463 Final

Front 1

(p. 16) According to a survey of 50,000 employees, _____ percent have high levels of engagement.

Back 1

11

Front 2

(p. 24) Companies report the most important talent management challenge they face is:

Back 2

identifying employees with managerial talent and training and developing them for managerial positions.

Front 3

(p. 31) The Bureau of Labor Statistics estimates that _____ percent of the workforce consists of alternative work arrangements such as independent contractors.

Back 3

11

Front 4

(p. 39) According to the 2004 ASTD Competency Model, what are the four roles of a training professional?

Back 4

Learning strategist,
business partner
professional specialist
project manager

Front 5

(p. 53) What are the metrics McCormick & Company uses to evaluate the effectiveness of training and development?

Back 5

how many employees have been promoted,
how many employees have attended the learning and development center,
how many employees are in the MMBs,
the dollar impact of the MMB project results on the business

Front 6

(p. 57) What are the implications of an emphasis on learning vs. training as an event?

Back 6

Recognition that learning has to be related to helping employees’ performance improve and the company achieves its business goals,
unpredictability in the business environment in which the companies operate will continue to be the norm
because tacit knowledge is difficult to acquire in training programs, companies need to support informal learning that occurs through mentoring, chat rooms, and job experiences.
Learning has to support not only with physical and technical resources but also psychologically

Front 7

(p. 58) According to Noe, what are the component(s) of human capital that create the greatest value for business?

Back 7

having employees understand the manufacturing or service process and the interrelationships between departments and divisions (system understanding) as well as motivating them to deliver high products and services (care why).

Front 8

(p. 69-70) The _____ duties of traditional managers and managers of high-performance work teams are most similar.

Back 8

Ensure that each team member is responsible for his or her work load and customers.
Treat all team members with respect.
Listen and respond honestly to team ideas.

Front 9

(p. 72) What do studies suggest to positively influence employee retention?

Back 9

working with good colleagues,
challenging job assignments,
and opportunities for career growth and development.

Front 10

(p. 73-74) The _____ type of organization is least likely, compared the other three types of organizations, to have an emphasis on training.

Back 10

baseball team

Front 11

(p. 76-77) Team building is a common training implication of _____ and _____ strategies.

Back 11

Concentration & external growth (acquisition)

Front 12

(p. 76-77) What is a concentration business strategy?

Back 12

team building,
cross training,
specialized programs,
interpersonal skills training,
on-the-job training

Front 13

(p. 82-83) What is the corporate university model approach to organizing the training function?

Back 13

They tend to offer a wide range of programs and courses than functions organized by other models.

Front 14

(p. 108) The best needs assessment method for sexual harassment and diversity issues is:

Back 14

focus groups

Front 15

(p. 117) What are the characteristics of cognitive ability?

Back 15

is related to successful performance in all jobs.
Three dimensions: verbal comprehension, quantitative ability, and reasoning ability.
Influences job performance and ability to learn in training programs and how well they learn

Front 16

(p. 122) In the process of determining if training is the best solution for a performance problem, you discover employees were trained but rarely or never used the training content. This is an example of a _____ factor affecting performance and learning.

Back 16

input

Front 17

(p. 127-28.)What are the characteristics of competency models?

Back 17

it identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.
Can understand competency models by comparing them to job analysis.
Are more likely to link competencies and the company’s business goals than job analysis.
Provide descriptions of competencies that are common for an entire occupational group, level of jobs, or an entire organization.
Are more general and greater application to a wider variety of purposes.

Front 18

(p. 129) What are the ways competency models are useful for training and development?

Back 18

identifies behaviors needed for effective job performance.
Provide a tool for determining what skills are necessary to meet today’s needs as well as future needs.
Help determine what skills are needed at different career points.
Provide a framework for ongoing coaching and feedback to develop employees for current and future roles.
They create a roadmap for identifying and developing employees for managerial positions.

Front 19

(p. 141) In physics class, learning the colors of the light spectrum by remembering the name "Roy G. Biv", is an example of a(n) _____ learning outcome.

Back 19

Cognitive strategies

Front 20

(p. 130) When an employee learns and practices behaviors that reduce conflict with others, they are experiencing:

Back 20

Negative reinforcement

Front 21

(p. 142) An owner of a casino who seeks to maximize his slot machine profits would most likely have them programmed on a _____ reinforcement schedule.

Back 21

variable interval schedule

Front 22

(p. 142) _____ reinforcement schedule is characterized by rapid learning and rapid extinction.

Back 22

fixed-ratio schedule

Front 23

(p. 146) What contributes to a learning orientation?

Back 23

trying to increase ability or competence in a task.
Training success is defined as showing improvement and making progress.
Preferred trainers who are more interested in how trainees are learning than how they are performing.
View errors and mistakes as part of the learning process.

Front 24

(p. 147) When an employee sees success in a training program as leading to peer recognition, hard work and a good chance of promotion, the training program has high _____ for them.

Back 24

valence

Front 25

(p. 143 & 147) Self-efficacy is most similar to which concept?

Back 25

a person’s judgement about whether he or she can learn knowledge and skills.

Front 26

(p. 151) What is the simplest learning strategy?

Back 26

rehearsal

Front 27

(p. 154) Research on the influence of age on training found that _____ had the largest influence on training performance of trainees over 40 years of age.

Back 27

self- paced training

Front 28

(p. 155-56) What components are present within the training objective "The employee will be able to express concern to all irate customers by a brief (fewer than 10 words) apology"?

Back 28

performance or outcome,
the criterion,
the conditions

Front 29

(p. 156) Showing how training relates to company strategy and repeating application of ideas in different contexts are examples of:

Back 29

convincing employees that training is meaningful

Front 30

(p. 157) When a trainee is asking themselves, "Why am I choosing this type of action?" and "What is the next step in the task?" they are engaging in:

Back 30

Metacognition (developing a strategy)

Front 31

(p. 187) Research shows that just over ______ percent of employees successfully transfer training immediately after completing training and ____ percent one year after training.

Back 31

62%; 34%

Front 32

(p. 190) The theory of identical involves _______ and __________.

Back 32

Use of equipment and specific procedures that must be learned.
Proposes that transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job.

Front 33

(p. 192) Application assignments are most commonly associated with the ________ theory of transfer.

Back 33

far-transfer

Front 34

(p. 202) What are characteristics of a learning organization?

Back 34

supportive learning environment, an environment of learning processes and practices,
management reinforces learning;
emphasized knowledge management;
learning occurs not only individually but at the group and organizational levels.

Front 35

(p. 207) What is a reason knowledge management systems fail?

Back 35

the technology is too complicated or companies don’t give enough consideration to how to motivate employees to share knowledge.

Front 36

(p. 223) According to recent research, _________ outcome measures have the largest relationship with changes in affective learning outcomes.

Back 36

reactions

Front 37

(p. 232) What are the threats to internal validity?

Back 37

history,
maturation,
morality,
initial group differences,
testing instrumentation,
regression towards mean,
reaction to pre-test,
reaction to evaluation,
interaction of selection and training,
interaction of methods

Front 38

(p. 232) An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to validity?

Back 38

initial group differences

Front 39

(p. 233) What are ways to minimize threats to validity in evaluation studies?

Back 39

pretests and posttests,
comparison groups, and
random assignment

Front 40

(p. 234) If the trainee group and control group can be assumed to similar levels of knowledge, behavior and results prior to training, the most efficient evaluation design is _________.

Back 40

posttest-only

Front 41

(p. 239) If an organization wants to determine which of two training programs are best, a _____________ evaluation design should be used.

Back 41

pretest/posttest comparison group design