Training and Development Final Exam
Course Introduction
This course explores the principles and practices of training and development within organizational settings. It covers the design, implementation, and evaluation of effective training programs aimed at enhancing employee skills, productivity, and organizational growth. Topics include needs assessment, adult learning theories, instructional design, training delivery methods, and techniques for measuring training outcomes. Case studies and practical exercises provide students with hands-on experience in creating and managing training initiatives that address diverse workforce needs and support organizational objectives.
Recommended Textbook
Employee Training and Development 6th Edition by Raymond A. Noe
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11 Chapters
554 Verified Questions
554 Flashcards
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Chapter 1: Introduction to Employee Training and Development
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Sample Questions
Q1) _____ capital refers to the sum of the attributes,life experiences,knowledge,inventiveness,energy,and enthusiasm that the company's employees invest in their work.
A) Intellectual
B) Human
C) Customer
D) Social Answer: B
Q2) Informal learning cannot replace formal training and employee development.
A)True
B)False
Answer: True
Q3) Which of the following training programs is mandated by law?
A) Orientation training program.
B) Leadership development program.
C) Safety training program.
D) Cross-culture training program.
Answer: C
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Chapter 2: Strategic Training
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Sample Questions
Q1) Internal analysis involves examining the operating environment to identify opportunities and threats.
A)True
B)False
Answer: False
Q2) The final step of the strategic training and development process involves:
A) choosing strategic training and development initiatives.
B) identifying the business strategy.
C) identifying measures or metrics.
D) creating concrete training and development activities.
Answer: C
Q3) The strategic training and development process begins with:
A) choosing strategic training and development initiatives.
B) identifying the business strategy.
C) developing websites for knowledge sharing.
D) identifying measures or metrics.
Answer: B
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Page 4
Chapter 3: Needs Assessment
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Sample Questions
Q1) The difference between job analysis and competency models is that:
A) competency modeling is more work- and task-focused, whereas job analysis is worker-focused.
B) competency models describe employees' skills, knowledge, abilities and personal characteristics that are common across jobs, whereas job analysis describes what is different across jobs.
C) competency modeling is used to generate specific requirements of employees for a job, and job analysis is used to generate more general requirements.
D) job analysis can be applied to selection, training, employee development, and performance management unlike competency models.
Answer: B
Q2) Output refers to the type of incentives employees receive for performing well.
A)True
B)False
Answer: False
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Chapter 4: Learning and Transfer of Training
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Sample Questions
Q1) Which of the following statements is true of organizing as a learning strategy?
A) It focuses on memorization of training content.
B) It focuses on learning through repetition of training content.
C) It requires the learner to find similarities and themes in the training material.
D) It requires the trainee to relate the training material to other, more familiar knowledge, skills, or behaviors.
Q2) What are the underlying assumptions of Knowles's adult learning theory?
Q3) Learner-learner interaction is most appropriate when learners have to:
A) master a task that is completed alone.
B) maximize their critical thinking and analysis skills.
C) acquire personal knowledge based on experience.
D) enhance their self-awareness and self-assessment.
Q4) In the learning processes,semantic encoding typically involves:
A) informing learners of the lesson objective.
B) providing learning guidance to the learners.
C) providing learners cues that are used in recall.
D) providing feedback about performance correctness.
Q5) What does training administration involve?
Q6) What is error management training?
Page 6
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Chapter 5: Program Design
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Sample Questions
Q1) In training,the greatest level of support that a manager can provide is to:
A) participate in training as an instructor.
B) allow trainees to attend training.
C) provide trainees opportunity to practice what they have learnt.
D) discuss progress of the training sessions with trainees.
Q2) Negative expectations held by instructors can lead to learners' negative evaluation of the training and the trainer.
A)True
B)False
Q3) To encourage self-management,it is important to emphasize that lapses are evidence of personal inadequacy.
A)True
B)False
Q4) A(n)_____ is a written document that includes the steps that a trainee and manager will take to ensure that training transfers to the job.
A) concept map
B) design document
C) lesson plan
D) action plan
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Chapter 6: Training Evaluation
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Sample Questions
Q1) Pilot testing refers to the process of previewing the training program with potential trainees and managers or with other customers.
A)True
B)False
Q2) Appropriate training outcomes need to be discriminative which implies that:
A) tests given to employees before and after a training program should differ.
B) trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time.
C) trainees' performance on the outcome should actually reflect true differences in performance.
D) different employees should be given different tests for measuring their performance on the same outcome.
Q3) _____ refers to the ease with which training outcome measures can be collected.
A) Reliability
B) Practicality
C) Acceptability
D) Relevance
Q4) Describe the evaluation process for training.
Q5) Why is it important to evaluate a training program?
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Chapter 7: Traditional Training Methods
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Sample Questions
Q1) Group building methods focus on individual as well as team learning.
A)True
B)False
Q2) Which of the following statements is true of learning through videos?
A) When trainees learn through videos they have no control over their learning.
B) Video requires great knowledge of technology and equipment.
C) Trainees have access to videos even after a training session.
D) Program content in videos is affected by the interests and goals of the trainer.
Q3) _____ best prepares team members to step in and take the place of a member who may temporarily or permanently leave the team.
A) Guided team self-correction
B) Cross training
C) Coordination training
D) Scenario-based training
Q4) Lecture is one of the most expensive and time-consuming training method.
A)True
B)False
Q5) Write a note on Kaizen.
Q6) Elaborate the process used for case development.
Page 9
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Chapter 8: Technology-Based Training Methods
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Sample Questions
Q1) In _____ type of simulation,trainees are presented with a situation and asked to make a decision that enables them to progress through the simulation.
A) game-based
B) branching story
C) virtual lab
D) interactive spreadsheet
Q2) There are no generational differences in using and realizing the potential benefits of social media tools.
A)True
B)False
Q3) _____ refers to the learner's involvement with the training material and assessing their progress toward learning.
A) Repurposing
B) Rapid prototyping
C) Metacognition
D) Self-regulation
Q4) Traditionally,trainees played a passive role in learning.
A)True
B)False
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Chapter 9: Employee Development and Career Management
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Sample Questions
Q1) Employee transfers necessarily increase job responsibilities or compensation.
A)True
B)False
Q2) The _____ is a personality assessment tool used for team building and leadership development that identifies employees' preferences for energy,information gathering,decision making,and lifestyle.
A) nine-box grid
B) Myers-Briggs Type Inventory
C) Boston Consulting Group matrix
D) 360-degree assessment system
Q3) In a protean career,employees do not take responsibility for managing their careers.
A)True
B)False
Q4) The process of developing a succession plan typically begins with:
A) identifying the employees included in the succession plan.
B) identifying the positions included in the succession plan.
C) developing standards to evaluate positions.
D) determining ways to measure employee potential.
Q5) What are the roles that a coach can play to develop employees?
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Chapter 10: Social Responsibility: Legal Issues, Managing Diversity,
and Career
Challenges
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Sample Questions
Q1) A legal action against a company will be invalid when:
A) employees incur injuries during training conducted by the company.
B) employees incur injuries or damages in training conducted by a vendor or consultant.
C) the company uses small amounts of copyrighted material as per the fair use doctrine or standards.
D) decisions about training and development opportunities are made on the basis of age.
Q2) Companies need to ensure that the older employees are kept away from new technology or learning new skills.
A)True
B)False
Q3) Delayed retirement is disappointing for companies,particularly those in knowledge-based industries.
A)True
B)False
Q4) List the training-related situations that may result in legal action.
Q5) Managing diversity may require changing the company culture.
A)True
B)False
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Chapter 11: The Future of Training and Development
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Sample Questions
Q1) Explain the term embedded learning.Why would it be increasingly prevalent in the future?
Q2) _____ refers to a company's ability to make a profit without sacrificing the resources of its employees,the community,or the environment.
A) Sustainability
B) Accountability
C) Diversity training
D) Eco-management
Q3) In rapid instructional design (RID),the resources that are devoted to design and delivery of instruction cannot be reallocated.
A)True
B)False
Q4) Application service provider (ASP)is a company that rents out access to software for a specific application.
A)True
B)False
Q5) Delivery of training in the future must be done faster and more efficiently.How can this be done? What are some techniques to accomplish this goal?
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