.

_____ 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. Organizational Task Gap Value-chain

Organizational

The concept of examining if an employee has the correct attitude and motivation for training, as well as if the work environment will actually facilitate the learning activity and not impede performance, is referred to as ________________. Transfer of training. Motivation to learn. Training benchmarking. Readiness for training.

Readiness for training.

_______________ emphasizes that people are motivated to perform or avoid certain behaviors because of the past outcomes and rewards from said outcomes. Cognitive Improvement Theory Goal Setting Theory Past Accomplishments Theory Reinforcement Theory

Reinforcement Theory

Which of the following training methods is best suited for attitude learning outcomes? On-the-job training Self-directed learning Apprenticeship Role play

Role play

_______________, or the process of determining whether training is the best or most likely solution to a performance problem, is comprised of four methods. Gap analysis Root-cause analysis Needs assessment Knowledge and skill audit

Root-cause analysis

The degree that a person's judgment about whether they can successfully learn knowledge and skills is also know as ____________. Instrumentality Logical verification Knowledge stimuli Self-efficacy

Self-efficacy

_________________, which often involves modeling, describes how we learn from observing other persons who we believe to be credible. Social Learning Theory Goal Setting Theory Social Cues Theory Social Modeling Theory

Social Learning Theory

Which of the following terms refer to a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job? Quality circle. Focus group. Support network. Strategic group.

Support network.

Which of the following method of needs assessment is inexpensive and allows the collection of data from a large number of persons? Survey Observation Focus group Interview

Survey

When an employee exhibits a performance deficiency, Training is, without exception, the solution. The company needs new equipment. Poor management should be ruled out as a cause. The cause may be internal factors other than a lack of the employee having the right KSA's (Knowledge, Skills & Abilities).

The cause may be internal factors other than a lack of the employee having the right KSA's (Knowledge, Skills & Abilities).

Which of the following statements is true of lesson plans? They are typically less detailed than the design document. They ensure that both the trainee and the trainer are aware of the course and program objectives. They include several courses and mainly focus on developing a set of competencies needed to perform a job. They are not documented; therefore, they cannot be shared with managers who pay for training services.

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

Six Sigma and Kaizen, black belt training programs, involve principles of: adventure learning. action learning. vicarious reinforcement. social learning theory.

action learning.

Adventure learning, such as outdoor or wilderness training is an inexpensive training method. can be personally exhilarating for participants, but may present a liability risk for the firm. always have clear learning objectives with easily measurable results. prepare people for the dangers typically found in corporate work environments.

can be personally exhilarating for participants, but may present a liability risk for the firm.

The lecture method emphasizes trainee involvement and feedback. has the advantage of being highly conducive to the transfer of learning via identical elements theory. can be supplemented with other techniques to make it more sensory appealing and to address different learning styles more. is best for team training that calls for small group learning.

can be supplemented with other techniques to make it more sensory appealing and to address different learning styles more.

The difference between job analysis and competency models is that: competency modeling is more work- and task-focused, whereas job analysis is worker-focused. competency models describe employees' skills, knowledge, abilities and personal characteristics that are common across jobs, whereas job analysis describes what is different across jobs. competency modeling is used to generate specific requirements of employees for a job, and job analysis is used to generate more general requirements. job analysis can be applied to selection, training, employee development, and performance management unlike competency models.

competency models describe employees' skills, knowledge, abilities and personal characteristics that are common across jobs, whereas job analysis describes what is different across jobs.

Development of effective self-directed learning typically begins with: writing trainee-centered learning objectives directly related to the tasks. conducting a job analysis to identify the tasks that must be covered. developing content for the learning package. developing an evaluation package

conducting a job analysis to identify the tasks that must be covered.

If training emphasizes total-group discussion with limited presentation and no small-group interaction, a _____ seating arrangement will be most effective. conference-type horseshoe fan-type classroom-type

conference-type

The program design process for training typically begins with: encouraging learners to apply what they have learned to their work. preparing a concept map and curriculum road map to facilitate learning. preparing, motivating, and energizing trainees to attend the learning event. preparing instruction (classes, courses, programs, lessons) to facilitate learning.

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

Self-directed learning has the advantage of being self-paced, but it is inconvenient to shift workers and can be more costly than other methods. requires that the learner take responsibility for his/her own learning and he/she sets the pace. makes the role of the trainer completely obsolete. does not account for different learning styles and paces.

requires that the learner take responsibility for his/her own learning and he/she sets the pace.

A case study is a scenario describing a work situation requiring trainees to analyze the actions described and to recommend alternatives. for the purpose of developing manual skills. from which individual trainees select the best action. that, as a training method, is costly and relatively passive.

requiring trainees to analyze the actions described and to recommend alternatives.

Tim has worked at a call center for the last 5 years, and has participated in many training sessions over the years. Tim often encourages new hires and tries to reassure them that the training provided will equip them with all the tools and equipment to do their job successfully. Tim is participating in a form of _________________. social support. generalization. realistic job preview. training motivation recognition.

social support.

A lesson plan overview matches major activities of a training program and _____. instructor prerequisites trainee prerequisites specific times or time intervals funding required for the training

specific times or time intervals

Low levels of opportunity to perform indicate that: training content is not important for the employee's job. refresher courses for trainees are not necessary. there is no decay in learned capabilities of employees. the work environment is not interfering with the use of new skills.

training content is not important for the employee's job.