Inquizitive 4 || Training And Development

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  • 1/30 Questions

    Training is one of several responses an organisation can undertake to promote learning?

    • True
    • False
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About This Quiz

This quiz explores key concepts in Training and Development, focusing on distinctions between training, learning, and development within organizational contexts.

Inquizitive 4 || Training And Development - Quiz

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  • 2. 

    Which of the two focuses more on the personal growth.

    • Training & Development

    • Learning & Development

    Correct Answer
    A. Learning & Development
    Explanation
    Learning & Development focuses more on personal growth compared to Training & Development. While training typically focuses on acquiring specific skills or knowledge needed for a job or task, learning emphasizes a broader approach to personal development. Learning & Development encourages individuals to enhance their overall capabilities, acquire new knowledge, and develop their skills beyond the immediate requirements of their current role. It promotes continuous learning, self-improvement, and personal growth, which ultimately contributes to long-term career development and success.

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  • 3. 

    L&D puts the onus back onto the the organisation purely providing training rather than the individual ?

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The statement suggests that L&D (Learning and Development) puts the responsibility solely on the organization to provide training, rather than on the individual. However, this statement is false. While L&D departments within organizations do play a crucial role in providing training opportunities, it is ultimately a shared responsibility between the organization and the individual. Individuals must take an active role in seeking out and participating in training programs that align with their professional development goals.

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  • 4. 

    Training is aimed at teaching the masses how to perform a general skill or replicate a desired behavior, whereas learning is a more personal approach to education.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The explanation for the given correct answer is that the statement is incorrect. Training and learning are not mutually exclusive, but rather interconnected. While training focuses on imparting specific skills or behaviors to a large group, learning can also involve personal growth, understanding, and acquiring knowledge. Both training and learning are important aspects of education and can coexist in various educational settings.

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  • 5. 

    Training done in guidance of instructor on one place and having trainees at different locations is classified as;

    • Tactile training

    • Instructor led classroom training

    • Distance training

    • E training

    Correct Answer
    A. Distance training
    Explanation
    Distance training refers to a type of training where the instructor is located in one place, while the trainees are situated at different locations. This form of training allows for remote learning, typically conducted through online platforms or video conferencing tools. It eliminates the need for physical presence in a classroom setting, making it convenient for trainees who are geographically dispersed. Distance training provides flexibility and accessibility, enabling individuals to learn at their own pace and from any location.

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  • 6. 

    Type of cooperative training in which trainees have on-the-job experience with guidance of skilled supervisor is classified as;

    • School to work transition

    • Distance training

    • Internships

    • Apprentice training

    Correct Answer
    A. Apprentice training
    Explanation
    Apprentice training is a type of cooperative training where trainees gain on-the-job experience under the guidance of a skilled supervisor. This form of training allows individuals to learn and develop practical skills in a specific trade or profession. It typically involves a combination of classroom instruction and hands-on work, enabling trainees to acquire the necessary knowledge and expertise to excel in their chosen field.

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  • 7. 

    Cooperative training type in which job training is combined with instructions from college classes is classified as;

    • Internship

    • Formal training

    • School to work transition

    • Distance training

    Correct Answer
    A. Internship
    Explanation
    An internship is a cooperative training type where individuals receive job training while also attending college classes. This allows them to gain practical experience in their field of study while continuing their education. Internships provide a valuable opportunity for students to apply their theoretical knowledge in real-world settings, develop relevant skills, and make professional connections. They often serve as a bridge between academia and the workplace, helping students transition smoothly from school to work. Therefore, the correct answer is internship.

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  • 8. 

    Apprentice training, internships and school-to-work transitions are classified as types of;

    • Online training

    • Cooperative training

    • Conference training

    • Distance training

    Correct Answer
    A. Cooperative training
    Explanation
    Apprentice training, internships, and school-to-work transitions are classified as types of cooperative training. This is because these forms of training involve a partnership between educational institutions and employers, where students gain practical work experience while also receiving formal education. Cooperative training programs aim to bridge the gap between classroom learning and real-world work experience, providing students with valuable skills and knowledge that will benefit them in their future careers.

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  • 9. 

    Which of these is an off - the - job training method?

    • Television

    • Job rotation

    • Orientation training

    • Coaching

    Correct Answer
    A. Television
  • 10. 

    Which of this is a step in training process ?

    • Rating scales

    • Interviews

    • Obstacles in system

    • KSA deficiency

    Correct Answer
    A. KSA deficiency
    Explanation
    KSA deficiency refers to a lack of knowledge, skills, and abilities needed for a particular job or task. In the context of the training process, identifying KSA deficiencies is an essential step. This involves assessing the skills and knowledge gaps of employees and determining what areas they need to improve on through training. By identifying KSA deficiencies, organizations can develop targeted training programs to address these gaps and enhance employee performance and productivity.

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  • 11. 

    Training within the industry (TWI) imparts training in

    • Job instructions

    • Job rotation

    • Job method

    • All of the above

    Correct Answer
    A. All of the above
    Explanation
    The correct answer is "All of the above" because training within the industry (TWI) encompasses all three aspects: job instructions, job rotation, and job method. TWI aims to improve the skills and knowledge of employees by providing training in various areas related to their job roles. Job instructions involve teaching employees how to perform specific tasks effectively. Job rotation involves exposing employees to different roles and responsibilities within the organization to enhance their overall understanding and skills. Job method training focuses on improving the efficiency and effectiveness of specific work methods or processes. Therefore, all three options are correct.

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  • 12. 

    Which of of the following is a method used in a group or organisational training needs assessment?

    • Consideration of current and projected changes

    • Use of evaluation models

    • Interviews

    • Questionnaires

    Correct Answer
    A. Consideration of current and projected changes
    Explanation
    Consideration of current and projected changes is a method used in a group or organizational training needs assessment. This method involves analyzing the current state of the organization and identifying any potential changes that may occur in the future. By considering these changes, the organization can determine the skills and knowledge that will be required to adapt to them and develop a training plan accordingly. This method helps ensure that the training provided aligns with the organization's current and future needs.

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  • 13. 

    Which of these is a hindrance to effective training?

    • Career planning workshop

    • Aggregate spending on training is inadequate

    • Mentoring

    • Career counselling

    Correct Answer
    A. Aggregate spending on training is inadequate
    Explanation
    The correct answer is "Aggregate spending on training is inadequate." This option suggests that a hindrance to effective training is the insufficient amount of money allocated to training programs. When there is not enough funding for training, it can limit the resources, materials, and opportunities available for employees to receive proper training and development. This can hinder their ability to acquire the necessary skills and knowledge for their roles, ultimately affecting the effectiveness of the training program.

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  • 14. 

    The four level model of training evaluation was developed by Donald Kirkpatrick?

    • True

    • False

    Correct Answer
    A. True
    Explanation
    The statement is true because Donald Kirkpatrick is indeed the developer of the four level model of training evaluation. This model is widely used in the field of training and development to assess the effectiveness and impact of training programs. The four levels include: reaction, learning, behavior, and results. Each level focuses on different aspects of training evaluation, starting from participants' immediate reactions to the training, to the knowledge and skills acquired, the application of those skills in the workplace, and ultimately the organizational results achieved as a result of the training.

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  • 15. 

    What does a Level 2 training evaluation measure?

    • Change in workplace behavior

    • Learning results

    • R.O.I

    • Business Results

    Correct Answer
    A. Learning results
    Explanation
    A Level 2 training evaluation measures the learning results of a training program. This includes assessing whether participants have acquired the knowledge, skills, and competencies that were intended to be taught during the training. It focuses on evaluating the effectiveness of the training in terms of the learning outcomes and whether the participants have gained the desired knowledge and skills.

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  • 16. 

    What is the goal of a Level Three Evaluation?

    • To determine what knowledge was learned

    • Measure how the attendee's feel about the program

    • To understand the extent to which trainees have changed their behavior

    • To determine the level of job satisfaction to the trainees

    Correct Answer
    A. To understand the extent to which trainees have changed their behavior
    Explanation
    The goal of a Level Three Evaluation is to understand the extent to which trainees have changed their behavior. This evaluation focuses on measuring the impact of the training program on the trainees' behavior and whether they have successfully applied the knowledge and skills gained from the training in their actual work. It helps assess the effectiveness of the training in bringing about behavioral changes and achieving the desired outcomes.

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  • 17. 

    What are the advantages of an attitude survey? 1) Standardization 2) Quickly processed 3)Easy to administer 4) Reliable

    • 1 and 2 only

    • 1, 2 and 3

    • 2 and 3 only

    • 1, 2, 3 and 4

    Correct Answer
    A. 1, 2 and 3
    Explanation
    An attitude survey has several advantages. Firstly, it allows for standardization, meaning that the questions and response options are consistent for all participants, ensuring reliable and comparable data. Secondly, attitude surveys can be quickly processed, allowing for efficient data collection and analysis. Lastly, attitude surveys are easy to administer, meaning that they can be easily distributed to participants and completed without much effort. Therefore, the correct answer is 1, 2, and 3, as all three advantages are mentioned.

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  • 18. 

    Which of the following is not a goal of summative evaluation?

    • Provide evidence for a cause and effect relationship

    • Assess long term effects

    • Provide data on impacts

    • Provide an opportunity to collect baseline data for future "impact" evaluations

    Correct Answer
    A. Provide an opportunity to collect baseline data for future "impact" evaluations
    Explanation
    The goal of summative evaluation is to assess the long-term effects and provide data on impacts of a program or intervention. It also aims to provide evidence for a cause and effect relationship. However, it does not specifically focus on providing an opportunity to collect baseline data for future "impact" evaluations.

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  • 19. 

    Method to meet the demands of shortened attention spans and allow learners to complete valuable developmental activities in a short time is known as?

    • Bite-Sized Resource

    • Gamification

    • Personalisation

    • Simulations

    Correct Answer
    A. Bite-Sized Resource
    Explanation
    The method of using bite-sized resources refers to breaking down learning materials into smaller, more manageable chunks. This allows learners to engage in short, focused activities that can be completed in a shorter amount of time. By providing information in smaller increments, learners can better retain and process the information, making it easier to meet the demands of shortened attention spans.

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  • 20. 

    Which of the following is not a characteristic of learning platforms?

    • Enable formal and social learning

    • Experiential learning

    • Facilitates an abbreviated approach to enterprise learning

    • Enable skills management

    Correct Answer
    A. Facilitates an abbreviated approach to enterprise learning
    Explanation
    This answer is correct because facilitating an abbreviated approach to enterprise learning is not a characteristic of learning platforms. Learning platforms typically provide a comprehensive and holistic approach to learning, allowing for formal and social learning, experiential learning, and skills management. An abbreviated approach would imply a condensed or limited learning experience, which is not typically associated with learning platforms.

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  • 21. 

    What factors should be considered by L&D leaders when designing learning programs for Gen Z?

    • Embrace collaboration and competition

    • Increase the gamification of training

    • Digital and mobile content and delivery

    • All of the above

    Correct Answer
    A. All of the above
    Explanation
    L&D leaders should consider embracing collaboration and competition, increasing the gamification of training, and using digital and mobile content and delivery when designing learning programs for Gen Z. Embracing collaboration and competition allows Gen Z learners to work together and compete with each other, which aligns with their preference for teamwork and friendly competition. Increasing the gamification of training makes learning more engaging and interactive for Gen Z, who are accustomed to playing video games and enjoy a challenge. Using digital and mobile content and delivery is essential as Gen Z is a tech-savvy generation that prefers learning through digital platforms and mobile devices.

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  • 22. 

    Micro-learning can increase knowledge retention and proficiency in ways that “one and done” training methods don’t?

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Micro-learning refers to the practice of delivering small, bite-sized pieces of information or training content to learners. This approach is effective in increasing knowledge retention and proficiency because it allows learners to focus on specific topics or skills in short bursts, making it easier for them to absorb and remember information. Unlike traditional "one and done" training methods, micro-learning provides repeated exposure to information over time, reinforcing learning and enhancing long-term retention. Therefore, it can be concluded that micro-learning can indeed increase knowledge retention and proficiency in ways that traditional training methods cannot.

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  • 23. 

    Which among the following is the new approach to fulfill emerging IT skills requirements?

    • Transitional model approach

    • System training approach

    • Train to Hire approach

    • Mobile recruitment

    Correct Answer
    A. Train to Hire approach
    Explanation
    The Train to Hire approach is the new approach to fulfill emerging IT skills requirements. This approach involves providing training to individuals with potential and then hiring them based on their performance during the training. It allows companies to bridge the skills gap by training individuals specifically for the required IT skills, ensuring that they have the necessary expertise before being hired. This approach is beneficial as it ensures that the workforce has the required skills and knowledge, leading to improved productivity and efficiency in the IT industry.

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  • 24. 

    What is a non-training need?

    • It reveals a gap, however this gap cannot be filled (or fixed) with training.

    • It reveals a performance gap, and the gap can be filled with training.

    • None of the above

    • Both (a) and (b)

    Correct Answer
    A. It reveals a gap, however this gap cannot be filled (or fixed) with training.
    Explanation
    A non-training need refers to a gap in performance or skills that cannot be addressed through training. This means that even if training is provided, it will not be effective in closing the gap or improving performance. Therefore, the correct answer is that a non-training need reveals a gap, but this gap cannot be filled or fixed with training.

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  • 25. 

    What are the three levels at which Training Need Assessment (TNA) is conducted?

    • Interpersonal, Intrapersonal and social

    • Organisational, Operational and Individual

    • Entry level, operational level and management level

    • All of the above

    Correct Answer
    A. Organisational, Operational and Individual
    Explanation
    Training Need Assessment (TNA) is conducted at three levels: Organisational, Operational, and Individual. At the organisational level, TNA helps identify the training needs of the entire organization and align them with its goals and objectives. Operational level TNA focuses on the specific training needs of different departments or units within the organization. Individual level TNA is conducted to assess the training needs of individual employees based on their skills, knowledge, and job requirements. Conducting TNA at these three levels ensures that training programs are targeted and effective in addressing the needs of the organization and its employees.

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  • 26. 

    What is Training Needs Assessment?

    • The wide variety of methods or tools that educators use to evaluate, measure, and document the academic readiness, learning progress, skill acquisition, or educational needs of students

    • Teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies.

    • The process to identify "gaps" between current performance and department/organizational objectives.

    • None of the above

    Correct Answer
    A. The process to identify "gaps" between current performance and department/organizational objectives.
    Explanation
    Training Needs Assessment is the process of identifying gaps between current performance and department/organizational objectives. It involves evaluating and analyzing the skills, knowledge, and competencies required for employees to perform their jobs effectively. By conducting a training needs assessment, organizations can identify areas where additional training or development is needed to bridge the gap and improve overall performance. This process helps ensure that training efforts are targeted and aligned with the specific needs of the organization.

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  • 27. 

    Which of the following is the correct sequence of steps involved in Training Needs Assessment?

    • Design , Testing, Implementation, Analysis & Evaluation and Need Assessment

    • Need Assessment, Design, Implementation, Testing and Analysis & Evaluation

    • Analysis &Evaluation, Need assessment , Design, Testing and Implementation

    • Need Assessment, Design, Testing, Implementation and Analysis &Evaluation

    Correct Answer
    A. Need Assessment, Design, Testing, Implementation and Analysis &Evaluation
    Explanation
    The correct sequence of steps involved in Training Needs Assessment is as follows: first, conducting a Need Assessment to identify the training needs of individuals or the organization; then, designing the training program based on the identified needs; next, testing the training program to ensure its effectiveness and suitability; after that, implementing the training program by delivering the training to the individuals or organization; finally, analyzing and evaluating the training program to assess its impact and effectiveness. This sequence ensures that the training needs are properly identified, addressed, and evaluated.

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  • 28. 

    Which of the following is not a method of Training Needs Assessment?

    • Questionnaire

    • Personal Interviews

    • Survey

    • Past Work Experience

    Correct Answer
    A. Past Work Experience
    Explanation
    Past work experience is not a method of training needs assessment because it refers to the previous work history and skills of an individual. While past work experience can provide valuable insights into an individual's capabilities and areas of expertise, it does not directly assess their training needs. Training needs assessment typically involves methods such as questionnaires, personal interviews, and surveys to gather information about an individual's current skills, knowledge, and areas for improvement in order to design effective training programs.

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  • 29. 

    Among the following, which is not an essential quality of an effective trainers?

    • Excellent communication skills

    • Continuous learning

    • Innovative thinking ability

    • Excellent political knowledge

    Correct Answer
    A. Excellent political knowledge
    Explanation
    An effective trainer does not necessarily need to have excellent political knowledge. While it may be beneficial for trainers to have a basic understanding of the political landscape, it is not an essential quality for their role. The essential qualities of an effective trainer include excellent communication skills, continuous learning, and innovative thinking ability. These qualities enable trainers to effectively communicate information, adapt to new learning methods, and think creatively to engage and inspire their trainees.

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  • 30. 

    An effective trainers should have the ability to measure and assess staff training needs.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    An effective trainer should have the ability to measure and assess staff training needs because this allows them to identify the specific areas where employees may require additional training or development. By understanding the training needs of the staff, trainers can design and deliver targeted training programs that address these needs, resulting in improved performance and productivity. This also helps trainers to allocate resources effectively and ensure that the training provided is relevant and beneficial for the staff.

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  • Current Version
  • Jan 30, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Oct 30, 2019
    Quiz Created by
    Rohan

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