People - Learning and Development in Today's Organization

Although the founder of an organization is very competent, she has alienated nearly everyone in the organization. Colleagues have tried to share their concerns; however, she does not believe there to be an issue. Rather she believes she merely has a direct approach. Which assessment tool is best suited to display how her directness is impacting others? Answers Emotional intelligence tools Situation judgment tests Assessment center simulations 360-degree assessments

: 360-degree assessments Item ls2-3-77 Rationale 360-degree assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won't be helpful in convincing the CEO that she needs to change.

Which best demonstrates job enlargement? Answers During a new product installation, an electrician supervises and develops new apprentices. A bank teller handles deposits and disbursements and also sells certificates of deposit. A production worker works one day in assembly and one day in shipping. A salesperson switches between the paint department and the electrical department.

: A bank teller handles deposits and disbursements and also sells certificates of deposit. Item ls3-7-33 Rationale In job enlargement, an employee is given additional tasks within the same job. Adding more tasks that require the same skill level gives variety to the job.

Which best describes how adult learners differ from younger learners? Answers Adults are motivated through external incentives since self-satisfaction is most important. Adults refer to past experiences and want opportunities to share them. Adults demonstrate greater openness to new ideas than student learners do. Adults assess their own progress and do not need feedback from the instructor.

: Adults refer to past experiences and want opportunities to share them.' Item lsre-2-3-45 Rationale Adult learners are experience-based and have a wide variety of experiences to share. However, as a result, they may have formed habits and assumptions that make them less open to new ideas. While self-satisfaction is important, so are external rewards. Adult learners want to know how they are progressing and want feedback.

The group of individuals you will be delivering training to like both interaction and a safe learning environment. Which of the following adult learning principles applies in this case? Answers Setting clear objectives in order to discover each trainee's anticipated learning outcomes Listening to and respecting trainees' opinions to promote a positive and respectful learning environment for all Providing real-world issues or examples to show how learning can be transferred back to jobs Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives

: Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives Item ls2-3-69 Rationale Allowing debate and challenge of ideas is most suitable for adult learners who prefer interaction up to certain degree. The other options work best for adult learners who have other learning styles and preferences.

The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent? Answers Developmental relationships Challenging assignments Coursework and training On-the-job training

: Challenging assignments Item ls2-3-5 Rationale Assignments that are challenging and are sequenced to provide learning advance the development of high-potential employees as well as adults in general. To develop managers, it is important to engage them in three clusters of experience, using a 70-20-10 ratio: challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).

Which factor has the greatest impact on maintaining peak performance? Answers Challenging assignments Risk management Training opportunities Cultural obstacles

: Challenging assignments Item lspp-19-106 Rationale Research has shown that high-potential employees perform at their peak in new assignments within two years and performance declines if they are not given new and more-challenging assignments.

What does an effective pre- and post-test training assessment measure? Answers Changes in knowledge before and after training Time needed to improve performance Overall satisfaction of employees Effect of training on organizational goals

: Changes in knowledge before and after training Item lspp-19-101 Rationale With pre- and post-test measurements, a baseline of knowledge is established before the beginning of training and then, once training is completed, a second measurement is obtained and scores are compared for possible improvement.

Which is the best approach to use during a training needs analysis in a workforce with low power distance? Answers Require all employees to complete the analysis. Ask supervisors and managers to provide information. Conduct needs analyses in a participative manner. Distribute the needs analysis electronically.

: Conduct needs analyses in a participative manner. Item ls2-3-70 Rationale Individuals in low power distance cultures tend to prefer a more participative management style. The other options all indicate organizational cultures that have high power distance.

Which describes the environment where adults learn best? Answers Debating ideas is encouraged. Training has a delayed impact. Learning is subject-focused. Preferred answers are communicated.

: Debating ideas is encouraged. Item ls2-3-15 Rationale In an environment focused on adult learners, the participants are resources to each other and bring a wealth of knowledge and experience. The instructor should encourage debating and challenging of ideas and create a participative and collaborative environment.

Which method would be most effective when training a new receptionist to operate the phone system? Answers Demonstrating the system Reading the system manual Reviewing a case study Presenting PowerPoint slides

: Demonstrating the system Item ls2-3-25 Rationale Demonstration is best used when a trainee needs to see the correct way to operate equipment or concrete steps for completing a task. For many trainees, watching a task performed prior to trying it themselves is an ideal way to learn.

Which best describes the type of activities aimed at preparing for long-term, future job responsibilities as well as increasing skills for performing the current job? Answers Developmental Learning Experiencing Training

: Developmental Item ls2-3-3 Rationale Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.

Which best identifies the difference between training and developmental activities? Answers Developmental activities mainly occur off site; training activities occur on site and on the job. Developmental activities provide immediate skills; training activities have a long-term focus. Developmental activities have a long-term focus; training activities mitigate current skill gaps. Developmental activities manage the change process; training activities provide basic skills.

: Developmental activities have a long-term focus; training activities mitigate current skill gaps. Item ls2-3-44 Rationale Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.

A company conducts a sexual harassment training program for first-line supervisors and managers due to the unacceptable level of complaints. Which action should HR take to best show the effectiveness of the training? Answers Document the number of complaints before and after training. Send out an evaluation form three months after the training. Ask managers to observe employee behavior on the job. Ask attendees how the training will reduce harassment complaints.

: Document the number of complaints before and after training. Item lsre-3-6-55 Rationale The results level is the highest level of training evaluation. Although it may be difficult to separate other factors from the training, a quantifiable result pinpoints the effect on organizational goals.Q:

Which program gives technical workers the ability to earn as much as they would in a management position? Answers Dual career ladder Maturity curves Pay for performance Perquisites

: Dual career ladder Item ls2-3-33 Rationale A dual career ladder allows technical employees to earn as much as they would in a management position.

What positive outcome will result from coaching high-potential employees? Answers Employees will be less engaged in their current jobs. Employees will change jobs less frequently. Employees will contribute more effectively to the organization. Employees are more likely to leave the organization.

: Employees will contribute more effectively to the organization. Item lspp-19-105 Rationale Coaching high-potential employees allows them to contribute more frequently and more effectively to the organization. It also reduces turnover and creates employees with skills the organization needs now and in the future.

In addition to improving knowledge and skills and building social capital, what are global employee development programs aimed at achieving? Answers Turning tacit knowledge into explicit knowledge Enhancing global understanding, awareness, and mindset Reducing training and development expense Improving business skills and savvy

: Enhancing global understanding, awareness, and mindset Item ls2-3-43 Rationale A goal of global employee development programs is to help instill global understanding, awareness, and mindset. Without these perspectives, it will be much more challenging to be successful in global environments.

Which term best describes a job design strategy that increases the variety of responsibilities but requires the same skill level? Answers Enrichment Specialization Enlargement Simplification

: Enlargement Item ls2-3-34 Rationale Job enlargement attempts to alleviate the boredom and low morale associated with excessive job simplification. It increases the number of tasks to be performed, expanding the scope of the job and allowing for more variety, but all of the tasks require the same skill level. Job enrichment, which is sometimes confused with job enlargement, increases the depth of a job by adding increased responsibility for planning, organizing, controlling, and evaluation. It may improve morale but may not necessarily improve productivity. Job simplification and specialization generally reduce the number of tasks required of an employee.

Which development approach is best suited for senior leaders? Answers Training seminars Conferences Executive coaching University courses

: Executive coaching Item ls2-3-41 Rationale Executive coaching can achieve extraordinary results, empowering staff success.

It is estimated that one-third of Fortune 500 CEOs have remained in their positions fewer than three years. Which does this indicate about executive development? Answers Executives have the people skills and intellect to succeed but lack the personal drive and initiative to manage change. Executives are open to change and have the skills to succeed but are not getting honest feedback about their performance. Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. Executives have strong people management skills but lack the knowledge and intellect to outperform the competition.

: Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. Item lsre-2-3-76 Rationale Several studies demonstrate that leaders may have the knowledge and intellect to succeed but fail because they lack the necessary people skills. This impairs their ability to learn from mistakes and readily adapt to change.

HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill? Answers Action learning Situation judgment tests Hardship testing Risk management

: Hardship testing Item ls2-3-74 Rationale Hardship testing involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.

Which level of learner participation offers the best opportunity for retention? Answers Immediate use Lecturing Demonstrating Reading

: Immediate use Item ls2-3-17 Rationale Immediate use of learning provides a 90% or higher retention rate in on-the-job activities.

How might an HR professional design a learning activity to best meet the needs of a kinesthetic learner? Answers Having learners review an audio summary of a meeting Having learners attend an expert lecture series Having learners view a slide presentation Incorporating an interactive group presentation

: Incorporating an interactive group presentation Item ls2-3-13 Rationale A kinesthetic learner is a hands-on learner. This type of learner learns best by doing rather than watching or listening. Putting together a presentation allows the learner to play an active role in the learning.

What characterizes a learning organization? Answers It encourages each department to function independently. It manages change and adapts to its environment. It takes responsibility for the learning of its employees. It advocates internal rather than external networking.

: It manages change and adapts to its environment. Item lspp-19-104 Rationale Learning organizations encourage constant networking both internally and externally. Change is embraced and managed, and learning experiences alter the organization's behavior. In such an organization, employees are responsible for their own learning.

A supervisor wants to improve job satisfaction and motivate employees by giving them more independence in their work and the opportunity to self-review and evaluate. Which is the best tactic to use for this? Answers Job enlargement Job enrichment Job standardization Job evaluation

: Job enrichment Item ls2-3-60 Rationale Job enrichment increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation. This is also known as vertical integration. Examples of actions that increase job depth include giving employees more authority, increasing employees' accountability, and sharing feedback directly with employees.

Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? Answers Replacement planning Job rotation Mentoring Job enrichment

: Job rotation Item ls3-7-31 Rationale Job rotation is the movement between different jobs that require similar skill sets. These programs eliminate boredom on the part of employees as they participate in different jobs that build a wider range of skills and experiences.

Which tool enables organizations to capture information about attendance, exam results, and evaluation survey responses? Answers Knowledge management systems Rapid development tools Learning management systems Courseware authoring tools

: Learning management systems Item ls2-3-52 Rationale Learning management systems (LMSs) are software applications that enable organizations to manage learning functions. They serve as a repository of administrative information regarding employees' participation in development programs. For example, many LMSs capture information about attendance, exam results, and participants' survey responses.

What type of organization embraces change, tolerates risk, and views failures as an opportunity to learn? Answers Learning organization Organization with flexible leadership Developmental organization Organization with matrix structure

: Learning organization Item ls2-3-8 Rationale A learning organization understands that change, risk, and failure are all key parts of organizational learning. A learning organization provides the environment for organizational learning.

Which is a disadvantage of instructor-led training? Answers Less individual attention for learners Less group feedback and idea sharing Limited variety of learning activities Less effective for large groups

: Less effective for large groups Item ls2-3-29 Rationale While instructor-led training provides for a variety of learning activities, individual attention, and idea sharing, it can be less effective for large groups of people and may present logistical and geographic challenges.

How can management best establish a culture that values career development in an individual development plan (IDP)? Answers Link career development to business objectives. Ask HR to implement career paths for employees. Assign employees responsibility for their own IDPs. Have supervisors coach employees on career concerns.

: Link career development to business objectives. Item ls2-3-63 Rationale Although all of the options may help to establish a career development culture, actions taken by senior management that link career development to organizational goals will have the greatest impact.

In the past, a customer service training program received low participant satisfaction scores. What recommendation should HR propose in order to enhance the effectiveness of the program? Answers Assign a different trainer to teach the course. Shorten the course to minimize time away from work. Ask managers to mandate participation in the program. Obtain feedback from members of the target audience.

: Obtain feedback from members of the target audience. Item ls2-3-67 Rationale To overcome resistance to training, it is helpful to involve members of the target audience to determine the content that is needed and how it should be delivered.

Which best describes the process where training or educational activities occur at multiple levels? Answers Learning design Positive organizational culture Organizational learning Climate of engagement

: Organizational learning Item ls2-3-4 Rationale Organizational learning occurs at individual, group, and organizational levels. A learning organization learns to react and adapt to its environment.

A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach? Answers The organization can track the training that each employee completes. Internal or external trainers can be eliminated, reducing costs. Employees have easy access to someone who can answer questions. Participants can complete the training when it is convenient for them.

: Participants can complete the training when it is convenient for them. The most important benefit of e-learning is that participants can work through the course at their convenience, making it more likely that they will actually complete the training. While it is nice to have access to a subject matter expert and track training results (especially for mandated courses), it is most important that the training is actually completed.

Which is the most important reason for training professionals to understand their own learning style? Answers Adult learners are aware of different learning styles. Visual learners typically make the best facilitators. People tend to teach the way they prefer to learn. Training is designed for a specific learning style.

: People tend to teach the way they prefer to learn. Item lsre-2-3-50 Rationale Training professionals need to understand their own learning styles, because they tend to teach others with the method by which they prefer to learn. Being aware of that makes them more cognizant of the need to develop activities that cater to a variety of learning styles.

Which situation best indicates that training is the preferred solution? Answers Morale is low due to unexpected recent layoffs. Employees are not engaged in their day-to-day work activities . Salespeople lack the product knowledge to answer customer questions. Production workers are given unrealistic performance goals.

: Salespeople lack the product knowledge to answer customer questions. Item ls2-3-2 Rationale Training is not a solution for employee relations problems resulting from poor morale, insufficient rewards, or conflicts of values. A needs assessment will identify problems that can be solved elsewhere in the organization.

Which characteristic is critical to a good training objective? Answers Stating what the learner will be able to do after the training Including the consequences of not meeting the learning objective Detailing directions for meeting the objective in a detailed, step-by-step fashion Communicating the role that management plays in the training outcomes

: Stating what the learner will be able to do after the training Item ls2-3-19 Rationale A training objective defines the behavioral outcomes participants can expect from the training experience. The training is built around the objectives.

Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels? Answers Task migration Job expansion Leadership training Delegation

: Task migration Item ls2-3-42 Rationale Task migration occurs when traditionally higher-level leadership responsibilities are transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.

Which is a primary purpose of conducting a training and development needs assessment? Answers To eliminate the bias that is inherently incorporated into program development To align organizational effectiveness and development initiatives and corporate goals To reduce the expense of course development and implementation To make the selection of participants more streamlined and efficient

: To align organizational effectiveness and development initiatives and corporate goals Item lsre-2-3-22 Rationale The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization's goals.