What Do You Know About Employee Training And Development? Trivia Quiz

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What Do You Know About Employee Training And Development? Trivia Quiz - Quiz

What Do You Know About Employee Training And Development? In an organization, it is important that you ensure that your well capable employees do not get comfortable and start slacking in their jobs and one way of knowing this is by giving them refresher trainings so that they may fill future positions in the business. See how well you have incorporated this concept by taking the quiz.


Questions and Answers
  • 1. 

    On Alicia's first day of work at a software firm, she attended a meeting with the HR manager and other new employees. Alicia learned about employee benefits packages, personnel policies, and the structure of the company. In which of the following did Alicia most likely participate?do you like?

    • A.

      Recruitment

    • B.

      Selection

    • C.

      Employee orientation

    • D.

      Employee development

    Correct Answer
    C. Employee orientation
    Explanation
    Alicia most likely participated in employee orientation. This is evident from the information provided in the question where it states that Alicia learned about employee benefits packages, personnel policies, and the structure of the company. Employee orientation typically involves providing new employees with information about the company, its policies, and benefits, helping them become familiar with the organization and its culture.

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  • 2. 

    Which of the following terms refers to helping new employees appreciate the values and culture of a firm?

    • A.

      Onboarding

    • B.

      Outsourcing

    • C.

      Organizing

    • D.

      Offshoring

    Correct Answer
    A. Onboarding
    Explanation
    Onboarding refers to the process of helping new employees understand and appreciate the values and culture of a firm. It involves providing them with the necessary information, training, and support to integrate into the organization smoothly. This process ensures that new employees feel welcomed, understand their roles and responsibilities, and align with the company's values and goals. Onboarding plays a crucial role in employee engagement, retention, and overall organizational success.

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  • 3. 

    Which of the following is most likely NOT one of the goals of a firm's employee orientation program?

    • A.

      Making new employees feel like part of a team

    • B.

      Helping new employees become socialized into the firm

    • C.

      Assisting new employees in selecting the best labor union

    • D.

      Teaching new employees about the firm's history and strategies

    Correct Answer
    C. Assisting new employees in selecting the best labor union
    Explanation
    The goal of a firm's employee orientation program is to help new employees feel like part of a team, become socialized into the firm, and teach them about the firm's history and strategies. However, assisting new employees in selecting the best labor union is not typically a goal of an employee orientation program. The program focuses on integrating new employees into the company culture and providing them with the necessary information and resources to succeed in their roles, rather than guiding them in their decisions related to labor unions.

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  • 4. 

    All of the following topics are typically addressed during employee orientation EXCEPT ________.

    • A.

      Employee benefits

    • B.

      Personnel policies

    • C.

      Work behavior expectations

    • D.

      Wage curves

    Correct Answer
    D. Wage curves
    Explanation
    During employee orientation, new employees are typically introduced to various aspects of their job and the company. This includes information about employee benefits, personnel policies, and work behavior expectations. However, wage curves are not typically addressed during employee orientation. Wage curves refer to the graphical representation of the relationship between job evaluation points and the corresponding wage rates. This topic is more relevant to compensation and job evaluation discussions rather than the initial orientation process for new employees.

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  • 5. 

    The methods used to give new or present employees the skills they need to perform their jobs are called ________.

    • A.

      Orientation

    • B.

      Training

    • C.

      Development

    • D.

      Management

    Correct Answer
    B. Training
    Explanation
    Training is the correct answer because it refers to the methods used to provide employees with the necessary skills and knowledge to effectively perform their job duties. This can include formal training programs, on-the-job training, workshops, seminars, and other learning opportunities. Training helps employees acquire the specific skills, competencies, and knowledge required for their roles, ensuring they are equipped to meet job expectations and contribute to the organization's success.

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  • 6. 

    MTR Enterprises failed to provide adequate safety training to one of its employees. As a result, the employee harmed a customer. A court would most likely find MTR liable for ________.

    • A.

      Discrimination

    • B.

      Negligent training

    • C.

      Occupational fraud

    • D.

      Hazardous training

    Correct Answer
    B. Negligent training
    Explanation
    MTR Enterprises can be held liable for negligent training because they failed to provide adequate safety training to their employee, which resulted in harm to a customer. Negligent training refers to the failure of an employer to properly train and educate their employees, leading to injuries or damages caused by their actions. In this case, MTR's failure to provide the necessary safety training directly contributed to the harm caused by their employee, making them responsible for the consequences.

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  • 7. 

    Which of the following will most likely NOT help employers protect themselves against charges of negligent training?

    • A.

      Confirming an employee's claims of skill and experience

    • B.

      Providing extensive and appropriate training

    • C.

      Evaluating the effectiveness of the training

    • D.

      Paying employees for their training time

    Correct Answer
    D. Paying employees for their training time
    Explanation
    Paying employees for their training time is not directly related to protecting employers against charges of negligent training. While it may incentivize employees to attend training sessions, it does not guarantee that the training provided is effective or adequate. Employers can better protect themselves by confirming employees' claims of skill and experience, providing extensive and appropriate training, and evaluating the effectiveness of the training to ensure it meets the required standards.

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  • 8. 

    _______ identifies the training employees will need to fill future jobs.

    • A.

      Competency modeling

    • B.

      Performance analysis

    • C.

      Strategic training needs analysis

    • D.

      Screening

    Correct Answer
    C. Strategic training needs analysis
    Explanation
    Strategic training needs analysis is the process of identifying the training requirements that employees will need in order to fill future jobs. This involves assessing the current skills and competencies of the workforce, as well as predicting future job roles and the skills needed to perform them effectively. By conducting a strategic training needs analysis, organizations can proactively plan and develop training programs that align with their long-term goals and ensure that employees have the necessary skills to succeed in future roles.

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  • 9. 

    What is the first step in the ADDIE training process?

    • A.

      Assessing the program's successes

    • B.

      Appraising the program's budget

    • C.

      Analyzing the training need

    • D.

      Acquiring training materials

    Correct Answer
    C. Analyzing the training need
    Explanation
    The first step in the ADDIE training process is analyzing the training need. This involves identifying the gap between the desired and current performance levels, determining the specific skills and knowledge required, and understanding the target audience. By analyzing the training need, organizations can effectively design and develop training programs that address the identified gaps and meet the specific needs of the learners. This step is crucial in ensuring that the training program is aligned with the organizational goals and objectives.

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  • 10. 

    What is the second step in the ADDIE training process?

    • A.

      Developing training aids

    • B.

      Defining the training objectives

    • C.

      Designing the overall training program

    • D.

      Designating employees who need training

    Correct Answer
    C. Designing the overall training program
    Explanation
    The second step in the ADDIE training process is designing the overall training program. This involves creating a detailed plan for the training, including determining the content, structure, and delivery methods. It is important to have a clear understanding of the training objectives before proceeding to this step. This step lays the foundation for the development and implementation of the training program.

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  • 11. 

    Which of the following will most likely occur during the third step of the ADDIE training process?

    • A.

      Training a targeted group

    • B.

      Creating training materials

    • C.

      Evaluating the success of the program

    • D.

      Estimating a budget for the training program

    Correct Answer
    B. Creating training materials
    Explanation
    During the third step of the ADDIE training process, creating training materials is the most likely occurrence. This step involves designing and developing the actual training content, including instructional materials, presentations, handouts, and any other resources needed for effective training delivery. This is an essential part of the process as it ensures that the training materials are aligned with the learning objectives and will effectively convey the necessary information to the targeted group.

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  • 12. 

    Which of the following would most likely occur during the fourth step of the ADDIE training process?

    • A.

      Holding on-the-job training sessions

    • B.

      Selecting employees for training

    • C.

      Preparing online training materials

    • D.

      Asking participants for feedback

    Correct Answer
    A. Holding on-the-job training sessions
    Explanation
    During the fourth step of the ADDIE training process, holding on-the-job training sessions would most likely occur. This step involves implementing the training program that has been developed. On-the-job training sessions are a common method of delivering training, where employees receive hands-on instruction and guidance in their actual work environment. This allows them to apply the knowledge and skills learned in the previous steps of the ADDIE process in a practical setting. By conducting on-the-job training sessions, organizations can ensure that employees are properly trained and prepared to perform their job duties effectively.

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  • 13. 

    What is the final step in the ADDIE training process?

    • A.

      Evaluating the program's successes or failures

    • B.

      Rewarding employees for program participation

    • C.

      Conducting a budget and needs analysis

    • D.

      Training the targeted group of employees

    Correct Answer
    A. Evaluating the program's successes or failures
    Explanation
    The final step in the ADDIE training process is evaluating the program's successes or failures. This step involves assessing the effectiveness of the training program in achieving its objectives and determining whether it has met the desired outcomes. Evaluation helps in identifying any areas of improvement, measuring the impact of the training on employees' performance, and making informed decisions for future training initiatives. It is a crucial step to ensure that the training program is effective and beneficial for the organization and its employees.

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  • 14. 

    James, an HR manager, is currently identifying the specific knowledge and skills required for a telemarketing position at Newman Enterprises. James is most likely involved in which of the following?

    • A.

      Task analysis

    • B.

      Program evaluation

    • C.

      Employee development

    • D.

      Screening

    Correct Answer
    A. Task analysis
    Explanation
    James, as an HR manager, is currently identifying the specific knowledge and skills required for a telemarketing position at Newman Enterprises. This suggests that James is involved in task analysis. Task analysis involves breaking down a job or task into its component parts to identify the knowledge, skills, and abilities required to perform it effectively. James is likely analyzing the tasks involved in the telemarketing position to determine the specific requirements for the job.

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  • 15. 

    Amy, an accounting supervisor, has been asked to provide training for her subordinates about new tax laws. In order to motivate the individuals who attend her training session, Amy should most likely do all of the following EXCEPT ________.

    • A.

      Use as many visual aids as possible during the session

    • B.

      Provide an overview of the material to be covered

    • C.

      Use new terminology and technical concepts

    • D.

      Give information in logical, meaningful sections

    Correct Answer
    C. Use new terminology and technical concepts
    Explanation
    Amy should use new terminology and technical concepts in order to challenge her subordinates and help them expand their knowledge and skills. This will not only keep them engaged but also provide them with valuable information that they can apply in their work. Using visual aids, providing an overview, and organizing the information in logical sections are all effective ways to engage and motivate the individuals attending the training session.

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  • 16. 

    Trainees should be provided adequate practice and be allowed to work at their own pace during a training session in order to ________.

    • A.

      Screen applicants based on ability

    • B.

      Transfer skills more easily to the job

    • C.

      Reduce training costs

    • D.

      Determine appropriate pay scales

    Correct Answer
    B. Transfer skills more easily to the job
    Explanation
    Providing trainees with adequate practice and allowing them to work at their own pace during a training session helps them transfer skills more easily to the job. When trainees are given the opportunity to practice and work at their own pace, they can fully understand and internalize the skills being taught. This hands-on experience allows them to develop a deeper level of understanding and proficiency, making it easier for them to apply these skills in real job situations. By transferring skills more easily to the job, trainees become more productive and effective employees, ultimately benefiting the organization.

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  • 17. 

    ________ is a detailed study of the job to determine what specific skills the job requires.

    • A.

      Needs analysis

    • B.

      Task analysis

    • C.

      Training strategy

    • D.

      Development planning

    Correct Answer
    B. Task analysis
    Explanation
    Task analysis is a detailed study of the job to determine what specific skills the job requires. It involves breaking down the job into smaller tasks and analyzing each task to identify the knowledge, skills, and abilities needed to perform them effectively. By conducting a task analysis, organizations can better understand the requirements of a job and design training programs or development plans that target the specific skills needed for successful job performance.

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  • 18. 

    Which of the following consolidates information regarding required tasks and skills in a format that is helpful for determining training requirements?

    • A.

      Training assessment form

    • B.

      Task analysis record form

    • C.

      Organizational skills sheet

    • D.

      Work function analysis

    Correct Answer
    B. Task analysis record form
    Explanation
    The task analysis record form consolidates information regarding required tasks and skills in a format that is helpful for determining training requirements. This form allows for a detailed breakdown of tasks and the skills needed to perform them, providing a comprehensive overview of the training needs within an organization.

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  • 19. 

    Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________.

    • A.

      Analyzing job descriptions

    • B.

      Reviewing performance standards

    • C.

      Questioning current job holders

    • D.

      Conducting a work sampling

    Correct Answer
    D. Conducting a work sampling
    Explanation
    Employers use various methods to identify training needs for new employees. Analyzing job descriptions helps to understand the skills and knowledge required for a particular role. Reviewing performance standards allows employers to assess if employees are meeting expectations and identify areas for improvement. Questioning current job holders can provide insights into the specific training needs and gaps in knowledge. However, conducting a work sampling is not typically used to identify training needs. Work sampling is more commonly used to assess performance or evaluate the effectiveness of training programs.

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  • 20. 

    A graphic model that presents a precise overview of the knowledge, skills, and behaviors someone would need to perform a job well is known as a(n) ________.

    • A.

      Scatter plot

    • B.

      Competency model

    • C.

      Classification table

    • D.

      Organizational chart

    Correct Answer
    B. Competency model
    Explanation
    A competency model is a graphic representation that provides a comprehensive view of the knowledge, skills, and behaviors required to excel in a particular job. It outlines the specific competencies and proficiency levels needed for successful job performance. This model helps organizations in various aspects such as recruitment, training, and performance evaluation by clearly defining the requirements for job success. It serves as a valuable tool for aligning job roles with organizational goals and ensuring that employees possess the necessary skills and abilities to perform their job effectively.

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  • 21. 

    The process of verifying that there is a performance deficiency and determining if such deficiencies should be corrected through training or through some other means is called ________.

    • A.

      Needs analysis

    • B.

      Training assessment

    • C.

      Performance analysis

    • D.

      Performance appraisal

    Correct Answer
    C. Performance analysis
    Explanation
    Performance analysis is the process of evaluating and identifying performance deficiencies in order to determine if they should be addressed through training or other means. This involves examining the current performance levels and comparing them to desired performance standards. By conducting a performance analysis, organizations can determine the root causes of performance issues and develop appropriate interventions to improve performance. This process helps ensure that resources are allocated effectively and that performance gaps are addressed in the most appropriate way.

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  • 22. 

    Mark Caffrey, vice president of sales at Samson Pharmaceuticals, manages a sales team of ten employees. Members of Mark's sales force vary in experience level. Four members of the sales team have worked at Samson for less than one year. The other six salespeople have been with Samson anywhere from three to seven years. Mark recently received the annual sales report and noticed that sales have been dropping steadily over the last year. Mark is considering the idea of providing training to his sales team as a way to boost sales. Which of the following best supports the argument that the drop in Samson's sales can be solved through training?

    • A.

      Attitude surveys sent to Samson personnel suggest that the firm's elimination of year-end bonuses has angered many employees.

    • B.

      Recent studies suggest that sales of name-brand pharmaceuticals, such as Samson, are dropping as more people are choosing to use generic drugs instead.

    • C.

      The rising costs associated with college recruiting have forced Samson to hire sales associates through online job sites

    • D.

      Members of the sales team have expressed that they do not fully understand the benefits and side effects of the latest medications released by Samson.

    Correct Answer
    D. Members of the sales team have expressed that they do not fully understand the benefits and side effects of the latest medications released by Samson.
    Explanation
    The answer supports the argument that training can boost sales because it suggests that the sales team lacks knowledge about the benefits and side effects of the latest medications. By providing training, the sales team can become more knowledgeable about the products they are selling, which can help them effectively communicate the benefits and address any concerns or questions that potential customers may have. This can ultimately lead to increased sales as customers will have more confidence in the sales team's expertise and trust in the products being sold.

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  • 23. 

    Mark Caffrey, vice president of sales at Samson Pharmaceuticals, manages a sales team of ten employees. Members of Mark's sales force vary in experience level. Four members of the sales team have worked at Samson for less than one year. The other six salespeople have been with Samson anywhere from three to seven years. Mark recently received the annual sales report and noticed that sales have been dropping steadily over the last year. Mark is considering the idea of providing training to his sales team as a way to boost sales. Which of the following most likely undermines the argument that the drop in Samson's sales can be solved through training?

    • A.

      The newest members of the Samson sales force are unfamiliar with the procedures used by the firm to measure the effectiveness of new drugs.

    • B.

      Samson recently eliminated its long-standing policy of paying salespeople commissions on top of base salaries, which angered employees.

    • C.

      Samson's most experienced salesperson retired after working at the firm for more than twenty years.

    • D.

      Samson sales team members recently received their annual performance appraisals.

    Correct Answer
    B. Samson recently eliminated its long-standing policy of paying salespeople commissions on top of base salaries, which angered employees.
    Explanation
    The elimination of the commission policy could have a negative impact on the motivation and performance of the sales team. Without the incentive of earning additional commissions, the salespeople may not be as motivated to meet sales targets and perform at their best. This could result in a drop in sales, regardless of whether or not training is provided. Therefore, the elimination of the commission policy undermines the argument that training alone can solve the issue of declining sales.

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  • 24. 

    Mark Caffrey, vice president of sales at Samson Pharmaceuticals, manages a sales team of ten employees. Members of Mark's sales force vary in experience level. Four members of the sales team have worked at Samson for less than one year. The other six salespeople have been with Samson anywhere from three to seven years. Mark recently received the annual sales report and noticed that sales have been dropping steadily over the last year. Mark is considering the idea of providing training to his sales team as a way to boost sales. All of the following questions are relevant to Mark's decision to implement a training program for his sales team EXCEPT:

    • A.

      What methods are used for recruiting and interviewing individuals for sales positions?

    • B.

      Does every salesperson understand what his or her performance standards are?

    • C.

      What tools are available to sales team members to help them work efficiently?

    • D.

      What were the results of attitude surveys distributed to the sales team?

    Correct Answer
    A. What methods are used for recruiting and interviewing individuals for sales positions?
    Explanation
    The question about recruiting and interviewing methods is not relevant to Mark's decision to implement a training program for his sales team. This question pertains to the initial hiring process and does not directly address the issue of declining sales. The other three questions are more directly related to the performance and effectiveness of the current sales team, which would be important considerations in determining the need for training.

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  • 25. 

    Which of the following best describes the first step in a performance analysis?

    • A.

      Comparing a person's actual performance to the ideal performance

    • B.

      Investigating employee-related customer complaints

    • C.

      Evaluating supervisor performance reviews

    • D.

      Conducting job knowledge assessments

    Correct Answer
    A. Comparing a person's actual performance to the ideal performance
    Explanation
    The first step in a performance analysis involves comparing a person's actual performance to the ideal performance. This step helps to identify any gaps or discrepancies between the two, allowing for a better understanding of the individual's performance level and areas for improvement. By comparing actual performance to the ideal, organizations can determine the extent to which employees are meeting expectations and identify any training or development needs that may arise.

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  • 26. 

    Tyler, a new accounts representative at Martin Marketing, is learning the job by actually doing job-related tasks such as contacting customers. Tyler is most likely participating in ________.

    • A.

      On-the-job training

    • B.

      Socialization

    • C.

      Social learning

    • D.

      Modeling

    Correct Answer
    A. On-the-job training
    Explanation
    Tyler, as a new accounts representative at Martin Marketing, is actively engaging in job-related tasks such as contacting customers. This suggests that he is participating in on-the-job training. This type of training involves learning by directly performing job tasks and gaining practical experience in a real work environment. It allows individuals to acquire the necessary skills and knowledge through hands-on practice and guidance from experienced colleagues or supervisors.

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  • 27. 

    Which of the following training methods is most frequently used by employers?

    • A.

      Job instruction training

    • B.

      Apprenticeship training

    • C.

      On-the-job training

    • D.

      Classroom training

    Correct Answer
    C. On-the-job training
    Explanation
    On-the-job training is the most frequently used training method by employers because it allows employees to learn and acquire new skills while performing their actual job duties. This method provides hands-on experience and practical knowledge in a real work environment, which can be highly effective in developing job-specific skills. It also allows for immediate feedback and guidance from experienced colleagues or supervisors, facilitating a faster learning process. Additionally, on-the-job training is often more cost-effective compared to other methods, such as classroom training or apprenticeships, as it eliminates the need for external trainers or additional resources.

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  • 28. 

    All of the following are types of on-the-job training EXCEPT ________.

    • A.

      Programmed learning

    • B.

      Understudy method

    • C.

      Special assignments

    • D.

      Job rotation

    Correct Answer
    A. Programmed learning
    Explanation
    Programmed learning is not a type of on-the-job training because it typically refers to self-paced learning through computer programs or instructional materials, rather than hands-on training in a workplace setting. The other options listed (understudy method, special assignments, job rotation) are all examples of on-the-job training methods where employees learn by directly performing tasks or taking on different roles within the organization.

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  • 29. 

    Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.

    • A.

      Job rotation

    • B.

      Understudy

    • C.

      Job expansion

    • D.

      Informal learning

    Correct Answer
    A. Job rotation
    Explanation
    Rebekah's employer is utilizing the job rotation form of training. This means that Rebekah will be moving to various jobs each month for a nine-month period of time. This type of training allows employees to gain exposure to different roles and responsibilities within the organization, helping them develop a broader skill set and a better understanding of how different departments function. It also allows the employer to identify the employee's strengths and weaknesses, and determine the best fit for them within the organization.

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  • 30. 

    Mario hopes to be promoted to the head of his department next year. In the meantime, he has been assigned to spend a year as an assistant to the current department head. Which type of training is most likely being used in this example?

    • A.

      Job rotation

    • B.

      Job instruction

    • C.

      Coaching method

    • D.

      Informal learning

    Correct Answer
    C. Coaching method
    Explanation
    In this example, Mario is being assigned to spend a year as an assistant to the current department head in order to prepare him for a potential promotion to the head of the department. This suggests that the coaching method is being used. Coaching involves providing guidance, support, and feedback to an individual to help them develop their skills and reach their professional goals. In this case, the current department head is likely acting as a coach to help Mario gain the necessary experience and knowledge for the future role.

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  • 31. 

    The on-the-job method of ________ involves give lower-level executives firsthand experience in working on actual problems.

    • A.

      Coaching

    • B.

      Informal learning

    • C.

      Special assignments

    • D.

      Programmed learning

    Correct Answer
    C. Special assignments
    Explanation
    Special assignments involve giving lower-level executives firsthand experience in working on actual problems. This method allows them to apply their skills and knowledge in real-life situations, gaining practical experience and learning from their successes and failures. Through special assignments, these executives can develop problem-solving abilities, decision-making skills, and a deeper understanding of the organization's operations. This hands-on approach helps them grow professionally and prepares them for higher-level roles in the future.

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  • 32. 

    John is doing a training method to learn a new job where there are a sequence of steps he is supposed to learn step-by-step. This method is called:

    • A.

      Task analysis

    • B.

      Job instruction training (JIT)

    • C.

      Informal learning

    • D.

      Job rotation

    Correct Answer
    B. Job instruction training (JIT)
    Explanation
    Job instruction training (JIT) is the correct answer because it refers to a training method where individuals are taught a new job by breaking it down into a sequence of steps. In this method, learners are trained step-by-step, ensuring they understand each step before moving on to the next. JIT is a structured and systematic approach to training, providing clear instructions and guidance to help individuals learn and perform their job effectively.

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  • 33. 

    Surveys estimate that as much as X% of what employees learn on the job they learn through informal means.

    • A.

      10%

    • B.

      50%

    • C.

      80%

    • D.

      95%

    Correct Answer
    C. 80%
    Explanation
    The given answer of 80% suggests that a significant amount of learning in the workplace occurs through informal means. This means that employees acquire knowledge and skills through interactions with colleagues, on-the-job experiences, and self-directed learning rather than formal training programs. Informal learning can be a result of observing others, seeking feedback, experimenting, and reflecting on experiences. This answer implies that formal training programs may not be the sole source of learning in the workplace, highlighting the importance of creating a supportive and collaborative work environment to facilitate informal learning opportunities.

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  • 34. 

    A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.

    • A.

      Job instruction training

    • B.

      Programmed learning

    • C.

      Apprenticeship training

    • D.

      Coaching technique

    Correct Answer
    C. Apprenticeship training
    Explanation
    Apprenticeship training is a structured process that combines classroom instruction and on-the-job training to develop skilled workers. It involves a mentorship relationship where experienced professionals guide and teach apprentices in a specific trade or profession. This approach allows individuals to gain practical experience while also receiving theoretical knowledge, making it an effective method for developing expertise in various industries.

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  • 35. 

    Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson?

    • A.

      Programmed learning

    • B.

      Mentoring

    • C.

      Apprenticeship training

    • D.

      Coaching

    Correct Answer
    C. Apprenticeship training
    Explanation
    Apprenticeship training is the form of on-the-job training that usually involves a learner studying under the tutelage of a master craftsperson. In an apprenticeship, the learner works alongside and learns from an experienced professional in their field, gaining practical skills and knowledge through hands-on experience. This type of training is often used in trades and skilled professions, allowing the learner to develop expertise and mastery in their chosen craft.

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  • 36. 

    John is currently being trained on the job and is at the first step in the OTJ process, which is:

    • A.

      Showing the trainee how do the task

    • B.

      Verbalizing the steps of the task

    • C.

      Checking to make sure the task was learned by the trainee

    • D.

      Familiarizing the trainee with equipment, tools, and trade terms

    Correct Answer
    D. Familiarizing the trainee with equipment, tools, and trade terms
    Explanation
    The correct answer is familiarizing the trainee with equipment, tools, and trade terms. At the first step of the on-the-job training (OTJ) process, it is important to introduce the trainee to the equipment, tools, and trade terms that they will be working with. This helps them become familiar with the necessary tools and understand the terminology used in their specific trade. By doing so, the trainee can gain a basic understanding of the equipment and tools they will be using, which lays the foundation for further training and tasks.

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  • 37. 

    When jobs consist of a logical sequence of steps and are best taught step-by-step, the most appropriate training method to use is ________.

    • A.

      Job instruction training

    • B.

      Apprenticeship training

    • C.

      Programmed learning

    • D.

      Job rotation

    Correct Answer
    A. Job instruction training
    Explanation
    Job instruction training is the most appropriate method to use when jobs consist of a logical sequence of steps and are best taught step-by-step. This method involves breaking down the job into smaller, manageable steps and teaching each step to the trainees in a structured manner. It focuses on providing clear instructions, demonstrations, and practice opportunities to ensure that trainees understand and can perform each step correctly. This method is effective for tasks that require a specific sequence of actions and allows for consistent and standardized training.

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  • 38. 

    With job instruction training, which of the following should most likely be included beside each step listed?

    • A.

      Sources for more information

    • B.

      Any legal requirements

    • C.

      Key points or guidelines

    • D.

      Quality requirements

    Correct Answer
    C. Key points or guidelines
    Explanation
    In job instruction training, it is important to include key points or guidelines beside each step listed. This helps the trainees understand the important aspects of each step and ensures that they follow the correct procedures. Key points or guidelines provide additional clarity and help in avoiding any potential mistakes or confusion during the training process. By including these, the trainees will have a better understanding of the job requirements and can perform their tasks effectively.

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  • 39. 

    Which of the following is the primary advantage of lecturing as a method of training?

    • A.

      Motivational for employees

    • B.

      Effective for informal learning

    • C.

      Appropriate for large groups

    • D.

      Requires limited preparation

    Correct Answer
    C. Appropriate for large groups
    Explanation
    Lecturing as a method of training is advantageous primarily because it is appropriate for large groups. Lectures allow a single speaker to convey information to a large number of individuals simultaneously, making it a practical choice for training sessions involving a large audience. This method can efficiently deliver information, instructions, or concepts to a large group, saving time and resources. It also provides an opportunity for participants to ask questions and engage in discussions. While other options like motivation, effectiveness for informal learning, or requiring limited preparation may have their own merits, they are not the primary advantage of lecturing in this context.

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  • 40. 

    Which of the following will most likely help a speaker improve the effectiveness of a training lecture?

    • A.

      Opening with a familiar joke

    • B.

      Talking from a prepared script

    • C.

      Watching the audience's body language

    • D.

      Using exaggerated hand gestures to emphasize points

    Correct Answer
    C. Watching the audience's body language
    Explanation
    Watching the audience's body language can help a speaker improve the effectiveness of a training lecture because it allows the speaker to gauge the audience's level of engagement and understanding. By observing their facial expressions, posture, and reactions, the speaker can adjust their delivery and content accordingly. This helps ensure that the audience remains attentive and receptive to the information being presented, leading to a more effective and impactful training lecture.

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  • 41. 

    Which of the following is a systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers?

    • A.

      Job instruction training

    • B.

      Programmed learning

    • C.

      Apprenticeship training

    • D.

      Simulated learning

    Correct Answer
    B. Programmed learning
    Explanation
    Programmed learning is a systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers. This method uses self-paced instruction, where the learner progresses through a series of instructional materials, usually in a linear manner, and receives immediate feedback on their responses. It is a structured approach that aims to reinforce learning and improve retention by providing immediate reinforcement and corrective feedback.

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  • 42. 

    Which of the following is NOT an advantage of programmed learning?

    • A.

      Training time is significantly reduced.

    • B.

      Trainees can work at their own pace.

    • C.

      Trainees benefit from a skilled coach.

    • D.

      Trainees receive immediate feedback.

    Correct Answer
    C. Trainees benefit from a skilled coach.
    Explanation
    Programmed learning is a self-paced instructional method where trainees learn through a series of carefully designed materials and exercises. It allows trainees to work at their own pace and receive immediate feedback, which helps in reducing training time. However, one disadvantage of programmed learning is that trainees do not benefit from a skilled coach or instructor who can provide personalized guidance and support. This lack of human interaction and guidance can be seen as a drawback of programmed learning.

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  • 43. 

    Which of the following terms refers to computer-based training systems that adjust to meet each trainee's specific learning needs?

    • A.

      Virtual learning systems

    • B.

      Video-based simulations

    • C.

      Multi-media training plans

    • D.

      Intelligent tutoring systems

    Correct Answer
    D. Intelligent tutoring systems
    Explanation
    Intelligent tutoring systems refer to computer-based training systems that adapt and customize the learning experience according to the specific needs of each trainee. These systems use artificial intelligence and advanced algorithms to analyze the trainee's performance, identify areas of weakness, and provide personalized instruction and feedback. By tailoring the training to individual learners, intelligent tutoring systems enhance the effectiveness and efficiency of the learning process.

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  • 44. 

    Wells Fargo and Company is a financial services firm that provides banking, insurance, and mortgage services at 10,000 stores nationwide. Wells Fargo offers its employees many professional development opportunities such as training programs and tuition reimbursement. Wells Fargo executives are considering the expansion of the firm's existing training programs after employees have expressed strong interest in the idea. Which of the following, if true, best supports the argument that Wells Fargo should use intelligent tutoring systems to provide training for loan officers?

    • A.

      Current Wells Fargo employees indicate that they prefer to work at their own pace and have a variety of learning styles.

    • B.

      Since Wells Fargo stores are spread throughout the country, the firm needs to provide training at a central location to a large group of current employees at once.

    • C.

      Wells Fargo's employee orientation program provides new employees with information about the history, culture, and vision of the firm.

    • D.

      Wells Fargo's board of directors sets training policies and works closely with HR to develop the most appropriate training programs for new employees.

    Correct Answer
    A. Current Wells Fargo employees indicate that they prefer to work at their own pace and have a variety of learning styles.
    Explanation
    The answer supports the argument that Wells Fargo should use intelligent tutoring systems because it indicates that the employees prefer to work at their own pace and have different learning styles. Intelligent tutoring systems can provide personalized and adaptive learning experiences, allowing employees to learn at their own pace and cater to their individual learning styles. This would enhance the effectiveness of the training programs and improve the overall learning experience for the loan officers.

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  • 45. 

    ________ training is a method in which trainees learn on actual or simulated equipment but are trained away from the job.

    • A.

      Vestibule

    • B.

      Virtual-reality

    • C.

      Programmed

    • D.

      Job instruction

    Correct Answer
    A. Vestibule
    Explanation
    Vestibule training is a method in which trainees learn on actual or simulated equipment but are trained away from the job. This means that they are not directly on the job site while receiving the training. Vestibule training allows trainees to practice and gain hands-on experience in a controlled environment before they start working in the actual job setting. This method helps to minimize the risk of errors or accidents that could occur if trainees were learning on the job directly.

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  • 46. 

    American Airlines uses flight simulators to train pilots about airplane equipment and safety measures. This is an example of ________

    • A.

      On-the-job training

    • B.

      Vestibule training

    • C.

      Virtual reality training

    • D.

      Programmed learning

    Correct Answer
    B. Vestibule training
    Explanation
    Vestibule training refers to a type of training where employees are trained in a simulated environment that closely resembles their actual work environment. In this case, American Airlines uses flight simulators to provide pilots with a realistic training experience that simulates airplane equipment and safety measures. Therefore, the given scenario of using flight simulators for pilot training aligns with the concept of vestibule training.

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  • 47. 

    Which of the following involves a trainer in a central location teaching groups of employees at remote locations over cable broadband lines or the Internet?

    • A.

      Audiovisual-based instruction

    • B.

      Programmed learning

    • C.

      Vestibule training

    • D.

      Videoconferencing

    Correct Answer
    D. Videoconferencing
    Explanation
    Videoconferencing involves a trainer in a central location teaching groups of employees at remote locations over cable broadband lines or the Internet. This technology allows for real-time communication and interaction between the trainer and the employees, making it an effective method for remote training. It eliminates the need for physical presence and enables participants to engage in discussions, ask questions, and receive immediate feedback. Videoconferencing also allows for the sharing of visual aids, presentations, and other instructional materials, enhancing the learning experience for remote employees.

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  • 48. 

    Travel agents at Apollo Travel Services follow a computer program that displays question prompts and dialogue boxes with travel policies as the agent enters information about the consumer's travel plans. This is an example of a(n) ________.

    • A.

      Audiovisual-based training method

    • B.

      Electronic performance support system

    • C.

      Intelligent tutoring system

    • D.

      Computer-based training module

    Correct Answer
    B. Electronic performance support system
    Explanation
    The given scenario describes a computer program that guides travel agents by displaying question prompts and dialogue boxes with travel policies as they enter information about the consumer's travel plans. This system is designed to provide real-time support and assistance to the agents during their work. It is not specifically focused on training or tutoring, but rather on providing performance support and guidance. Therefore, the correct answer is an electronic performance support system.

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  • 49. 

    ________ are special software tools that support Internet training by helping employers identify training needs, and to schedule, deliver, assess, and manage the online training itself

    • A.

      Learning management systems

    • B.

      Intelligent tutoring systems

    • C.

      Computer simulations

    • D.

      Learning portals

    Correct Answer
    A. Learning management systems
    Explanation
    Learning management systems are special software tools that support Internet training. They help employers identify training needs, schedule training sessions, deliver training content online, assess the progress and performance of trainees, and manage the overall training process. These systems provide a centralized platform for organizing and administering online training programs, making it easier for employers to track the effectiveness of their training initiatives and ensure that employees have access to the necessary resources and materials.

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  • 50. 

    Which of the following terms refers to a set of instructions, diagrams, or similar methods available at the job site to guide the worker?

    • A.

      Task analysis record form

    • B.

      Position replacement card

    • C.

      Skills sheet

    • D.

      Job aid

    Correct Answer
    D. Job aid
    Explanation
    A job aid refers to a set of instructions, diagrams, or similar methods available at the job site to guide the worker. It provides the necessary information and guidance to perform a specific task or job effectively. This tool helps workers in understanding the steps involved in completing a task, ensuring that they follow the correct procedures and achieve the desired outcome. Job aids are designed to be easily accessible and user-friendly, enabling workers to refer to them whenever needed for assistance and support.

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Quiz Review Timeline +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 22, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Feb 02, 2019
    Quiz Created by
    Jake
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