Training And Development Midterm #1

40 Questions  I  By Q4i97

  
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1.  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
2.  1.    Observation 2.    Questionnaires 3.    Key consultation 4.    Print media 5.    Interviews 6.    Group discussion 7.    Tests 8.    Records and reports 9.    Work samples
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B.
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3.  Involves the creation, collection, storage, distribution and application of “know what” and “know how” is known as knowledge management 
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B.
4.  The process of acquiring K & S and a change in behavior as a result. 
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5.  Strategy, Structure, Culture, and Creation describe the Organizational context of Training and Development?
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6.  Quebec is the only province in Canada with a payroll training tax of:
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D.
7.  What is performance management?
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8.  1.    Personal mastery, 2.    Building a shared vision, 3.    Mental models, 4.    Team learning,  What is the 5th discipline of a learning organization: 
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9.  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
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10.  Ø  Mental Models Ø  Establish teams to stimulate work-related learning, solving real problems
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11.  Ø  Stimulus-> Behavior-> Response
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12.  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
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13.  Ø  Process of Creating, sharing, diffusing, and applying knowledge in organizations is known as:
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14.  Off the job training is the most widely used training method in Canada and the US
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15.  Why don't we do it?
16.  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
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17.  Average training in Canada is 100 hours per company.
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18.  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.
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19.  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
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20.  Which of the below is not a factor to consider in decision making for a training program
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21.  Ø  Ø  Advantages include: security and confidentiality, use org. jargon, incorporate org values, use internal content expertise, understand audience, pride and credibility
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22.  The following Defines Active Learning: Encourages employees to make errors while learning and to learn from them  
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23.  Canada ranks 10th out of 60 countries for training investment
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24.  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
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25.  Ø  Degree of persistent effort that one directs toward a goal Ø 
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26.  Which of the following describes Training?
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27.  Ø  $852/employee Ø  $4.9 Million across all industries- These figures accurately describe training in CanadaTh
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28.  s 9.    Ø  Employees and managers Ø  Subject matter experts Ø  Professional shoppers Ø  Computer-based analysis
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29.  Which of the following describes Development?
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30.  Organizational Level Learning   Group Level Learning   Individual Level LearningIs known as the:
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31.  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
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32.  Ø  Advantages include: high quality, immediate delivery, ancillary services, potential to customize, benefit from other’s experience, extensive testing, often less expensive
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33.    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
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34.  Ø  Organizational Benefits: o   Organizational strategy o   Increase organizational effectiveness o   Employee return and retention
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35.  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
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36.  Which method of training is the best?
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37.    Intranet is critical for managing knowledge Ø  Companies must design systems or ways of sharing knowledge so that others can improve their work practices
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38.  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
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39.  50% of training in Canada takes place in the classroom
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40.  Which of the following describes Human Resource Development?
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