C235 - Flashcards from Text + PA + Study Guide + Final Prep Assessment

WIIFM

"What's in it for me?" This is where a solid rationale for the training and a direct connection between the desired learning outcomes and the strategic success of the business are very important.

Emotional Intelligence

(EQ) The ability to monitor and regulate one's own emotions, sense the emotional states of others, and behave in ways that are sensitive and effective in a given interpersonal situation.

Baby Boomers

- Born 1946 to 1964 - Competitive, hardworking, and concerned that all employees are treated fairly - Respond well to interactive training activities, such as group exercises - Like well-organized training materials with an overview of the information and an easy way to access more detail - Especially motivated to learn if they see a personal advantage in the training

Gen Xers

- Born 1965 to 1980 - Need feedback and flexibility, need work-life balance, and dislike close supervision - Prefer a self-directed learning environment - Respond well to training methods that allow them to work at their own paces, such as videos, Internet-based training, or CD-ROMs - Highly motivated to learn if they see the training as increasing their employability - Like to learn by doing, through experimentation and feedback - Respond well to training materials that are more visual and less wordy/list item

Millennials

- Born after 1980 - Optimistic, willing to work and learn, tech-savvy - Like to learn by working alone and through helping others - Prefer blended learning approaches with self-paced online learning for basic concepts and knowledge, followed by group activities and hands-on practice working with others - Motivated to learn if they see that the training will reduce their work stress and make them more employable - Place a high value on money - Prefer training that is entertaining and involves music, games, and art

Traditionalist

- Born prior to 1946 - Patriotic and loyal, possess much organizational knowledge - A traditional training room with a stable, orderly learning environment - Do not like to be put on the spot in front of others - Value presentation of information and training materials that are logically organized - Appreciate it when the trainer asks for their experiences and perspectives

What are the strategies to enhance the transfer of training before the training session?

- Cast a broad net - Seek the support of management - Prepare trainees - Use pre-work - Examine attitudes - Foster motivation - Design for fidelity

What are some examples of "Department-Level Information"?

- Department role, functions, and guiding philosophy - Specific job duties and responsibilities - Policies, procedures, rules, and regulations - Performance expectations, including relations with peers and with other departments

Describe the process for creating a performance improvement plan (PIP).

- Exactly identify the performance that needs improvement or the behavior to be changed. - Give easy-to-understand expectations and measurable objectives concerning the work to be done or behavior that must be corrected. - Find the support to help the employee make the suggested improvements. - Establish a plan for reviewing the employee's line of progress and giving clear feedback to the employee for the length of the performance improvement plan. - Specify consequences the employee faces if performance does not improve. - Specify possible ramifications if performance standards as identified in the PIP are not achieved.

What are the strategies to enhance the transfer of training after the training session?

- Foster ongoing support - Relapse prevention training

Describe the steps for preparing for and the termination of employment

- Have multiple members of management review the employee termination decision - Take detailed notes on employee grievances during the termination process - Conduct the termination in a neutral area to help both parties communicate

Describe HR's role in the new hire orientation/socialization process

- Highlight key policies - Providing an overview of the organization - Providing realistic job preview

Identify HR's role in the performance management process.

- Highlighting key policies and procedures - Providing an overview of the organization - Providing realistic job previews

Identify the supervisor's role in the performance management process.

- Managers establish goals and expectations. - Expectations must be clear, mutually understood, and in measurable terms.

What are some examples of "Organization-Level Information"?

- Organization overview including history, mission, vision, values, culture, and strategy. - Organization-level policies and procedures, compensation, employee benefits, and services. - Safety and accident prevention. - Physical facilities (cafeteria, workout areas). - Customer relations. - Employee and union relations.

What are the strategies to enhance the transfer of training during the training session?

- Practice, practice, practice - Illustrate principles - Teach self-management - Use questions - Make it applicable

What are the four areas of On-the-Job-Training?

1) Prepare learners 2) Present information 3) Practice 4) Follow-up

Identify effective performance appraisal practices (i.e., legally defensible)

1. Based on a job analysis 2. Communication of performance standards 3. Raters should have ample opportunity to observe the performance of the ratee 4. Shouldn't rely solely on the judgment of a single individual without input and checks by others

What two actions are performed to develop a competency model?

1. Determining traits of employees who hold those positions 2. Identify the organization's top-performing performers (in that role)

What are the three steps of the performance management cycle?

1. Establish/define goals and clarify expectations 2. Provide feedback & coaching/development 3. Evaluate performance and conduct performance reviews

Results-level assessment

1. Estimating the ROI gained from the training 2. Assess benefits from a company's training program for the time and resources committed to the effort

Describe how to create legally defensible performance appraisals

1. Evaluate of abstract/traits (honesty, dependability, etc.) should be avoided unless traits can be defined and observe 2. Ratees should be provided with feedback of the result 3. No performance evaluation should rely solely on the judgment of a single individual without input

What are the key elements of conducting an effective performance review session?

1. Keep effective records 2. actively listen to, the employee's perspective on his or her performance 3. Providing specific tips for improving performance

What are the organizational benefits of effective performance management.?

1. Lower turnover 2. Higher productivity per employee 3. Improved business results

What are the five principles for the design of training for adult learners?

1. Need to know "the why" for any training they are asked to undertake 2. Need to be self-directed in their learning 3. Bring extensive work-related experiences into the training, which needs to be acknowledged 4. Enter the training with a problem-centered approach to learning and seek immediate application 5. Learn best through "Praxis," a Greek word meaning "action with reflection". This suggests that actual members of repetitions may be less important for adult learners than the opportunity to reflect back and analyze the impact of actions taken.

Describe effective strategies for overcoming obstacles to effective performance appraisal.

1. Reviews focused on supervisor (listen to employee views and create personal development plan) 2. Trouble preparing employees review (Employee self-review to start a conversation) 3. Review process to help employees improve

What are the individual benefits of effective performance management?

1. Understand organizational expectations 2. Management can do a better job with job promotions

An organization is considering a new workforce training program that is estimated to increase the average employee's productivity by 20%. In a group of 10 employees, each employee produces $45,000 in revenue. The training program for the group costs $300,000.What is the organization's return on investment (ROI) for this program?

30%

Regarding Ranking methods Receiving feedback from all those affected by the work includes co-workers, suppliers, customers, bosses and peers

360 Degree Review

Why might an employee prefer 360-degree feedback rather than a traditional performance appraisal?

360-degree feedback provides various perspectives of job performance.

Baby Boom Generation

77 million strong, born between 1946 and 1964.

Central Tendency Error

A bias that reflects the tendency to lump others together as average.

Leniency Error

A bias that reflects the tendency to rate others too generously.

A company wants to offer its employees additional training as part of the company's expansion into a new product line. The employees who are to receive the training are located all around the world and work different hours of the day. The company wants the employees to interact with one another and have meaningful discussions of the material, but wants to limit the costs of bringing all of the employees together. The company feels the interaction will be more beneficial after the employees have had a chance to study the new material independently.Which form of training instruction should the company choose in this situation?

A blended class approach with an asynchronous online component

Team Building

A catch-all term for a group of OD interventions focusing on the psychosocial subsystem and designed to improve the functioning of teams.

Circular tables

A circular table and lots of materials available on each table creates another type of feel - namely, this is going to be a highly interactive session wherein participants will be working with others at their table.

ADDIE Model

A common framework for training and development where the five steps in the model are Assessment, Design, Development, Implementation, and Evaluation.

Which practice is allowed under the Age Discrimination in Employment Act of 1967 (ADEA)?

A company requires employees be at least 28 for promotion and will not hire employees under age 18.

Total Quality Management

A comprehensive and structured approach to organizational management that seeks to improve the quality of products and services through ongoing refinements in response to continuous feedback.

What does the ADDIE model suggest?

A continuous cycle

Performance Management

A cycle of activity that involves defining goals for employees, observing performance and providing feedback, and then conducting a formal performance review.

Task Analysis

A detailed statement of the conditions under which a task is performed, as well as the duties, responsibilities, and activities associated with the task.

What is the main goal of conducting an task level needs assessment?

A detailed statement of the conditions under which a task is performed, as well as the duties, responsibilities, and activities associated with the task.

Coaching

A development approach that provides personal and direct support to individuals as they achieve a specific competence.

The Leadership Challenge

A five-dimensional model of leadership behavior that is based on a large survey. The five-dimensions of the model include challenge the process, inspire a shared vision, enable others to act, model the way, and encourage the heart.

Americans with Disabilities Act

A law that states an employer may not discriminate against either an applicant or a current employee because he or she was previously disabled or appears to be disabled.

Americans with Disabilities Act

A law that states an employer may not discriminate against either an applicant or a current employee because he or she was previously disabled or appears to be disabled. The key question is whether or not the person can perform the "essential job functions" after the employer makes "reasonable accommodations."

In-country training

A learning activity taking place in a classroom or workshop with formally designated instructor(s), learning objectives, and outcomes, conducted full-time or intermittently within the host country. This post-arrival training may include on-going language instruction as well as additional sensitivity training in cultural differences. It might also include assigning a host country mentor, someone who "knows the ropes" in the new country, who greets the expat and family upon arrival, and is available for counsel throughout the posting.

Survey Feedback

A means of organizational diagnosis where items, such as questionnaires, are distributed to collect employee (or customer) feedback to gauge certain aspects of an organization that require change.

Performance Standards

A performance expectation that must be met over and over; usually associated with jobs involving routine, repetitive tasks.

Application Plan

A plan developed at the end of training to aid in transfer, overcoming potential obstacles back at work, and avoiding relapse.

ROI (Return On Investment)

A profitability ratio that can be utilized as an objective measure of effectiveness of a training program. It can be calculated by dividing the "return" of the training by the "investment" costs of the training.

Fair Use

A provision of the Copyright Act that allows the use of copyrighted works under certain conditions depending on purpose, nature, percent, amount, and effect on market value.

Time Series

A quasi-experimental design which has no control group. There is multiple measures taken before and multiple measures taken after over time.

Straight Ranking

A ranking approach that involves the ranking of ratees against others in the same department or job classification.

Alternation Ranking

A ranking approach where a supervisor will identify the top and bottom performers, remove their names from the group of ratees, and repeat this process until all employees are ranked.

Paired Comparison

A ranking approach where every subordinate is compared to every other subordinate on each dimension of performance.

Forced Distribution

A ranking approach where the rater is forced to divide candidates into predetermined categories (e.g., top 10% will receive excellent, bottom 20% will receive unsatisfactory).

Forced distribution

A ranking approach where the rater is forced to divide candidates into predetermined categories (e.g., top 10% will receive excellent, bottom 20% will receive unsatisfactory).

Behaviorally anchored rating scales

A rating approach where several dimensions of job performance are drawn from a job analysis and "anchored" at each of several points with statements of behavior reflecting the level of performance.

Trait-rating

A ratings approach where several dimensions of job performance are analyzed and "anchored" only with numbers or adjectives (e.g., "above average" or "needs improvement").

Behaviorally Anchored Rating Scales

A ratings approach where several dimensions of job performance are drawn from a job analysis and "anchored" at each of several points with statements of behavior reflecting the level of performance.

Learning

A relatively permanent change in knowledge, skills, attitudes, or social behavior resulting from practice or experience.

Competency Companion

A selected complementary behavior to develop as an adjunct to a pre-existing strength.

Career

A series of work-related positions a person holds throughout life.

High Performance Work Practices

A set of complimentary work practices associated with organizational success and focused on three broad areas: high employee involvement, skill development, and rewards.

Systems

A set of elements standing in interrelationship to themselves and to their environment.

Performance Goals

A statement of results to be achieved by a single employee or group within a certain time frame; typically applied in non-repetitive situations.

Needs Assessment

A step in the training process that is designed to ensure that any training program is meeting a real need in the organization.

Adverse Impact

A substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a race, sex or ethnic group.

Open Systems

A system, such as an organization, where its elements must constantly interact with, and adjust to, their environments in order to survive. Open systems, by definition involve inputs, throughputs, and outputs.

Learning Organization

A system-level concept wherein the organization is characterized by its capacity to adapt to changes in its environment, and it has developed the five disciplines of systems thinking, mental models, personal mastery, team learning, and shared vision.

Career Management

A term used to describe all efforts at planning, implementing, and monitoring employee career paths within an organization. Focuses on managing careers so that organizational goals are met.

Tiered lecture hall

A tiered lecture hall with seats all facing the front and immovable desks in front of each seat creates one type of feel for a training facility - namely, participants expect a lecture.

Define "near transfer"

A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment.

Near Transfer

A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment.

Relapse Prevention Training

A training focused on the identification of situations where trainees are likely to revert to old ingrained patterns of behavior and the development of strategies to counteract this tendency.

Mini-transition

A transition where there is no major shift in occupation choice or life approach, but rather minor variations to both.

Asynchronous

A type of e-learning in which students do not interact at the same time, but whenever they are available.

Synchronous

A type of e-learning wherein the participants gather in real time to interact with the facilitator, the course content, and the other participants.

On-boarding

A type of training in which employees acquire the necessary knowledge, skills and behaviors, to become effective organizational members; an extended version of orientation.

Resource-based View

A view that envisions organizations as bundles of resources, such as people, capital, plant, and equipment.

ABC Rule

A way in which to deliver both positive and negative feedback that is non-accusatory and non-inflammatory ("When you do A, then I feel B, and the organizational consequences are C").

Pre-work

A way to stimulate interest by sometimes assigning one or two readings, or a realistic case study, to be analyzed in advance of the training.

Group size for discussions are best for groups of how many?

About 6 people

Converger

Abstract Conceptualization & Active Experimentation. (thinking and doing)

Which adult learning principle has been used when adult learners tie the training content to their job tasks?

Acknowledging and applying personal experiences

What are two stages of human resources competency?

Acquiring Influencing

Stages of HR Competency

Acquiring, Applying, Mastering, Influencing.

What are the 4 competency stages?

Acquiring, Applying, Mastering, Influencing.

Accommodator

Active Experimentation & Concrete Experience (doing and feeling)

Gestalt Learning

Adult learners should understand the big picture, then they can be introduced one at a time to the smaller pieces that fit together.

Define "blended learning"

All information and knowledge sharing that has been done in class traditionally through lecture is "flipped" to an online environment and class time is used instead for discussion, synthesis, and application

Blended Learning

All information and knowledge sharing that has been done in class traditionally through lecture is "flipped" to an online environment and class time is used instead for discussion, synthesis, and application.

Simulations

All trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job. Both simulations and structured exercises typically involve a facilitator and allow participants to practice skills and apply knowledge they have just gained in a training program.

Experimental Designs

Allow the training evaluation to be conducted in such a way as to help rule out alternative explanations for any observed improvements in learning.

Simulations

Allow trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job.

Visualization

Also called "imaging" and "envisioning," this approach helps trainees experience something they want to happen by seeing it happen first in their minds and experiencing the associated feelings.

Affirmation

Also known as "positive self-talk," there is some evidence that top performers use positive thoughts and eliminate preconceived personal limitations.

Regarding Ranking methods The supervisor identifies the top and bottom performers Names are removed and the process is repeated till all employees have been ranked

Alternation

Action Learning

An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems.

Action learning

An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems.

Mentor

An experienced senior employee who helps develop a less-experienced employee.

Mentoring

An experienced senior employee who helps develop a less-experienced employee.

Quasi-experimental Designs

An experimental design that offers more control than pre-experimental designs due to its inclusion of a control group. But, its lack of randomization is a major drawback in establishing a cause and effect relationship from an experiment. The two designs included in this category are non-equivalent control group and time series.

Pre-experimental Design

An experimental design that offers the least control when it comes to drawing conclusions about causality. It includes single group post-test only, or case studies, and single group pre-test/post-test. Weakness of this design stem from its lack of control and randomization.

Self-efficacy

An individual's belief in his or her ability and capacity to accomplish a specific task or complete a challenge.

Smiles Sheets

An internal measure used to gather participant reactions and feelings relative to training content and context - "Individualized".

Organization Analysis

An investigation of system-wide components of an organization that may affect the design, conduct, and effectiveness of training beyond those considerations that apply at the task and individual level.

What is the main goal of conducting an organizational level needs assessment?

An investigation of system-wide components of an organization that may affect the design, conduct, and effectiveness of training beyond those considerations that apply at the task and individual level.

A large firm wants to develop a new employee orientation program. Under the program, the firm wants employees to be given information related to the mission statement of the company, including how top managers see the company. The firm also wants employees to be given information on the company's values, culture, and strategy for success in the future. The employees may want to ask questions about the company and where management sees it going in the future, as well as have the opportunity to learn more about the history of the firm. What is the appropriate type of orientation program given the information the firm wants to convey?

An organization-level, lecture program

Competency

An underlying characteristic of an individual that is causally related to superior performance in a job or situation.

What are the steps of the ADDIE model of training and development.

Analysis Design Development Implementation Evaluation

People-oriented Behaviors

Are those behaviors aimed at helping employees meet social and esteem needs, giving encouragement and reinforcement, asking for employee input, and listening to their concerns.

Employment Security

As contrasted with "job security," here employees' skills will be kept current so that if the present employer finds at some time in the future that it cannot afford to keep the employee on its own payroll, his or her job skills will be readily marketable to other organizations.

HR Competency

As defined in the Utah State University competency model, it is a configuration of knowledge, skills, and traits that leads to effective performance in human resource management.

Intangible Resources

As opposed to tangible resources (such as plants and equipment), these resources are difficult to quantify and to copy. Examples include: - Human Capital (tacit knowledge, educational & experience, work-related know-how) - Social Capital (corporate culture, management philosophy & practices, coaching/mentoring relationships, informal networking systems) - Intellectual Capital (patents & trade secrets, copyrights, intellectual property) - Organizational Capability (bring new products to market quickly, absorb & integrate other cultures in a merger, identify customer needs & respond directly to them, continuously improve production processes to drive down costs)

Person Analysis

Assessment of certain characteristics of the person which will be useful in the design of subsequent training.

What is the main goal of conducting an person level needs assessment?

Assessment of certain characteristics of the person will be useful in the design of subsequent training.

What is the best method to determine the effectiveness of a training program?

Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training

Trait Theories

Assumption that leaders are born and not made.

What type of learning is described below? Participants do not interact at the same time, but whenever they are available

Asynchronous

What type of learning is described below? Trainees work independently but may post comments, questions on a discussion board

Asynchronous

What type of learning is described below? WGU is a great example, students are all over the world, different time zones and languages

Asynchronous

Two-way Mentoring Programs

Baby boomers mentor Gen Xers or Millennials on how to get ahead in the organization, while the younger generations mentor the baby boomers on the use of new technology.

Glass Ceiling

Barriers that have blocked women and minorities from advancing in corporate hierarchies.

A firm is eager to give its employees a performance evaluation each year, but is concerned about being sued over the structure of that evaluation. The firm operates its evaluations on the principles that the evaluations must be based on thorough job analysis covering multiple work periods. The performance evaluations should be done based on the opinion of several individuals working in collaboration. The rating cannot be appealed by the rated party to avoid employees working around the system through the appeals process.Why should the firm be concerned about legal issues regarding its current performance evaluation process?

Because it does not give parties the opportunity to appeal

Identity Stage

Begins in the late teenage years and is a time of searching for values and role models and testing various possible ego identities.

Transactional Leadership

Behavior and contingency theories that focus on the details of the interaction between leader and followers. - Contingent Reward - Management by Exception - Motivation

Law of Effect

Behavior that is reinforced tends to be repeated.

Regarding Ranking methods An absolute standard system

Behaviorally Anchored Rating Scales (BARS)

Regarding Ranking methods Several dimensions of job performance are drawn from a job analysis and anchored at each point with statements of behavior reflecting the level of performance

Behaviorally Anchored Rating Scales (BARS)

A company wants to do a performance appraisal of its employees in such a way that the firm can review the observable actions of the employees rather than subjective competencies and work-outcomes. The firm wants to be able to give its employees specific feedback about exactly which actions the employees need to change to improve their performance.Which type of performance appraisal is appropriate in this case?

Behaviorally anchored rating scale

What is a beneficial result of management decisions that are informed by a performance management system?

Better promotions

What type of learning is described below? Lecture class has now been flipped to an online environment and class time is used for discussions

Blended Learning

Baby Bust Generation

Born 1965 to 1983, when birth rates declined to a median of 15.9 per thousand (compared to the baby boom median of 24.5 per thousand).

Repatriation

Bringing employees back home after an overseas assignment.

Repatriation training

Bringing employees back home after an overseas assignment.

Evaluation Criteria

Can be summarized by Kirkpatrick's 4-level training evaluation model: reactions, learning, behavior, results.

Dual Career Ladders

Career advancement programs that have two tracks a person can follow. One path, or track, is generally based on technical skill and one on management skill.

CLO

Chief Learning Officer, sometimes referred to as the CKO or "Chief Knowledge Officer." This is a strategic position charged with thinking critically about the organization's long-term needs for talent and how best to position the training and development process within the broader framework of the organization's capabilities to fulfill customer needs and fend off potential competitive rivals.

Participants in a training program need to gain overview information on a topic about which they know little. The number of participants in the training is very large, and the trainer is an expert in the field.Which delivery method is appropriate for this training setting?

Classroom lecture

Behavioral Objective

Clearly states what a participant should be able to do at the end of the program.

Training Expert, SME, Consultant or Communication Expert? Trainer familiar with group dynamics and group processes

Communication Expert

What is an element of a legally defensible performance appraisal system?

Communication of performance standards

4 Cs

Communication skills Collaboration skills Cognitive skills Consulting skills.

What are the limiations with each of these approaches?

Competency models suggest that both of these approaches are too narrow in that effective behavior in any job requires a combination of skills, knowledge, and other characteristics.

Programmed Instruction

Complex rules and procedures are best taught by using

Electronic Performance Support System (EPSS)

Computer access that provides expert advice when an employee faces a problem and also feeds information to the training department about the kinds of challenges employees have difficulty dealing with.

Diverger

Concrete Experience & Reflective Observation. (feeling or observing)

A firm is considering the involuntary termination of an employee who has a bad temper. The firm is concerned the employee's dismissal could end with a series of loud recriminations from the employee, and as a result, the firm wants to be careful about how the termination is handled to avoid legal repercussions. Which step is important as part of the process of a legally defensible termination in this situation?

Conduct the termination in a neutral area to help both parties communicate.

An organization decided to implement a new service, and they are providing training to employees so they can learn the new process. The training is expected to be highly interactive.Which venue should be selected for this training?

Conference center with round tables

Training Expert, SME, Consultant or Communication Expert? Enhances learning by observing, describing, and coaching

Consultant

Training Expert, SME, Consultant or Communication Expert? Understands the business model and the relationship of the training to the business strategy

Consultant

A training program uses experimental learning experiences in which the trainees discuss new technologies with the firm's best employees. The trainees are then given the opportunity to test the products and give their opinion about their quality.Which two types of learners would benefit from this training?

Converger Accommodator

A firm is conducting performance evaluations but is having trouble building on the review process to promote future improvement by the rated party.Which strategy should the firm use to cope with this issue?

Create joint goals with clear expectations for the future.

Which step in the performance management (PM) cycle involves clarifying the goals of the job and the expectations of the manager?

Definition

Which two actions are performed to develop a competency model for a leadership position in an organization?

Determine traits of employees who are leaders Identify the organization's top-performing leaders

Ice Cube Model of Change

Developed by Kurt Lewin, this model suggests that no change happens without some "unfreezing" event. And, in turn, no change sticks without some "refreezing" event.

Generativity

Developing something of value for other people, something lasting.

Cultural Differences

Differences in country values, as reflected in differences in individualism, power distance, uncertainty avoidance, and masculinity.

What are the 4 learning styles?

Diverger Assimilator Converger Accommodator

Career Development

Doing both career management and career planning together is sometimes called career development.

Subject Matter Experts

Employees at any level in the organization who are experts on the nature of the tasks that need to be performed more effectively.

Life Cycle Model

Erikson's life cycle model is composed of the eight stages in which we all go through.

A firm wants to create a performance improvement plan (PIP) to help an underperforming employee who has not been meeting production quotas and is at risk of being terminated.Which employee action should the PIP include?

Establishing specific goals and timelines

Which category is reached when an evaluator rates an employee as achieving the highest level of learning?

Evaluation

What are the benfits of evaluting training programs?

Evaluation involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value and modification of training activities.

Job Enlargement

Expands the present job horizontally involves combining various activities at the same level in the organization and adding them to the existing job.an employee can get a wider range of his or her objectives without his or her job in a repetitious manner.

Job Enrichment

Expands the present job vertically which gives more autonomy or authority. gives the employee additional authority, autonomy, and control over the way the job is accomplished

External Forces for Change

External Forces for Change: Outside influences that can impact an organization, such as Demographic Changes, Technological Advancements, Customer and Market Changes, Social and Political Pressures.

True or False: Practice is best done all together at a single time instead of spread out over a period of time.

False

Reaction

Find ways to make training more enjoyable

Pilot Program

First attempt of any training program where facilitators and training managers can evaluate the sequencing of content, assess the effectiveness of the chosen learning activities, assess the time allotted, determine if the physical space and layout are appropriate, and test out various assumptions about program design, development, and implementation and make changes as necessary.

What is a key element of the organizational entry stage?

For employee selecting an appropriate offer. For the organization, having an effective orientation and on-boarding programs for new employee

Regarding Ranking methods The rater is forced to divide candidates into percentages, top 10%, bottom 20%, and so on

Forced Distribution

Pre-training Motivation

Getting trainees ready and excited for training so that there is an increase in interest and retention.

Standards or Goals? Based on a certain time frame

Goal

Standards or Goals? Non-repetitive situation

Goal

Standards or Goals? Something to be achieved by a single employee or group effort

Goal

Discussion

Group discussion provides a forum for the exchange of the information wherein the facilitator is not the expert, but rather the participants are. Group discussion can occur with groups of various sizes, from two ("pair and share") to much larger.

Learning Management Systems

Help organize and manage coursework and training completion (examples are Blackboard and Canvas).

On-the-job Training

Here the supervisor—or sometimes peers—consciously tutor the trainee in key skills, knowledge, and information that are necessary to do a particular job successfully.

What is an important role of human resources during the new hire process?

Highlighting key policies and procedures

Career Planning

How an individual views career moves in order to achieve life goals, as well as discovering what knowledge, skills, abilities, or other characteristics need to be developed over time in order to qualify for promotions and/or job changes that align with the individuals desired direction.

Maturity

How long a group has been working together, how well group members understand their goals and roles, and how effectively they have been performing as a group. Where an immature group would require more telling, and a highly mature group would require less leadership.

What is Hudson's Renewal Cycle?

Hudson's renewal cycle provides an approach for dealing with mid-career challenges. The basic knowledge of the renewal cycle model is that no matter how well prepared and "gung ho" someone is at the beginning of their career, there invariably comes a time when one feels "stuck in the doldrums" negative, reactive, feelings of being trapped, wanting to reassess and re-evaluate one's life and career choices.

A company with limited resources wants to compete successfully in a rapidly changing environment against larger, more established organizations. The company provides training regarding tacit knowledge in an effort to differentiate itself in a strategic way. What is an intangible asset on which the company can build a sustainable competitive advantage?

Human capital

Which benefit does an organization get from using reaction feedback for evaluating its training programs?

Identifying ways to make the training more enjoyable for participants

Behavior Theories

If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does.

Behavioral

If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does.

Post-arrival Training

In-country training that may include on-going language instruction as well as additional sensitivity training in cultural differences.

Task-oriented Behaviors

Include things like focusing on employee performance, clarifying rules and processes, determining employee roles and goals, removing roadblocks to performance, and working across department boundaries to make it easier to get work done.

Occupational Preparation

Includes assessing alternative occupations, developing occupational choices, pursuing education and training, and developing your occupational self-image.

What is a direct benefit of a new employee orientation program?

Increased employee retention

Internal Forces for Change

Internal Forces for Change: Influences coming from within an organization that can impact the organization, such as Human Resource Problems/Prospects and Managerial Behavior/Decisions.

Ranking

Involves the ranking of ratees against others in the same department or job classification. List employees from best to worst.

What are the competencies a trainer must possess?

It consists of a set of "foundational" competencies, such as interpersonal skills (e.g., communicating effectively), business and management knowledge (e.g., thinking strategically), and personal traits (e.g., adaptability).

Which type of leadership program expands the present job horizontally?

Job enlargement

An employer wants to have managers become familiar with all of the positions they will be supervising by having the managers perform each job themselves.Which type of training and development method is appropriate in this situation?

Job rotation

Which expertise is critical in instructing a group of adults?

Knowledge of learning theories

KSAOs

Knowledge, skills, abilities, and other characteristics.

Young Adult

Lasts about ten years from mid-twenties to mid-thirties. In this stage, the primary developmental tasks are intimacy and involvement.

Adulthood

Lasts generally from mid-thirties to near retirement age. The primary developmental task of this stage is called generativity.

Civil Rights Act.

Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion and sex.

Civil Rights Act of 1964

Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion, and sex.

Age Discrimination in Employment Act

Law that prohibits discrimination in employment against persons age 40 and over.

Age Discrimination in Employment Act

Law that prohibits discrimination in employment against persons age 40 and over. It prohibits disparate treatment where the employer consciously considers age to be a factor in hiring decisions, with certain exceptions for public safety jobs (pilots, bus drivers).

What is a distinction between leaders and managers?

Leaders inspire while managers administer.

Differentiate between leadership and management

Leadership - The exercise of influence in a way that followers are committed to the direction the leader wants to head—not simply compliant, and certainly not resistant, but actually wanting to go in the new direction. Management - The process of bringing something about, accomplishing something or having charge of or responsibility for something.

Which statement accurately characterizes the concept of leadership within an organization if behavioral leadership theories are correct?

Leadership behaviors are task-oriented or people-oriented.

Transformational Leadership

Leadership where top managers may never even meet many of the followers. - Charisma - Inspiration - Stimulation

Role Modeling

Leading by example. For instance, if an employee has gone to training in which he or she has learned how to communicate in ways that come across as supportive, but the supervisor consistently uses an abrasive communication style, it is unlikely that the supportive communication training will transfer effectively.

What type of learning is described below? Blackboard and Canvas

Learning Management Systems

What type of learning is described below? The entire class is structured and delivered online in an 'e-learning' format

Learning Management Systems

Organization Development

Learning at the group and/or organization level. OD aims to improve productivity, quality, internal processes, and employee involvement and satisfaction with work. OD typically follows a four-step problem-solving process: 1. Diagnosis 2. Intervention 3. Evaluation 4. Feedback.

Zero Transfer

Learning in training has no effect on performance back on the job.

Positive Transfer

Learning in training results in better performance back on the job.

Negative Transfer

Learning in training results in poorer performance back on the job.

Training

Learning that is planned by the organization and designed so as to further organizational objectives.

What is a key element of the early-career stage?

Learning to balance their own personal identities with development of close and trusting relationships and subjugating their own ego identities to something bigger then themselves.

What are the types of training?

Lecture, role-playing, case study, discussion & simulations

Succession Planning

Long term planning for replacement of key people in key jobs.

What is one outcome of performance evaluations?

Lower employee turnover

Hudson's renewal cycle is applicable to which stage of career development?

Mid-career

In which career stage can employees participate in a program that provides an opportunity to discuss career transition options?

Mid-career

Offshoring

Moving manufacturing operations outside the boundaries of the home country of a global company.

SMART Objectives

Objectives that are Specific, Measurable, Attainable, Realistic, and Timely.

What is a key element of the mid-career stage?

Occurs during our 30's and 50's, employees begin questioning if they are on the right track at mid-career. At this stage, organizations can help employees with their re-examination in the hope that such reappraisal will lead to a re-invigoration and re-commitment to new and challenging career goals. Hudson propose a cycle of adult development that he calls "the renewal cycle."

Mid-career

Occurs during our 30s to our mid 50s. In this stage it is common to reappraise early career plans, reaffirm or modify career dreams, and continue developing capabilities.

Evaluation Orientation

On which of the following categories a performance appraisal will be measured: Person (traits), Process (behaviors), Product (results).

Behavior Modeling Training

One well-researched approach to developing leaders in a classroom setting, particularly at the supervisory level.

What are the three levels of needs assessment?

Organization analysis, task level and person level

What two types of information do employees need to know as part of orientation?

Organization level and Department level information

Career Plateau

Organizations are organized like pyramids and thus the higher up you go the fewer positions there are above you. When employees have reached the level where they have "topped out" they have hit a career plateau, where there is no more upward movement.

What characterizes disciplinary action procedures in a setting with an employment-at-will policy?

Organizations have considerable freedom to construct the policies.

Regarding Ranking methods Subordinates are compared to all other subordinates on each dimension of performance

Paired Comparison

Training Partnership

Partnership between the HR department and line managers where both sides are committed to the success of any training efforts.

Performance Evaluation or Performance Development? Career planning

Performance Development

Performance Evaluation or Performance Development? Feedback for performance improvement

Performance Development

Performance Evaluation or Performance Development? Identifies training needs

Performance Development

Performance Evaluation or Performance Development? Administrative

Performance Evaluation

Performance Evaluation or Performance Development? Training effectiveness

Performance Evaluation

Performance Evaluation or Performance Development? Wage decisions

Performance Evaluation

Practice

Performing the training tasks after learning in order to improve proficiency.

Regarding Evaluation Targets Is the following statement person, process, or product? The easiest target for discrimination lawsuits

Person

Regarding Evaluation Targets Is the following statement person, process, or product? Trait rating

Person

Regarding On-the-Job-Training Which area does the following statement refer to? Correct errors

Practice

Overlearning

Practicing tasks so thoroughly they become second nature.

Massed Practice

Practicing training at one time.

Distributed Practice

Practicing training over a period of time.

Regarding On-the-Job-Training Which area does the following statement refer to? Find out what they can and cannot do

Prepare leaners

Regarding On-the-Job-Training Which area does the following statement refer to? Make sure trainee knows each point or steps of the procedure

Present the information

Regarding On-the-Job-Training Which area does the following statement refer to? Demonstrate and Q&A

Present the information

Regarding Evaluation Targets Is the following statement person, process, or product? Focused on behaviors rather than outcomes or results

Process

Regarding Evaluation Targets Is the following statement person, process, or product? Observes and evaluates specific behaviors rather than general traits

Process

Regarding Evaluation Targets Is the following statement person, process, or product? Focuses only on outcomes or results

Product

Regarding Evaluation Targets Is the following statement person, process, or product? Measurable - How many? How long? Etc...

Product

How are progressive discipline procedures determined in a unionized work setting?

Progressive discipline procedure is written into the collective bargaining agreement

Copyright Act

Prohibits printing, duplication, distribution, or vending copies to another's literacy, artistic, other creative expression except under certain circumstances.

Theory of Identical Elements

Proposes that transfer occurs best when what is being learned in training is identical to what the trainee must perform on the job.

Case Study

Provides a realistic situation for trainees who must put themselves in the shoes of the decision maker in the case and try to resolve a problem using materials or frameworks learned in the training.

Return on Investment (ROI)

ROI=Return / Investment For example, suppose an organization is considering a new salesforce training program that will increase productivity by 25%. In a group of 10 employees, each employee produces $40,000 in profits from sales. The training program costs $500,000. The organization's ROI on this program would be calculated as follows: The return would be the increased profit for each trainee ($40,000 x .25) times the number of trainees (10), or $40,000 x .25 x 10 = $100,000 Investment = cost of training = $500,000 ROI = Return/Investment = $100,000 ÷ $500,000 = .20 = 20%

360 Degree

Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others.

360 Degree Review

Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others.

Force Field Analysis

Refers to the perception of seeing change as a result of the "battle" of two opposing forces: forces driving change and forces resisting change.

Behavior Shaping

Refers to the selective reinforcement of successfully approximate performance of a target behavior until the target is achieved.

Assimilator

Reflective Observation & Abstract Conceptualization. (observing and thinking)

Evaluation

Represents the task of evaluating the effectiveness of training programs. It tries to establish what the training program actually accomplished. Evaluation involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities.

An organization has determined managers need training on employee coaching. Through coaching, managers engage employees in conversations to reflect on their experiences and take action targeted toward high levels of performance and personal and professional growth.Which training method and related evaluation levels will ensure that managers have the capability to coach employees accurately and effectively?

Role play method and behavior evaluation

Training Expert, SME, Consultant or Communication Expert? Expert in program content

SME

What is a major task of the organizational entry stage of career development?

Selecting an appropriate offer

Expatriation training

Sending employees overseas

Expatriation

Sending employees overseas.

A large company is re-evaluating its current training and development programs and has charged the human resource development director with conducting the needs assessment. A key component that will help to shape the new programs is the amount and type of resources the organization intends to commit to training.Whom should the director contact for this information?

Senior leaders

Employees at a call center are told to respond to all customer requests in a timely manner, yet managers are unhappy with the employee response time. Employees have not been given exact time frames.Which coaching method should managers use for employees in this situation?

Set specific standards

Replacement Planning

Short term planning for replacement of key people in certain jobs.

What are the characteristics of progressive disciplinary procedures in nonunionized work settings?

Similar to unionized work setting but organizations have considerable freedom to construct the policies

Continuous Improvement

Small, incremental steps to improve quality over an extended period of time.

Host Country Mentor

Someone who "knows the ropes" in the new country, who greets the expatriate and family upon arrival, and is available for counsel throughout an overseas posting.

Coach

Someone who has a particular expertise or competence that the leader-in-training learns about during the coaching relationship.

Vestibule Training

Sometimes referred to as "near-the-job training," is almost identical to on-the-job approaches except that it takes place in a setting that is not identical to the work place.

Which type of training do traditionalists prefer?

Stable, orderly learning environment

Standards or Goals? An expectation that must be met over and over again

Standard

Standards or Goals? Model or example (zero defects, attendance...)

Standard

An adult education class in engineering starts out discussing the subject briefly and posing several basic questions. The class is then given several formulas related to the questions at hand, and the instructor begins working through examples to demonstrate how the questions can be answered.Which principle of adult learning is being used in this case?

Starting with a problem-centered approach with immediate applications

The Hersey-Blanchard Situational Theory of Leadership

States that instead of using just one leadership style, leaders should change their style based on the maturity of the people they are leading and the details of the task; belief that there are four main leadership styles—telling, selling, participating, and delegating.

ATD Competency Model

States the competencies needed by trainers and facilitators, including "foundational" competencies, such as interpersonal skills (e.g., communicating effectively), business and management knowledge (e.g., thinking strategically), and personal traits (e.g., adaptability).

Regarding Ranking methods Ranking ratees against others in the same department or classification

Straight method

Build-up Approach

Strong experimental evidence at lower levels in the training evaluation model was used to support the less direct and less conclusive evidence at the higher levels of the model.

Approaches to Facilitate Change

Subsequent to Lewin's work on the forces driving and impeding change, there has been considerable attention paid to how organizations might overcome some of the resistance factors associated with change.

Affirmative Defense

Supervisors are taught what sexual harassment is, how to prevent it, and what to do in case an employee claims that he or she has been a victim of sexual harassment.

What type of learning is described below? Participants gather in real time to interact

Synchronous

What type of learning is described below? Video conferencing and chat rooms are examples

Synchronous

What is the main difference between synchronous and asynchronous learning?

Synchronous - A type of e-learning wherein the participants gather in real-time to interact with the facilitator, the course content, and the other participants. Asynchronous - A type of e-learning in which students do not interact at the same time, but whenever they are available.

A trainer for a company knows that employees will face obstacles in transferring, such as time pressures, lack of supervisory support, and inadequate resources. The trainer needs to find a strategy for improving transfer and training effectiveness.What can the trainer do to help the employees deal with these obstacles and facilitate successful transfer after they return to work?

Teach the employees self-regulation skills during the training program.

An organization has employees who are making training requests that include online training, virtual simulation training, and real-time monitoring.Which challenge in the delivery of training is illustrated by the requests of these employees?

Technology utilization

Central Tendency

Tendency to rate everyone in a lump as average

Leniency Error

Tendency to rate everyone too generously

Baby Boomers

That segment of the population born between 1946 and 1964, nearing retirement and likely to take significant skills and knowledge with them when they leave.

How does the Gestalt learning theory influence the design of training?

The Gestalt learning theory influence the design of training because trainees need to know "the why" of the training. Adults learn best when they can see the big picture (the Gestalt) before being introduced to the details. They need to know how the training connect with the business, its strategic success and overall goals and mission. They also need to see that something is in it for them (WIIFM). Both these goals may be met with the articulation of behavioral learning objectives to be obtained from the training side-by-side comparison with business goals.

Procedural Knowledge

The ability to perform the skills taught in training.

Competitive Advantage

The ability to provide a product or service to a paying customer in a way that cannot be easily matched by a competitor.

Self-management

The act of goal setting, self-monitoring, and self-reward and self-punishment depending on the discrepancy between the goal set and the actual behavior.

Reactive Effects of Pretesting

The act of taking the pre-test itself may actually influence final results either positively or negatively for both experimental and control groups.

Level 4 Evaluation

The assessment of results, often considered the most important level of evaluation.

Trait

The assumption that leaders are born and not made.

Analyze how training and development is strategically important in an organization.

The basic aim of training and development programs is to help the organization achieve its mission and goals by improving individual and ultimately, organizational performance.

Organizational Culture

The behavior of humans within an organization and the meaning that people attach to those behaviors.

Performance

The behavior or results of behavior exhibited by an individual that have been measured and evaluated by the organization.

Decsribe the best practice in conducting a pilot program

The best practice in conducting a pilot program is to ask a group of potential trainees and their managers to participate in a run through of the training and then ask for their feedback and ideas for improvement. The "pilot program" should be offered in a controlled environment.

Reinforcement

The change in one's environment, or consequence of behavior, which strengthens the probability of the future occurrence of the behavior that produced the reinforcement.

Describe effective methods to coach employees

The coaching relationship appears to work best when coaches are empathetic, supportive, practical, and self-confident, but do not appear to know all the answers or want to tell the employee what to do. The relationship works best when the employee to be coached is open-minded, interested, not defensive, or concerned with reputation.

Buy or Build

The decision organizations face relating to investments in selecting new employees versus investments in training and development of current human resources.

Human Resource Management

The entire set of activities used by an organization to align its human capital with organizational objectives and strategies.

Leadership

The exercise of influence in a way that followers are committed to the direction the leader wants to head—not simply compliant, and certainly not resistant, but actually wanting to go in the new direction.

Psychological Contract

The expectations—often unspoken—that employees have of employers and vice versa. When expectations match up with contributions on the other side, the psychological contract is sound.

Fidelity

The extent to which the training environment mimics the work environment, and, as such, represents a reasonable goal for all training settings.

Define "transfer of training"

The extent to which what was learned in training is used on the job.

Transfer

The extent to which what was learned in training is used on the job.

Strategic Training

The idea that all training should be aimed at building organizational capabilities that foster sustained competitive advantage.

Declarative Knowledge

The kind of knowledge that can be evaluated using written tests designed to test recall.

Human Capital

The knowledge, competency, and motivation that resides in the human resources of an organization.

Copyright Act of 1976

The law that prohibits the printing, duplication, or distribution of copies of another's literary, artistic, or other creative expressions except under certain circumstances.

Self-serving Bias

The likelihood of a trainee to overstate the degree to which he or she has transferred the learning back to the job.

Behavior

The organization's normal performance appraisal process or a specially designed performance observation technique can be used to attempt to measure changes in behavior. Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine if noticeable changes have occurred.

Performance Appraisals

The overall assessment of performance for a period of time designed to help determine pay and employment conditions.

Culture Buy-in Training

The primary purpose in such training is to communicate to participants that the organization is undergoing a fundamental and radical change in corporate culture necessitated by external competitive pressures and to attempt to get everyone involved in the change and committed to the new direction.

Management

The process of bringing something about, accomplishing something, or having charge of or responsibility for something.

Globalization

The process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology.

Randomization

The random assignment of participants of an experiment to a control or training group. Random assignment allows for the ruling out of alternate explanations of subsequent measurement differences between groups. It also eliminates most of the threats to the validity of conclusions drawn from the experimental design.

Orientation

The single most common type of training program. Typically the first training program a new employee encounters, designed to clarify expectations, policies, the business model, organizational culture, etc.

Describe the benefits of a new employee orientation program

The single most common type of training program. Typically, it is the first training program that a new employee encounters, designed to clarify expectations, policies, the business model, organizational culture, etc.

Situational Leadership

The theory that the "secret sauce" to leadership lays in the interaction between the leader's behavior and the situation he or she faced.

Situational Theory

The theory that the "secret sauce" to leadership lays in the interaction between the leader's behavior and the situation he or she faced.

Define "far transfer"

The trainee's ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment.

Far Transfer

The trainees' ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment.

Typical Stages

The typical stages in career development are occupational preparation, organizational entry, early career establishment and achievement, mid-career, and late career.

E-learning

The use of electronic technologies to deliver information and facilitate the development of skills and knowledge.

Feedback

The vital link that permits knowledge of results and informs trainees to whether or not they're on the right track.

Positive Leadership Theory

Theory that focuses on the positive aspects of work climate such as compassion, meaningfulness, and support.

Zenger-Folkman Theory

Theory that leaders don't get better by working to improve their weaknesses, but rather by further developing their strengths.

How are progressive discipline procedures determined in a unionized work setting?

They are written into the collective bargaining agreement.

Lecture

This is the traditional "stand-and-deliver" mode of training. It is helpful for introducing trainees to new information or new models and frameworks. It is economical in the sense that a large number of trainees can be exposed to new information in this way.

Culture Buy-In Training

This is to communicate that the company is undergoing fundamental and radical changes in corporate culture *Key is corporate and radical

What is a key element of the later career stage?

This stage occurs when we are in our mid-50's 60's and beyond. In this stage, it is important to remain productive in work. Possible shifts to consulting happen in this stage as well as preparing for retirement.

Late Career

This stage occurs when we are in our mid-50s to our 60's and beyond. In this stage it is important to remain productive in work. Possible shifts to consulting happen in this stage as well as preparing for retirement.

Early Career Stage

This stage usually occurs during our 20s where we learn the job as well as organizational rules, norms, and culture. This is also the stage where action skills and competencies are developed.

What is the role of human resources in the performance management process?

To administer organization rewards

What indicates transfer of training?

Trainees apply what they learned in training

What are the two traditional approaches to the development of competency models?

Trainers have focused on the development of skills and educators have focused on the transmission of knowledge.

Human resource professionals offer a series of programs and activities that include orientation, diversity, and total quality management. Which activity is the human resources department performing?

Training

Differentiate between training and development.

Training - Learning that is planned by the organization and designed so as to further organizational objectives. Development - Training that is longer-term in focus, designed to help employees prepare for future jobs.

Training Expert, SME, Consultant or Communication Expert? Engages with participants and uses active learning strategies

Training Expert

Training Expert, SME, Consultant or Communication Expert? Well-versed in adult learning

Training Expert

What are the common characteristics that good trainers will possess?

Training Expert - Well-versed in adult learning theory, experienced in teaching in a variety of settings, uses active learning strategies, and engages the participants well. SME - An expert in program content, is able to answer questions, relate practical experiences, and conduct problem-solving exercises. Consultant - Uses consultative skills, understands the business model of the organization and the relationship of the training to business strategy, and enhances learning by observing, describing, and coaching. Communication Expert - Exhibiting strong communication skills through reflective listening and supportive communication, a communications expert is familiar with group dynamics and group processes and is an experienced presenter and facilitator of group discussions.

Outdoor Management Training

Training programs which consist of a series of perceived high-risk activities—such as rock climbing or river running—that force participants to take another look at themselves, their propensity to take risks, and their individual approaches to dealing with problems and with stress.

Development

Training that is longer-term in focus, designed to help employees prepare for future jobs.

True or False: Evaluation should typically follow the most rigorous experimental design possible.

True

True or False: If a company is low in commitment and high in cynicism, it is not a good idea to implement a training program.

True

True or False: Training is best done when it links training and learning goals to overall organizational goals and strategies.

True

Referred to as 'Near-the-Job-Training' setting is similar to actual work site but not identical

Vestibule Training

Training Expert

Well-versed in adult learning theory, experienced in teaching in a variety of settings, uses active learning strategies, and engages the participants well.

Externships

Where a promising young employee spends time at another firm.

Reverse Mentoring

Where mid-level successful managers and professionals mentor upper-level managers and professionals.

Mid-life Crisis

Where people in their forties or early fifties begin to feel stuck in their present positions—both at work and at home—and begin questioning if they are on the right track.

Intergenerational Dynamics

Younger supervisors learn how to interact more effectively with older subordinates and vice versa.

When were Baby Boomers born? a. 1946 to 1964 b. 1965 to 1980 c. 1926 to 1946 d. 1960 to 1980

a. 1946 to 1964

Model consisting of five steps used for training and development: a. ADDIE model b. Development model c. ASTD model d. Training cyclical model

a. ADDIE model

What is an external factor to organizational development? a. Customer changes b. HR problems c. Turnover d. Managerial behavior

a. Customer changes

According to the Hersey-Blanchard situational theory of leadership, if someone has low relationship/low task, they are in which quadrant? a. Delegating b. Participating c. Selling d. Telling

a. Delegating

The ability to understand the emotional makeup of others is what emotional intelligence? a. Empathy b. Social skill c. Self-regulation d. Motivation

a. Empathy

Which of the following correctly describes what non-punitive discipline is? a. Focuses on respecting the employee's ability to recognize responsibility b. Focuses on the employer setting the consequences c. Focuses on the employer terminating the employee if the behavior is not fixed d. Focuses on punishment

a. Focuses on respecting the employee's ability to recognize responsibility

The goal of needs assessment is to: I: Determine whether a training need exists II: Who it is that needs the training III: Where in the organization the need exists IV: Exactly what kind of training is needed a. I, III, and IV b. I, II, and IV c. I, II, and III d. I, II, III, and IV

a. I, III, and IV

The goal of needs assessment is to: I: Determine whether a training need exists II: Who it is that needs the training III: Where in the organization the need exists IV: Exactly what kind of training is needed a. I, III, and IV b. I, II, and III c. I, II, III, and IV d. I, II, and IV

a. I, III, and IV

What are the different learning styles? I: Observational II: Visual III: Example IV: Auditory V: Kinesthetic a. II, IV, and V b. I, II, and III c. I, III, and V d. III, IV, and V

a. II, IV, and V

Which of the following is NOT a discipline necessary to become a learning organization? a. Inspired leadership b. Team learning c. Mental models d. Shared vision

a. Inspired leadership

Concrete experience, reflective observation, abstract conceptualization, and active experimentation are all examples of: a. Learning approaches b. Learner characteristics c. Learning styles d. Learner categories

a. Learning approaches

___________ is/are involved in planning and budgeting for the organization, whereas ___________ establish/establishes the direction. a. Management; leadership b. Employees; upper-management c. Trainees; trainers d. Management; trainers

a. Management; leadership

Implies an investigation of system-wide components of an organization: a. Organization analysis b. Needs assessment c. Person analysis d. Task analysis

a. Organization analysis

Which experimental design includes single-group pretest-posttest? a. Pre-experimental design b. Quasi-experimental design c. Experimental design d. All of the above

a. Pre-experimental design

What are employee rights? a. Rights desired by employees regarding job security and their treatment b. Rights desired by employees regarding their wages and benefits c. Rights desired by employers regarding their employees d. Only rights currently protected by law or collective bargaining agreements

a. Rights desired by employees regarding job security and their treatment

Which of the following is considered career management? a. Seek out and participate in training and development opportunities b. Identify future organizational staffing needs c. Design a career plan that accommodates the organization's needs d. Identify personal abilities and interests

a. Seek out and participate in training and development opportunities

Which of the following is NOT a guiding principle of discipline? a. To discipline the person b. To be consistent when enforcing rules c. To make rules and consequences clear d. To direct discipline toward what the employee has/has not done

a. To discipline the person

Which of the following is NOT a model of career development? a. Young career b. Late career c. Occupational preparation d. Organizational entry

a. Young career

A learning objective should be a/an ________ objective. a. Performance b. Behavior c. Obtainable d. Skill

b. Behavior

Which of the following is NOT a reason training and development has become a critical organizational activity? a. Advances in technology b. Changing demographics c. Equal Employment Opportunity d. Globalization

b. Changing demographics

What is the third phase of the Adult Renewal Cycle? a. Stuck in the doldrums b. Cocooning c. Go for it d. Getting ready for the next chapter

b. Cocooning

Which of the following is considered career planning? a. Design and implement orientation and on-boarding programs b. Communicate development preferences to manager c. Match organizational needs with individual capabilities d. Identify future organizational staffing needs

b. Communicate development preferences to manager

Promotion and wage are both sub-goals of: a. Performance b. Evaluation c. Development d. Feedback

b. Evaluation

Aligns human capital with organizational objectives and strategies: a. Company mission statement b. Human Resource Management c. Upper-level management d. Training and Development

b. Human Resource Management

Self-regulation involves: I: Goal setting II: Self-monitoring III: Self-reward IV: Self-punishment a. I, II, and III b. I, II, III, and IV c. I and II d. III and IV

b. I, II, III, and IV

Reactions and learning measures are called _______ evaluations. a. Analysis b. Internal c. Behavior d. Synthesis

b. Internal

KSAs: a. Knowing, Supervising, Answering b. Knowledge, Skills, Abilities c. Knowledge, Service, Answers d. Knowledge, Situation, Action

b. Knowledge, Skills, Abilities

What is a con for using explicit and implicit coercion to overcome resistance to change? a. Time-consuming b. Might leave people angry c. Not cost effective d. People feel manipulated

b. Might leave people angry

What are the two types of positive transfer? a. Future and current b. Near and far c. Established and successful d. Actual and perceived

b. Near and far

How are employee rights related to training and development? a. When there are unions, employee job security rights are generally protected by contract b. Often, supervisors unjustifiably dismiss employees because they were not taught c. Often, employee performance is not accurately maintained d. Often, employees are fired on grounds for poor performance, but there is no evidence to back it up

b. Often, supervisors unjustifiably dismiss employees because they were not taught

Which of the following is a level of criteria in training evaluation? a. Analysis b. Results c. Knowledge d. Comprehension

b. Results

Sensitivity training is an example of: a. Information presentation training b. Simulation training c. On-the-job training d. All of the above

b. Simulation training

What is a training evaluation with a quasi-experimental design? a. Post-test only control group with random assignment b. Time series c. Single group pretest-post-test d. Pretest-post-test control group with random assignment to group

b. Time series

Traits, ability, and motivation are all considered: a. Training design b. Trainee characteristics c. Work environment d. Trainer characteristics

b. Trainee characteristics

According to the stages of HR Competency, developing credibility and a reputation are both parts of what stage? a. Influencing b. Mastering c. Applying d. Acquiring

c. Applying

A variation of e-learning: a. Self study b. Case studies c. Blended learning d. Virtual classroom learning

c. Blended learning

Which of the following is a trait of a transformational leader? a. Management by exception b. Contingent reward c. Charisma d. All of the above

c. Charisma

What is currently the most common approach to training? a. E-learning b. External learning c. Classroom learning d. Blended learning

c. Classroom learning

Protects the authors of "original works" from others who would use their work unlawfully: a. Fraud act of 1967 b. Duplicating laws c. Copyright act 1976 d. Unlawful copying laws

c. Copyright act 1976

What are the three phases in the performance management cycle? a. Organizational strategy, organization rewards, and feedback b. Goals, vision, and coaching c. Goals, feedback, and evaluate performance d. Mission, feedback, and rewards

c. Goals, feedback, and evaluate performance

What is the focus of person analysis? a. Which employees will benefit from training the most b. The behaviors and actions of employees c. How well an employee demonstrates the KSAOs required for job performance d. How well an employee is fit to perform a particular job within the organization

c. How well an employee demonstrates the KSAOs required for job performance

Tactic knowledge, education, and experience are all examples of: a. Intellectual capital b. Organizational capability c. Human capital d. Social capital

c. Human capital

Evaluations can be aimed at the following: I: Product II: Process III: Customer IV: Person a. I and II b. II and III c. I, II, and IV d. I, II, and III

c. I, II, and IV

Which of the following should NOT be done when creating a termination clause? a. Include clauses that benefit the employee and employer b. Employers should determine what requires protection c. Include unfair clauses so that they are valid d. Determine an appropriate period of notice

c. Include unfair clauses so that they are valid

The opportunity for practice consists of all the following dimensions EXCEPT: a. Task type b. Activity level c. Job relevance d. Breadth

c. Job relevance

What are the two types of performance measures? a. Behavioral and results b. Intrinsic and extrinsic c. Objective and subjective d. Rating and comparison

c. Objective and subjective

What can be the most powerful kind of feedback for learning? a. Positive b. Reflection c. Observation d. Negative

c. Observation

What are the three levels of needs assessment? a. Behavior, organizational, and analysis b. Analysis, implementation, and feedback c. Organizational, task, and person d. Task, behavior, and feedback

c. Organizational, task, and person

During which step of the on-the-job training process do you make sure trainees know each point of the training? a. Perform follow-up b. Prepare the learners c. Present the information d. Have trainee practice

c. Present the information

Which of the following is the responsibility of line management and not the human resources department? a. Coordinates career planning and employee development efforts b. Prepares knowledge and skill training materials c. Provides feedback on the effectiveness of formal training efforts d. Provides input and expertise for individual and organizational development efforts

c. Provides feedback on the effectiveness of formal training efforts

An ability to find common ground and build rapport: a. Empathy b. Self-regulation c. Social skill d. Self-awareness

c. Social skill

Results in a detailed statement of the conditions under which a task is performed: a. Performance management b. Job analysis c. Task analysis d. Feedback

c. Task analysis

Which of the following is NOT an example of new age training techniques? a. Affirmation b. Relaxation c. Visualization d. Hypnotism

c. Visualization

Learning in training that does not affect performance on the job is called: a. Negative transfer b. Wasted training c. Zero transfer d. Unsuccessful training

c. Zero transfer

A copyright holder has the right to authorize others to __________ the work public. a. Reproduce b. Distribute c. Display d. All of the above

d. All of the above

Adult learners: a. Need to know "the why" for any training they are asked to undertake b. Need to be self-directed in their learning c. Bring extensive work-related experiences into the training which needs to be acknowledged d. All of the above

d. All of the above

Which of the following affect motivation? a. Self-efficacy b. Feedback c. Attitudes and values d. All of the above

d. All of the above

Which of the following is a characteristic of a high-performance team? a. Supportive communication b. Rapid response c. Creative talents d. All of the above

d. All of the above

Which of the following is an issue faced by those about to retire? a. Self-management b. Territoriality c. Need to belong d. All of the above

d. All of the above

Which of the following is NOT a level of criteria in training evaluation? a. Behavior b. Learning c. Application d. Reaction

d. Application

Many adults (1 in 5) lack: a. Diversity training b. Cross-cultural training c. Technology training d. Basic skills training

d. Basic skills training

Training and development methods can be divided into three categories: a. Simulation, behavior, and information presentation b. Information presentation, skills, and technical c. Behavior, skills, and technical d. Information presentation, simulation, and on-the-job

d. Information presentation, simulation, and on-the-job

Inspires and motivates others and builds relationships are behaviors of: a. Getting results b. Personal capability c. Interpersonal skills d. Leading change

d. Leading change

Kinesthetic learners: a. May prefer to take detailed notes in a class lecture b. May benefit from reading aloud c. May learn best from visual displays d. May find it hard to sit still during traditional lectures

d. May find it hard to sit still during traditional lectures

A social unit of people structured and managed to meet a need or pursue collective goals: a. Community b. Group c. Business d. Organization

d. Organization

Customer relations and employee and union relations are considered: a. Business-level information b. Company-level information c. Department-level information d. Organizational-level information

d. Organizational-level information

First training program for new hires: a. Sexual harassment training b. Safety training c. KSA training d. Orientation

d. Orientation

Is able to relate practical experiences, and conduct problem solving exercises: a. Communication expert b. Consultant c. Training expert d. Subject matter expert

d. Subject matter expert

In order to be ready for training, trainees need high self-efficacy. In other words, trainees need: a. The motivation and determination to make the training beneficial b. Personal ambitions and goals c. To feel they are of worth to the company d. To believe they are capable of learning the material

d. To believe they are capable of learning the material

Sustainable competitive advantage is built upon: a. Organizational commitment b. Intangible resources c. Business strategy d. Training and development

d. Training and development

Role Play

is an active learning technique in which employees act out situations under the guidance of a trainer. In each scenario, employees take on a role and act out the scene as though it were real.