Chapter 1 Employee Training and Development
THE ASTD COMPETENCY MODEL
DESCRIBES WHAT IT TAKES FOR AN INDIVIDUAL TO BE SUCCESSFUL IN THE TRAINING AND DEVELOPMENT FIELD
THE ADDIE MODEL IS MOST CLOSELY ASSOCIATED WITH
EMPLOYEE TRAINING AND DEVELOPMENT
A(N)________IS AN EXAMPLE OF TACIT KNOWLEDGE
EMPLOYEE'S EXPERIENCE
DUE TO GLOBALIZATION THE SUPPLY FOR TALENTED EMPLOYEES EXCEEDS THE DEMAND
FALSE
IN A LEARNING ORGANIZATION IMPROVEMENTS IN PRODUCT OR SERVICE QUALITY STOP WHEN FORMAL TRAINING IS COMPLETED
FALSE
ISO STANDARDS ARE INVOLUNTARY
FALSE
ORGANIZATIONAL DEVELOPMENT PROFESSIONALS IN A COMPANY PRIMARILY FOCUS ON IDENTIFYING THE TOP TALENT IN THE COMPANY
FALSE
QUALITY CIRCLES REFER TO TEAMS THAT ARE SEPARATED BY TIME, GEOGRAPHIC DISTANCE, CULTURE, AND/OR ORGANIZATIONAL BOUNDARIES AND THAT RELY ALMOST EXCLUSIVELY ON TECHNOLOGY TO INTERACT AND COMPLETE THEIR PROJECTS
FALSE
TACIT KNOWLEDGE TENDS TO BE THE PRIMARY FOCUS OF FORMAL TRAINING AND EMPLOYEE DEVELOPMENT
FALSE
THE REPORTING RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT AND THE TRAINING FUNCTION IS STANDARDIZED ACROSS COMPANIES
FALSE
TRAINING DEPARTMENT MANAGERS ARE INVOLVED TO A GREATER EXTENT IN THE PROJECT MANAGER ROLE THAN ARE SPECIALISTS WHO HOLD OTHER JOBS
FALSE
TRAINING DESIGN PROCESSES SHOULD BE RIGID AND NOT FLEXIBLE
FALSE
TRAINING DIFFERS FROM DEVELOPMENT IN THAT TRAINING TENDS TO BE MORE FUTURE-FOCUSED THAN DEVELOPMENT
FALSE
WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF TRAINING
FOR TRAINING AND DEVELOPMENT TO SUCCEED, EMPLOYEES,MANAGERS, TRAINING PROFESSIONALS, AND TOP MANAGERS ALL AHVE TO TAKE OWNERSHIP
WHICH OF THE FOLLOWING IS TRUE OF TACIT KNOWLEDGE
FORMAL TRAINING AND DEVELOPMENT PROGRAMS LIMIT THE EXTENT TO WHICH TACIT KNOWLEDGE CAN BE AQUIRED
WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF HUMAN CAPITAL
MOTIVATION TO DELIVER HIGH QUALITY PRODUCTS AND SERVICES IS A PART OF HUMAN CAPITAL
__________REFERS TO THE PROCESS OF MOVING JOBS FROM THE UNITED STATES TO OTHER LOCATIONS IN THE WORLD
OFFSHORING
TEAM BUILDING, CONFLICT AVOIDANCE, AND CHANGE MANAGEMENT ARE TYPICALLY SPECIALIZED BY ____ PROFESSIONALS
ORGANIZATIONAL DEVELOPMENT
IN THE ASTD COMPETENCY MODEL, THE _____ PLANS, OBTAINS, AND MONITORS THE EFFECTIVE DELIVERY OF LEARNING AND PERFORMANCE SOLUTIONS TO SUPPORT THE BUSINESS
PROJECT MANAGER
WHICH OF THE FOLLOWING TRAINING PROGRAMS IS MANDATED BY LAW
SAFETY TRAINING PROGRAM
____INVOLVES HIGHLY TRAINED EMPLOYEES KNOWN AS CHAMPIONS, MASTER BLACK BELTS, BLACK BELTS, AND GREEN BELTS
SIX SIGMA
WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF THE INSTRUCTIONAL SYSTEM DESIGN (ISD) MODEL
THE MODEL RARELY FOLLOWS A NEAT, ORDERLY, STEP-BY-STEP APPROACH OF ACTIVITIES
THE FIFTH STEP IN THE TRAINING DESIGN PROCESS IS TO DEVELOP AN EVALUATION PLAN THAT INVOLVES INDENTIFYING:
THE TYPES OF OUTCOMES TRAINING IS EXPECTED TO INFLUENCE
WHICH OF THE FOLLOWING STATEMENTS IS TRUE OF MILLENNIALS
THEY ARE BELIEVED TO HAVE HIGH LEVELS OF SELF-ESTEEM, TO THE POINT OF NARCISSIM SOMETIMES
_________IS A COMPANYWIDE EFFOT TO CONTINOUSLY IMPROVE THE WAYS PEOPLE, MACHINES, AND SYSTEMS ACCOMPLISH WORK
TOTAL QUALITY MANAGEMENT
THE CORE VALUE OF _____IS THE PREVENTION OF THE OCCURENCE OF ERRORS IN A PRODUCT OR SERVICE RATHER THAN DETECTION AND CORRECTION
TQM
_____REFERS TO A SYSTEMATIC APPROACH FOR DEVELOPING TRAING PROGRAMS
TRAINING DESIGN PROCESS
ACCORDING TO THE ASTD COMPETENCY MODEL, FOUNDATIONAL COMPETENCIES ARE USED TO A DIFFERENT EXTENT IN EACH ROLE OR SPECIALIZATION BY TRAINING AND DEVELOPMENT PROFESSIONALS
TRUE
COMPANIES CANNOT GAIN A COMPETITIVE ADVANTAGE SOLELY THROUGH THEIR HUMAN RESOURCE MANAGEMENT PRACTICES
TRUE
COMPANIES SEPARATE TRAINING FROM THE HUMAN RESOURCE FUNCTION BECAUSE IT ALLOWS THE TRAINING FUNCTION TO BE DECENTRALIZED
TRUE
INFORMAL LEARNING CANNOT REPLACE FORMAL TRAINING AND EMPLOYEE DEVELOPMENT
TRUE
SOCIAL NETWORKING FACILITATES DECENTRALIZED DECISION MAKING
TRUE
THE LEAST AMOUNT OF LEARNING CONTENT IN COMPANIES CONCERNS BASIC SKILLS
TRUE
THERE IS NOT ONE UNIVERSALLY ACCEPTED INSTRUCTIONAL SYSTEMS DEVELOPMENT MODEL
TRUE
TRAINING AND DEVELOPMENT COURSES ARE FOUND IN PSYCHOLOGY DEPARTMENTS AT COLLEGE AND UNIVERSITITES
TRUE
TREATING EMPLOYEES DIFFERENTLY BASED ON THEIR AGE, SUCH AS ONLY INVITING YOUNGER EMPLOYEES TO ATTEND TRAINING AND DEVELOPMENT PROGRAMS, CAN RESULT IN ADVERSE LEGAL CONSEQUENCES
TRUE
WHEN TRAINING IS PROVIDED BY CONSULTING FIRMS AND GOVERNMENT ORGANIZATIONS, IT IS SAID TO BE OUTSOURCED
TRUE
WHICH OF THE FOLLOWING STEPS OF THE TRAINING PROCESS INVOLVES PERSON AND TASK ANALYSIS
CONDUCTING NEEDS ASSESSMENT
TRAINING AND DEVELOPMENT ACTIVITIES IN A COMPANY ARE SAID TO BE OUTSOURCED WHEN THEY ARE PROVIDED BY _______.
GOVERNMENT ORGANIZATIONS
_________CAPITAL REFERS TO THE SUM OF THE ATTRIBUTES, LIFE EXPERIENCES, KNOWLEDGE, INVENTIVENESS, ENERGY, AND ENTHUSIASM THAT THE COMPANY'S EMPLOYEES INVEST IN THEIR WORK
HUMAN
_____REFERS TO THE INTEGRATED USE OF TRAINING AND DEVELOPMENT, ORGANIZATIONAL DEVELOPMENT, AND CAREER DEVELOPMENT TO IMPROVE INDIVIDUAL, GROUP, AND ORGANIZATIONAL EFFECTIVENESS
HUMAN RESOURCE DEVELOPMENT
INFORMAL LEARNING
LEADS TO EFFECTIVE DEVELOPMENT OF TACIT KNOWLEDGE
ACCORDING TO THE ASTD COMPETENCY MODEL, A BUSINESS PARTNER
USES INDUSTRY KNOWLEDGE TO CREAT TRAINING THAT IMPROVES PERFORMANCE
______REFER TO TEAMS THAT ARE SEPARATED BY TIME, GEOGRAPHIC DISTANCE, CULTURE, AND/OR ORGANIZATIONAL BOUNDARIES AND THAT RELY ALMOST EXCLUSIVELY ON TECHNOLOGY TO INTERACT AND COMPLETE THEIR PROJECTS
VIRTUAL TEAMS
WHICH OF THE FOLLOWING IS AN EXAMPLE OF HUMAN CAPITAL
WORK-RELATED COMPETENCE