Employee Development and Coaching Exam Preparation Guide
Course Introduction
Employee Development and Coaching explores strategies and best practices for fostering employee growth and maximizing workplace potential. The course examines frameworks for assessing skill gaps, setting performance goals, and designing personalized development plans. Learners will study coaching models, communication techniques, and feedback methods that inspire motivation and support constructive change. Emphasis is placed on creating a continuous learning culture, facilitating on-the-job learning opportunities, and evaluating the effectiveness of coaching interventions in achieving organizational objectives.
Recommended Textbook
Managing Performance through Training and Development 7th Edition by Robert Haccoun
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15 Chapters
835 Verified Questions
835 Flashcards
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Page 2
Chapter 1: The Training and Development Process
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/37637
Sample Questions
Q1) The main goal of the Edmonton Police Service's mental health program was to improve interactions between police officers and mentally ill individuals.This is clearly an example of a training initiative,NOT a development program.
A)True
B)False
Answer: True
Q2) The key environmental factors that drive human resources and training and development within an organization include technology,global competition,the labour market,and organizational strategy.
A)True
B)False
Answer: False
Q3) Which Canadian organization is cited in the textbook as using training as a strategic business and retention tool
A)University of British Columbia
B)EllisDon
C)CIBC
D)Nelson Publishing
Answer: C
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Page 3
Chapter 2: Organizational Learning
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57 Verified Questions
57 Flashcards
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Sample Questions
Q1) A company decides to implement an in-house training program.To save on training costs,it decides to implement a systematic cross-training program whereby a senior employee systematically coaches a junior employee over a set period of time using a standardized process.This company is engaged in a so-called "informal learning" approach to training.
A)True
B)False
Answer: False
Q2) Which of the following factors are important at the group level
A)vision and leadership
B)group structure and reporting relationships
C)level of complexity and task interdependence
D)a system in place to reward individuals for learning and applying newly found skills/knowledge
Answer: C
Q3) Intellectual capital is knowledge that may or may not have value to a company.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Learning and Motivation
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Sample Questions
Q1) a)Define locus of control.Differentiate between internal and external locus of control,and explain the impact of locus of control on training motivation.
b)Postulate why those with an internal locus of control might have higher training motivation.
Answer: a)Locus of control refers to people's beliefs about whether their behaviour is controlled mainly by internal or external forces.People with an internal locus of control believe that they can control their own behaviour,while those with an external locus of control believe that their behaviour is determined by outside forces.Locus of control is an important factor of training motivation,because those with an internal locus of control have higher training motivation.b)Students may have different views toward this answer as the textbook is silent on this issue.Possible answers may include the notion that if the trainee is ultimately responsible for his/her motivation level,he/she may in fact commit greater effort toward learning and effort is linked to training motivation.
Q2) When a behaviour has been learned it can be thought of as a skill.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The Needs Analysis Process
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Sample Questions
Q1) According to the textbook,which important step in the needs analysis process is the most extensive,potentially leading organizations to skip it
A)a culture and climate audit of the organization
B)a task and person analysis
C)data collection at three levels: organizational, task, and person
D)being clear on the nature of the actual "itch"
Q2) Organizational climate refers to the collective attitudes of its employees toward work,supervision,and company goals,policies,and procedures.
A)True
B)False
Q3) Sandeep is doing a needs analysis to determine potential solutions to a current gap in an organization.He starts the process by interviewing management on the company's strategic direction and does a full resource review.Sandeep is most likely doing a task analysis on this company.
A)True
B)False
Q4) Outline the differences between a cognitive task analysis and a team task analysis.
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Chapter 5: Training Design
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Sample Questions
Q1) Before a training session begins,a group of trainees get together to determine and agree on team roles and responsibilities as well as team performance expectations for the group.Which of the following pre-training interventions is this group of trainees likely using
A)preparatory information
B)pre-practice brief
C)conditions of practice
D)goal orientation
Q2) Compare and contrast the advantages and disadvantages of developing training programs internally versus purchasing packaged programs.
Q3) Internally developed training programs have many advantages over packaged programs including security and confidentiality.
A)True
B)False
Q4) a)Explain the purposes of training objectives in terms of their importance to trainers,trainees,and managers,providing at least one example for each.
b)A final written training objective should include three components.Identify and describe those three components.
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Chapter 6: Off The Job Training Methods
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Sample Questions
Q1) The discussion method is a training method strongly linked with the development of critical thinking skills and declarative knowledge acquisition.
A)True
B)False
Q2) Which concept ensures trainees are trained with tools that resemble as closely as possible the tools used on the actual job
A)physical fidelity
B)physiological fidelity
C)psychological fidelity
D)psychosocial fidelity
Q3) One advantage of audio-visual methods used in a training program is the ability of the trainer to control the pace of the training.
A)True
B)False
Q4) Compare and contrast the case study and the case incident methods.
Q5) a)List at least five benefits of using the discussion method. b)Identify potential challenges trainers may experience when using the discussion method.
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Page 8
Chapter 7: On The Job Training Methods
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Sample Questions
Q1) The choice of on-the-job,off-the-job,or blended training should be anchored on training needs and objectives.
A)True
B)False
Q2) Which training method shares characteristics similar to mentoring but with a more narrow focus
A)apprenticeship
B)job instruction
C)behaviour modelling
D)coaching
Q3) Job instruction training incorporates many principles of behaviour modelling.
A)True
B)False
Q4) What are the salient foci of the coaching training method
A)identify employees who may be ready for promotions and enhance employees' skills, knowledge, and abilities
B)prepare employees for promotions while mitigating current employees' weaknesses
C)mitigate employees' weaknesses and identify potential opportunities
D)improve employees' strengths and potential
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Chapter 8: Technology Based Training Methods
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Sample Questions
Q1) Blogs and wikis are examples of two technologies that facilitate the notion of social constructivism.
A)True
B)False
Q2) a)What is an "electronic performance support system"
b)Describe how an electronic performance support system may be used by a salesperson in supporting greater sales for a company.
Q3) The ability of trainees to choose between classroom and computer-based training appears to be a determining factor when comparing the effectiveness of these two methods.
A)True
B)False
Q4) "Just-in-time" training is a term in the textbook that embodies one of the salient benefits of computer-based training
A)True
B)False
Q5) Define and describe at least two advantages and disadvantages of distance learning.
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Page 10
Chapter 9: Training Delivery
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Sample Questions
Q1) When deciding on a desired seating arrangement,trainers should consider two critical variables: the training objectives and the level of trainee involvement during the training session.
A)True
B)False
Q2) What must the trainer do when an employee has a disability
A)exempt the trainee from the training program
B)accommodate the person to the point of undue hardship
C)segregate all the disabled individuals into a separate event
D)reduce the amount of training to fit the person's needs
Q3) According to Donald Kirkpatrick,the decision to segregate training participants by organizational levels should be made by considering organizational norms,values,and practices.
A)True
B)False
Q4) According to Robert Gagné,"events of instruction" are external events that are designed to help facilitate the learning process in trainees.
A)True
B)False
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Chapter 10: Transfer of Training
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Sample Questions
Q1) According to the textbook,near transfer of training occurs when trainees are able to apply skills learned in training to situations that are very different from those experienced in training.
A)True
B)False
Q2) Drawing on the work of Elwood Holton and colleagues,define the transfer system and identify at least four factors that constitute the system.
Q3) What conclusions can you draw from the work of Baldwin and Ford on the transfer of training process depicted in the textbook
A)Trainee characteristics have a direct effect on the work environment.
B)The work environment has a direct effect on training design.
C)Learning and retention are necessary conditions for transfer.
D)Learning and retention are sufficient conditions for transfer.
Q4) Which of the following trainee characteristics is <b>NOT</b> linked with training transfer
A)cognitive ability
B)motivation to train
C)external locus of control
D)need for achievement
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Chapter 11: Training Evaluation
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Sample Questions
Q1) Your company wants to use the observation method to measure post-training behaviour changes.What advice would you provide your company about using this method
A)instruct management to limit contact with trainees
B)instruct management to focus on specific behaviours displayed by trainees
C)allow management to use judgment in rating performance
D)instruct management to focus on general behaviours displayed by the trainee
Q2) Which statement reflects the concept of perceived support
A)"I believe my organization will support me when I apply newly learned skills."
B)"I am somewhat confident my manager will support me when I apply newly learned skills."
C)"I believe my manager most likely will support me when I apply newly learned skills."
D)"My manager coaches me on how best to apply newly learned skills."
Q3) Compare and contrast the concepts of perceived support and anticipated support.
Q4) For both self-report and observational data,it is important that the measures focus on specific behaviours as opposed to general behaviours because specific behaviours are more likely to be valid and accurate.
A)True
B)False
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Chapter 12: The Costs and Benefits of Training Programs
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Sample Questions
Q1) Because cost-effectiveness evaluations are <b>NOT</b> dependent on assumptions and opinions,the results should be considered 100 percent accurate.
A)True
B)False
Q2) Often,the benefit-cost ratio of a training program will be the same as the return on investment ratio.
A)True
B)False
Q3) What may be concluded from theChapter-opening vignette about MW Canada's Technical Skills Certificate Program as it relates to training cost effectiveness
A)it was a poor financial investment with negative utility
B)it was a good investment given a conservative 17 percent return on investment
C)no conclusion may be made as the return on investment was zero
D)given that a return on investment calculation was not made, it is impossible to determine the program's cost-effectiveness
Q4) Define the term "return on investment" and explain how ROI on training is calculated.
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14
Chapter 13: Training Programs
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Sample Questions
Q1) What is the most likely explanation for why manufacturing companies provide so much technical skills training in Canada
A)low numeracy and literacy levels
B)more and more organizations are using computers to drive up productivity
C)change and global competition
D)long technology product cycles
Q2) Define diversity training and provide at least five reasons why training and education on diversity are important to both employees and to the organization.
Q3) What contributory factor is associated with exceptional customer service
A)selection and recruitment
B)training commitment
C)education levels
D)management
Q4) Organizations that offer excellent customer service also tend to spend less on customer service training.This is a result of having hiring strategies that identify employees with customer-centric skills.
A)True
B)False
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Chapter 14: Management and Leadership Development
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Sample Questions
Q1) Peter,a union representative,and Mary,a senior manager with a local manufacturer,are looking to resolve a problem in such manner as to allow both parties to maximize their utility-they both want to get everything they want! What term best describes this conflict resolution technique
A)accommodating
B)collaborating
C)compromising
D)competing
Q2) According to Whetten and Cameron,which of the following broad skill categories captures the essence of the most important skills needed of managers
A)political skills
B)motivational skills
C)technical skills
D)people skills
Q3) Within the context of interpersonal roles,managers play three key functions: they motivate others,act as liaison,and play a representational function.
A)True
B)False
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Chapter 15: The Evolution and Future of Training and Development
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Sample Questions
Q1) The Canadian Society for Training and Development has developed a set of five key competencies required of all training and development professionals.Identify those five key competencies and provide a brief summary of each.
Q2) What conclusion do the authors of the textbook make about the state of productivity and adult literacy levels in Canada
A)both productivity and literacy levels in Canada remain low
B)productivity gains have been significant, while literacy levels remain static C)both are improving at a much higher rate when compared to other industrialized countries
D)productivity and literacy have become Canada's competitive advantage
Q3) The Association for Talent Development has created a competency model anchored by six foundational competencies.Which of the following is <b>NOT</b> included as a foundational competency
A)business skills
B)personal skills
C)training skills
D)technology skills
Q4) Describe how an aging workforce impacts the training and development function.
Q5) Define and discuss the ethics of training and development.
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