t&d exam 3

Behavior or skill-based outcomes are best measured by _____. a) surveys b) interviews c) focus groups d) observations

D

Effective knowledge sharing is facilitated when employees: a) use multiple search engines and collab tools all on diff computer systems b) see knowledge sharing as additional responsibility c) view knowledge as a means to have power over others d) have easy access to info w/in context of jobs

D

Typically, _____ are used to asses cognitive outcomes. a.) attitude surveys b) observations c) focus groups d) pencil-and-paper tests

D

Which of the following is true of task analysis? a) it should be undertaken before organizational analysis b) it involves breaking a task into several jobs c) it is a simple process that requires minimum time commitment compared to the other processes d) it involves gathering and summarizing data from different persons in the company

D

Which of the following statements is true of knowledge management? a) use of social networking sites like facebook or myspace in organizations hinders knowledge management b) involves acquiring knowledge, studying probs, attending training, and using tech only within work c) doesn't require positions like CIO or CLO as knowledge transfer is spontaneous d) creating communities of practice and using "after-action reviews" at the end of each project facilitates knowledge management

D

(T/F) A curriculum covers more specific learning objectives and addresses a more limited number of competencies than a course or program.

False

(T/F) A major reason that companies adopt a learning management system (LMS) is to decentralize management of learning activities.

False

(T/F) Effective modeling displays presents models engaging in both positive use of key behaviors and negative use.

False

(T/F) Fan-type seating is ineffective for training that includes trainees working in groups and teams to analyze probs and synthesize info.

False

(T/F) If instructional objectives identify business-related outcomes such as increased customer service, then reaction outcomes should be used in the evaluation.

False

(T/F) In Kirkpatrick's five-level framework for categorizing training outcomes, the levels indicate the importance of the outcomes.

False

(T/F) The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.

False

(T/F) The believability of study results refers to external validity.

False

If trainers in a firm want access to valuable info about the transfer of training probs that trainees encounter, they should use: a) supply chain management system b) electronic performance support system c) transaction processing system d) business process reengineering system

B

In opportunity to perform, activity level refers to the _______. a) number of trained tasks performed on the job b) frequency with which trained tasks are performed on the job c) critical nature of the trained tasks that are actually performed on the job d) number of employees performing a similar task

B

The learning cycle for a trainee begins with a(n)______. a) reflective observation b) concrete experience c) abstract conceptualization d) active experiementation

B

Appropriate training outcomes need to be discriminative which implies that: a) tests given to employees before and after a training program should differ b) trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time c) trainees' performance on the outcome should actually reflect true differences in performance d) different employees should be given different tests for measuring their performance on the same outcome

C

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

C

Which of the following statements best differentiates formative evaluation from summative evaluation? a) formative mainly involves collecting quantitative data, whereas summative involves collecting qualitative data b) formative takes place on the completion of training, whereas summative takes place during program design and development c) formative focuses on how to make a training program better, whereas summative helps to determine the extent to which trainees have changed after training d) formative includes measuring monetary benefits that a company receives from a training program, where as summative measures beliefs and opinions of the trainees

C

Which of the following statements is true of organizing as a learning strategy? a) it focuses on memorization of training content b) it focuses on learning thru repetition of training content c) it requires the learner to find similarities and themes in the training material d) it requires the trainee to relate the training material to other, more familiar knowledge, skills, or behaviors

C

____ is a time period in which participants no longer receive training intervention. a) regression b) mortality c) reversal d) maturation

C

____ referes to the training that a team manager or facilitator receives and involves training them on ways to resolve conflict within the team. a) guided team self-correction b) scenario-based training c) team leader training d) cross training

C

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals both before and after training is typically applying the ____ evaluation design. a) solomon four-group b) pretest/post-test c) return on investment d) time series

D

(T/F) Context-based learning is unique to an employee's needs.

True

(T/F) In behavior modeling, key behaviors are typically performed in a specific order for a task to be completed.

True

(T/F) In distance learning, trainees do not have control over the content and speed of learning.

True

(T/F) Online learning is insufficient for teaching complex analytical, conceptual, and interpersonal skills.

True

(T/F) Reaction and cognitive outcomes do not help determine how much trainees actually use training content in their jobs.

True

(T/F) The competencies that are developed through social learning are typically not necessary for successful performance of one's job.

True