Question 1

Organisations develop through training and development which bring benefits to Employees as well as the organisations. Which of the following would not be regarded as a common feature that would result from training in today's modern workplace?
A)Same job for life
B)Be able to move more easily between jobs and other organisations
C)Improve chances of promotion
D)Develop a range of transferable skills

Accepted Answer

Training in today's modern workplace is designed to enhance flexibility, adaptability, and a broad skill set, allowing employees to move between roles and organizations more easily, improve their chances of promotion, and develop transferable skills. The concept of having the same job for life is outdated and does not align with the dynamic nature of the current job market and organizational structures, where change and development are constant.

Question 2

Training needs analysis can take place at organisational, task, and person levels. At the organisational level, it broadly examines what are the organisation's strategic plans and where is training and development needed to fit into the planning. Organisational training needs generally occur when:
A)There is some kind of barrier hindering the achievement of organisational aims and objectives which is best removed by training.
B)Information technology systems need upgrading.
C)Other competing organisations are conducting extensive training programmes.
D)Government provides additional funding.

Accepted Answer

Training needs at the organisational level typically arise when there's a barrier to achieving aims and objectives that can be effectively addressed through training. This is about aligning training with strategic goals to overcome specific challenges, rather than reacting to external factors like technology upgrades, competitor actions, or funding changes.

Question 3

The first phase of a training programme is a training needs analysis. What does this aim to do?
A)Establish the training resources required
B)Produce selection criteria
C)Identify the training objectives
D)All of the above

Accepted Answer

The primary aim of a training needs analysis is to identify the training objectives, which involves determining what skills or knowledge gaps exist and what needs to be addressed through training.

Question 4

In his contribution to understanding learning and learning outcomes, Gagne produced six types of learning related to human performance which he called capabilities, but which of the following is correct?
A)All of the below
B)Cognitive strategies
C)Basic learning
D)Motor Skills

Accepted Answer

Gagne identified several types of learning that encompass cognitive strategies, basic learning, and motor skills, among others. Therefore, when all these options are presented, they are all correct as part of his classification of learning capabilities.

Question 5

There is no one theory of learning that can be applied to any training programme. The social learning theory has been used successfully in many settings and can be broken down into component parts involving observation, practise, and feedback. Bandura found that various factors also enhanced training such as:
A)All of the below.
B)Models being the same race and gender as the trainee.
C)Models perceived to be friendly and helpful.
D)High status models

Accepted Answer

All the options (B, C, D) are factors identified by Albert Bandura as enhancing the effectiveness of training through social learning theory. These factors include models being relatable to the trainee in terms of race and gender, being perceived as friendly and helpful, and having a high status, which can increase their influence and the likelihood of their behavior being emulated by the trainee.

Question 6

Anderson's theory of skill development distinguishes between declarative and procedural knowledge. Procedural knowledge refers to knowing how to do something, but what is declarative knowledge?
A)Factual knowledge about a task
B)Muscle memory
C)Automatic task processing
D)Associative knowledge of the task

Accepted Answer

Declarative knowledge refers to the understanding of facts and information about a task, essentially the "what" aspect of knowledge, such as knowing that Paris is the capital of France, rather than the "how" of procedural knowledge.

Question 7

Evaluation forms the final stage of the training programme and various models of evaluation have been produced to meet this aspect. Whose model has the four levels of Reaction, Learning, Behaviour, and Results?
A)Kirkpatrick
B)Goldstein
C)Cooper and Robertson
D)Alliger and Janak

Accepted Answer

Kirkpatrick's model is renowned for its four levels of training evaluation: Reaction, Learning, Behaviour, and Results. This model is widely used to assess the effectiveness of training programs.

Question 8

When evaluating interventions, organisations often resort to the lowest level of Kirkpatrick's model and only gather reaction level data. However, reaction level data can be improved by asking trainees:
A)How difficult they found the training.
B)How difficult and useful they found the training.
C)How useful and enjoyable they found the training.
D)How much they enjoyed the training.

Accepted Answer

Kirkpatrick's model consists of four levels: reaction, learning, behavior, and results. Asking trainees how difficult and useful they found the training addresses both their immediate reaction and hints at the potential for learning and application, making it a more comprehensive approach to evaluating at the reaction level.

Question 9

Transfer of learning to the workplace needs to be made for the training programme to have been successful. Which of the following can hinder this process?
A)All of the below
B)Ridicule from colleagues
C)Low self-efficacy
D)Lack of managerial support

Accepted Answer

All the options listed (B: Ridicule from colleagues, C: Low self-efficacy, D: Lack of managerial support) are factors that can hinder the transfer of learning to the workplace. Each of these can create an environment or personal mindset that is not conducive to applying new skills or knowledge gained from training programs.

Question 10

In an economic downturn, training budgets are likely to be cut and the case for training needs to be strongly made. Recent research by Anderson (2007) has confirmed previous findings that relatively few organisations perform thorough evaluations. Why could this be?
A)A threat of union action
B)Training success is obvious and no detailed assessment is required
C)Managers do not want to be associated with a training programme that could be assessed as a waste of resources
D)None of the above

Accepted Answer

Managers may avoid thorough evaluations of training programs to prevent being associated with initiatives that could be deemed wasteful, especially in contexts where resources are scarce, such as during economic downturns. This avoidance can stem from a fear of negative repercussions on their reputation or career.

Question 11

The concept of communities of practice (CoP) has grown in the past decade and can evolve formally or informally using communication and information technology. What is an appropriate description of a CoP?
A)A gathering of experts in a particular field who allow their work to be disseminated over the internet
B)Groups of people who interact regularly on issues important to them and share best practice for their mutual benefit
C)A workplace based group willing to communicate with others using the internet and intranet
D)An individual who is willing to disseminate relevant information to interested parties

Accepted Answer

Communities of Practice (CoP) are defined as groups of people who share a concern or a passion for something they do and learn how to do it better as they interact regularly. This involves sharing best practices and knowledge for mutual benefit, which aligns with option B.

Question 12

Training needs assessment is usually related to:
A)Organizational performance
B)Individual
C)Both organizational and individual performance
D)None of the above

Accepted Answer

Training needs assessment is related to both organizational and individual performance. It helps identify areas where training is needed at both levels to improve skills, knowledge, and overall performance.

Question 13

____ refers to dynamic and analytical understanding of theories, concepts, principles and issues related to the job of the participants and their application to specific situations in the performance of the job or in the social interactions.
A)Knowledge
B)Skills
C)Competencies
D)Attitude

Accepted Answer

The answer of ____ refers to dynamic and analytical understanding...

Question 14

The social and cultural barrier to TNA can be met by:
A)Building organizational trust and confidence
B)Assistance of external consultants
C)Effective monitoring
D)All of the above

Accepted Answer

All of the options listed are ways to meet the social and cultural barriers to Training Needs Analysis (TNA). Building organizational trust and confidence encourages open communication and participation in the TNA process. Assistance from external consultants can provide an unbiased perspective and expertise in overcoming these barriers. Effective monitoring ensures that the TNA process is on track and addresses any emerging social or cultural issues.

Question 15

When the time is less, which techniques are recommended for TNA:
A)Interview
B)Work samples
C)Focus group discussion
D)Test

Accepted Answer

Focus group discussions are recommended when time is limited because they allow for the collection of data from multiple individuals simultaneously, making them a time-efficient method for training needs analysis (TNA).

Question 16

Areas of improvement like knowledge, skills etc. are identified which needs improvement through:
A)Job analysis
B)Performance gap analysis
C)Monitoring
D)Training delivery

Accepted Answer

Performance gap analysis is specifically designed to identify areas where an individual's actual performance deviates from the desired performance, including knowledge and skills that need improvement.

Question 17

Training Needs Analysis is important because it:
A)Determines who should receive training first
B)Enables managers to work out the cost of training
C)Identifies the training objectives
D)Provides a profile of an individual's training need.

Accepted Answer

Training Needs Analysis is crucial as it identifies the training objectives, ensuring that the training is aligned with the organization's goals and addresses the specific skills and knowledge gaps.

Question 18

Which of the following is not included in Gagné's six types of learning?
A)Basic learning
B)Affective learning
C)Cognitive strategies
D)Motor Skills

Accepted Answer

The answer of Which of the following is not included...

Question 19

According to Kirkpatrick's model, which of the following is the order in which
A)training evaluation should take place?
B)Reaction, learning, behaviour, results
C)Results, learning, reaction, behaviour
D)Learning, behaviour, results, reaction

Accepted Answer

The answer of According to Kirkpatrick's model, which of the...

Question 20

Which of the following should not be included in a training objective?
A)The location of where the behaviour should be exhibited
B)The conditions under which the behaviour is to be exhibited
C)The criterion behaviour
D)The standard of performance of the behavior

Accepted Answer

The answer of Which of the following should not be...

Quiz 2: Training and Development: Importance, Methods, and Evaluation

Organisations develop through training and development which bring benefits to Employees as well as the organisations. Which of the following would not be regarded as a common feature that would result from training in today's modern workplace?

Training needs analysis can take place at organisational, task, and person levels. At the organisational level, it broadly examines what are the organisation's strategic plans and where is training and development needed to fit into the planning. Organisational training needs generally occur when:

The first phase of a training programme is a training needs analysis. What does this aim to do?

In his contribution to understanding learning and learning outcomes, Gagne produced six types of learning related to human performance which he called capabilities, but which of the following is correct?

Anderson's theory of skill development distinguishes between declarative and procedural knowledge. Procedural knowledge refers to knowing how to do something, but what is declarative knowledge?

Evaluation forms the final stage of the training programme and various models of evaluation have been produced to meet this aspect. Whose model has the four levels of Reaction, Learning, Behaviour, and Results?

When evaluating interventions, organisations often resort to the lowest level of Kirkpatrick's model and only gather reaction level data. However, reaction level data can be improved by asking trainees:

Transfer of learning to the workplace needs to be made for the training programme to have been successful. Which of the following can hinder this process?

In an economic downturn, training budgets are likely to be cut and the case for training needs to be strongly made. Recent research by Anderson (2007) has confirmed previous findings that relatively few organisations perform thorough evaluations. Why could this be?

The concept of communities of practice (CoP) has grown in the past decade and can evolve formally or informally using communication and information technology. What is an appropriate description of a CoP?

Training needs assessment is usually related to:

____ refers to dynamic and analytical understanding of theories, concepts, principles and issues related to the job of the participants and their application to specific situations in the performance of the job or in the social interactions.

The social and cultural barrier to TNA can be met by:

When the time is less, which techniques are recommended for TNA:

Areas of improvement like knowledge, skills etc. are identified which needs improvement through:

Training Needs Analysis is important because it:

Which of the following is not included in Gagné's six types of learning?

According to Kirkpatrick's model, which of the following is the order in which

Which of the following should not be included in a training objective?