Question 1

The first step in the training process, during which the organization decides on its resources, who will be trained, and what needs to be trained, is called _____.

Accepted Answer

The first step in the training process is needs assessment, during which the organization assesses its resources and identifies who needs to be trained and in what areas. Evaluation is a later step in the process, and method of training is determined after the needs assessment has been completed. Attendance is not a step in the process; it is simply a measure of whether or not trainees participate in the training.

Question 2

Which of the following is NOT a threat to internal validity during training evaluation?

Accepted Answer

Climate refers to the environment within which the training is conducted and should not affect the internal validity of a training evaluation. Maturation, testing, and history, on the other hand, can directly impact the internal validity of a training evaluation.

Question 3

Madden Motors is developing a new training program. The HR department wants to rigorously evaluate the effectiveness of their training program focused on safety knowledge. Which of the following represents the most rigorous training evaluation design?

Accepted Answer

Option B is the most rigorous training evaluation design as it utilizes a pretest-posttest control group design, where two units are randomly assigned to a trained and untrained condition. This design allows for the comparison of pre- and post-test scores between the trained and untrained groups, controlling for any external factors that may affect the outcomes.

Question 4

Charlotte is required to take diversity training as a requirement as part of her job. For the training, she visits a website in which modules have been prepared and quizzes created to teach about workplace diversity. What type of training method is this?

Accepted Answer

The description of the training includes pre-prepared modules and quizzes, which are characteristic of programmed instruction.

Question 5

Laura returns from a day-long training and finds her boss and co-workers would like her to ignore the new skills she learned and continue to do her job just as she already had been doing. Which term best describes this situation?

Accepted Answer

The situation described is a low transfer climate, where there is resistance to applying new skills and knowledge from training into the workplace.

Question 6

Your organization has recently made a lot of new hires, and they all need some degree of training. However, little is known about the abilities and knowledge of the new employees. What step in the training needs assessment may be particularly important in this scenario?

Accepted Answer

Person analysis is particularly important in this scenario as it involves assessing the abilities and knowledge of individual employees. This step helps identify the training needs of each employee based on their current skills and knowledge, which in turn can help customize training programs to address their specific needs. Without this step, there is a risk of providing irrelevant or unnecessary training to the employees, which can result in poor learning outcomes and wastage of resources.

Question 7

Which term refers to whether training results in actual improvements on the job?

Accepted Answer

Training transfer refers to the degree to which training outcomes (knowledge, skills, and attitudes) can be applied to the job, resulting in improved job performance.

Question 8

Which term refers to an individual's belief that they can succeed in training?

Accepted Answer

Training self-efficacy refers to an individual's belief in their ability to succeed in training. Meta-cognitive skill refers to the ability to understand one's own thinking processes. Competency modeling refers to identifying the skills and knowledge needed for success in a particular job or role. Motivator need refers to the desire for recognition, achievement, and personal growth.

Question 9

____ learning involves delivering small portions of a training over an extended period of time.

Accepted Answer

Spaced learning, also known as distributed learning, involves breaking down learning into smaller, digestible pieces and delivering it over an extended period of time. This approach is based on the idea that people learn better when the learning is spread out and reinforced over time, rather than being delivered in a single, continuous session (massed learning). This allows learners to process and retain information better and prevents them from becoming overwhelmed by too much information at once.

Question 10

_____ should be included after certain types of training, especially when training is experiential, such as when it involves simulations.

Accepted Answer

Debriefing involves reflecting on and analyzing the experience, processing emotions and reactions, and discussing insights and takeaways. It helps to consolidate learning, connect theory to practice, and identify areas for improvement. Therefore, it is particularly important after experiential training, such as simulations, where participants may have strong emotional and cognitive reactions that need to be addressed. Meta-cognition refers to thinking about one's own thinking, which can be useful but may not be appropriate or feasible for all types of training. Need satisfaction and leadership analysis are not directly related to post-training activities but may be relevant to the design or evaluation of training programs.

Question 11

Executive coaching is an example of which type of training method?

Accepted Answer

Executive coaching is a type of managerial training that focuses on developing leadership skills and improving performance in top-level executives. Climate sensitivity is a type of diversity training, massed method refers to intensive training sessions over a short period of time, and leaderless group exercise is a team-building and problem-solving activity.

Question 12

_____ is used to educate recently hired employees on company values and policies.

Accepted Answer

New employee orientation is specifically designed to educate newly hired employees on the company values, policies, and procedures. This helps new employees understand their role in the organization and how to operate in accordance with the company's expectations.

Question 13

Which of the following is NOT part of the training needs assessment?

Accepted Answer

The training needs assessment typically consists of three components: person analysis, organization analysis, and task analysis. Demographic analysis may also be included to identify any specific groups that require targeted training. However, leadership analysis is not typically a separate component of the assessment.

Question 14

Individuals with a _____ tend to focus on how they scored in the training rather than their increased knowledge and skills.

Accepted Answer

The answer of Individuals with a _____ tend to focus...

Question 15

Providing assessments and feedback to trainees throughout a training may be especially useful to trainees low in _____ skills.

Accepted Answer

Meta-cognitive skills refer to the ability to think about one's own thinking and learning, which is essential in the process of learning and acquiring new skills. Providing assessments and feedback to trainees can help them develop and improve their meta-cognitive skills, as they learn to reflect on their own learning processes and make adjustments accordingly. This intervention may be especially useful for trainees who struggle with meta-cognitive skills, as it provides them with guidance and support in developing this important skillset.

Question 16

An employee who does not want to put effort into learning the KSA's presented in a training may be suffering from low ____________________.

Accepted Answer

The scenario suggests that the employee is purposely avoiding learning the KSA's presented in the training. This behavior may stem from low motivation to participate in the training, which can be influenced by factors such as job satisfaction, perceived relevance of the training, or personal issues outside of work. Therefore, the best choice is D, training motivation, as it provides a plausible explanation for the employee's behavior. While cognitive ability, extraversion, and resource dependency can also affect an employee's training outcomes, they are not directly relevant to the given scenario.

Question 17

_____ provides trainees with a way to organize the information they are learning.

Accepted Answer

A learning schema is a mental framework or organizational structure that helps trainees process and remember new information. It can include categories, subcategories, rules, and relationships that help trainees make connections between new and existing knowledge. By using a learning schema, trainees can better understand and retain the material they are learning.

Question 18

Helen goes to a training where the trainer shows her a video about what she is supposed to do and then then allows her to practice the behaviour. This is an example of _____.

Accepted Answer

The trainer is showing Helen a video demonstrating the behavior they want her to learn, which is an example of behavior modeling training. This method allows the learner to observe and imitate the desired behaviors.

Question 19

Which is NOT one of Kirkpatrick's levels of training evaluation?

Accepted Answer

Kirkpatrick's four levels of training evaluation are reactions, learning, behavior, and results/performance. "Performance" is not one of the four levels.

Question 20

Kevin goes offsite for a full day of training rather than taking the training over several weeks. This is an example of _____.

Accepted Answer

This is an example of massed learning, where the learning is consolidated into one intense session rather than spread out over time.

Quiz 8: Training and Development