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130 Cards in this Set
- Front
- Back
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1. _____ is linked to strategic goals and objectives and benchmarks its training programs against those of other companies.
a. Total Quality Management training b. Continuous learning c. High-leverage training d. Six Sigma training |
c. High-leverage training
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2. According to the 2008 ASTD State of the Industry Report, _____ is the percentage of dollars spent on training and development as a percentage of payroll.
a. 12 b. 8 c. 6 d. 2 |
d. 2
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3. Companies report the most important talent management challenge they face is:
a. identifying and training employees with managerial talent. b. getting more women and minorities into the company. c. developing programs to retain older workers. d. obtaining enough new workers with required skills. |
a. identifying and training employees with managerial talent.
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4. Examples of training at US Airways, Starbucks, Boston Pizza and Seattle City Light discussed in Chapter One demonstrate the role of training in:
a. reducing turnover. b. meeting safety requirements. c. raising morale. d. gaining a competitive advantage. |
d. gaining a competitive advantage.
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5. At what point in the training design process should selection of training methods occur? Directly following:
a. development of an evaluation plan. b. needs assessment. c. ensuring transfer of training. d. development of learning objectives. |
a. development of an evaluation plan.
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6. _____ is not one of the arguments for why greater diversity can help a company gain a competitive advantage.
a. Creativity b. Flexibility c. Lower training costs d. Problem solving |
c. Lower training costs
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7. Research shows that performance and learning in most jobs declines to some extent with the aging process.
a. true b. false |
b. false
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8. The increased use of technology in delivery of training programs has led to a decrease in the “reuse ratio” since 2003.
a. true b. false |
b. false
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9. Which of the following categories in the Malcolm Baldrige Award is most closely related to training and development?
a. strategic planning b. measurement, analysis and knowledge management c. work force focus d. customer and market focus |
c. work force focus
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10. The labor force participation rate of people 55 and over will decrease between now and 2016.
a. true b. false |
b. false
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1. Personal knowledge based on individual experience is called
A) explicit knowledge B) learning C) SWOT D) tacit knowledge |
D) tacit knowledge
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2. A business-embedded model
A) offers customer-focused, customized learning opportunities. B) involves a fixed number of trainers. C) closely resembles the matrix model. D) closely resembles the faculty model. |
A) offers customer-focused, customized learning opportunities.
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3. The first step in the strategic training and development process is
A) identifying metrics. B) identify the business strategy. C) evaluate the needs. D) assessment. |
B) identify the business strategy.
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4. The corporate university model
A) centralizes training to ensure that the best training practices are used company wide. B) involves sending trainees back to school. C) involves reimbursing trainees for attending college courses. D) is essentially the same as the faculty model. |
A) centralizes training to ensure that the best training practices are used company wide.
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5. According to chapter two, the customer model
A) involves organizing a company to interface with customers. B) involves asking customers what training employees need. C) involves organizing the training department so that there is a training component for each functional unit or division of the firm. D) involves focusing training initiatives on customer service. |
C) involves organizing the training department so that there is a training component for each functional unit or division of the firm.
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6. The first step in creating a corporate university is to develop metrics.
A) true B) false |
B) false
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7. The company's reason for existing is the
A) SWOT analysis. B) vision. C) values. D) mission. |
D) mission.
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8. In an unstable business environment, characterized by mergers and acquisitions,
A) training usually becomes a bigger budget unit. B) training may be used to leverage mergers. C) training may be left to the discretion of managers and may be limited to addressing short-term, urgent needs. D) training will probably focus more on developing broad skills that employees can use across jobs so that the company can grow and expand. |
C) training may be left to the discretion of managers and may be limited to addressing short-term, urgent needs.
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9. Human resource planning
A) eliminates the need for training. B) allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities. C) allows the company to determine in advance who will be trained and who will be let go from the company. D) involves having employees plan their career paths. |
B) allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities.
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10. The business-embedded model
A) emphasizes classroom training. B) de-emphasizes the role of the manager in training. C) involves all people in the training process to communicate and share resources. D) abandons the notion of customer-orientation. |
C) involves all people in the training process to communicate and share resources.
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1. The question, “Do I have the budget to buy training services?” is most appropriately asked by _____ at the _____ level of analysis.
a. upper-level managers, organizational b. trainers, organizational c. mid-level managers, person d. upper-level managers, task |
b. trainers, organizational
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2. Which of the following is not true of task analysis?
a. Results in a description of work activities, including tasks performed and skills, knowledge, and abilities required to successfully complete job tasks b. Involves developing a preliminary list of tasks performed on the job by interviewing and observing expert employees and their managers c. Results in an assessment of employees' readiness for training d. Involves the verification of tasks using task inventories and/or expert committees |
c. Results in an assessment of employees' readiness for training
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3. Inexpensive, can collect data from a large number of persons, but may lack detail and requires time are advantages and disadvantages of the _____ method of needs assessment.
a. questionnaires b. observation c. focus groups d. interviews |
a. questionnaires
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4. All of the following are true for competency models except they:
a. identify the differences across jobs, occupational groups or organizational levels. b. focus on how work is done. c. link competencies to an organization’s goals. d. are particularly useful for generating requirements for employee selection. |
a. identify the differences across jobs, occupational groups or organizational levels.
Competency models provide descriptions of competencies that are common for an entire organizational group, level of jobs, or an entire organization. Job analysis describes what is different across jobs, occupational groups, or organizational levels. Competency models = how, job analysis = what. |
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5. Focus groups are a type of SME interview that involves a face-to-face meeting with groups of employees in which the questions that are asked relate to specific training needs.
a. true b. false |
a. true
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6. Reading-to-learn skills involves searching for and reading information in manuals, books or charts.
a. true b. false |
b. false
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7. All of the following statements regarding cognitive ability are true except:
a. it is related to successful job performance in all jobs. b. it includes verbal comprehension, quantitative and reasoning abilities. c. cognitive ability influences learning. d. cognitive ability is more important for lower-level than more complex jobs. |
d. cognitive ability is more important for lower-level than more complex jobs.
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8. _____ is employees’ belief that they can successfully perform their job or learn the content of the training program.
a. Self-efficacy b. Self-motivation c. Cognitive ability d. Task competence |
a. Self-efficacy
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9. The most relevant type of needs analysis for preparing training materials is:
a. organizational. b. benchmarking. c. person. d. task. |
d. task.
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10. Based upon a task analysis inventory, tasks that are rated as infrequently performed and low difficulty, should not be included in a training program.
a. true b. false |
b. false
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1. _____ match(es) major activities of the training program and specific times or time intervals.
a. Lesson objectives b. Detailed lesson plans c. Course objectives d. A lesson plan overview |
d. A lesson plan overview
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2. The ability to use several different approaches to diagnosing a computer software problem is an example of which type of learning outcome?
a. intellectual skills b. attitudes c. cognitive strategies d. motor skills |
c. cognitive strategies
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3. A manager assures an older employee that they can learn the new company software and reminded the employee they had learned the old system quickly. The manager is:
a. increasing the worker’s self-efficacy. b. setting learning goals for the worker. c. modeling the desired behavior. d. raising the valence of the behavior. |
a. increasing the worker’s self-efficacy.
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4. A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on _____ learning theory.
a. social learning b. goal setting c. McClelland’s n-ach d. reinforcement |
b. goal setting
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5. In the famous humorist, Will Rogers’ saying, “There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of 'em that have to pee on the electric fence for themselves”, what learning theory best fits learning by observation?
a. Reinforcement b. Goal setting c. Social learning d. Expectancy |
c. Social learning
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6. When tasks are complex, the best type of practice is:
a. massed. b. spaced. c. whole. d. part. |
b. spaced.
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7. The terms “at night” and “malfunctioning landing gear on an airplane” are examples of the _____ component of a training objective.
a. criterion b. performance c. standards d. condition |
d. condition
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8. Self-efficacy is most similar to which of the following concepts?
a. valence b. instrumentality c. expectancy d. social reinforcement |
c. expectancy
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9. The lesson plan overview translates the content and sequence of training activities into a guide that is used by the trainer to help deliver the training.
a. true b. false |
b. false
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10. Research shows trainees with a performance orientation exert more effort to learn and use more complex learning strategies than trainees with a learning orientation.
a. true b. false |
b. false
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1. Research shows that just over ______ percent of employees successfully transfer training immediately after completing training and ____ percent one year after training.
a. 90, 50 b. 80, 40 c. 60, 30 d. 40, 10 |
c. 60, 30
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2. In lecture, an action plan was described as very similar to __________
a. a detailed lesson plan b. Management by Objectives (MBO) c. Total Quality Management (TQM) d. behavior modeling |
b. Management by Objectives (MBO)
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3. My in-class story of the wreck on my brother’s motorcycle was used as an example of _____________
a. the stimulus generalization approach b. poor cognitive theory transfer c. negative transfer d. far transfer |
c. negative transfer
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4. The stimulus generalization approach to transfer suggests that _________
a. stimuli in the work context must be the same as the stimuli in the training context in order for transfer to occur. b. the work context must match the training context for transfer to occur. c. training should emphasize principles underlying a skill in order for that skill to be applied to one's work d. the response to stimuli in the training session should extend back to the job because of the strength of the stimuli. |
c. training should emphasize principles underlying a skill in order for that skill to be applied to one's work
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5. One of the two reasons knowledge management systems fail is because there is inadequate coordination between the training and information technology departments.
a. true b. false |
b. false
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6. Programs that emphasize near transfer should teach general concepts and broad principles.
a. true b. false |
b. false
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7. Which of the following is not an example of a knowledge management method?
a. high fidelity simulations b. after-action review c. communities of practice d. organizational intranet |
a. high fidelity simulations
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8. _____ is personal knowledge based on individual experience and personal communications through discussion and demonstrations.
a. Explicit b. Implicit c. Internalized d. Tacit |
d. Tacit
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9. A self-management module might include
a. identifying factors that could contribute to lapses and how to avoid them. b. ways to avoid one's own manager while on the job. c. ways to work independently of peers back on the job to avoid hindrances. d. a discussion of the next training program to take |
a. identifying factors that could contribute to lapses and how to avoid them.
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10. Application assignments are most commonly associated with the ________ theory of transfer.
a. cognitive b. identical elements c. stimulus generalization d. near and far |
a. cognitive
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The work environment aspect includes all of the following EXCEPT:
A) climate for transfer. B) opportunity to perform. C) applying theories of transfer. D) management and peer support. Feedback: Page: 169 (Figure 5.1) |
C) applying theories of transfer.
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This includes the ability and motivation that affect learning.
A) Training design B) Work environment C) Maintenance D) Trainee characteristics Feedback: Page: 169 |
D) Trainee characteristics
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The usage of this theory has been found in the use of simulators for training airline pilots.
A) Cognitive theory B) Identical elements theory C) Stimulus generalization D) Feedback theory Feedback: Page: 170 |
B) Identical elements theory
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All of the following are the training designs that should be included in programs that emphasize near transfer EXCEPT:
A) the program should teach general concepts and procedures. B) trainees should be given an explanation as to any differences between training tasks and work tasks. C) trainees should be encouraged to focus only on important differences between training tasks and work tasks rather than unimportant differences. D) behaviors or skills that trainees learn in the program should contribute to effective performance. Feedback: Page: 172 |
A) the program should teach general concepts and procedures.
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All of the following are examples of the lack of management support with respect to obstacles in the work environment that inhibit transfer EXCEPT:
A) insufficient funds. B) training opportunities not being discussed. C) reinforcement, feedback and encouragement needed for trainees to use in the training context is not forthcoming. D) communicating that training is a waste of time. Feedback: Page: 174 (Table 5.2) |
A) insufficient funds
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The final part of the self-management module deals with the use of resources to aid transfer of training.
A) True B) False Feedback: Page: 176 |
True
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Research has shown that transfer of training climate is significantly related to positive changes in managers' political and interpersonal behaviors following training.
A) True B) False Feedback: Page: 176 |
False
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Learning organizations emphasize human resource management.
A) True B) False Feedback: Page: 183 |
False
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Designing office spaces to facilitate interaction between employees is one way of creating and sharing knowledge.
A) True B) False Feedback: Page 185 |
True
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Knowledge management systems make it easier for employees to perform their jobs.
A) True B) False Feedback: Page: 187 |
False
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Regardless of the training methods, all of the following are some of the conditions which must be present for learning to occur, EXCEPT:
A) providing opportunities for trainees to practice and receive feedback. B) conducting guest lectures and involving established trainers. C) identifying any prerequisites that trainees need to successfully complete the program. D) allowing trainees to learn through observation and experience. Feedback: Page: 125 |
B) conducting guest lectures and involving established trainers.
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This includes specialized knowledge that employees need in their jobs.
A) Intellectual skills B) Attitudes C) Verbal information D) Motor skills Feedback: Page: 126 |
C) Verbal information
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This relates to the learner's decision regarding what information to attend, how to remember, and how to solve problems
A) Cognitive strategies B) Intellectual skills C) Attitudes D) Verbal information Feedback: Page: 126 |
A) Cognitive strategies
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The process of withdrawing positive or negative reinforcers to eliminate a behavior is known as _____.
A) perception B) valence C) instinct D) extinction Feedback: Page: 127 |
D) extinction
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Goals have been shown to lead to high performance only if people are _____ the goal.
A) rewarded by B) committed to C) trained toward D) agreeable with Feedback: Page: 130 |
B) committed to
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Pedagogy gives the instructor major responsibility for making decisions about learning content, method, and evaluation.
A) True B) False Feedback: Page: 133 |
A) True
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Learning strategies include rehearsal, organizing, and delegation.
A) True B) False Feedback: Page: 135 |
B) False
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Short-term memory and the speed at which people process information decline as we age.
A) True B) False Feedback: Page: 138 |
A) True
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Seating arrangements at the training site should be based on an understanding of the desired type of trainee interaction and trainee-trainer interaction.
A) True B) False |
A) True
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Course parameters are broad summary statements of the purpose of the program.
A) True B) False Feedback: Page: 156 |
B) False
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An organizational analysis involves determining the appropriateness of training, based on all of the following parameters, EXCEPT:
A) the company's business strategy. B) the resources available for training. C) support by managers and peers for training activities. D) the competition's market standing. Feedback: Page: 90 |
D) the competition's market standing.
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A mid-level manager questioning aspects such as who should be trained is involved with which variable of needs assessment?
A) Organizational analysis B) Task analysis C) Person analysis D) Feedback analysis Feedback: Page: 93 (Table 3.1) |
C) Person analysis
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Which of the following is NOT a goal of needs assessment?
A) To determine what finances need to be designated for training. B) To determine who the training exists for. C) To determine what tasks need to be trained. D) To determine whether a training need exists. Feedback: Page: 92 |
A) To determine what finances need to be designated for training.
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The following are all disadvantages associated with questionnaires EXCEPT:
A) possible low return rates, inappropriate responses. B) employees' behavior may be affected. C) lacks details. D) only provides information directly related to questions asked. Feedback: Page: 95 (Table 3.2) |
B) employees' behavior may be affected.
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The following are all advantages associated with online technology (software) method of needs assessment EXCEPT:
A) objectiveness. B) can explore unanticipated issues that may surface. C) requires limited human involvement. D) minimizes interruption of work. Feedback: Page: 95 (Table 3.2) |
B) can explore unanticipated issues that may surface.
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With respect to person analysis, a major pressure point for training is poor or substandard rewards systems.
A) True B) False Feedback: Page: 101 |
B) False
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Trainees need to understand what specifically they are expected to learn in the training program.
A) True B) False Feedback: Page: 108 |
A) True
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If employees have the knowledge and skill to perform but input, output, consequences, or feedback is inadequate, training may be the best solution.
A) True B) False Feedback: Page: 110 |
B) False
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Training should take place for tasks that are important; frequently performed, and of moderate-to-high level of difficulty.
A) True B) False Feedback: Page: 111 |
A) True
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Most manager-employee discussions about performance deficiencies are characterized by specificity.
A) True B) False Feedback: Page: 115 |
B) False
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Business strategy influences how the company uses all of the following capitals EXCEPT:
A) physical capital. B) financial capital. C) human capital. D) internal capital. Feedback: Page: 47 |
D) internal capital.
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Strategy has a particularly strong influence on determining the following, EXCEPT:
A) the need of training devoted to current of future job skills. B) the extent to which training is customized for the particular needs of an employee, or is developed based on the needs of a team, unit, or division. C) whether training is planned and systematically administered, provided only when problems occur, or developed spontaneously as a reaction to what competitors are doing. D) the importance placed on training compared to other human resource management practices such as selection and compensation. Feedback: Page: 48 |
A) the need of training devoted to current of future job skills.
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All of the following are implications through the emphasis on learning, EXCEPT:
A) there is a recognition that to be effective, learning has to be related to helping employees' performance improve and the company achieve its business goals. B) unpredictability in the business environment in which companies operate will continue to be the norm. C) learning has to be supported only with physical and technical resources. D) tacit knowledge is difficult to acquire in training programs, companies need to support informal learning that occurs through mentoring, chat rooms, and job experiences. Feedback: Page: 50 |
C) learning has to be supported only with physical and technical resources.
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To use _____ to gain a competitive advantage requires linking the company's human resources practices (such as training and development) to the business strategy.
A) virtual capital B) human capital C) financial capital D) physical capital Feedback: Page: 52 |
B) human capital
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This provides employees with immediate access to information, advice, and guidance.
A) Diversification of the learning portfolio B) Improved customer service C) Creating and sharing knowledge D) Electronic performance support systems (EPSS) Feedback: Page: 55 |
D) Electronic performance support systems (EPSS)
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Tangible support includes time and money for training and learning as well as work areas that encourage employees to meet and discuss ideas.
A) True B) False Feedback: Page: 56 |
A) True
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According to the book, to manage successfully in a team environment, managers need to be trained in 'technology skills', along with skills in coaching, and communication.
A) True B) False Feedback: Page: 62 |
B) False
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Companies with an internal growth strategy face the challenge of keeping employees up-to-date on new products and services.
A) True B) False Feedback: Page: 69 |
A) True
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Centralized training means that training and development programs, resources, and professionals are primarily housed in one location and decisions about training investment, programs, and delivery methods are made from inter-related departments.
A) True B) False Feedback: Page: 70 |
B) False
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Research suggests that company satisfaction with the outsourcing of training and development depends on company-supplier trust and the specificity of the contract.
A) True B) False |
A) True
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According to the book, this is not a luxury but a necessity if companies are to participate in the global and electronic marketplaces by offering high-quality products and services.
A) Human resource management. B) Training. C) Innovation. D) Mergers and acquisitions. Feedback: Page: 3 |
B) Training.
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The following are characteristics of an effective manager EXCEPT:
A) planning, organizing. B) leading, controlling. C) good communicators that help employees develop. D) rely on an autocratic leadership style. Feedback: Page: 11 |
D) rely on an autocratic leadership style.
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The core value of this quality standard is that quality is designed into a product or service so that errors are prevented from occurring rather than being detected and spotted. Identify the quality standard.
A) Malcolm Baldrige National Quality Award B) Six Sigma process. C) Total Quality Management. D) ISO 10015. Feedback: Page: 18 |
C) Total Quality Management.
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The following are all new sets of skills that managers and employees need to be trained about to successfully manage a diverse work force, EXCEPT:
A) training managers to recognize and respond to monetary differences. B) providing performance feedback that is free of values and stereotypes based on gender, ethnicity, or physical handicap. C) Creating a work environment that allows employees of all backgrounds to be creative and innovative. D) Coaching, training, and developing employees of different ages, educational backgrounds, ethnicities, physical abilities, and races. Feedback: Page: 22 |
A) training managers to recognize and respond to monetary differences.
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The following are all the specific human resource management practices that need to support the new technology and work designs such as work teams, EXCEPT:
A) Ongoing training is emphasized and rewarded. B) rewards and compensation are linked to company performance. C) employees participate in planning changes in equipment, layout and work methods. D) employees are expected to work with the new employees or team members that have been chosen for them. Feedback: Page: 27 |
D) employees are expected to work with the new employees or team members that have been chosen for them.
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If companies do not adhere to specific negotiation techniques, their ability to sell their product or service to vendors, suppliers, or customers will be restricted.
A) True B) False Feedback: Page: 18 |
B) False
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By 2014 the work force is projected to be 80 percent white, 12 percent African American, 16 percent Hispanic origin, and 8 percent Asian and other ethnic or cultural groups.
A) True B) False Feedback: Page: 21 |
A) True
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The Internet is a global collection of computer networks that allow users to exchange data and information.
A) True B) False Feedback: Page: 24 |
A) True
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Training expenditures as a percentage of payroll are highest in Japan (3.8 percent) and lowest in Asia (1.8 percent).
A) True B) False Feedback: Page: 31 |
B) False
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The reporting relationships between human resource management and training function varies across companies.
A) True B) False Feedback: Page: 36 |
A) True
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Usually the first step of needs assessment
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>> organizational analysis
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Last step in training design model
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>> monitoring and evaluating program
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Continued use of newly learned knowledge or skills on the job
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>> maintenance
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The most common evaluation measure
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>> reaction
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Kirkpatrick 4 Levels (ascending)
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>> reaction, learning, behavior, results
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gratifying
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>> feedback from using learned content
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setting specific and challenging goals
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>> maximizes performance
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performance is measured from 4 perspectives
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>> balanced scorecard
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performance vs. mastery
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>> goal orientations
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EPSS
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>> electronic performance support system
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tacit knowledge >> explicit knowledge
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>> externalization
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explicit knowledge >> tacit knowledge
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>> internalization
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ability to apply learned skills when work not identical to training
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>> far transfer
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trainee’s belief that rewards will result from learning
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>> instrumentality
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trainee’s belief they can succeed in training
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>> expectancy
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first step in designing evaluation plan
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>> determine training objectives
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equipment and material are same in training as on job
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>> identical elements
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evaluation fails to measure skills covered in training program
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>> deficiency
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evaluation measures knowledge not in training objectives
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>> contamination
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Training model involves all people in training process
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>> business embedded model
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A commonly used method of evaluating how well sales training transfers to the job is to ask customers to rate sales staff behavior.
a. true b. false |
b. false
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9. __________ is a time period in which participants no longer receive the training intervention.
a. Regression b. Extinction c. Reversal d. Mortality |
c. Reversal
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. If an organization wants to determine which of two training programs are best, a _____________ evaluation design should be used.
a. time series b. posttest only c. pretest/posttest comparison group d. pretest/posttest |
c. pretest/posttest comparison group
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Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.
a. true b. false |
b. false
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An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to validity?
a. maturation b. mortality c. interaction of selection and training d. initial group differences |
c. interaction of selection and training
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If your test covering this chapter contained no questions covering evaluation designs, the test would be ____________
a. irrelevant. b. deficient. c. contaminated. d. unreliable. |
b. deficient.
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Criteria relevance is
a. an issue of whether training covered the necessary material. b. the extent to which the trainees care about the outcomes of the training. c. the extent to which training outcomes reflect the content of the training program d. the extent to which training outcomes are related to the learned capabilities emphasized in the training program. |
d. the extent to which training outcomes are related to the learned capabilities emphasized in the training program.
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Kirkpatrick's four levels of evaluation include
a. reaction, learning, results, and behavior. b. affective, cognitive, formative, summative. c. assess, evaluate, design, formulate d. pretest, posttest, validity, ROI. |
a. reaction, learning, results, and behavior.
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Which of the following is not a factor indicating use of an ROI analysis? The training _______
a. will be used for one or two years b. focuses on an operational issue c. is linked to a companywide strategy d. has management interest |
a. will be used for one or two years
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Measures to determine how much trainees have changed as a result of training is ___________ evaluation.
a. summative b. normative c. formative d. transfer |
a. summative
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