Question 1

Explain the strategic approach to training.

Accepted Answer

The answer of Explain the strategic approach to training....

Question 2

Which of the following statements best describes cross-training?
A)There is a need for integrated teams to make it successful.
B)Team rewards lay the basis for its implementation.
C)It works best with departments that are integrated.
D)It represents a shift from assembly-line production to flexible production.

Accepted Answer

The answer of Which of the following statements best describes...

Question 3

Organization W has adopted a new training strategy that it learned about because its very successful main competitor is also using this training strategy.Which of the following statements best captures this situation?
A)This is very unusual; most organizations link training directly to their organizational goals.
B)This is very unusual; data show that most organizations do not consider the training initiatives of others in their decisions.
C)This is not significantly unusual; many organizations copy training strategy used by competitors.
D)This is unusual; most organizations at least make attempts to link their training initiatives to their own organizational strategy.

Accepted Answer

Many organizations copy training strategies used by competitors as they may see it as a way to stay competitive and improve their performance. It is not uncommon for organizations to adopt successful practices used by their competitors if it can benefit them in achieving their goals. Option A, B, and D are not accurate as they do not reflect the common practices of organizations in terms of adopting training strategies.

Question 4

What are the phases of the systemic/strategic model of training?
A)needs assessment,design,implementation,and evaluation
B)planning,design,needs assessment,and evaluation
C)design,needs assessment,management,and evaluation
D)design,needs assessment,implementation,and evaluation

Accepted Answer

The systemic/strategic model of training consists of four phases - needs assessment, design, implementation, and evaluation. In the needs assessment phase, the organization identifies the training needs of its employees. In the design phase, the training program is developed based on the identified needs. In the implementation phase, the training is delivered to the employees. Finally, in the evaluation phase, the effectiveness of the training program is assessed to determine if it met its objectives. Thus, option A is the correct answer.

Question 5

What do we call the process of grooming an employee to take over the supervisor's job through gaining experience in handling important functions of the job?
A)caretaking
B)coaching
C)understudy assignment
D)role modelling

Accepted Answer

The process of grooming an employee to take over the supervisor's job through gaining experience in handling important functions of the job is called an understudy assignment. Coaching and role modeling may be part of the process, but they are not the specific term for this type of career development. Caretaking also does not accurately describe this process.

Question 6

Which of the following is the most common method used for training non-managerial employees?
A)classroom training
B)on-the-job training
C)computer-based instruction
D)apprenticeships

Accepted Answer

On-the-job training is the most commonly used method for training non-managerial employees. This method involves employees learning through observation and hands-on experience while performing their regular job duties. It is cost-effective and provides practical experience that can be immediately applied to the job. Classroom training, computer-based instruction, and apprenticeships may also be used for non-managerial employee training, but they are less common than on-the-job training.

Question 7

Microsoft has created hundreds of audio and video clips that the company's sales professionals can download on their mobile devices whenever the need arises.Which learning method is illustrated in this case?
A)the simulation method
B)blended learning
C)audiovisual learning
D)just-in-time training

Accepted Answer

The case illustrates the method of just-in-time training, where sales professionals can access audio and video clips on their mobile devices whenever they need it. This method provides training and learning resources at the point of need, instead of traditional classroom learning, and allows learners to access information quickly and conveniently.

Question 8

What are the two key factors that affect the success of those who are identified to receive training?
A)trainee readiness and trainee motivation
B)trainee capacity and trainee motivation
C)trainee readiness and trainee capacity
D)trainee participation and trainee capacity

Accepted Answer

Trainee readiness refers to the trainee's psychological and physical state that allows them to engage fully in the training process, while trainee motivation is the desire to learn and apply the training. Both factors are crucial for the success of training programs.

Question 9

Which of the following training methods is the most poorly implemented?
A)classroom instruction
B)distributed learning
C)mass learning
D)on-the-job training

Accepted Answer

The answer of Which of the following training methods is...

Question 10

At which stage in the training program development process is content of the training program determined?
A)job analysis
B)individual analysis
C)task analysis
D)organization analysis

Accepted Answer

Content of the training program is determined during the task analysis stage, which involves breaking down the job into specific tasks and identifying the knowledge, skills, and abilities required to perform those tasks effectively. This helps to ensure that the training program focuses on the most important aspects of the job and provides learners with the necessary knowledge and skills to perform their job duties successfully. Job analysis, individual analysis, and organization analysis are important stages in the training program development process, but they do not directly involve determining the content of the training program.

Question 11

What is the primary reason why organizations train new employees?
A)to increase their knowledge,skill,and ability level
B)to help trainees achieve personal career goals
C)to comply with federal regulations
D)to improve the work environment

Accepted Answer

The primary reason why organizations train new employees is to increase their knowledge, skill, and ability level. This helps employees to perform their job duties more effectively and efficiently, which ultimately benefits the organization. Training also helps to enhance employee job satisfaction and motivation, as well as retain employees who feel valued and supported. While compliance and improving the work environment may be secondary benefits of training, the primary goal is to develop the skills and knowledge of employees. Personal career goals may be another benefit, but not the primary reason for organizational training.

Question 12

Organization Z is attempting to initiate an on-the-job training program.Like many organizations,the company is aware that it suffers from a lack of well-defined job performance criteria.Which of the following is the best suggestion for Organization Z to overcome this problem and have a successful program?
A)Develop realistic goals,a training schedule,and periodic evaluations.
B)Hire trainers who have been in a similar situation and have been successful.
C)Wait until proper job and organizational analysis can be done before implementing the training program.
D)Use a different type of training.

Accepted Answer

Developing realistic goals, a training schedule, and periodic evaluations will help Organization Z overcome the lack of well-defined job performance criteria. This will ensure that the training program is structured, measurable, and effective in achieving the desired outcomes. Hiring trainers with similar experience may not necessarily address the issue of job performance criteria, while waiting for job and organizational analysis may delay the implementation of the training program. Using a different type of training may not address the underlying issue of lack of well-defined job performance criteria.

Question 13

The greatest proportion of training is spent on which groups of employees?
A)executives and senior managers
B)temporary and pat-time workers
C)rank-and-file employees and supervisors
D)senior managers and middle managers

Accepted Answer

Rank-and-file employees and supervisors typically receive the greatest proportion of training as they form the bulk of the workforce and require the most job-specific skills and knowledge. Executives and senior managers receive training, but they are typically more focused on strategic development and leadership training. Temporary and pat-time workers also receive training, but due to their temporary nature, the amount of training is generally less compared to permanent employees. Senior managers and middle managers receive training, but they are often focused on leadership and management training rather than job-specific skills.

Question 14

Which of the following is NOT part of a needs assessment in developing training programs?
A)task analysis
B)environmental analysis
C)person analysis
D)organization analysis

Accepted Answer

Environmental analysis is not typically considered a part of a needs assessment for training programs, which usually includes task, person, and organization analyses.

Question 15

Which of the following tasks would be most conducive to whole-versus-part learning?
A)for a tennis professional: teaching a tennis lesson
B)for a cake decorator: putting a customer's name on a birthday cake
C)for a shoe salesperson: finding a certain pair of shoes in the stockroom
D)for a grocery store cashier: looking up the register code for a grocery item

Accepted Answer

Teaching a tennis lesson involves integrating multiple complex skills and movements, which require a whole understanding of the game, its rules, and the necessary techniques. It is more effective to learn the sport as a whole rather than focusing on individual parts of the game.

Question 16

Identify and briefly describe the four criteria available to evaluate training.

Accepted Answer

The answer of Identify and briefly describe the four criteria...

Question 17

Which of the following is the best example of an assessment of the "learning" criterion in a training evaluation?
A)testing grocery store clerks on training program knowledge before and after the training program
B)having trainees fill in forms that describe their learning experience and whether or not the information is transferring to the workplace
C)having employees fill out a training effectiveness index
D)evaluating scores on training tests

Accepted Answer

Testing clerks on their knowledge before and after the training program directly assesses their learning and understanding of the material covered in the training. The other options (B, C, and D) may indirectly measure learning, but they are not as direct as a knowledge test.

Question 18

What is the main difference between training and development?
A)Training is more important than development.
B)Development is a broader term used to describe learning processes in an organization.
C)Development is more future-oriented and broadly focused.
D)Development is more narrowly focused.

Accepted Answer

While both training and development involve learning processes in an organization, the main difference is that training focuses on improving skills for current job roles, while development is more future-oriented and broadly focused on developing skills for future job roles and overall organizational growth. Development may also include activities such as coaching, mentoring, and job rotations, while training is typically more structured and focused on specific skills or tasks. Therefore, option C is the best choice.

Question 19

Which term refers to assessing the sets of skills and knowledge employees need to be successful,particularly for decision-oriented and knowledge-intensive jobs?
A)organizational assessment
B)job assessment
C)individual assessment
D)competency assessment

Accepted Answer

Competency assessment refers to the process of evaluating the sets of skills and knowledge that employees need to possess in order to excel in their roles, especially those that require decision-making and expertise. This type of assessment helps organizations to identify gaps in employee capabilities and training needs, so they can better invest in employee development and achieve their business objectives.

Question 20

On-the-job training (OJT)has three drawbacks.Briefly discuss these and the possible solutions suggested by experts in the field.

Accepted Answer

The answer of On-the-job training (OJT)has three drawbacks.Briefly discuss these...

Quiz 7: Training and Development

Explain the strategic approach to training.

Which of the following statements best describes cross-training?

Organization W has adopted a new training strategy that it learned about because its very successful main competitor is also using this training strategy.Which of the following statements best captures this situation?

What are the phases of the systemic/strategic model of training?

What do we call the process of grooming an employee to take over the supervisor's job through gaining experience in handling important functions of the job?

Which of the following is the most common method used for training non-managerial employees?

Microsoft has created hundreds of audio and video clips that the company's sales professionals can download on their mobile devices whenever the need arises.Which learning method is illustrated in this case?

What are the two key factors that affect the success of those who are identified to receive training?

Which of the following training methods is the most poorly implemented?

At which stage in the training program development process is content of the training program determined?

What is the primary reason why organizations train new employees?

The greatest proportion of training is spent on which groups of employees?

Which of the following is NOT part of a needs assessment in developing training programs?

Which of the following tasks would be most conducive to whole-versus-part learning?

Identify and briefly describe the four criteria available to evaluate training.

Which of the following is the best example of an assessment of the "learning" criterion in a training evaluation?

What is the main difference between training and development?

Which term refers to assessing the sets of skills and knowledge employees need to be successful,particularly for decision-oriented and knowledge-intensive jobs?

On-the-job training (OJT)has three drawbacks.Briefly discuss these and the possible solutions suggested by experts in the field.