Deck 9: Employee Learning, Training and Development

Question 1

Training refers to the deliberate activities planned by an organisation to increase employee knowledge, skills and attitudes, and it occurs at particular times and in particular locations.

Answer 1

True

Question 2

Experiential learning can generally be represented as a cycle of four processes.These processes are:

A) experiencing, inventing, concluding and deciding
B) training, reviewing, concluding and planning
C) experiencing, reviewing, concluding and planning
D) experiencing, reviewing, summarising and planning

Answer 2

C

Question 3

Jill, a trainer in an organisation, wants to provide active training for the active learner.Therefore she should spend 90% of her training sessions:

A) allowing the participants to read
B) engaging the participants in doing the real thing, or role-playing the real thing
C) encouraging the participants to discuss their experiences
D) showing videos to participants or demonstrating work activities

Answer 3

B

Question 4

The individual's past experiences, cultural influences, level of resilience, perceptions and preferred approaches to learning will not impact on the way he or she learns.Therefore the same training methods are appropriate for all employees.

Question 5

The organisation wants to introduce new occupational health and safety procedures that are to be used when evacuating a building in case of fire.It is important that all employees participate in the training as this is a criterion on their performance appraisal.Which type of training would be best?

A) formal training
B) informal training
C) on-the-job training
D) off-the-job training

Question 6

During the encounter phase of the orientation process, it is important the employees receive a realistic job preview.

Question 7

The experiential learning cycle model illustrates the following:

A) the role of the self, experience and facilitation
B) the role of self, capacity building and learning
C) the link to our past, the role of leaning and facilitation
D) past experiences, the role of mentors and training need

Question 8

George gave trainees information about negotiation skills and then asked them to role-play how they would respond to different situations in the workplace.At the end of the training the participants learnt new ways to behave in negotiations.George used the principles of the cognitive orientation to learning.

Question 9

Regardless of whether behavioural or cognitive orientations to learning are used during training, one of the key things to remember is that training should move from simple concepts to more complex concepts.

Question 10

Learning is defined as a lifelong change in attitudes, behaviours and cognitions as a result of one's interaction with the surrounding environment.

Question 11

The systematic training process comprises four main steps:

A) diagnostic assessment, training process, training output, evaluation
B) training needs analysis, training input, the training process, training output
C) session plan, the training process, summative assessment, performance output
D) training needs analysis, training input, the training process, training output

Question 12

The classical conditioning theory of learning grew out of:

A) experiments performed by Pavlov (1927)
B) the research of the social cognitive theorist Bandura (1989)
C) experiments performed by Skinner (1975)
D) the research of Hartley (1998) into cognitive learning

Question 13

Career management refers to an organisation's management activities aimed at helping employees with preparing, implementing and monitoring their career planning process.

Question 14

There are four types of operant conditioning that trainers need to be aware of when training employees.They are:

A) positive reinforcement, negative reinforcement, reward, extinction
B) positive reinforcement, negative reinforcement, punishment, extinction
C) negative reinforcement, neutral reinforcement, punishment, extinction
D) positive reinforcement, positive role modelling, reward, unconditioned stimulus

Question 15

Bloom's taxonomy identifies three domains of employee learning which inform the training and development process.These are the:

A) cognitive, affective and motor skill domains
B) cognitive, affective and manual domains
C) thinking, affective and motor skill domains
D) cognitive, feeling and motor skill domains

Question 16

The evaluation of training is only used to determine the success of the trainees, whereas training assessment is used to determine the success of the training program itself.

Question 17

Trainers who understand how people learn and use this to develop a training approach usually result in successful training and greater return on investment.This is an example of:

A) return on investment approach
B) a learner-centred training approach
C) behavioural training approach
D) none of the above

Question 18

Recent research has revealed that only those employees who access their own mentors will reach their full potential.

Question 19

When Bernie joined his new organisation, he was assigned a mentor who showed him appropriate ways to perform his job, identified the people he is responsible to and how to communicate with superiors in the organisation.This is most consistent with the cognitive orientation to learning developed through whose research?

A) Bandura (1989)
B) Bruner (1961)
C) Ausubel (1963) and Gagne (1985)
D) Hartley (1998)

Question 20

Career development is the series of work-related training activities, experiences, tasks and relationships an employee undertakes in an organisation.

Question 21

There are three stages to the orientation process in an organisation.Describe the anticipatory socialisation stage and why it is important to give a realistic job preview during this stage.

Question 22

Describe the formula:
Career development = Career planning + Career management.

Question 23

Derek has trained a group of administrative employees to use a new casual employee timesheet and pay calculator.At the end of the training session he gives each trainee a bundle of 20 casual work records completed during the past week.He asks the trainees to enter the data and calculate the pay for each of the 20 casual employees.What type of assessment of the training program has Derek conducted?

A) evaluation
B) diagnostic
C) formative
D) summative

Question 24

Training method or approaches can vary across a spectrum from:

A) Employer-led to instructor-led
B) instructor-/trainer-led to learner-led
C) Learner-led to instructor-/trainer-led
D) Employer-led to industry-led

Question 25

Thomas was in charge of conducting a training needs analysis (TNA) in his organisation.As part of this process he gathered information from customers, supervisors, colleagues and suppliers about the performance of a group of salespeople in the organisation.Which level of analysis did Thomas conduct?

A) organisational
B) operational
C) individual
D) environmental

Question 26

Training can take a variety of forms.Describe the four major types of training and identify how active learning could be incorporated into each training type.

Question 27

At which stage of the employee socialisation process would employees be more likely to feel satisfied, motivated and committed?

A) orientation process
B) anticipatory socialisation
C) encounter
D) settling in

Question 28

Mentoring provides employees with:

A) important information on the qualities they need to develop
B) help in building networks
C) insight on both the formal and informal aspects of an organisation
D) all of the above

Question 29

Name and describe the key concepts of classical conditioning, and give an example of each in an organisational setting.

Question 30

Which would be suitable training methods to use with the active learner?

A) case studies and 'in-basket' discussions
B) critical incidents and buzz groups
C) 'in-basket' activities and critical incidents
D) 'buzz groups' and case studies

Question 31

A training needs analysis (TNA) should be broken into three levels.What are these three levels and what sort of data should be collected at each level?

Question 32

Caroline examined her strengths and weaknesses, her values and careers goals, and the opportunities available to her inside and outside of the organisation when she engaged in the career development process.Caroline has therefore considered her own initiatives or engaged in:

A) career development
B) career planning
C) career management
D) career plateau

Question 33

Which of the following would best be described as an external development program?

A) international assignments
B) mentoring
C) job rotation
D) performance appraisals

Question 34

Experiential learning cycles are where individuals experience the cycle of learning as a four-stage process including experiencing, reviewing, concluding and planning.Including Honey and Munford learning cycles, explore this and other contemporary approaches to learning.

Question 35

Career planning involves becoming aware of the 'self' by conducting:

A) external environmental planning and development
B) SWOT analysis and identifying one's own values
C) SWOT analysis and developing training outputs
D) personal development and identifying one's own values

Question 36

A complete learning objective should have three parts.Before commencing training to improve the packing skills of factory workers Barry wrote the following objective: 'At the end of the training each worker should be able to pack shirts in a busy working environment.' Which part of the learning objective has he failed to address?

A) the standard
B) the performance
C) the condition
D) he hasn't failed to address any part