Employee Development
Exam Answer Key
Course Introduction
Employee Development explores the strategies, tools, and best practices essential for nurturing and enhancing the skills, knowledge, and capabilities of individuals within an organization. This course covers the design and implementation of effective training programs, career development initiatives, coaching and mentoring techniques, and approaches for measuring development outcomes. Students will gain an understanding of how continuous employee growth impacts organizational success, learn to identify skill gaps, and examine the role of leadership in fostering a learning culture. Emphasis will be placed on both individual and organizational benefits, aligning employee aspirations with business goals, and adapting development efforts to a dynamic workplace environment.
Recommended Textbook
Effective Training: Systems, Strategies and Practices by P. Nick Blanchard, James W. Thacker
Available Study Resources on Quizplus 11 Chapters
564 Verified Questions
564 Flashcards
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Chapter 1: Training in Organizations
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39 Verified Questions
39 Flashcards
Source URL: https://quizplus.com/quiz/13808
Sample Questions
Q1) When comparing ISO certified companies with companies that were not certified, the text noted that ISO certified companies
A)Have employees who are more satisfied with their jobs.
B)Have more bureaucracy set up to meet all the ISO standards.
C)Are less likely to file for bankruptcy.
D)Have lower training costs.
E)Have slightly lower productivity.
Answer: C
Q2) Define KSAs and explain the different levels of each.Use a diagram if you like.
Answer: The K is for knowledge, and there are three levels - declarative, procedural, and strategic.Each in the order mentioned is more complex than the previous.Declarative knowledge refers to knowing facts.Procedural knowledge involves knowing how and when to apply those facts and strategic knowledge is the ability to plan, monitor, and revise goal-directed behavior.A is for attitude.These are beliefs and opinions a person has that either support or inhibit behaviors.
Q3) ___The highest level of knowledge is termed strategic knowledge.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Aligning Training with Strategy
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39 Verified Questions
39 Flashcards
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Sample Questions
Q1) ___Force field analysis is a type of analysis used in a TNA.
A)True
B)False
Answer: False
Q2) The defender strategy is also referred to as
A)Differentiator.
B)Innovator.
C)Cost leader.
D)Market leader.
E)Market follower.
Answer: C
Q3) ___ The internal provider is a strategic training alternative whereby the training department provides all or most of the training for the organization.
A)True
B)False
Answer: True
Q4) ___HRD contributes to the development of new strategies.
A)True
B)False
Answer: True
Page 4
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Chapter 3: Learning Motivation and Performance
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48 Verified Questions
48 Flashcards
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Sample Questions
Q1) In motivating trainees to learn, which of the following needs - existence, relatedness, or growth - should be the focus?
A)Existence
B)Relatedness
C)Growth
D)Both B & C
E)All of the above
Answer: E
Q2) ___Relatedness is the middle need in Alderfer's needs theory.
A)True
B)False
Answer: True
Q3) ___Negative reinforcement reduces the likelihood that a behavior will be repeated.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Needs Analysis
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Sample Questions
Q1) In an organizational analysis, who do you ask about job design issues?
A)Top management
B)Relevant supervisors
C)Incumbents
D)Both B & C
E)All of the above
Q2) Compare reliability and validity.
Q3) __________ is the portion of the actual criterion that overlaps With the __________.
A)Ultimate criterion; criterion relevance
B)Criterion relevance; ultimate criterion
C)Consistency; reliability
D)Ultimate criterion; criterion deficiency
E)Criterion deficiency; ultimate criterion
Q4) To deal with a KSA deficiency, an appropriate remedy suggested in the text is A)Training.
B)Changing the job.
C)Providing proper feedback.
D)Both A & B.
E)All of the above.
Page 6
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Chapter 5: Training Design
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Sample Questions
Q1) Often training is intended to give trainees concepts and principles they can use to address a wide variety of situations they will find on the job.In these cases, the training should use the _________ approach.
A)Identical elements
B)Global positioning
C)General principles
D)Repetitive responses
Q2) When examining transfer of training, how many possibilities are there beyond "positive transfer"?
A)One
B)Two
C)Three
D)Four
Q3) ____One of the key determining factors for the successful transfer of training is supervisory support.
A)True
B)False
Q4) What is a "sit-in" and what are the conditions necessary for it to be effective?
Q5) Why are peer support and supervisor support important to the transfer process?
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Chapter 6: Traditional Training Methods
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Sample Questions
Q1) ____One way to encourage trainees to respond is to ask them to write out an answer.
A)True
B)False
Q2) The main advantage a lecture has over printed text and video is the
A)Credibility the lecturer can give to the material.
B)Cost.
C)Speed.
D)Ability to test learning.
Q3) ____The Job Instructional Technique has 3 steps: prepare, present, and try out.
A)True
B)False
Q4) The main difference between a lecture and a lecturette is that the lecturette
A)Is specifically designed for skills training.
B)Is specifically designed for presenting procedural knowledge.
C)Is specifically designed for presenting strategic knowledge.
D)Is done only at the start of training.
E)Generally lasts less than 20 minutes.
Q5) Discuss the different types of lectures and the differences between them.
Q6) What is the purpose of role-play and when should it be used?
Page 8
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Chapter 7: Electronic Training Methods
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Sample Questions
Q1) ____The most important advantage of ET is its control over the content of the material and learning process
A)True
B)False
Q2) Simulator sickness refers to
A)Vertigo resulting from prolonged immersion in a virtual reality environment.
B)Annoyances resulting from glitches in the simulation.
C)A physical reaction to the 3-D multimedia configuration of some programs.
D)The initial reaction everyone feels at the beginning of Virtual Reality training.
Q3) One of the limitations of ET is that
A)It is not effective at modeling behavior.
B)It cannot provide a situation where the trainee applies knowledge.
C)With the exception of virtual reality, it does not provide an opportunity for behavioral reproduction.
D)None of the above.
Q4) ____ET has few trainee limitations.
A)True
B)False
Q5) Describe how ET can facilitate the process of retention.
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Chapter 8: Development and Implementation of Training
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Sample Questions
Q1) An ice breaker is
A)A useful way of starting training.
B)Only of value if training is going to last more than one day.
C)Something you do only when trainees do not already know each other; it breaks the ice.
D)The most junior trainer who is in charge of refreshments.
Q2) The experiential learning model, a process for using games and exercises in training, has _____steps.
A)Three
B)Four
C)Five
D)Eight
Q3) In training, having a "comedian"
A)Is an advantage as he/she can generally lighten up the tone of training.
B)Is a curse because jokes tend to offend some.
C)Almost never happens so it is not worth discussing.
D)Is nothing to be concerned about.
E)Both A & B.
Q4) Identify what Carl Rogers' active listening method involves.(Hint: there are three points identified in the text.)
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Chapter 9: Evaluation of Training
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Sample Questions
Q1) Upper management's interest in "outcome evaluation" data is focused on
A)Learning behavior and results.
B)Behavior and results.
C)Perhaps an interest in behavior and a definite interest in results.
D)No interest in any level.
Q2) The authors suggest that when assigning trainees to a control group or trained group, the best method to use is
A)Sampling.
B)Representative sampling.
C)Random assignment.
D)Random selection.
Q3) ____You must always have a pretest to compare your posttest to in a well-designed evaluation.
A)True
B)False
Q4) A group of similar employees who do not receive the training is called the A)Random assignment group.
B)Factor analysis assignment.
C)Neutral group.
D)Control group.
Page 11
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Chapter 10: Key Areas of Organizational Training
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Sample Questions
Q1) Which of the following cultures is noted as Individualistic?
A)Greece
B)Mexico
C)Netherlands
D)Singapore
Q2) According to the text, in the early years many team efforts failed because
A)there was no real interest in having them work.
B)orientation training was never done.
C)teams were expected to do too much.
D)there was a lack of refresher training.
E)All of the above are true.
Q3) Onboarding is a term that
A)refers to longer, more in-depth orientations.
B)refers to orientations focused on managers.
C)is used interchangeably with orientation.
D)All of the above.
Q4) ____You always must accommodate someone with a disability, no matter what the cost.
A)True
B)False
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Chapter 11: Employee and Management Development
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Sample Questions
Q1) Which of the following is an effective way of determining a manager's style, traits, and ability to interact effectively with others?
A)Task analysis
B)Worker-oriented analysis
C)360-degree feedback
D)Cognitive tests
Q2) Which of the following is NOT a managerial interpersonal role?
A)Spokesperson
B)Leader
C)Liaison
D)Figurehead
E)All of the above
Q3) ____When an executive is given a coach, it is a sign that the executive's job is in jeopardy.
A)True
B)False
Q4) Explain both technical knowledge and skills, and interpersonal knowledge and skills.
Q5) Describe some advantages of 360-DF for managers.
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