Training and Development Test Bank
Course Introduction
This course provides an in-depth exploration of the theories, practices, and processes involved in employee training and development within organizations. Students will examine the strategic role of training in achieving business objectives, methods for assessing training needs, and the design and implementation of effective training programs. The course covers various training techniques, including on-the-job training, e-learning, and blended learning methods, as well as approaches to evaluating training effectiveness. Attention is also given to career development, talent management, and the impact of organizational culture on learning. Through case studies and practical applications, students will gain the skills necessary to develop, deliver, and assess training initiatives that support workforce growth and organizational success.
Recommended Textbook
Managing Performance through Training and Development 7th Edition by Robert Haccoun
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15 Chapters
835 Verified Questions
835 Flashcards
Source URL: https://quizplus.com/study-set/1885 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) You are conducting a needs analysis,gathering data and information on three related yet distinct levels to determine what kind of training is needed in your organization.In which level of the needs analysis are you likely to find the answer
A)task analysis
B)ADDIE analysis
C)person analysis
D)organizational analysis
Answer: A
Q2) Which of the following would be considered part of a human resources system
A)organizational goals
B)corporate leadership
C)laws
D)performance appraisals
Answer: D
Q3) Human resource development is part of a larger system known as training and development.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Organizational Learning
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57 Verified Questions
57 Flashcards
Source URL: https://quizplus.com/quiz/37638
Sample Questions
Q1) Peter Senge introduced the notion of learning organizations being anchored on five "disciplines." Which "discipline" is viewed as integrating the other four "disciplines"
A)personal mastery
B)systems thinking
C)mental models
D)building a shared vision
Answer: B
Q2) If the end goal is "organizational learning," then ensuring individuals in an organization learn guarantees the organization will learn.
A)True
B)False
Answer: False
Q3) Fundamentally,learning organizations are able to enhance their capacity to learn,adapt,and change their culture so as to take advantage of market opportunities.
A)True
B)False
Answer: True
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Chapter 3: Learning and Motivation
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37639
Sample Questions
Q1) Marie,a recent graduate from an automotive college,believes she can rebuild a car engine without much difficulty.Marie's belief in her ability to complete the task successfully is referred to as "generalized transfer of learning."
A)True
B)False Answer: False
Q2) Given that individuals have learning style preferences,better learning outcomes take place when only preferred learning styles are used in the learning process.
A)True
B)False Answer: False
Q3) What is the first stage of the ACT theory
A)knowledge compilation
B)declarative knowledge
C)procedural knowledge
D)knowledge acquisition
Answer: B
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Chapter 4: The Needs Analysis Process
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37640
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) 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
Q3) One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.
A)True
B)False
Q4) There are many alternatives to training when solving performance problems.Identify and briefly describe three such alternatives.
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Chapter 5: Training Design
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37641
Sample Questions
Q1) Via a needs analysis,your company has decided that its sales force are in need of training so as to drive greater sales in specific target markets.From a resource perspective,your company does not have the training resources to design and deliver this type of training.As such,senior management has requested that you develop a Request for Proposal (RFP)to identify a potential service provider for your sales training.What are some of the potential categories/sections you would use to prepare your company's RFP
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) 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.
Q4) Compare and contrast the advantages and disadvantages of developing training programs internally versus purchasing packaged programs.
Q5) Define and briefly describe the term active practice.
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Chapter 6: Off The Job Training Methods
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37642
Sample Questions
Q1) One of the limitations of role play is that trainees are not shown exactly what to do and how to behave prior to participating in the role.
A)True
B)False
Q2) A human resource manager asks you for advice.She wants to introduce a training program that will help resolve personality conflicts at work so employees may improve the way they communicate with each other.All else being equal,what off-the-job training method would you recommend to the manager
A)case incidents
B)role play
C)simulations
D)games
Q3) Identify and briefly explain the four general principles of learning that the behaviour modelling technique is based upon.
Q4) An example of physical fidelity is providing mechanics with the same tools in training as the tools they will be using on the job.
A)True
B)False
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Chapter 7: On The Job Training Methods
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37643
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) Mentoring is classified in the textbook as the most basic on-the-job training method. A)True B)False
Q3) Mentors play two major roles including career support and psychosocial support. A)True B)False
Q4) a)Compare and contrast mentoring and coaching.b)If you were implementing a mentoring program in your company,what best practices would you implement to improve the chances of developing successful learning outcomes from your mentoring program
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Chapter 8: Technology Based Training Methods
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/37644
Sample Questions
Q1) Which instructional method describes the process of addressing individual trainees' preferences and needs
A)customization
B)stories
C)personalization
D)individual feedback loops
Q2) "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
Q3) Which of the following statements is aligned with evidence provided in the textbook comparing computer-based training to classroom instruction
A)overwhelming evidence indicates trainers prefer online methods
B)online training is more effective when the learning outcomes are based on procedural knowledge
C)trainees are more likely to be satisfied with classroom instruction
D)both methods are equally effective for teaching procedural knowledge
Q4) Identify and briefly describe the benefits and limitations of self-directed learning.
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Chapter 9: Training Delivery
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37645
Sample Questions
Q1) Which of the following is the <b>LEAST</b> important quality of an effective trainer
A)is able to draw on his or her experiences
B)displays mastery of the topic
C)makes sure the training program is fun
D)displays characteristics of an expressive trainer
Q2) A high-involvement seating arrangement fits well with a traditional lecture format.
A)True
B)False
Q3) Research appears to support the notion that trainees who experience an expressive trainer tend to recall more content.
A)True
B)False
Q4) 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
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11
Chapter 10: Transfer of Training
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57 Verified Questions
57 Flashcards
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Sample Questions
Q1) According to the transfer of training framework,which of the following is <b>NOT</b> an activity that management should do to encourage transfer after training
A)ensure trainees have the opportunity to use skills learned during training
B)evaluate employees using performance metrics that are congruent with the newly acquired skills
C)publicly praise usage of newly acquired skills
D)evaluate performance and results irrespective of method used to accomplish performance
Q2) Which of the following is a specific factor in the Learning Transfer System Inventory (LTSI)
A)performance-outcomes expectations
B)performance coaching
C)resistance or openness to change
D)transfer design
Q3) Describe things that management can do before,during,and after training to improve the transfer of training.
Q4) Describe and distinguish between the terms "horizontal transfer" and "vertical transfer."
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Chapter 11: Training Evaluation
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37647
Sample Questions
Q1) 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
Q2) J.Bruce Tracey,Scott Tannenbaum,and Michael Kavanagh proposed a scale to measure which of the following organizational issues
A)rewards and incentives linkage to behaviour changes
B)the culture of the organization as it relates to continuous learning
C)the perceived level of management support and peer support
D)the level of overall organizational support
Q3) When measuring trainees' "reactions" to a training program,trainers often use questionnaires,focus groups,and interviews.
A)True
B)False
Q4) Formative evaluations provide data about the worthiness or effectiveness of a training program.
A)True
B)False
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Chapter 12: The Costs and Benefits of Training Programs
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/37648
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) What does it mean when the utility factor for a training program is zero
A)the organization should not implement the training program
B)the training program's development costs equal the net benefits of the program
C)the benefits are greater than costs
D)the program breaks even
Q3) The effect size measures the difference in performance between trained and untrained employees.
A)True
B)False
Q4) How does Cisco collect the data that it uses to calculate ROI for its e-learning programs
A)production results
B)Web-based surveys
C)observations
D)interviews
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Chapter 13: Training Programs
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37649
Sample Questions
Q1) Which of the following statements is supported by material presented in the textbook relating to the current level of health and safety training in Canada
A)Canadian companies spend more on safety training than any other industrialized country
B)Canadians simply do not receive adequate safety training
C)only one in two Canadians received adequate health and safety training
D)studies appear to indicate a negative relationship between health and safety training levels and safety performance by Canadian companies
Q2) Which of the following is <b>NOT</b> typical content in orientation training programs
A)health and safety
B)cross-functional training
C)HR policies and procedures
D)terms and conditions of employment
Q3) Explain the differences between technical skills training and information technology training and provide an example of each.
Q4) Describe the components that should be included in an effective ethics training program.
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Chapter 14: Management and Leadership Development
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57 Verified Questions
57 Flashcards
Source URL: https://quizplus.com/quiz/37650
Sample Questions
Q1) A business school dean meets with a local mayor to secure a permit to allow the university to expand.Which of Henry Mintzberg's three management roles does this scenario best fit
A)informational
B)interpersonal
C)socializing
D)decisional
Q2) Given that coaching and mentoring share distal goals,the two terms should be used interchangeably by human resources professionals.
A)True
B)False
Q3) Extensive research has been conducted in determining the effectiveness of outdoor wilderness training programs.Support for the effectiveness of this type of management development approach is overwhelmingly positive.
A)True
B)False
Q4) Explain the role coaching plays in management development and describe the five conditions in the "management pipeline" that are the focus of the coaching effort.
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Page 16
Chapter 15: The Evolution and Future of Training and Development
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45 Verified Questions
45 Flashcards
Source URL: https://quizplus.com/quiz/37651
Sample Questions
Q1) The Canadian Human Rights Act and provincial human rights codes govern human rights issues such as an employee being denied training.
A)True
B)False
Q2) The Canadian Society for Training and Development (CSTD)has developed a set of competencies for training and development professionals organized around five key sections.Which of these key sections addresses the issue of identifying root causes of performance shortfalls
A)assessing performance needs
B)facilitating training
C)task analysis
D)training evaluation
Q3) The Association for Talent and Development has recently introduced a detailed set of competencies addressing the required training styles required of training and development professionals.
A)True
B)False
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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