Ch. 1 - Introduction to Employee Training and Development

A. Personal knowledge based on experience

. _____ is an example of tacit knowledge. a. Personal knowledge based on experience b. Knowledge of formal processes c. Knowledge of definitions d. Knowledge of formulas

D. TQM

A core value of _____ is the prevention of the occurrence of errors in a product or service rather than detection and correction. a. ISD b. ADDIE c. HRM d. TQM

false

T/F A type of organization that embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge is known as a "talent organization."

false

T/F ATD stands for the Association for Training and Development.

true

T/F According to the ATD competency model, foundational competencies are used to a different extent in each role or specialization.

True

T/F Companies cannot gain a competitive advantage solely through their training practices

false

T/F Direct training expenditures, as a percentage of payroll and learning hours, have declined over the last several years.

False

T/F Due to globalization, the supply for talented employees now exceeds the demand.

false

T/F Employee engagement refers to training employees in a wide range of skills so they can fill any role in a team context

false

T/F In small companies, training is typically outsourced to outside vendors.

False

T/F Informal learning cannot be used to develop explicit knowledge

false

T/F Organizational development professionals in a company typically focus on identifying the top talent in the company.

false

T/F 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.

true

T/F Social networking facilitates decentralized decision making

False

T/F Tacit knowledge tends to be the primary focus of formal training and employee development.

false

T/F Talent management professionals typically focus on training as well as team building, conflict management, employment development, and change management.

true

T/F The least amount of learning content in companies concerns the development of basic skills.

false

T/F The use of technology-based learning delivery remained stable from 2010 to 2012.

True

T/F There is no one universally accepted instructional systems development model

False

T/F Training differs from development in that training tends to be more future-focused

true

T/F Treating employees differently based on their age, such as only inviting younger employees to attend training, can result in adverse legal consequences.

true

T/F When training is provided by consulting firms and government organizations, it is said to be outsourced.

B. formal training and development

The ADDIE model is most closely associated with: a. creating a learning organization b. formal training and development c. Informal learning d. Knowledge management

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

The ATD competency model _____. a. is designed to help sales associates make more personal connections with shoppers b. describes companywide effort to continuously improve the ways people and systems accomplish work c. specifies what it takes for an individual to be successful in the training field d. is a framework to analyze competition in an industry to formulate a training strategy

D. the types of outcomes training is expected to influence

The fifth step in the training design process is to develop an evaluation plan that involves identifying _____. a. an appropriate training method b. the requirements for training c. employees with motivation and basic skills d. the types of outcomes training is expected to influence

D. individuals outside the company

Training activities are said to be outsourced when they are provided by _____. a. in-house consultants b. company managers c. company trainers d. individuals outside the company

D. Work-related competence

Which of the following is an example of human capital? a. Corporate culture b. Patent c. Customer loyalty d. Work-related competence

A. Corporate culture

Which of the following is not an example of human capital? a. Corporate culture b. Education c. Tacit Knowledge d. Work-related competence

D. Engagement

Which of the following is not included in the ADDIE model? a. Analysis b. Design and Development c. Implementation d. Engagement

D. it is best acquired through informal learning.

Which of the following is true of tacit knowledge? a. It is easily codified and transferred from person-to-person. b. Formulas and definitions are examples of tacit knowledge. c. It is best acquired through formal training and development. d. It is best acquired through informal learning.

D. uses industry knowledge to create training that improves performance

According to the ATD competency model, a business partner _____. a. determines how workplace learning can be best used to help meet the company's business strategy b. plans and monitors the effective delivery of learning and performance solutions to support the business c. designs, delivers, and evaluates learning and performance solutions d. uses industry knowledge to create training that improves performance

A. project manager

In the ATD competency model, a _____ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business. a. project manager b. learning strategist c. business partner d. knowledge worker

D. leads to the effective development of tacit knowledge

Informal learning _____. a. is developed and organized by a company b. is not required for the development of human capital c. cannot be controlled by the employees d. leads to the effective development of tacit knowledge

A. They generally have limited employment opportunities in other companies because their knowledge and expertise tends to be firm specific

Which of the following statements is not true of knowledge workers? a. They generally have limited employment opportunities in other companies because their knowledge and expertise tends to be firm specific b. They are common in organizations that value intangible assets c. They typically do not perform manual labor d. They share knowledge and collaborate with others

D. They are believed to have high levels of self-esteem, sometimes the point of narcissism.

Which of the following statements is true of Millennials? a. They are also known as Generation X or Baby Boomers. b. They grew up during a time when the divorce rate doubled. c. They are often considered to be workaholics and rigid in conforming to rules. d. They are believed to have high levels of self-esteem, sometimes the point of narcissism.

B. Motivation to deliver high-quality products and services is a part of human capital.

Which of the following statements is true of human capital? a. Human capital is an organization's tangible asset. b. Motivation to deliver high-quality products and services is a part of human capital. c. It is easy to imitate or purchase an organization's human capital. d. Human capital is standardized in companies.

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

Which of the following statements is true of the Instructional System Design (ISD) model? a. The model is generally universally accepted. b. The model specifies an orderly, step-by-step approach to training design. c. The model eliminates the need for trainers to use their own judgment. d. The model has no underlying assumptions.

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

Which of the following statements is true? a. The reporting relationship between human resource management and the training function is standard across companies. b. Including training as part of the human resource function allows the training function to be decentralized to better respond to unique needs in different business units. c. Organizational development professionals are seldom responsible for training. d. For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.

C. Conducting needs assessment

Which of the following steps of the training design process involves person and task analysis? a. Ensuring transfer of training b. Developing an evaluation plan c. Conducting needs assessment d. Monitoring and evaluating the program

B. Human

_____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company's employees invest in their work. a. Intellectual b. Human c. Talent d. Social

A. Six Sigma

_____ involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts. a. Six Sigma b. Lean manufacturing c. Instructional Systems Design d. TQM

C. Total quality management

_____ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. a. Stakeholder management b. Diversity management c. Total quality management d. Talent management

C. The training design process

_____ refers to a systematic approach for developing training programs. a. Total quality management b. Continuous learning c. The training design process d. Orientation training program

C. Offshoring

_____ refers to the process of moving jobs from the U.S. to other locations in the world. a. Expatriation b. Job rotation c. Offshoring d. Insourcing

B. Virtual teams

______ refer to teams that are separated by time, geographic distance, culture, or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. a. Quality circles b. Virtual teams c. Six Sigma teams d. Ad hoc teams