Employee Development
Final Exam
Course Introduction
Employee Development explores the principles, strategies, and best practices involved in enhancing employee skills, knowledge, and competencies within organizational settings. The course covers key topics such as needs assessment, training program design and delivery, performance appraisal, coaching, mentoring, and career planning. Emphasis is placed on aligning employee development initiatives with organizational goals, fostering a culture of continuous learning, and evaluating the effectiveness of development programs. Through case studies, discussions, and practical exercises, students will learn how to create impactful employee development plans that contribute to both individual growth and organizational success.
Recommended Textbook
Managing Performance through Training and Developmen 8th Edition by Alan M Saks
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14 Chapters
944 Verified Questions
944 Flashcards
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Chapter 1: The Training and Development Process
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/45110
Sample Questions
Q1) Performance management is best categorized as a single event often associated with an annual performance appraisal process.
A)True
B)False
Answer: False
Q2) One of the reasons for the underinvestment in training and development by Canadian companies is the perception that training, learning, and development expenditures represent a cost rather than an investment.
A)True
B)False Answer: True
Q3) One of the intrinsic benefits of training and development is the benefits realized by society.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Learning and Motivation
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/45111
Sample Questions
Q1) Which of the following is NOT considered to be part of core self-evaluations?
A) self-esteem
B) conscientiousness
C) general self-efficacy
D) locus of control
Answer: B
Q2) You just found out you are going to lead a training class made up primarily of adult learners. You recall from a previous training and development class that significant differences exist in the design and delivery of training programs geared toward adults versus children. Which of the following statements about how you should approach the training is NOT congruent with adult learning theory?
A) develop training content around theoretical frameworks versus work-related needs and interests
B) include the trainees in the design and delivery of the training program
C) include the trainees in the needs analysis process
D) attempt to explain the value of the training program and, when possible, incorporate the experiences of the trainees and use them as examples
Answer: A
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4
Chapter 3: The Needs Analysis Process
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/45112
Sample Questions
Q1) If a trainer wants to learn about employees' self-efficacy and training motivation, what should he do?
A) task analysis
B) team task analysis
C) person analysis
D) cognitive task analysis
Answer: C
Q2) Competencies are clusters of related knowledge, skills, and abilities that differentiate effective performers from ineffective performers.
A)True
B)False
Answer: True
Q3) Resource analysis is the identification of the resources available in an organization that might be required to design a training and development program. As a principle, it does not deal with determining whether the organization has the ability to implement the actual program.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Training Design
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/45113
Sample Questions
Q1) Which statement is congruent with the notion of distributed practice?
A) learning is enhanced when cramming is used by trainees
B) learning is enhanced when material is provided in a single session
C) distributed training sessions tend to result in lower learning levels over time
D) distributed training sessions tend to result in higher learning levels over time
Q2) In a way, training objectives serve to connect the needs analysis process with other elements of a training program.
A)True
B)False
Q3) In Canada, organizations allocate 59 percent of direct learning and development expenditures to external sources.
A)True
B)False
Q4) A training objective is a statement of what trainees are expected to be able to do after a training program.
A)True
B)False
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6
Chapter 5: Off The Job Training Methods
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/45114
Sample Questions
Q1) What should the trainer first determine before deciding on a training method?
A) what trainees are expected to know after training
B) the level of skills and the mix of trainees
C) the level of detail needed and how he/she will present the material
D) the level of humour needed to make the lecture interesting
Q2) Which of the following training methods incorporates more adult learning principles than are used in other training methods?
A) simulations
B) action learning
C) case studies
D) role plays
Q3) The discussion method is a training method strongly linked with the development of critical thinking skills and declarative knowledge acquisition.
A)True
B)False
Q4) Compare and contrast the case study and the case incident methods.
Q5) Outline and briefly describe the advantages and disadvantages of using games as a training method.
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Chapter 6: On The Job Training Methods
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/45115
Sample Questions
Q1) Which statement best captures the purpose driving apprenticeship programs in Canada?
A) to help organizations recruit qualified employees
B) to help trainers develop training programs to meet the staffing needs of specific companies
C) to provide financial support via tax breaks for companies that promote industrial trades in Canada
D) to address the collective training needs of specific occupations in broad industrial sectors
Q2) RBC's Career Launch program described in the textbook uses primarily job enrichment and coaching to help break the cycle of "no job, no experience" in Canadian youth.
A)True
B)False
Q3) A successful mentoring program should have specific evaluation criteria against which the success of the program will be measured.
A)True
B)False
Q4) What is coaching and what are the four core elements of coaching?
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Chapter 7: Technology-Based Training Methods
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72 Verified Questions
72 Flashcards
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Sample Questions
Q1) Web 2.0 technologies provide potentially significant benefits for stakeholders. Which of the following is NOT one of those benefits?
A) helps with data aggregation and analysis
B) provides access anytime, anywhere through web hosts and portable/wireless delivery mechanisms
C) leverages the usage of a variety of media
D) tends to restrain learner self-initiation and control
Q2) One of the shortcomings of Web 2.0 technology is that it does NOT provide learners with the opportunity to share files for joint work and group completion of tasks.
A)True
B)False
Q3) What is learner control and what effect does it have on learning? What can be done to make learner control more effective for learning?
Q4) 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.
Q5) What is mobile learning and what are its advantages and disadvantages?
Q6) What are synthetic learning environments (SLEs)? Discuss two examples of SLEs.
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Chapter 8: Training Delivery
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) One of the most effective means of overcoming a poor trainer is having a robust and detailed lesson plan.
A)True
B)False
Q2) What seating arrangement would you suggest is congruent with having trainees work in groups to solve real company challenges?
A) high intensity
B) high involvement
C) low intensity
D) moderate involvement
Q3) According to the textbook, creating a climate that is conducive to learning involves four elements or factors. Which of the following is NOT one of those elements?
A) trainer's style and behaviour
B) pre-arrival factors
C) learning facility/environment
D) post-training follow-up
Q4) Discuss the significance of the climate of learning. Name and describe the four elements that constitute the climate of learning.
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Chapter 9: Transfer of Training
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Transfer of training is the generalization of knowledge and skills learned in training to the job and the maintenance of acquired knowledge and skills over time.
A)True
B)False
Q2) After completing a training program, Mathew develops transfer goals and reflects on what specific activities he will be doing over the next month to help him change his behaviour. Which strategy is Mathew using in this activity?
A) self-efficacy
B) expressiveness
C) booster session
D) self-coaching
Q3) Relapse prevention is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them.
A)True
B)False
Q4) Describe things that management can do before, during, and after training to improve the transfer of training.
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11
Chapter 10: Training Evaluation
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.
A)True
B)False
Q2) Which of the following is NOT a basic approach for measuring post-training behaviour?
A) observations
B) production data
C) focus groups
D) self-reports
Q3) Briefly explain the differences between non-experimental designs, experimental designs, and quasi-experimental evaluation designs.
Q4) Studies of training professionals show the more sophisticated training evaluations are rarely used because they are perceived to be too complicated to implement, take too long to design, and simply cost too much money.
A)True
B)False
Q5) Compare and contrast the concepts of perceived support and anticipated support.
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Chapter 11: Training Costs and Benefits
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/45120
Sample Questions
Q1) You are given the following five pieces of information about a training program: training will have an impact on performance for two years; 10 employees will be trained; the effect size of the program is 2; the standard deviation of untrained employees in dollars is 100; and it costs $50 to train one employee. What is the dollar value of this training program?
A) $4,000
B) $1,500
C) $3,500
D) unable to determine as some of the direct costs have not been provided
Q2) Which of the following statements best describes the concept of cost-effectiveness?
A) compares costs of training in dollars to benefits in dollars
B) compares non-dollar cost of training to non-dollar benefits
C) provides a ratio of net benefits to training costs, divided by the number of participants
D) compares net monetary cost of training to net benefits in non-monetary terms
Q3) Define the term "return on investment" and explain how ROI on training is calculated.
Q4) Explain the differences between cost-effectiveness evaluation and cost-benefit evaluation.
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Page 13
Chapter 12: Training Programs
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68 Verified Questions
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Sample Questions
Q1) Define diversity training and provide at least five reasons why training and education on diversity are important to both employees and to the organization.
Q2) Low literary levels have a detrimental impact on Canadian companies' ability to compete in a global environment.
A)True
B)False
Q3) A study on firms in the accommodation and food services sector found that literacy and essential skills training resulted in a net benefit of $577 per participant. What was the average return on investment?
A) 20 percent
B) 21 percent
C) 22 percent
D) 23 percent
Q4) In 2013, a Canadian national standard called Physical Health and Safety in the Workplace was introduced for workplace health and safety.
A)True
B)False
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Chapter 13: Management and Leadership Development
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/45122
Sample Questions
Q1) Although the development of the leadership at the top level of organizations is improving, the development of leadership at middle levels is considerably weaker.
A)True
B)False
Q2) Dealing successfully with stress involves several steps. The first and most critical step is being able to recognize it.
A)True
B)False
Q3) What type of skill is likely to result from wilderness training that forces trainees to face stressful situations?
A) role-play skills
B) procedural skills
C) declarative skills
D) coping skills
Q4) Identify and briefly describe the three general categories or clusters of skills that comprise the content of management development programs.
Q5) Explain the differences between management education and management training programs.
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Chapter 14: The Evolution and Future of Training and Development
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Organizational learning refers to the process of creating, sharing, storing, and applying knowledge in organizations.
A)True
B)False
Q2) The Institute for Performance and Learning has developed a set of competencies for learning professionals that is used by organizations for hiring learning professionals.
A)True
B)False
Q3) A learning organization uses existing information and knowledge to change and modify its behaviour in order to achieve its objectives and improve its effectiveness.
A)True
B)False
Q4) 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
Page 16
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