Training And Development Midterm #1

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 Training And Development Midterm #1

  
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  • 1. 
    Why don' t we do it?

  • 2. 
    What is performance management?
    • A. 

      Establishing expectations with employees

    • B. 

      Designing interventions and programs to improve performance

    • C. 

      Monitoring Success of interventions and programs

    • D. 

      All of the above


  • 3. 
    Which of the following describes Training?
    • A. 

      Acquisition of KSA’s (Knowledge, skills and abilities) to improve performance in one’s current job

    • B. 

      Acquisition of KSA’s required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives

    • C. 

      Systematic and planned activities are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands.

    • D. 

      None of the Above


  • 4. 
    Which of the following describes Human Resource Development?
    • A. 

      Acquisition of KSA’s (Knowledge, skills and abilities) to improve performance in one’s current job

    • B. 

      Acquisition of KSA’s required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives

    • C. 

      Systematic and planned activities are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands.

    • D. 

      None of the Above


  • 5. 
    Which of the following describes Development?
    • A. 

      Acquisition of KSA’s (Knowledge, skills and abilities) to improve performance in one’s current job

    • B. 

      Acquisition of KSA’s required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives

    • C. 

      Systematic and planned activities are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands.

    • D. 

      None of the Above


  • 6. 
    Ø  Organizational Benefits: o   Organizational strategy o   Increase organizational effectiveness o   Employee return and retention
    • A. 

      True

    • B. 

      False


  • 7. 
    Ø  Employee Benefits o   Intrinsic: Greater knowledge and skills, higher self efficacy, feel more useful, more positive attitude towards their job and organization o   Extrinsic: Higher earnings, more marketable, greater job security, and enhanced promotion prospects
    • A. 

      True

    • B. 

      False


  • 8. 
    Average training in Canada is 100 hours per company.
    • A. 

      True

    • B. 

      False


  • 9. 
    Ø  $852/employee Ø  $4.9 Million across all industries- These figures accurately describe training in CanadaTh
    • A. 

      True

    • B. 

      False


  • 10. 
    Quebec is the only province in Canada with a payroll training tax of:
    • A. 

      5%

    • B. 

      3%

    • C. 

      1%

    • D. 

      10%


  • 11. 
    Canada ranks 10th out of 60 countries for training investment
    • A. 

      True

    • B. 

      False


  • 12. 
      The following represents the Need Delivery Model:Needs Analysis        Training Design and Delivery       Training Evaluation 1. Org. Analysis          1. Training Objectives                       1. Evaluation Criteria 2. Task Analysis         2. Training Content                           2. Evaluation Design 3. Person Analysis     3. Training Methods                                                             4. Learning Principles
    • A. 

      True

    • B. 

      False


  • 13. 
    Strategy, Structure, Culture, and Creation describe the Organizational context of Training and Development?
    • A. 

      True

    • B. 

      False


  • 14. 
    Ø  Process of Creating, sharing, diffusing, and applying knowledge in organizations is known as:
    • A. 

      Organizational Learning

    • B. 

      A Learning Organization

    • C. 

      Cottage cheese


  • 15. 
    1.    Personal mastery, 2.    Building a shared vision, 3.    Mental models, 4.    Team learning,  What is the 5th discipline of a learning organization: 
    • A. 

      Systems Learning

    • B. 

      Systems Thinking

    • C. 

      System of a Down


  • 16. 
    Ø  ________ _________: Things that you can buy or trade, such as patents, copyrights and other Intellectual Property Ø ___________ ____________: Valuable wisdom learned from experience and insight that has been defined as intuition, know how, little tricks, and judgment

  • 17. 
    Intellectual Capital: Organizations knowledge, experience, relationships, process discoveries, innovations, market presence, and community influence Ø  Human Capital: KSA’s of employees Ø  Renewal Capital: I.P. Ø  Structural Capital: Formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions Ø  Relationship Capital: Orgs relationship with suppliers, customers, competitors that influence how they do business
    • A. 

      Just Read it, learn it, and get a free bee by choosing this answer!!!

    • B. 

      Dont choose me

    • C. 

      Do NOT choose me


  • 18. 
    Involves the creation, collection, storage, distribution and application of “know what” and “know how” is known as knowledge management 
    • A. 

      True

    • B. 

      False


  • 19. 
    Ø  Mental Models Ø  Establish teams to stimulate work-related learning, solving real problems
    • A. 

      Knowledge dissemination

    • B. 

      Knowledge interpretation

    • C. 

      Knowledge refletcion


  • 20. 
      Intranet is critical for managing knowledge Ø  Companies must design systems or ways of sharing knowledge so that others can improve their work practices
    • A. 

      Knowledge dissemination

    • B. 

      Knowledge interpretation

    • C. 

      Knowledge refletcion


  • 21. 
    Ø  Resides in employees minds or systems created to store that knowledge Ø  Knowledge Repositories are inventories of knowledge that orgs compile and store, which can be easily retrieved
    • A. 

      Knowledge dissemination

    • B. 

      Knowledge interpretation

    • C. 

      Knowledge refletcion


  • 22. 

    Organizational Level Learning   Group Level Learning   Individual Level LearningIs known as the:
    • A. 

      Korbi Model

    • B. 

      Multi level systems model

    • C. 

      Maslows Hierarchy of Needs


  • 23. 
    The process of acquiring K & S and a change in behavior as a result. 
    • A. 

      Skill acquisition

    • B. 

      Knowledge dissemination

    • C. 

      Learning


  • 24. 
    Stage 1: Declarative Learning: knowledge, facts, and information Performance: Resource Dependent Stage 2: Knowledge Compilation Learning: Integrating tasks into sequences to simplify and streamline the task Performance: Fragmented and piecemeal Stage 3: Procedural Knowledge Learning: task mastery Performance: Automatic & Habitual, resource-insensitive
    • A. 

      Another FREEE BEEE

    • B. 

      NO

    • C. 

      No


  • 25. 
    Ø  Stimulus-> Behavior-> Response
    • A. 

      Social Cognitive Theory

    • B. 

      Conditioning Theory

    • C. 

      Diet Pepsi


  • 26. 
    Ø  o   People learn by observing the behavior of others o   Making choices about different courses of action to pursue o   By managing their own behavior in the process of learning o   Three key components: observation, self-efficacy and self-mgmt.
    • A. 

      Social Cognitive Theory

    • B. 

      Conditioning Theory

    • C. 

      Diet Pepsi


  • 27. 
    Ø  Degree of persistent effort that one directs toward a goal Ø 
    • A. 

      Knowledge acquisition

    • B. 

      Desire

    • C. 

      Motivation


  • 28. 
    1.    A Concern: Sometimes referred to as an itch or a pressure point, something that causes managers to notice it 2.    Importance: Is it central to the effectiveness of the organization? 3.    Consult stakeholders: Involve stakeholders who have a vested interest in the process and outcomes of the needs analysis process 4.    Data Collection: Collection of information from three levels of analysis
    • A. 

      Training Process

    • B. 

      Needs Analysis Process

    • C. 

      Needs Assessment Test


  • 29. 
    Organizational Analysis: Ø  Strategy: missions, goals, objectives Ø  Environment: technologies, laws, competitors, recessions Ø  Resource Analysis: Do we have the resource required to design a program? Ø  Context Climate: The attitudes of employees towards work, supervision, and company Ø  Training transfer climate: Can you apply the knew K & S in the workplace? Ø  Learning culture: Is learning considered an important park of work life in the organization?   Task Analysis: Ø  Identify target jobs Ø  Obtain descriptions Ø  Develop rating Scales Ø  Survey incumbents Ø  Analyze and interpret information Ø  Provide Feedback   Person Analysis Ø  Define desired performance Ø  Determine gap Ø  Identify obstacles
    • A. 

      FREE BEE!!!!

    • B. 

      ...

    • C. 

      :)


  • 30. 
    1.    Observation 2.    Questionnaires 3.    Key consultation 4.    Print media 5.    Interviews 6.    Group discussion 7.    Tests 8.    Records and reports 9.    Work samples
    • A. 

      Needs Analysis Methods

    • B. 

      Need Analysis Sources

    • C. 

      Need Analysis Techniques


  • 31. 
    s 9.    Ø  Employees and managers Ø  Subject matter experts Ø  Professional shoppers Ø  Computer-based analysis
    • A. 

      Needs Analysis Methods

    • B. 

      Need Analysis Sources

    • C. 

      Need Analysis Techniques


  • 32. 
    The following defines Training Objectives: Ø  Not rewarded for taking time and money to conduct a needs analysis Ø  Feel that they can accurately identify training needs without Ø  Managers can have their own agendas Ø  Cost and time are often viewed as constraints
    • A. 

      True

    • B. 

      False


  • 33. 
    Ø  Advantages include: high quality, immediate delivery, ancillary services, potential to customize, benefit from other’s experience, extensive testing, often less expensive
    • A. 

      Packaged Program

    • B. 

      Internal Program

    • C. 

      External Program


  • 34. 
    Ø  Ø  Advantages include: security and confidentiality, use org. jargon, incorporate org values, use internal content expertise, understand audience, pride and credibility
    • A. 

      Packaged Program

    • B. 

      Internal Program

    • C. 

      External Program


  • 35. 
    The following Defines Active Learning: Encourages employees to make errors while learning and to learn from them  
    • A. 

      True

    • B. 

      False


  • 36. 
    Off the job training is the most widely used training method in Canada and the US
    • A. 

      True

    • B. 

      False


  • 37. 
    50% of training in Canada takes place in the classroom
    • A. 

      True

    • B. 

      False


  • 38. 
    Ø  Job instruction training Ø  Performance aids Ø  Job rotation Ø  Apprentiship Programs Ø  Coaching Ø  Mentoring  These are all methods of off the job training
    • A. 

      True

    • B. 

      False


  • 39. 
    Which of the below is not a factor to consider in decision making for a training program
    • A. 

      Training objectives

    • B. 

      Cost and resource availability

    • C. 

      Human capital capacity

    • D. 

      On the job application

    • E. 

      Trainer Skill and preference

    • F. 

      Trainee characteristics and preferences


  • 40. 
    Which method of training is the best?
    • A. 

      Blended Delivery Approach

    • B. 

      On-the-job

    • C. 

      Off-the-job


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