What Do You Know About Training And Development? Trivia Quiz

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  • 1/113 Questions

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

    • True
    • False
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About This Quiz

What Do You Know About Training And Development? The education system in most countries is structured in a way that improves the ability of people to carry out a task in a way that most cannot. Do you know that it is important to improve your skills in the career you choose through continuous training? Take this quiz and see See morewhat new facts you may gather on training and development.

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

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  • 2. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Assessment centers are useful for development purposes because they provide participants with valuable feedback on their strengths and weaknesses. This feedback allows individuals to gain a deeper understanding of their abilities and areas for improvement, which is crucial for personal and professional growth. By receiving this feedback, participants can make informed decisions about their development goals and take appropriate actions to enhance their skills and performance. Overall, assessment centers serve as effective tools for development by offering meaningful feedback that helps individuals identify their strengths and weaknesses.

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  • 3. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    The statement is true because O-J-T, which stands for on-the-job training, typically involves four main components. The first component is "Tell," where the trainee is provided with instructions and information about the task or skill they are learning. The second component is "Show," where the trainer demonstrates the task or skill to the trainee. The third component is "Do," where the trainee practices and performs the task or skill under the guidance of the trainer. Lastly, the fourth component is "Review," where the trainer provides feedback and evaluates the trainee's performance. These four components are commonly used in on-the-job training programs to ensure effective learning and skill development.

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  • 4. 

    Personal knowledge based on individual experience is called

    • Explicit knowledge

    • Learning

    • SWOT

    • Tacit knowledge

    Correct Answer
    A. Tacit knowledge
    Explanation
    Tacit knowledge refers to personal knowledge that is based on individual experience and is difficult to articulate or transfer to others. It is often acquired through observation, practice, and intuition, and is deeply rooted in an individual's skills, beliefs, and values. Unlike explicit knowledge, which can be easily documented and shared, tacit knowledge is subjective and context-dependent. It plays a crucial role in decision-making, problem-solving, and innovation, and is often shared through informal interactions and socialization within organizations.

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  • 5. 

    Human resource planning

    • Eliminates the need for training.

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

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

    • Involves having employees plan their career paths.

    Correct Answer
    A. Allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities.
    Explanation
    Human resource planning allows the company to anticipate its future human resource needs and identify areas where training can be provided to prepare employees for increased responsibilities. This means that the company can proactively identify the skills and competencies that will be required in the future and ensure that its workforce is adequately trained to meet those needs. By doing so, the company can avoid the need for last-minute training or recruitment, saving time and resources. Additionally, this approach helps in employee development and career progression, as they can receive the necessary training to take on higher-level roles within the organization.

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  • 6. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Blended learning, which combines online and in-person instruction, has been proven to be more effective than face-to-face instruction alone in motivating trainees to learn. This is because blended learning offers a more interactive and engaging learning experience, allowing trainees to access a variety of resources and engage in activities that cater to their individual learning styles and preferences. The combination of online and in-person components also provides flexibility and convenience, making it easier for trainees to access and engage with the material. Overall, the research supports the idea that blended learning is indeed more effective in motivating trainees to learn.

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  • 7. 

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

    • Questionnaires

    • Observation

    • Focus groups

    • Interviews

    Correct Answer
    A. Questionnaires
    Explanation
    Questionnaires are a cost-effective method of data collection as they are inexpensive and can be distributed to a large number of individuals. This allows for a wide range of data to be collected, providing a broader perspective on the topic. However, questionnaires may lack depth and detail as they often rely on closed-ended questions. Additionally, analyzing and interpreting the data from questionnaires can be time-consuming. Therefore, while questionnaires have advantages such as cost-efficiency and the ability to collect data from a large sample size, they also have limitations in terms of detail and time requirements.

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  • 8. 

    The business-embedded model

    • Emphasizes classroom training.

    • De-emphasizes the role of the manager in training.

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

    • Abandons the notion of customer-orientation.

    Correct Answer
    A. Involves all people in the training process to communicate and share resources.
    Explanation
    The correct answer is that the business-embedded model involves all people in the training process to communicate and share resources. This means that everyone in the organization is involved in the training process, not just the trainers or managers. This approach encourages collaboration and knowledge sharing among all employees, leading to a more effective and comprehensive training program. It recognizes the value of input and contributions from all individuals, fostering a culture of continuous learning and development within the organization.

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  • 9. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Turnover rates and quality of job candidates are indeed examples of measures of success of career management systems. Turnover rates refer to the rate at which employees leave a company, and a low turnover rate indicates that the career management system is effective in retaining employees. On the other hand, the quality of job candidates refers to the caliber of individuals applying for positions within the organization. If the career management system is successful, it will attract high-quality candidates who are a good fit for the company. Therefore, both turnover rates and quality of job candidates are valid indicators of the success of career management systems.

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  • 10. 

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

    • Increasing the worker’s self-efficacy

    • Setting learning goals for the worker

    • Modeling the desired behavior.

    • Raising the valence of the behavior.

    Correct Answer
    A. Increasing the worker’s self-efficacy
    Explanation
    The manager is increasing the worker's self-efficacy by assuring them that they can learn the new company software. By reminding the employee that they had learned the old system quickly, the manager is instilling confidence in the employee's ability to adapt and learn new things. This can boost the employee's belief in their own capabilities and increase their motivation to learn and perform well with the new software.

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  • 11. 

    The corporate university model

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

    • Involves sending trainees back to school.

    • Involves reimbursing trainees for attending college courses.

    • Is essentially the same as the faculty model.

    Correct Answer
    A. Centralizes training to ensure that the best training practices are used company wide.
    Explanation
    The correct answer is centralizes training to ensure that the best training practices are used company wide. This means that the corporate university model focuses on consolidating training efforts in order to ensure that the most effective and efficient training methods are implemented throughout the entire company. This approach helps to standardize training practices and promote consistency in the quality of training provided to employees. It is different from sending trainees back to school or reimbursing them for attending college courses, as it is more about internal training within the company rather than external education.

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  • 12. 

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

    • Explicit

    • Implicit

    • Internalized

    • Tacit

    Correct Answer
    A. Tacit
    Explanation
    Tacit knowledge refers to personal knowledge that is gained through individual experience and personal communication, such as discussions and demonstrations. It is the type of knowledge that is difficult to articulate or transfer to others, as it is deeply rooted in an individual's subconscious and is often unspoken or unconscious. Unlike explicit knowledge, which can be easily documented and shared, tacit knowledge is more subjective and context-dependent. Therefore, the correct answer is tacit.

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  • 13. 

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

    • True

    • False

    Correct Answer
    A. False
    Explanation
    Tasks that are rated as infrequently performed and low difficulty should be included in a training program. This is because even though these tasks are not performed often and may seem easy, they still require training to ensure that individuals have the necessary skills and knowledge to perform them correctly. By including these tasks in a training program, individuals can gain a comprehensive understanding of all tasks, regardless of their frequency or difficulty level.

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  • 14. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Self-directed learning refers to a process where individuals take responsibility for their own learning and set their own goals. Unlike other types of training programs where there may be a set curriculum and timeline, self-directed learning allows individuals to learn at their own pace and based on their own interests and needs. This freedom and flexibility can result in a longer development time as individuals may take more time to explore different resources, experiment with different learning methods, and reflect on their progress. Therefore, it is reasonable to conclude that development time for self-directed learning is longer than for other types of training programs.

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  • 15. 

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

    • Summative

    • Normative

    • Formative

    • Transfer

    Correct Answer
    A. Summative
    Explanation
    Summative evaluation is used to measure the overall outcomes and effectiveness of training. It focuses on assessing the trainees' level of knowledge, skills, and abilities after completing the training program. This type of evaluation is typically conducted at the end of the training and provides a comprehensive assessment of the trainees' performance. It helps determine the extent to which the training has achieved its objectives and whether the trainees have experienced any significant changes as a result of the training.

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  • 16. 

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

    • Intellectual skills

    • Attitudes

    • Cognitive strategies

    • Motor skills

    Correct Answer
    A. Cognitive strategies
    Explanation
    The ability to use several different approaches to diagnosing a computer software problem demonstrates cognitive strategies. Cognitive strategies refer to the mental processes and techniques used to solve problems, make decisions, and think critically. In this case, the individual is utilizing various methods and techniques to diagnose the software problem, indicating the use of cognitive strategies.

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  • 17. 

    When tasks are complex, the best type of practice is:

    • Massed.

    • Spaced

    • Whole.

    • Part.

    Correct Answer
    A. Spaced
    Explanation
    Spaced practice is the best type of practice when tasks are complex because it involves distributing practice sessions over time with intervals of rest in between. This allows for better retention and retrieval of information, as well as deeper understanding and problem-solving skills. It helps to reinforce learning and prevent forgetting, leading to long-term mastery of complex tasks. Massed practice, on the other hand, involves cramming all practice sessions together without breaks, which can lead to fatigue, decreased concentration, and less effective learning.

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  • 18. 

    The company's reason for existing is the

    • SWOT analysis.

    • Vision.

    • Values.

    • Mission.

    Correct Answer
    A. Mission.
    Explanation
    The company's reason for existing is its mission. A mission statement outlines the purpose and goals of a company, guiding its actions and decisions. It defines what the company aims to achieve and how it plans to do so. A mission statement helps the company stay focused on its core objectives and serves as a framework for its strategic planning. A SWOT analysis assesses the company's strengths, weaknesses, opportunities, and threats, while the vision statement describes the desired future state of the company. Values, on the other hand, represent the guiding principles and beliefs that shape the company's culture and behavior.

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  • 19. 

    All of the following statements regarding cognitive ability are true except:

    • It is related to successful job performance in all jobs.

    • It includes verbal comprehension, quantitative and reasoning abilities.

    • Cognitive ability influences learning.

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

    Correct Answer
    A. Cognitive ability is more important for lower-level than more complex jobs.
    Explanation
    Cognitive ability is important for successful job performance in all jobs, as it influences learning and includes verbal comprehension, quantitative, and reasoning abilities. However, the given answer states that cognitive ability is more important for lower-level jobs than more complex jobs. This statement is incorrect because cognitive ability is important for job performance regardless of the level of complexity.

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  • 20. 

    Collecting information & providing feedback about behavior, communication style, values & skills

    • Employee data

    • HR planning

    • Assessment

    • Testing procedures

    Correct Answer
    A. Assessment
    Explanation
    The given answer, "assessment," is the correct choice because it accurately describes the process of collecting information and providing feedback about various aspects of an employee, such as their behavior, communication style, values, and skills. Assessments are commonly used in HR planning to evaluate employees and make informed decisions about their performance, development, and potential. These assessments can involve various testing procedures to gather data and insights about employees' capabilities and suitability for specific roles or responsibilities.

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  • 21. 

    Cross-cultural preparation

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

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

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

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

    Correct Answer
    A. Should help to prepare the expatriate and his/her family for cultural differences.
    Explanation
    Cross-cultural preparation should help to prepare the expatriate and his/her family for cultural differences. This is because when an employee is sent to work in a foreign country, it is important for both the employee and their family to be aware of and prepared for the cultural differences they may encounter. This preparation can help the employee and their family adjust more easily to their new environment and avoid misunderstandings or conflicts. The company has a responsibility to support their employees and ensure their successful integration into the new culture, which includes providing cross-cultural preparation for both the employee and their family.

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  • 22. 

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

    • Vietnam

    • Canada

    • Scotland

    • France

    Correct Answer
    A. Vietnam
    Explanation
    The rigor of pre-departure training should be highest for an expatriate assigned to Vietnam because it is a country with a significantly different cultural and business environment compared to the other options. Vietnam has a unique history, language, and customs that may require expatriates to undergo extensive training to effectively navigate and succeed in their assignments. In contrast, Canada, Scotland, and France have cultural similarities and business practices that are more familiar to Western expatriates, making the need for rigorous training less necessary.

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  • 23. 

    All of the following statements regarding cognitive ability are true except:

    • It is related to successful job performance in all jobs.

    • It includes verbal comprehension, quantitative and reasoning abilities.

    • Cognitive ability influences learning.

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

    Correct Answer
    A. Cognitive ability is more important for lower-level than more complex jobs.
    Explanation
    The given answer states that cognitive ability is more important for lower-level than more complex jobs. However, this statement is not true. Cognitive ability is important for job performance in all types of jobs, regardless of their complexity. Cognitive ability includes verbal comprehension, quantitative and reasoning abilities, and it influences learning. Therefore, the correct statement should be that cognitive ability is related to successful job performance in all jobs, rather than being more important for lower-level jobs.

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  • 24. 

    The first step in the succession planning process is ___________

    • Develop the succession planning review.

    • Determine how employee potential will be measured

    • Identify the employees who are included in the plan.

    • Identify what positions are included in the plan.

    Correct Answer
    A. Identify what positions are included in the plan.
    Explanation
    The first step in the succession planning process is to identify what positions are included in the plan. This is important because it helps to determine which roles within the organization are critical and require a succession plan. By identifying the positions, the organization can then focus on developing strategies to fill those positions with qualified individuals in the event of a vacancy. This step sets the foundation for the rest of the succession planning process.

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  • 25. 

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

    • True

    • False

    Correct Answer
    A. False
    Explanation
    Programs that emphasize near transfer should teach specific skills and strategies that can be directly applied to similar tasks or situations. Near transfer focuses on the transfer of knowledge or skills from one context to another that is very similar. Teaching general concepts and broad principles would be more aligned with far transfer, which involves applying knowledge or skills to different contexts or domains. Therefore, the given statement is false.

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  • 26. 

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

    • Reinforcement

    • Goal setting

    • Social learning

    • Expectancy

    Correct Answer
    A. Social learning
    Explanation
    The learning theory that best fits learning by observation is social learning. Social learning theory suggests that individuals learn by observing others and imitating their behavior. In the given quote by Will Rogers, he mentions three kinds of men, one of which learns by observation. This implies that individuals can acquire knowledge and skills by observing others without having to personally experience the consequences of their actions. Therefore, social learning theory aligns with the concept of learning by observation described in the quote.

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  • 27. 

    EPSS

    • Evaluated Performance Support System

    • Electronic Performance Support System

    • Electronic Proficiency Support System

    • Evaluated Proficiency Support System

    Correct Answer
    A. Electronic Performance Support System
    Explanation
    An EPSS, or Electronic Performance Support System, is a type of technology that provides users with on-demand access to information, tools, and resources to help them perform tasks more effectively and efficiently. It is designed to support and enhance job performance by providing real-time guidance, training, and assistance. The term "Electronic" refers to the use of digital technology, while "Performance Support System" indicates its purpose of supporting and improving performance in a specific context. Therefore, the correct answer is Electronic Performance Support System.

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  • 28. 

    Online learning is most effective for teaching _________

    • Complex analytical skills.

    • Conceptual skills.

    • Interpersonal skills.

    • Cognitive knowledge.

    Correct Answer
    A. Cognitive knowledge.
    Explanation
    Online learning is most effective for teaching cognitive knowledge because it allows for the efficient delivery of information and resources. Online platforms provide a variety of multimedia tools, interactive activities, and self-paced learning modules that can enhance the acquisition and retention of cognitive knowledge. Additionally, online learning allows for personalized learning experiences, enabling learners to access and review content at their own pace and in their preferred learning style. This flexibility and accessibility make online learning an ideal method for teaching cognitive knowledge, which involves understanding and applying factual information, theories, and concepts.

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  • 29. 

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

    • Employee turnover is low

    • Task performance is infrequent.

    • The consequences of error are damaging.

    • The task is lengthy, difficult and information intensive.

    Correct Answer
    A. Employee turnover is low
    Explanation
    When employee turnover is low, it means that employees are staying with the organization for a longer period of time. This implies that there is stability within the workforce and employees are likely to have developed a certain level of expertise and knowledge. Therefore, in this situation, training support may not be as necessary as compared to the other options provided.

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  • 30. 

    The best needs assessment method for sexual harassment and diversity issues is:

    • Observation.

    • Focus groups

    • Questionnaires.

    • Online technology.

    Correct Answer
    A. Focus groups
    Explanation
    Focus groups are the best needs assessment method for sexual harassment and diversity issues because they provide a platform for open discussion and sharing of experiences. They allow participants to express their opinions, concerns, and suggestions in a group setting, which can lead to a deeper understanding of the issues at hand. This method encourages dialogue and interaction among participants, enabling the identification of common themes and perspectives. It also allows the facilitator to probe further and ask follow-up questions to gain more insights. Overall, focus groups provide a rich source of qualitative data that can inform the development of effective strategies and interventions.

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  • 31. 

    Training

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

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

    • Activities tend to be more voluntary than development activities.

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

    Correct Answer
    A. Is focused on current job performance, while development focuses on the future.
    Explanation
    Training is focused on current job performance, while development focuses on the future. Training typically involves acquiring the necessary skills and knowledge to perform a specific job or task effectively in the present. It aims to improve job performance and enhance productivity in the current role. On the other hand, development activities are more future-oriented and aim to prepare individuals for future responsibilities and roles within the organization. Development activities focus on building broader skills, knowledge, and competencies that can be applied to future roles and career advancement.

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  • 32. 

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

    • Will be used for one or two years

    • Focuses on an operational issue

    • Is linked to a companywide strategy

    • Has management interest

    Correct Answer
    A. Will be used for one or two years
    Explanation
    The training will be used for one or two years is not a factor indicating use of an ROI analysis because the duration of use does not necessarily determine whether an ROI analysis is needed. An ROI analysis is typically used to assess the financial return on investment for a particular training program or initiative. Factors such as focusing on an operational issue, being linked to a companywide strategy, and having management interest are more relevant indicators for the use of an ROI analysis.

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  • 33. 

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

    • Cognitive

    • Identical elements

    • Stimulus generalization

    • Near and far

    Correct Answer
    A. Cognitive
    Explanation
    Application assignments are most commonly associated with the cognitive theory of transfer because they require learners to apply their knowledge and skills to real-world situations. This theory suggests that learning is most effective when learners are able to transfer their knowledge and skills from one context to another. Application assignments provide learners with the opportunity to practice and apply what they have learned in a meaningful and practical way, which enhances their ability to transfer that knowledge to new situations.

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  • 34. 

    The first step in the strategic training and development process is

    • Identifying metrics.

    • Identify the business strategy.

    • Evaluate the needs.

    • Assessment.

    Correct Answer
    A. Identify the business strategy.
    Explanation
    In the strategic training and development process, the first step is to identify the business strategy. This is crucial because understanding the organization's overall goals and objectives helps in aligning the training and development initiatives with the strategic direction. By identifying the business strategy, the training and development team can determine the specific skills and competencies required to support the strategy and develop training programs accordingly. This step ensures that the training efforts are focused and contribute to the overall success of the organization.

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  • 35. 

    Ability to apply learned skills when work not identical to training

    • Near tranfer

    • Long transfer

    • Close transfer

    • Far transfer

    Correct Answer
    A. Far transfer
    Explanation
    Far transfer refers to the ability to apply learned skills or knowledge in a context that is different or unrelated to the original training. In other words, it involves the application of skills in a new or unfamiliar situation that requires the individual to adapt and generalize their learning. Far transfer is considered a higher level of transfer as it demonstrates a deeper understanding and the ability to apply knowledge in a broader range of contexts. This is in contrast to near transfer, which involves applying skills in a similar or closely related context, and long transfer, which refers to the ability to apply skills over an extended period of time.

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  • 36. 

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

    • Employees gain control over when and where they receive training.

    • Trainee travel costs are reduced

    • Coaching and mentoring are improved

    • Paperwork and administrative time are reduced

    Correct Answer
    A. Coaching and mentoring are improved
    Explanation
    The benefits of using technology in training include employees gaining control over when and where they receive training, reduced trainee travel costs, and reduced paperwork and administrative time. However, coaching and mentoring are not directly improved by the use of technology in training.

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  • 37. 

    The components of team learning are

    • Knowledge, attitude, and behavior.

    • Skills, abilities, and beliefs.

    • Summative, formative, evaluative.

    • Proactive, reactive, reflective.

    Correct Answer
    A. Knowledge, attitude, and behavior.
    Explanation
    The components of team learning are knowledge, attitude, and behavior. These three elements are essential for effective team learning. Knowledge refers to the understanding and information that team members possess. Attitude represents the mindset and approach towards learning and collaboration. Behavior refers to the actions and interactions of team members. Together, these components contribute to a positive and productive team learning environment, where members share knowledge, have a positive attitude towards learning, and engage in behaviors that facilitate learning and collaboration.

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  • 38. 

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

    • Time series

    • Posttest only

    • Pretest/posttest comparison group

    • Pretest/posttest

    Correct Answer
    A. Pretest/posttest comparison group
    Explanation
    A pretest/posttest comparison group evaluation design should be used if an organization wants to determine which of two training programs is best. This design involves dividing participants into two groups, one receiving one training program and the other receiving the other program. Both groups are tested before and after the training to measure any changes in their knowledge or skills. By comparing the pretest and posttest scores of the two groups, the organization can determine which training program is more effective.

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  • 39. 

    The expectations that employers and employees have about each other is called a

    • Psychological contract.

    • Protean career.

    • Psychological success.

    • Career plateau.

    Correct Answer
    A. Psychological contract.
    Explanation
    The term "psychological contract" refers to the mutual expectations and obligations that exist between employers and employees. It is an unwritten agreement that outlines the terms and conditions of the working relationship, including the expectations, responsibilities, and rewards. This concept recognizes that there is more to the employment relationship than just the formal contract or job description, and that both parties have certain expectations of each other.

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  • 40. 

    Companies that have evaluated their tuition aid reimbursement programs have found they accomplish all except ________

    • Increase retention rates.

    • Lead to reduced development costs.

    • Increase employees’ readiness for promotion.

    • Improve job performance.

    Correct Answer
    A. Lead to reduced development costs.
    Explanation
    Companies that have evaluated their tuition aid reimbursement programs have found that they accomplish all the mentioned outcomes, except for leading to reduced development costs. This means that tuition aid reimbursement programs are effective in increasing retention rates, increasing employees' readiness for promotion, and improving job performance. However, they do not directly contribute to reducing development costs within the company.

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  • 41. 

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

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Employers are not legally obligated to provide reasonable accommodation in a training program for a disabled employee unless the employee specifically requests it. This means that if the disabled employee does not ask for any accommodations, the employer is not required to make any adjustments or modifications to the training program. However, if the employee does request reasonable accommodation, the employer is then obligated to engage in an interactive process to determine the appropriate accommodations that can be made to ensure equal opportunity and access for the disabled employee.

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  • 42. 

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

    • Distance learning

    • CD-ROM

    • Simulations

    • Intelligent tutoring

    Correct Answer
    A. Distance learning
    Explanation
    Distance learning refers to a method of education where students and instructors are physically separated and communicate through technology. Compared to other technology-based training methods such as CD-ROM, simulations, and intelligent tutoring, distance learning has the lowest level of transfer of training. This means that learners may struggle to apply the knowledge and skills gained through distance learning to real-life situations. This could be due to the lack of hands-on experience, limited interaction with instructors, and the potential for distractions or lack of motivation in a remote learning environment.

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  • 43. 

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

    • An expert system

    • EPSS

    • An LMS

    • Computer-based training

    Correct Answer
    A. Computer-based training
    Explanation
    Computer-based training is an interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer analyzes responses and provides feedback. This form of training allows individuals to learn at their own pace and receive immediate feedback on their performance. It is a cost-effective and efficient way to deliver training materials and can be customized to meet the specific needs of the trainee.

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  • 44. 

    Criteria relevance is

    • An issue of whether training covered the necessary material.

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

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

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

    Correct Answer
    A. The extent to which training outcomes are related to the learned capabilities emphasized in the training program.
    Explanation
    Criteria relevance refers to the extent to which the outcomes of training are related to the learned capabilities that were emphasized in the training program. In other words, it measures how well the training outcomes align with the specific skills and knowledge that were intended to be developed through the training. This criterion focuses on the effectiveness of the training program in achieving its goals and objectives, ensuring that the training outcomes are directly applicable to the skills and capabilities that were taught.

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  • 45. 

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

    • 90, 50

    • 80, 40

    • 60, 30

    • 40, 10

    Correct Answer
    A. 60, 30
    Explanation
    Research shows that just over 60 percent of employees successfully transfer training immediately after completing training and 30 percent one year after training. This means that a majority of employees are able to apply the knowledge and skills learned during training in their job immediately after completing the training. However, the percentage drops after one year, indicating that some employees may not retain or continue to apply the training over time.

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  • 46. 

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

    • The stimulus generalization approach

    • Poor cognitive theory transfer

    • Negative transfer

    • Far transfer

    Correct Answer
    A. Negative transfer
    Explanation
    The correct answer is negative transfer. This is because the story of the wreck on the brother's motorcycle is being used as an example of a situation where previous learning or skills are hindering the ability to perform a new task or transfer knowledge effectively. Negative transfer occurs when prior knowledge or skills have a negative impact on learning or performance in a new context. In this case, the story of the wreck is likely being used to illustrate how previous experiences can lead to negative transfer and hinder the ability to ride a motorcycle effectively.

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  • 47. 

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

    • Lesson objectives

    • Detailed lesson plans

    • Course objectives

    • A lesson plan overview

    Correct Answer
    A. A lesson plan overview
    Explanation
    A lesson plan overview matches major activities of the training program and specific times or time intervals. It provides a summary of the lesson plan, highlighting the main activities and the timeline for each activity. This allows trainers or instructors to have a clear understanding of what needs to be covered in the lesson and how much time should be allocated for each activity. The lesson plan overview helps ensure that the training program is well-organized and that all the necessary content is covered within the given timeframe.

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  • 48. 

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

    • Social learning

    • Goal setting

    • McClelland’s n-ach

    • Reinforcement

    Correct Answer
    A. Reinforcement
    Explanation
    Reinforcement theory suggests that behavior can be strengthened or weakened based on the consequences that follow it. In the given scenario, the program to improve safety behavior relies primarily on reinforcement theory as it involves posting data on safe work behavior and supervisor recognition of safe behaviors. By providing positive reinforcement, such as recognition and rewards, for safe behaviors, the program aims to encourage employees to continue practicing safe work behavior.

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  • 49. 

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

    • Benchmark

    • Task

    • Person

    • Organizational

    Correct Answer
    A. Organizational
    Explanation
    Organizational analysis asks the questions, "Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees, managers, vendors) have an interest in seeing training succeed?" This type of analysis focuses on understanding the overall organizational context and the various stakeholders involved in the training program. It considers how the program will be perceived by employees and identifies key individuals or groups who have a vested interest in its success.

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Quiz Review Timeline (Updated): Mar 21, 2023 +

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  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • May 01, 2012
    Quiz Created by
    Sbmccla

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