6.7 End of Topic Review--Test 6 - Training
What is usually the best way to implement a new program? -Implement it as a "pilot program" in a controlled environment to a select audience -Train employees one at a time to ensure that the material is adequately learned -Introduce it to all employees so that everyone is on the same page -Teach the new program to the executives and let it trickle down to everyone else
Implement it as a "pilot program" in a controlled environment to a select audience (6.4)
What is the purpose of the Analysis stage of the ADDIE model? -Evaluating what the training program has accomplished -Determine if the training program will meet a real need in the organization -Creating a blueprint for the training program -Putting the training program into practice
Determine if the training program will meet a real need in the organization (6.3)
When unplanned and haphazard training occurs, what is most likely to happen? -Training and learning will take place and will be exactly what the organization needs -Training and learning may take place, but may not be in the best interests of the organization -No learning will take place -No training will take place
Training and learning may take place, but may not be in the best interests of the organization (6.1)
True or False: Organizations often attach some form of reward to training and development programs to motivate employees to become engaged.
true (6.2)
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 -The plan written up by the trainer and given to participants at the end of the training to sign and verify they will implement the new training -The plan written by the participants at the beginning of the training and given to the trainer to see what skills or knowledge the participants expect to learn in the training -The plan written up by the trainer and given to participants at the beginning of the training to sign and verify they will implement the new training
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 (6.4)
Which of the following are disadvantages that arise from recruiting skills from outside the organization instead of training and developing employees internally? (Select all that apply) -Additional costs from recruiting skilled talent -The promotional opportunities are reduced because employee enter at a higher pay-grade and higher position -Skilled employees can begin contributing to the company immediately without waiting for training or development -Outside training rarely is of high quality
-Additional costs from recruiting skilled talent -The promotional opportunities are reduced because employee enter at a higher pay-grade and higher position (6.2)
Why do companies engage in training and development? (Select all that apply) -To reduce turnover -To help employees be attractive to other employers -To recruit already-trained employees -To remove performance deficiencies -To help incorporate new technologies
-To reduce turnover -To remove performance deficiencies -To help incorporate new technologies (6.2)
How can training help organizations be better prepared for rapid development and expansion? -Build skills for a particular task -Build skills for a distinct purpose -Build transferrable skills -Train employees for their specific jobs
Build transferrable skills (6.2)
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 -The learning environment is self-controlled -Increases the amount of useful material participants transfer from the lecture to the actual job -Conveys the authority structure that organizations lean towards
Can convey large amounts of information to large groups of people (6.5)
Performance deficiencies 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... -Workplace environment -Technology -Quality of supervisor -Employee knowledge
Employee knowledge (6.1)
Which of the following is a disadvantage of job rotation? -Decreases creativity and innovation -Employees aren't in a job a long time and don't get motivated to work seriously -Doesn't expose the employees to a variety of jobs and situations -Decreases the employees understanding of the firm's strategic objectives
Employees aren't in a job a long time and don't get motivated to work seriously (6.5)
HR planning does which of the following for training and development? -Designs training programs to alleviate any deficiencies -Does an appraisal to reveal certain performance deficiencies -Helps identify training and development needs -Formalizes the process of developing talent from within the organization to fill needed roles
Formalizes the process of developing talent from within the organization to fill needed roles. (6.2)
The assessment phase provides all of the following information about the training except: -What the content of the training should be -Who needs the training -How much the training will cost -Where the training is needed
How much the training will cost (6.3)
All of the following are advantages to on-the-job training except... -Equipment does not need to be moved to a separate location -Separate areas for training are unnecessary -Facilitation of learning transfer -It minimizes distractions to other employees
It minimizes distractions to other employees (6.5)
Successful implementation of training and development programs depends upon all of the following except... -Selecting the appropriate media -Selecting the right workers -Selecting the cheapest training option -Selecting the right conditions
Selecting the cheapest training option (6.4)
Why do some organizations prefer to use simulations instead of training in the actual job environment? -Simulations are less hectic and safer than the actual environment -Training is becoming increasingly popular -The actual job environments helps employees learn to manage real-life safety concerns -The actual job envioronment provides a popular off-site type of training
Simulations are less hectic and safer than the actual environment (6.5)
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? -Decreased employee commitment -Well-trained individuals can decide to move to better-paying jobs in other organizations -There is a downgrade in the organizational perceptions employees have of work -There is more turnover and absenteeism
Well-trained individuals can decide to move to better-paying jobs in other organizations (6.2)
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 (6.1)
True or False: Training and development are learning-based activities that are only concerned with current performance.
false (6.1)
True or False: An organization can increase efficiency in employees when training and development are integrated with the selection process.
true (6.2)
