Related Topics
Take Another Quiz

Training And Development

113 Questions
Training Quizzes & Trivia
Questions and Answers
  • 1. 
    A career is defined as _______
    • A. 

      A sequence of promotions or upwards moves in a company over a person’s working life.

    • B. 

      A profession.

    • C. 

      A lifelong sequence of jobs.

    • D. 

      The individual sequence of attitudes and behavior associated with work-related experiences and activities over the span of the person’s life.

  • 2. 
    The expectations that employers and employees have about each other is called a
    • A. 

      Psychological contract.

    • B. 

      Protean career.

    • C. 

      Psychological success.

    • D. 

      Career plateau.

  • 3. 
    Sixty percent of all age groups rated __________as reasons for staying with a company.
    • A. 

      Time and flexibility

    • B. 

      High-wages

    • C. 

      Child care and health care

    • D. 

      Challenging and meaningful work

  • 4. 
    ________is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships
    • A. 

      Continuous learning

    • B. 

      Career development

    • C. 

      Holland’s Work Growth cycle

    • D. 

      The protean career

  • 5. 
    The second step of the career management process is ______
    • A. 

      Reality check

    • B. 

      Self-assessment

    • C. 

      Action planning

    • D. 

      Goal setting

  • 6. 
    All but one of the following is true of protean careers. Name the exception.
    • A. 

      Protean careers are characterized by frequent changes due to both changes in the person's interests, abilities and values and changes in the work environment

    • B. 

      Employees take greater responsibility for managing protean careers than for traditional careers

    • C. 

      Protean careers have substantially increased companies' training and compensation costs


    • D. 

      Changes in the psychological contract between the employees and company have influenced the development of protean careers

  • 7. 
    Performance appraisals provide information most relevant to _________
    • A. 

      Goal setting.

    • B. 

      Self-assessment

    • C. 

      Reality check.

    • D. 

      Action planning.

  • 8. 
    Which of the following is not a manager’s role in career management?
    • A. 

      Coaching

    • B. 

      Requesting information from other company sources

    • C. 

      Seeking challenge

    • D. 

      Counseling

  • 9. 
    Turnover rates and quality of job candidates are examples of measures of success of career management systems.
    • A. 

      True

    • B. 

      False

  • 10. 
    The generational age cohorts have very different desires for security and the ability to balance work and personal life.
    • A. 

      True

    • B. 

      False

  • 11. 
    Training
    • A. 

      Is focused on future responsibilities, while development focuses on the present.

    • B. 

      Is focused on current job performance, while development focuses on the future.

    • C. 

      Activities tend to be more voluntary than development activities.

    • D. 

      Is individual-focused, while development is strictly team-focused.

  • 12. 
    ___________ is not an approach used to develop employees?
    • A. 

      Formal education

    • B. 

      Assessment

    • C. 

      Job experiences

    • D. 

      Action learning

  • 13. 
    Companies that have evaluated their tuition aid reimbursement programs have found they accomplish all except ________
    • A. 

      Increase retention rates.

    • B. 

      Lead to reduced development costs.

    • C. 

      Increase employees’ readiness for promotion.

    • D. 

      Improve job performance.

  • 14. 
    The Myers-Briggs Type Indicator (MBTI) could be helpful to a manager in all but one of the following situations. Name the exception.
    • A. 

      Developing teams

    • B. 

      Becoming more effective in interpersonal communications

    • C. 

      Evaluating employees' promotional potential

    • D. 

      Delegating employee work assignments

  • 15. 
    An in-basket exercise in an assessment center
    • A. 

      Is a self-assessment tool to identify occupational and job interests.

    • B. 

      Is a simulation of the administrative tasks of a manager.

    • C. 

      Measures interpersonal and personal skills.

    • D. 

      Requires participants to work together to solve a problem within a certain time limit.

  • 16. 
    Research shows that the most change resulting from upward feedback and 360-degree systems occurs in individuals who ________
    • A. 

      Receive higher ratings from others than they gave themselves.

    • B. 

      Whose self ratings were similar to ratings from others.

    • C. 

      Tend to rate others lower than they rate themselves.

    • D. 

      Receive lower ratings from others than they gave themselves.

  • 17. 
    A major assumption of using job experiences for development is that
    • A. 

      Development occurs best when job demands involve obstacles and creating change

    • B. 

      Development depends on having a supportive boss and coach

    • C. 

      Development occurs best when employees experience high levels of stress in their jobs.

    • D. 

      Development occurs when there is a mismatch between the employees' skills and the skills required for the job.

  • 18. 
    Negative outcomes of job rotation include all except __________
    • A. 

      Higher costs than other development methods

    • B. 

      A short-term perspective of problems and solutions.

    • C. 

      Motivation may suffer due to insufficient time in one position to receive a challenging assignment

    • D. 

      Reduced productivity in the rotating employee’s home department

  • 19. 
    All of the following except _______ are personality characteristics of people likely to seek a mentor and be attractive as protégés.
    • A. 

      Conscientiousness

    • B. 

      Emotional stability

    • C. 

      High need for power

    • D. 

      Ability to adapt to a situation

  • 20. 
    The primary reason assessment centers are useful for development purposes is participants receive feedback on their strengths and weaknesses.
    • A. 

      True

    • B. 

      False

  • 21. 
    An example of an internal pressure that affects organization’s training needs is _____________
    • A. 

      The need to develop managers with a global perspective.

    • B. 

      Failure to provide training.

    • C. 

      Managing workforce diversity.

    • D. 

      Basic skills training.

  • 22. 
    The first step in the succession planning process is ___________
    • A. 

      Develop the succession planning review.

    • B. 

      Determine how employee potential will be measured

    • C. 

      Identify the employees who are included in the plan.

    • D. 

      Identify what positions are included in the plan.

  • 23. 
    Cross-cultural preparation
    • A. 

      Should not include families, because they are not the company's responsibility.

    • B. 

      Focuses on preparing the plant in the other country for a newcomer.

    • C. 

      Should help to prepare the expatriate and his/her family for cultural differences.

    • D. 

      Is not necessary for the overseas assignment if he/she is chosen carefully.

  • 24. 
    If an expatriate were assigned to ___________ the rigor of their pre-departure training should be highest for which of the following country assignments?
    • A. 

      Vietnam

    • B. 

      Canada

    • C. 

      Scotland

    • D. 

      France

  • 25. 
    ___________ is (are) an example of a high rigor training method.
    • A. 

      Briefings employee's performance at all possible times during the day.

    • B. 

      Role play

    • C. 

      Videos.

    • D. 

      Case studies

  • 26. 
    Succession planning involves all except which of the following?
    • A. 

      Requires senior management to systematically conduct a review of leadership talent in the company.

    • B. 

      Assures that top-level management talent is available.

    • C. 

      It identifies specific employee replacements for each managerial position within the company.

    • D. 

      It provides a set of developmental experiences that managers must complete to be considered for top management positions.

  • 27. 
    Use of ___________ is growing due to their knowledge and lower cost.
    • A. 

      Host-country nationals

    • B. 

      Expatriates

    • C. 

      Third-country nationals

    • D. 

      Parent-country nationals

  • 28. 
    Which of the following is not associated with long-term success of diversity programs?   
    • A. 

      Managers are rewarded for progress toward diversity goals

    • B. 

      Diversity goals are tied to business objectives

    • C. 

      Diversity programs are evaluated in terms of productivity.

    • D. 

      Employee feedback is collected and management responds to it

  • 29. 
    Employers are not required to make reasonable accommodation in a training program for a disabled employee if the employee does not request it.
    • A. 

      True

    • B. 

      False

  • 30. 
    Surveys of diversity training efforts have found all except _____
    • A. 

      The most common area addressed is the pervasiveness of stereotypes, assumptions and biases.

    • B. 

      Over 50% of respondents report programs have a long term effect.

    • C. 

      Hree-fourths of respondents leave training with a positive attitude toward diversity.

    • D. 

      Fewer than one-third of companies do a long-term evaluation.

  • 31. 
    Compared to other technology-based training methods, ___________ has the lowest level of transfer of training.
    • A. 

      Distance learning

    • B. 

      CD-ROM

    • C. 

      Simulations

    • D. 

      Intelligent tutoring

  • 32. 
    Which of the following is not true for online learning?
    • A. 

      Learners are equally satisfied with Web-based and classroom instruction.

    • B. 

      E-learning is not effective for all learners.

    • C. 

      Web-based learning is more effective than classroom instruction using similar methods.

    • D. 

      Online instruction is better than classroom for teaching declarative knowledge.

  • 33. 
    All of the following except ____________ are benefits of using technology in training.
    • A. 

      Employees gain control over when and where they receive training.

    • B. 

      Trainee travel costs are reduced

    • C. 

      Coaching and mentoring are improved

    • D. 

      Paperwork and administrative time are reduced

  • 34. 
    __________ is an interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer analyzes responses and provides feedback.
    • A. 

      An expert system

    • B. 

      EPSS

    • C. 

      An LMS

    • D. 

      Computer-based training

  • 35. 
    Online learning is most effective for teaching _________
    • A. 

      Complex analytical skills.

    • B. 

      Conceptual skills.

    • C. 

      Interpersonal skills.

    • D. 

      Cognitive knowledge.

  • 36. 
    All of the following except ____________ is a principle for designing e-learning.
    • A. 

      Exercises are located in one, easily found location

    • B. 

      Text is aligned closely to visuals

    • C. 

      Key concepts are explained prior to the full process associated with the concepts

    • D. 

      Exercises mimic the context of the job

  • 37. 
    All of the following except _________  is a situation in which training support is most needed.
    • A. 

      Employee turnover is low

    • B. 

      Task performance is infrequent.

    • C. 

      The consequences of error are damaging.

    • D. 

      The task is lengthy, difficult and information intensive.

  • 38. 
    Which of the following can be used both as a training tool and as a tool to improve work performance?
    • A. 

      Webcasting

    • B. 

      Expert systems and EPSS

    • C. 

      Virtual reality

    • D. 

      Multi-media training

  • 39. 
    Blended learning has been found to be more effective than face-to-face instruction for motivating trainees to learn.
    • A. 

      True

    • B. 

      False

  • 40. 
    A(n) ______________ is a technology platform that can be used to automate administration, development and delivery of all of a company’s training programs.
    • A. 

      Learning management system

    • B. 

      Continuous learning organization

    • C. 

      EPSS

    • D. 

      Expert system

  • 41. 
    Cable installers learn how to correctly install cable and high-speed internet by crawling through two-story houses built inside a training center. This is an example of _______
    • A. 

      Adventure learning.

    • B. 

      O-J-T.

    • C. 

      Simulations.

    • D. 

      Virtual reality.

  • 42. 
    Which of the following training methods has the highest level of transfer of training and the lowest cost?
    • A. 

      Role play

    • B. 

      Action learning

    • C. 

      Adventure learning

    • D. 

      Self-directed learning

  • 43. 
    Development time for self-directed learning is longer than for other types of training programs.
    • A. 

      True

    • B. 

      False

  • 44. 
    All of the following are true regarding role play except ________
    • A. 

      Outcomes depend upon the emotional reactions of other trainees.

    • B. 

      Role play provide trainees with detailed situational information.

    • C. 

      Debriefing is a critical part of role play.

    • D. 

      Interpersonal responses are the major focus.

  • 45. 
    Which of the following are components found in a typical behavior modeling session?
    • A. 

      Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning session

    • B. 

      Videotape of a model, planning session, one-on-one coaching, and practice opportunities

    • C. 

      Presentation of key behaviors, videotape of a model, participation in a case study group, and planning session

    • D. 

      Lecture, videotape of a model, on-the-job coaching, and practice opportunities

  • 46. 
    The components of team learning are
    • A. 

      Knowledge, attitude, and behavior.

    • B. 

      Skills, abilities, and beliefs.

    • C. 

      Summative, formative, evaluative.

    • D. 

      Proactive, reactive, reflective.

  • 47. 
    Which of the following training methods is best for transfer of learning?
    • A. 

      Self-directed learning

    • B. 

      Behavior modeling

    • C. 

      Role playing

    • D. 

      Business games

  • 48. 
    A statement of the basic components of O-J-T is: Tell, Show, Do, Review.
    • A. 

      True

    • B. 

      False

  • 49. 
    Which of the following is not true of business games? They ______
    • A. 

      Primarily focus on strategic management and marketing.

    • B. 

      Are primarily used for management skill development.

    • C. 

      Include board games.

    • D. 

      Require debriefing to be effective.

  • 50. 
    Which training method does not belong with the other three?
    • A. 

      Experiential learning

    • B. 

      Apprenticeships

    • C. 

      Behavior modeling

    • D. 

      Case studies

  • 51. 
    Measures to determine how much trainees have changed as a result of training is ___________ evaluation.
    • A. 

      Summative

    • B. 

      Normative

    • C. 

      Formative

    • D. 

      Transfer

  • 52. 
    Which of the following is not a factor indicating use of an ROI analysis? The training _______
    • A. 

      Will be used for one or two years

    • B. 

      Focuses on an operational issue

    • C. 

      Is linked to a companywide strategy

    • D. 

      Has management interest

  • 53. 
    Kirkpatrick's four levels of evaluation include
    • A. 

      Reaction, learning, results, and behavior.

    • B. 

      Affective, cognitive, formative, summative.

    • C. 

      Assess, evaluate, design, formulate

    • D. 

      Pretest, posttest, validity, ROI.

  • 54. 
    Criteria relevance is
    • A. 

      An issue of whether training covered the necessary material.

    • B. 

      The extent to which the trainees care about the outcomes of the training.

    • C. 

      the extent to which training outcomes reflect the content of the training program

    • D. 

      The extent to which training outcomes are related to the learned capabilities emphasized in the training program.

  • 55. 
    If your test covering this chapter contained no questions covering evaluation designs, the test would be ____________
    • A. 

      Irrelevant.

    • B. 

      Deficient.

    • C. 

      Contaminated.

    • D. 

      Unreliable.

  • 56. 
    An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to validity?
    • A. 

      An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to validity?

    • B. 

      Mortality

    • C. 

      Interaction of selection and training

    • D. 

      Initial group differences

  • 57. 
    Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.
    • A. 

      True

    • B. 

      False

  • 58. 
    If an organization wants to determine which of two training programs is best, a _____________ evaluation design should be used.
    • A. 

      Time series

    • B. 

      Posttest only

    • C. 

      Pretest/posttest comparison group

    • D. 

      Pretest/posttest

  • 59. 
    __________ is a time period in which participants no longer receive the training intervention.
    • A. 

      Regression

    • B. 

      Extinction

    • C. 

      Reversal

    • D. 

      Mortality

  • 60. 
    Evaluation designs without pretesting or comparison groups are most appropriate when you are interested only in whether a specific level of performance has been achieved, and not how much change has occurred.   
    • A. 

      True

    • B. 

      False

  • 61. 
    Research shows that just over ______ percent of employees successfully transfer training immediately after completing training and ____ percent one year after training.
    • A. 

      90, 50

    • B. 

      80, 40

    • C. 

      60, 30

    • D. 

      40, 10

  • 62. 
    In lecture, an action plan was described as very similar to ___
    • A. 

      A detailed lesson plan

    • B. 

      Management by Objectives (MBO)

    • C. 

      Total Quality Management (TQM)

    • D. 

      Behavior modeling

  • 63. 
    My in-class story of the wreck on my brother’s motorcycle was used as an example of _____________
    • A. 

      The stimulus generalization approach

    • B. 

      Poor cognitive theory transfer

    • C. 

      Negative transfer

    • D. 

      Far transfer

  • 64. 
    The stimulus generalization approach to transfer suggests that _________
    • A. 

      Stimuli in the work context must be the same as the stimuli in the training context in order for transfer to occur.

    • B. 

      The work context must match the training context for transfer to occur.

    • C. 

      Training should emphasize principles underlying a skill in order for that skill to be applied to one's work

    • D. 

      The response to stimuli in the training session should extend back to the job because of the strength of the stimuli.

  • 65. 
    One of the two reasons knowledge management systems fail is because there is inadequate coordination between the training and information technology departments.
    • A. 

      True

    • B. 

      False

  • 66. 
    Programs that emphasize near transfer should teach general concepts and broad principles.
    • A. 

      True

    • B. 

      False

  • 67. 
    Which of the following is not an example of a knowledge management method?
    • A. 

      High fidelity simulations

    • B. 

      After-action review

    • C. 

      Communities of practice

    • D. 

      Organizational intranet

  • 68. 
    _____ is personal knowledge based on individual experience and personal communications through discussion and demonstrations.
    • A. 

      Explicit

    • B. 

      Implicit

    • C. 

      Internalized

    • D. 

      Tacit

  • 69. 
    A self-management module might include
    • A. 

      Identifying factors that could contribute to lapses and how to avoid them.

    • B. 

      Ways to avoid one's own manager while on the job.

    • C. 

      Ways to work independently of peers back on the job to avoid hindrances.

    • D. 

      A discussion of the next training program to take

  • 70. 
    Application assignments are most commonly associated with the ________ theory of transfer.
    • A. 

      Cognitive

    • B. 

      Identical elements

    • C. 

      Stimulus generalization

    • D. 

      Near and far

  • 71. 
    _____ match(es) major activities of the training program and specific times or time intervals.
    • A. 

      Lesson objectives

    • B. 

      Detailed lesson plans

    • C. 

      Course objectives

    • D. 

      A lesson plan overview

  • 72. 
    The ability to use several different approaches to diagnosing a computer software problem is an example of which type of learning outcome?
    • A. 

      Intellectual skills

    • B. 

      Attitudes

    • C. 

      Cognitive strategies

    • D. 

      Motor skills

  • 73. 
    A manager assures an older employee that they can learn the new company software and reminded the employee they had learned the old system quickly.  The manager is:
    • A. 

      Increasing the worker’s self-efficacy

    • B. 

      Setting learning goals for the worker

    • C. 

      Modeling the desired behavior.

    • D. 

      Raising the valence of the behavior.

  • 74. 
    A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on _____ learning theory.
    • A. 

      Social learning

    • B. 

      Goal setting

    • C. 

      McClelland’s n-ach

    • D. 

      Reinforcement

  • 75. 
    In the famous Oklahoma humorist, Will Rogers’ saying, “There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of 'em that have to pee on the electric fence for themselves”, what learning theory best fits learning by observation?
    • A. 

      Reinforcement

    • B. 

      Goal setting

    • C. 

      Social learning

    • D. 

      Expectancy

  • 76. 
    When tasks are complex, the best type of practice is:
    • A. 

      Massed.

    • B. 

      Spaced

    • C. 

      Whole.

    • D. 

      Part.

  • 77. 
    The terms “at night” and “malfunctioning landing gear on an airplane” are examples of the _____ component of a training objective.
    • A. 

      Criterion

    • B. 

      Performance

    • C. 

      Standards

    • D. 

      Condition

  • 78. 
    Self-efficacy is most similar to which of the following concepts?
    • A. 

      Valence

    • B. 

      Instrumentality

    • C. 

      Expectancy

    • D. 

      Social reinforcement social reinforcement social reinforcement

  • 79. 
    Research on the influence of age on training found that _____ had the largest influence on training performance of trainees over 40 years of age.
    • A. 

      Self-paced training

    • B. 

      Teamwork and technology

    • C. 

      Structured material and frequent testing

    • D. 

      Use of texts versus computers

  • 80. 
    Research shows trainees with a performance orientation exert more effort to learn and use more complex learning strategies than trainees with a learning orientation.
    • A. 

      True

    • B. 

      False

  • 81. 
    Inexpensive, can collect data from a large number of persons, but may lack detail and requires time are advantages and disadvantages of the _____ method of needs
    • A. 

      Questionnaires

    • B. 

      Observation

    • C. 

      Focus groups

    • D. 

      Interviews

  • 82. 
    _____ analysis asks the questions, “Will employees perceive the training program as an opportunity or waste of time?  Which persons or groups (employees, managers, vendors,) have an interest in seeing training succeed?”
    • A. 

      Benchmark

    • B. 

      Task

    • C. 

      Person

    • D. 

      Organizational

  • 83. 
    All of the following statements regarding cognitive ability are true except:
    • A. 

      It is related to successful job performance in all jobs.

    • B. 

      It includes verbal comprehension, quantitative and reasoning abilities.

    • C. 

      Cognitive ability influences learning.

    • D. 

      Cognitive ability is more important for lower-level than more complex jobs.

  • 84. 
    The first step in developing a competency model is:
    • A. 

      Identifying jobs, positions and job families.

    • B. 

      Conduct business and strategy analysis.

    • C. 

      Select needs assessment strategy

    • D. 

      Identify effective and ineffective job performers.

  • 85. 
    The best needs assessment method for sexual harassment and diversity issues is:
    • A. 

      Observation.

    • B. 

      Focus groups

    • C. 

      Questionnaires.

    • D. 

      Online technology.

  • 86. 
    Reading-to-learn skills involves searching for and reading information in manuals, books or charts.
    • A. 

      True

    • B. 

      False

  • 87. 
    All of the following statements regarding cognitive ability are true except:
    • A. 

      It is related to successful job performance in all jobs.

    • B. 

      It includes verbal comprehension, quantitative and reasoning abilities.

    • C. 

      Cognitive ability influences learning.

    • D. 

      Cognitive ability is more important for lower-level than more complex jobs.

  • 88. 
        _____ is employees’ belief that they can successfully perform their job or learn the content of the training program.
    • A. 

      Self-efficacy

    • B. 

      Self-motivation

    • C. 

      Cognitive ability

    • D. 

      Task competence

  • 89. 
    The most relevant type of needs analysis for preparing training materials is:
    • A. 

      Organizational.

    • B. 

      Benchmarking.

    • C. 

      Person.

    • D. 

      Task.

  • 90. 
    Based upon a task analysis inventory, tasks that are rated as infrequently performed and low difficulty, should not be included in a training program.
    • A. 

      True

    • B. 

      False

  • 91. 
    The question, “Do I have the budget to buy training services?” is most appropriately asked by _____ at the _____ level of analysis.
    • A. 

      Upper-level managers, organizational

    • B. 

      Trainers, organizational

    • C. 

      Mid-level managers, person

    • D. 

      Upper-level managers, task upper-level managers, task upper-level managers, task

  • 92. 
    Personal knowledge based on individual experience is called
    • A. 

      Explicit knowledge

    • B. 

      Learning

    • C. 

      SWOT

    • D. 

      Tacit knowledge

  • 93. 
    A business-embedded model
    • A. 

      Offers customer-focused, customized learning opportunities.

    • B. 

      Involves a fixed number of trainers.

    • C. 

      Closely resembles the matrix model.

    • D. 

      Closely resembles the faculty model.

  • 94. 
    The first step in the strategic training and development process is
    • A. 

      Identifying metrics.

    • B. 

      Identify the business strategy.

    • C. 

      Evaluate the needs.

    • D. 

      Assessment.

  • 95. 
    The corporate university model
    • A. 

      Centralizes training to ensure that the best training practices are used company wide.

    • B. 

      Involves sending trainees back to school.

    • C. 

      Involves reimbursing trainees for attending college courses.

    • D. 

      Is essentially the same as the faculty model.

  • 96. 
    According to chapter two, the customer model
    • A. 

      Involves organizing a company to interface with customers.

    • B. 

      Involves asking customers what training employees need.

    • C. 

      Involves organizing the training department so that there is a training component for each functional unit or division of the firm.

    • D. 

      Involves focusing training initiatives on customer service.

  • 97. 
    The first step in creating a corporate university is to develop metrics.
    • A. 

      True

    • B. 

      False

  • 98. 
    The company's reason for existing is the
    • A. 

      SWOT analysis.

    • B. 

      Vision.

    • C. 

      Values.

    • D. 

      Mission.

  • 99. 
    In an unstable business environment, characterized by mergers and acquisitions,
    • A. 

      Training usually becomes a bigger budget unit.

    • B. 

      Training may be used to leverage mergers.

    • C. 

      Training may be left to the discretion of managers and may be limited to addressing short-term, urgent needs.

    • D. 

      Training will probably focus more on developing broad skills that employees can use across jobs so that the company can grow and expand.

  • 100. 
    Human resource planning
    • A. 

      Eliminates the need for training.

    • B. 

      Allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities.

    • C. 

      Allows the company to determine in advance who will be trained and who will be let go from the company.

    • D. 

      Involves having employees plan their career paths.

  • 101. 
    The business-embedded model
    • A. 

      Emphasizes classroom training.

    • B. 

      De-emphasizes the role of the manager in training.

    • C. 

      Involves all people in the training process to communicate and share resources.

    • D. 

      Abandons the notion of customer-orientation.

  • 102. 
    Voluntary, future focus, high use of work experience
    • A. 

      Development

    • B. 

      Learning

    • C. 

      Knowledge

    • D. 

      Work ethic

  • 103. 
    Evaluation measures knowledge not in training objectives
    • A. 

      Contamination

    • B. 

      Deficiency

    • C. 

      Invalid

    • D. 

      Diluted

  • 104. 
    Most popular psychological test for EE development
    • A. 

      EE Testing

    • B. 

      MBTI

    • C. 

      Fruide-testing

    • D. 

      Gene-Ukels

  • 105. 
    Collecting information & providing feedback about behavior, communication style, values & skills
    • A. 

      Employee data

    • B. 

      HR planning

    • C. 

      Assessment

    • D. 

      Testing procedures

  • 106. 
    Next to last step in Training Design Process
    • A. 

      Assessment

    • B. 

      Evaluate business resources

    • C. 

      Evaluated training

    • D. 

      Select training methods

  • 107. 
    Equipment and material are same in training as on job
    • A. 

      Role playing

    • B. 

      Identical elements

    • C. 

      O-j-t

    • D. 

      Simulation

  • 108. 
    Self-management, peer & management support
    • A. 

      Assessments

    • B. 

      Readiness for training

    • C. 

      Ensure transfer of training

    • D. 

      Learning techniques

  • 109. 
    First step in designing evaluation plan
    • A. 

      Ensure transfer of training

    • B. 

      Select training methods

    • C. 

      Conduct a needs assessment

    • D. 

      Determine training objectives

  • 110. 
    Trainee’s belief that rewards will result from learning
    • A. 

      Expectancy

    • B. 

      Instrumentality

    • C. 

      Validity

    • D. 

      Trust

  • 111. 
    Ability to apply learned skills when work not identical to training
    • A. 

      Near tranfer

    • B. 

      Long transfer

    • C. 

      Close transfer

    • D. 

      Far transfer

  • 112. 
    EPSS
    • A. 

      Evaluated Performance Support System

    • B. 

      Electronic Performance Support System

    • C. 

      Electronic Proficiency Support System

    • D. 

      Evaluated Proficiency Support System

  • 113. 
    Observation, focus groups, interviews, records
    • A. 

      Needs assessment techniques

    • B. 

      Discussion methods

    • C. 

      Learning techniques

    • D. 

      Feedback systems