Employee Development Exam Preparation Guide
Course Introduction
Employee Development is a comprehensive course that explores the principles, strategies, and practices involved in enhancing employee skills, knowledge, and performance within an organization. It covers topics such as training needs analysis, designing and implementing training programs, coaching and mentoring, career development planning, and evaluating the effectiveness of development initiatives. The course also addresses the role of organizational culture, motivation, and leadership in fostering continuous learning and professional growth, preparing students to contribute to the creation of a knowledgeable and adaptable workforce in todays dynamic business environment.
Recommended Textbook
Managing Performance through Training and Development 6th Edition by
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Page 2
Alan M Saks
Chapter 1: The Training and Development Process
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Sample Questions
Q1) A high-performance work system is a rational and scientific model of the training and development process that consists of a needs analysis,training design and delivery,and training evaluation.
A)True
B)False Answer: False
Q2) An organization's learning and training strategy will directly influence its training and development programs.
A)True
B)False Answer: True
Q3) The trend toward flatter organizational structures is causing some element of blurriness between what constitutes traditional roles associated with management functions.
A)True
B)False Answer: True
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Page 3
Chapter 2: Organizational Learning
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Q1) What must an organization do to become truly competitive and effective with its organizational learning initiatives?
A) It must make a strategic shift in orientation in order to transform itself into a learning organization.
B) It must secure the support and commitment of all organizational stakeholders, past and present.
C) It must link its initiatives to the relevant sources of information and knowledge available.
D) It must be willing to adapt to the external environment and change its values in order to achieve its objectives.
Answer: A
Q2) Which of the following is typically considered a level of analysis for organizational learning?
A) society
B) task
C) divisional
D) individual
Answer: D
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Page 4
Chapter 3: Learning and Motivation
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Q1) Cognitive ability is synonymous with a traditional definition of intelligence.
A)True
B)False
Answer: True
Q2) What type of motivation theory is expectancy theory?
A) need
B) goal
C) process
D) expectation
Answer: C
Q3) The basic premise in Maslow's need hierarchy is that the lowest-level unsatisfied need has the least motivating potential.
A)True
B)False
Answer: False
Q4) Research suggests that there is little connection between organizational commitment and training motivation.
A)True
B)False
Answer: False
Page 5
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Chapter 4: The Needs Analysis Process
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Q1) Which of the following is NOT a typical step in the instructional systems design model?
A) needs analysis
B) design and delivery
C) data collection
D) evaluation
Q2) What is the most often used method of collecting data for a needs analysis?
A) work samples
B) observations
C) surveys
D) interviews
Q3) What critical question is the resource analysis process attempting to answer?
A) Does the organization have the desire to spend its resources on training?
B) Does the organization have employees willing to learn?
C) Does the organization have sufficient money, time, and expertise?
D) Does the organization have access to effective decision-makers?
Q4) A needs analysis helps to determine what type of training and development is required to resolve performance problems.
A)True
B)False
Page 6
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Chapter 5: Training Design
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Q1) Issuing an RFP may require that an organization spend resources determining its actual training needs and identifying training solutions required from vendors and consultants.
A)True
B)False
Q2) What is typically the emphasis of training programs?
A) skills, knowledge, and abilities
B) learning, behaviour, and performance
C) development, rewards, and practice
D) expertise, evaluation, and mastery
Q3) What is the main reason for misalignment between a request for proposal and the actual training program delivered to an organization?
A) The organization extended its search to a limited number of trainers.
B) The organization overstated the positives of the requested training.
C) The organization was not honest about the resources it had available.
D) The organization did not describe its most critical training needs.
Q4) Training objectives should closely resemble the needs analysis.
A)True
B)False
Q5) Distinguish between error training and error-avoidant training.
Page 7
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Chapter 6: Off-The-Job Training Methods
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Q1) What training method is most appropriate when the trainer needs to focus trainees on one single topic?
A) role play
B) case study
C) case incident
D) behaviour modelling
Q2) A human resource manager asks you for help.She wants to introduce a training program that will help resolve personality conflicts at work.All else being equal,what off-the-job training method would you recommend to the manager?
A) role play
B) behaviour modelling
C) simulations
D) games
Q3) Both psychological and physical fidelity deal with creating training environments that are only partially similar to real situations.At a basic level,it deals with having trainees experiment in scenarios that are not likely to occur in real life.
A)True
B)False
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8
Chapter 7: On-The-Job Training Methods
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Q1) What training method shares characteristics similar to mentoring with one significant difference: scope or focus?
A) apprenticeship
B) job instruction
C) behaviour modelling
D) coaching
Q2) Job instruction training has four steps: preparation,instruction,performance,and follow-up.In which step does the trainer attempt to build the trainee's belief that he/she will be successful?
A) follow-up
B) performance
C) instruction
D) preparation
Q3) From the perspective of an employee,what are some of the benefits associated with job rotation?
A) greater responsibility and accountability
B) indication that the company takes employee development seriously
C) opportunities for greater remuneration and enhanced career opportunities
D) more work for the same level of pay
Q4) Compare and contrast mentoring and coaching.
Page 9
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Chapter 8: Technology-Based Training Methods
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Q1) Which of the following is NOT an important design factor for computer-based training programs?
A) stories
B) feedback
C) games
D) lectures
Q2) Computer-based training is simply a flavour of the month approach to training.Its longevity is in serious doubt,particularly given the low level of transfer.
A)True
B)False
Q3) From the perspective of an employer,computer-based training provides an opportunity for employees to receive consistent training regardless of geographical location.
A)True
B)False
Q4) Personalization refers to structuring the training program so that trainees feel that they are engaged in a conversation with the program.
A)True
B)False
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Chapter 9: Training Delivery
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Q1) Which of Robert Gagné's nine events of instruction and training design principles is described as reflecting the usage of advanced organizers and metacognitive strategies?
A) enhance retention and transfer
B) provide guidance for learning
C) assess performance
D) provide information feedback
Q2) According to the textbook,which of the following is the most challenging part of the training process?
A) preparing the lessons and lesson plan
B) assessing the trainees' training needs
C) monitoring and evaluating the training program
D) implementing the training program
Q3) According to the textbook,which of the following activities is NOT considered a training delivery activity?
A) administer the training
B) determine the training materials
C) develop a lesson
D) pick a trainer
Q4) What is a trainability test? How is it useful for training employees?
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Chapter 10: Transfer of Training
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Q1) The textbook identifies several steps associated with self-management interventions.Which of the following is NOT identified as a self-management intervention?
A) identifying low-risk situations
B) setting goals
C) rewarding oneself
D) checking in on your progress
Q2) Which of the following is a potential high risk situation that may facilitate the return of pre-training behaviour?
A) relapse prevention
B) time pressures
C) abundance of resources
D) management support
Q3) According to Baldwin and Ford's model of the transfer of training process,trainee characteristics,training design,and the work environment have a direct effect on learning and motivation.
A)True
B)False
Q4) Describe and distinguish between the terms horizontal transfer and vertical transfer.
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Chapter 11: Training Evaluation
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Q1) What is the dominant training evaluation model in both research and practical experience?
A) Kraiger's hierarchical model
B) Kirkland's hierarchical model
C) Gagné's hierarchical model
D) Kirkpatrick's hierarchical model
Q2) For the variable of organizational results,which question below is typical of one used in a training evaluation survey?
A) How much has the organization's turnover rate decreased as a result of training?
B) How many times has the manager recognized employees for extra effort displayed?
C) How many of your training managers can identify Kirkpatrick's four levels of evaluation?
D) How satisfied were you with the content of the training program and how much will you apply on the job?
Q3) Identify and briefly describe the four categories of the COMA training evaluation model.
Q4) Compare and contrast the concepts of perceived support and anticipated support.
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13
Chapter 12: The Costs and Benefits of Training Programs
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Q1) When making estimates of training benefits,it is recommended that human resource departments use both internal and external experts.
A)True
B)False
Q2) If training costs are $2,500 per employee and the financial benefit of training is $2,000 per employee,what is the ROI of the training program?
A) (20 percent)
B) (25 percent)
C) 20 percent
D) 25 percent
Q3) There is a negative relationship between the number of employees trained and the utility of a training program.
A)True
B)False
Q4) How is the utility of a training program defined?
A) Utility = ((C)(N)(dt)(SDy) - (N)(T))
B) Utility = (T)(N)(dt)(SDy) - (N)(C)
C) Utility = ((T)(N)(td)(SDy) - (N)(C))
D) Utility = ((T)(N)(td)(C) - (N)(SDy))
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Chapter 13: Training Programs
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Q1) Workplace Health Management Information System has its roots in a labour ministry report making safety training of all employees mandatory.It is an online system providing employees information on health and safety issues.
A)True
B)False
Q2) Which of the following training methods would you recommend be used for WHMIS training?
A) computer-based training and lectures
B) hands-on training and simulations
C) lectures and work aids
D) video-based training and PowerPoint presentations
Q3) Total quality management places training in a central role,enabling organizations to systematically improve their products and services.
A)True
B)False
Q4) EllisDon uses a blended training approach to employee orientation.
A)True
B)False
Q5) What specifically are areas that TQM requires employees to be trained in?
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Chapter 14: Management Development
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Q1) According to the textbook,which conflict resolution outcome is described as best,but not always possible?
A) accommodating
B) collaboration
C) compromise
D) avoidance
Q2) Define emotional intelligence,list the 5 key skill sets of EI,and explain its importance to management development.
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
Q4) The planning function for management refers to defining the direction toward which the efforts of individuals are to be measured.
A)True
B)False
Q5) Identify and briefly describe the four components that all management development programs should include.
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Chapter 15: The Evolution and Future of Training and Development
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Q1) You have been tasked by your university to design and deliver a training program that will help new students better adapt to university life.Use Lowman's ethical guidelines in developing such a training initiative.
Q2) Which of the following areas of expertise supported by technology is NOT found in the focus level of the ASTD Competency Model?
A) facilitating organizational change
B) managing organizational knowledge
C) improving human performance
D) applying business acumen
Q3) Which of the following variables did NOT provide the catalyst for the introduction of Learning 2.0?
A) the nature of work
B) static environment
C) the need to collaborate
D) demographics
Q4) Define and describe lifelong learning and the impact it will have on how skills development will occur.What impact will lifelong learning have on communities,organizations,and individuals?
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Q5) Describe how an aging workforce impacts the training and development function.