Chapter 8: Training, Development, and Careers

Test Bank

Multiple Choice

1. A(n) ______ is a systematic evaluation of the organization, the jobs, and the employees to determine where training is most needed and what type of training is needed.

A. compliance training

B. training transfer

C. training needs assessment

D. organizational analysis

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Knowledge

Answer Location: Training Needs Assessment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

2. Colleen is an instructional designer for ABC Company and works closely with the human resource team when there is a training request. She determines what training is needed and ensures that the goals of the training are aligned with the organization’s strategy. What is Colleen’s process an example of?

A. organizational analysis

B. compliance training

C. training needs assessment

D. job analysis

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Application

Answer Location: Training Needs Assessment

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

3. What is the benefit of a training needs assessment?

A. to determine whether training is needed

B. to determine how good the previous training was

C. to determine the cost of training

D. to determine organizational goals and strategies

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Training Needs Assessment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

4. Roderic is a new human resource professional at a company. He will be working to develop a training program for a new business that the company is launching. Which component in the training needs assessment process should Roderic use first to learn more about the organization so that he aligns the training to the company’s goals and strategies?

A. managerial analysis

B. organizational analysis

C. job analysis

D. person analysis

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Analysis

Answer Location: Organizational Analysis

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

5. When conducting an organizational analysis, the training manager asks questions to understand the organization’s attitudes about training. Attitudes about training are part of the company’s______.

A. resources

B. goals

C. strategies

D. culture

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Organizational Analysis

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

6. An organization that tends to invest few resources in new hire training because it focuses on hiring the best talent is using the ______ strategy.

A. develop

B. sell

C. buy

D. SME

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Organizational Resources

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

7. Paloma works for a lawn care company. To maintain the organization’s safety certification, 2 hr of annual training for employees is required by law. This requirement is an example of how ______ affects training programs.

A. organizational resources

B. the external environment

C. ethical decision-making

D. the Uniform Guidelines

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: External Environment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

8. ______ training programs are required by employers to conform with current government guidelines and to avoid legal liability.

A. Compliance

B. Transfer

C. Legal

D. Needs assessment

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Knowledge

Answer Location: External Environment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

9. Which approach to job analysis is well suited for the development of training?

A. task–KSAO

B. questionnaires

C. interviews

D. observations

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Knowledge

Answer Location: Job Analysis

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

10. Considering the characteristics of employees when developing a training program is referred to as ______.

A. job analysis

B. person analysis

C. needs analysis

D. performance analysis

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Person Analysis

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

11. Thad is a car salesman. When customers buy a car, they are asked to complete a customer satisfaction survey to evaluate their experience with Thad. In planning for training, this is an example of ______.

A. obtaining person analysis data

B. job performance simulation

C. job analysis

D. training goal development

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Application

Answer Location: Identifying KSAOs and Candidates for Development

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

12. Jeb is responsible for training school bus drivers on ways to manage children’s behavior on the bus. The vast majority of drivers are retired and do this work for extra income. He recalls from their applications that only a few drivers indicated they are comfortable using computers. Based on the demographics of these bus drivers, which training delivery method might Jeb want to avoid?

A. lectures

B. on-the-job training

C. behavioral modeling

D. eLearning

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Analysis

Answer Location: Trainee Demographics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

13. A test is one way to collect data for a ______.

A. needs assessment

B. person analysis

C. job analysis

D. performance simulation

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Developing Training Goals

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

14. Kevin made a mistake using a piece of machinery on the job. Consequently, a coworker was injured. An external regulator who came in to investigate determined that Kevin was trained insufficiently to be running the machine. For what is the company liable?

A. compliance training

B. safety training

C. ethics training

D. negligent training

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Analysis

Answer Location: External Environment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

15. Hermia is a highly skilled surgeon who specializes in a complex procedure. She is training a number of medical residents on the procedure. What does this exemplify?

A. role modeling to improve diversity

B. a subject matter expert as a trainer

C. mentoring to improve motivation

D. coaching to increase results

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Application

Answer Location: Organizational Resources

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

16. Which statement best describes learning?

A. the completion of effective training

B. the attainment of a sense of mastery

C. the acquisition of new knowledge, skills, and behaviors

D. the accomplishment of a task

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Enhancing Learning

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

17. ______, or a person’s belief that they can accomplish a task, is one of the most important predictors of training effectiveness.

A. Trainee motivation

B. Self-efficacy

C. Cognitive ability

D. Socialization

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

18. Lisa is confident she will make it through sales training without any problems. Rachel, on the other hand, does not think she will do well. Lisa’s training goes well, and despite some challenges, she successfully completes training and is ready to move forward in her role on-the-job. Rachel, however, quickly gives up when she is challenged and does not make it through the training. This is an example of how ______ can influence the effectiveness of training.

A. self-efficacy

B. incentives

C. goals

D. motivation

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Application

Answer Location: Trainee Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

19. Goal setting theory and expectancy theory are important to understand because ______ is a significant predictor of training success.

A. trainee motivation

B. self-efficacy

C. massed learning

D. results criteria

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

20. Macrae, a manager, set goals for his team that are achievable yet challenging. He believes this strategy motivates his team to be high performers. What does this illustrate?

A. goal setting theory

B. feedback

C. expectancy theory

D. metacognitive theory

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Application

Answer Location: Trainee Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

21. ______ states that setting specific, difficult yet achievable objectives for people will lead to the highest performance.

A. Self-efficacy

B. Goal setting theory

C. Expectancy theory

D. Massed learning

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

22. ______ suggests that if a person sees that their efforts will lead to greater performance, and if they believe that performance will lead to an outcome that they value, they will be more motivated.

A. Goal setting

B. Spaced learning

C. Expectancy

D. Massed learning

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

23. Lamarre is completing training at an automotive company, where he is learning to be an airbag technician. What action on Lamarre’s part demonstrates metacognitive skills?

A. seeking help

B. trying harder

C. self-assessment

D. seeking feedback

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

24. ______ skills include the person’s ability to step back and assess their own performance. For example, stepping back to ask whether they are doing well in training.

A. Metacognitive

B. Feedback

C. Informing

D. Transfer

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

25. ______ refers to whether or not the training results in changes in performance on the job.

A. Training transfer

B. Onboarding

C. Training utility reactions

D. Overlearning

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

26. Brady, a human resource professional, is asked to coordinate empathy training for doctors providing care in a telemedicine program. He first assesses what the doctors know about empathy and then provides simulations for them to apply their knowledge. With practice, the doctors’ ratings for demonstrating empathy with patients over the phone increase as evidenced by survey results. Brady’s training program appears to facilitate ______.

A. metacognitive skills

B. training transfer

C. learning schemas

D. trainee motivation

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Analysis

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

27. ______ refers to whether there is support for the use of training in the organization.

A. Gamification

B. Compliance training

C. Training transfer climate

D. Transfer through principles

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

28. Training is more likely to transfer when there are ______, in other words, when the training environment is similar to the work environment.

A. identical elements

B. massed learning opportunities

C. spaced learning opportunities

D. gamification elements

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

29. Saralee and Wally are both sent to training to learn a new data entry system. Saralee is provided access to a computer-based training environment that duplicates the system she will be working in on-the-job. Wally, however, sits through a lecture and is shown screen shots of an older version of the system in a slide presentation. When they return to the job after training, Saralee has an easier time accessing and performing in the live system than Wally does. Based on the information in this scenario, why is that?

A. Saralee has stronger cognitive abilities than Wally.

B. Saralee has a more adaptable personality than Wally.

C. Saralee works in a more supportive climate than Wally.

D. Saralee was trained with more identical elements than Wally.

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Analysis

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

30. In ______, training transfer is enhanced by training employees on the concepts behind the content being taught.

A. onboarding

B. transfer through principles

C. job rotation

D. training relevance

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

31. Earl is a trainer in a call center and starts each of his trainings by helping the trainees understand why they are expected to do certain things. Earl finds that when he explains the ______ behind the content he is teaching, the trainees perform better.

A. climate

B. cognition

C. principles

D. schema

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

32. ______ is a training transfer technique in which trainees record their on-the-job behaviors and whether they are performing the behaviors they learned in training.

A. Transfer through principles

B. Behavioral tracking

C. Spaced learning

D. Training relevance

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

33. Teale, a trainer, spends time at the end of each training module reviewing the trainees’ performance. Teale knows that providing ______ increases the effectiveness of training by helping trainees make any needed adjustments in performance.

A. behavioral tracking

B. needs assessment

C. spaced learning

D. feedback

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Training Delivery Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

34. Denise is training to be a surgical technician. The instructor explains that arranging surgical equipment precisely is critical to patient safety. The instructor includes this information in her training to ______.

A. explain relevancy

B. provide a schema

C. share feedback

D. build rapport

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Application

Answer Location: Training Delivery Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

35. An outline that helps a learner organize the training material for better retention is a(n) ______.

A. schema

B. agenda

C. script

D. rubric

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Training Delivery Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

36. Why is it important to provide trainers with a schema?

A. to provide relevance about the content

B. to provide an outline of the material

C. to provide performance desired outcomes

D. to provide lecture notes for a job aid

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Training Delivery Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

37. ______ in training occurs when trainees practice a particular behavior in the training situation until they can perform the behavior automatically without much cognitive effort.

A. Massed learning

B. Overlearning

C. Spaced learning

D. Behavioral tracking

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Training Delivery Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

38. As Denise advances through her training to become a surgical technician, she visits the operating room with her instructor to practice setting it up. It is critical that Denise learns the necessary steps so that she can perform them automatically when emergencies occur. Based on the information in the scenario, what type of learning does Denise need?

A. massed learning

B. basic learning

C. spaced learning

D. overlearning

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Application

Answer Location: Training Delivery Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

39. Marabel develops training modules for a surgical technician program. She starts with training goals and then chunks the content out accordingly into smaller sections that will be presented over time. This is an example of ______.

A. massed learning

B. overlearning

C. spaced learning

D. programmed learning

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Application

Answer Location: Training Delivery Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

40. ______ training involves a more senior employee teaching a newer employee how to perform job tasks while doing the job.

A. Transfer through principles

B. Feedback

C. On-the-job

D. Transfer

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Training Methods

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

41. On-the-job training is a key component of most ______ programs, wherein a person enters and learns a trade or profession.

A. apprenticeship

B. promotion

C. career management

D. onboarding

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Training Methods

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

42. Cody, a human resource professional, is asked to train the entire company on a new safety procedure and has a short window of time in which to accomplish this assignment. He chooses lecture as his delivery method because lectures are a good way to ______.

A. get information to a large number of people in a short amount of time

B. present large amounts of dry information to diverse kinds of learners

C. communicate important techniques that must become muscle memory

D. have large numbers of people engage in practice opportunities for learning transfer

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Lectures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

43. Amber is developing a training program for data scientists new to the insurance industry. She provides access to the databases in which they will be working and provides opportunities for practice. Amber also needs to provide context for the work the data scientists will be doing, so she intersperses the interactive parts of training with lectures to help create ______ for the learners to organize content and allow opportunities for questions after practicing a skill.

A. engagement

B. a schema

C. simulations

D. programmed instruction

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Lectures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

44. Pilots are trained using ______ to learn to respond safely to rarely occurring and dangerous conditions.

A. programmed instruction

B. roleplaying

C. simulators

D. eLearning

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Simulators

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

45. One reason simulators are usually only used for specific jobs when safety is an issue is they ______.

A. are time-consuming

B. are costly

C. are dangerous

D. require debriefing

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Simulators

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

46. Jace is conducting simulator training for astronauts. After each exercise, he engages them in a discussion about what happened during the training session. This discussion is an example of a ______.

A. lecture

B. programmed instruction

C. quiz

D. debrief

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Simulators

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

47. Helicopter mechanics are being trained by providing step-by-step instructions. After each step is taught, the mechanics take a quiz to demonstrate mastery over the content and then move on to the next step in the training. If they do not pass the quiz they must repeat that portion of the training. What technique is this?

A. programmed instruction

B. lecture

C. simulation

D. eLearning

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Programmed Instruction

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

48. The frequent testing involved in programmed instruction offers ______ to the learners for their performance.

A. support

B. feedback

C. assistance

D. respect

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Programmed Instruction

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

49. One caution about programmed instruction is that relying on it heavily, especially to teach complex skills, may lead to learner ______.

A. overlearning

B. confusion

C. disengagement

D. cheating

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Programmed Instruction

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

50. ______ is a training that is delivered through an online platform via computers or mobile devices

A. eLearning

B. Spaced learning

C. Massed learning

D. Gamification

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: eLearning

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

51. What is eLearning best used to teach?

A. complex information

B. simple pieces of knowledge

C. hands-on technical skills

D. interpersonal skills

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: eLearning

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

52. Adam teaches CPR. He shows a video to the class of someone performing chest compressions and then he demonstrates chest compressions on a dummy. Next, he asks students to practice on the dummy and provides feedback about their performance. What training method is Adam using?

A. programmed instruction

B. behavioral tracking

C. feedback

D. behavioral modeling

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Behavioral Modeling Training

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

53. Meri decides to use behavioral modeling training to teach supervisors how to provide evaluation feedback. She demonstrates the steps involved in providing feedback with a coworker and then pairs up the trainees for practice. The next step in this training approach is to provide ______.

A. feedback

B. a test

C. additional practice

D. another demonstration

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Behavioral Modeling Training

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

54. Sheri works with her group to increase collaboration skills. This is an example of ______ training.

A. face-to-face

B. team

C. mental model

D. diversity

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Training to Increase Team Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

55. ______ involve(s) trainees acting out in managerial situations such as counseling a difficult subordinate.

A. Case studies

B. Gamification

C. Role-plays

D. On-the-job training

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Training for Managers and Leaders

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

56. Corey coordinated an off-site training to help managers increase their employee-coaching skills. He has designed a number of scenarios that managers will act out together to help enhance their coaching skills. This training method is an example of ______.

A. games

B. role-plays

C. case studies

D. executive coaching

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Training for Managers and Leaders

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

57. Julie is assigned to organize and deliver sales training at the annual leadership meeting. To challenge the participants, she designs a competition in which the sales staff work in teams to evaluate real-world business scenarios and develop plans of action. Each team is awarded points based on their responses, and the team with the highest score wins a prize. This is best described as a(n) ______.

A. assessment center

B. coaching session

C. game

D. behavioral modeling session

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Training for Managers and Leaders

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

58. What kind of training teaches a person to be present in the moment and notice things around them in nonjudgmental way?

A. diversity

B. mindfulness

C. gamification

D. guidance

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Current Workplace Training Issues

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

59. ______ includes training that is made into a contest among employees in terms of scores on their training performance.

A. Gamification

B. Simulation

C. On-the-job training

D. Job rotation

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Current Workplace Training Issues

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

60. ______ is the process of helping new employees adjust to their new organizations by imparting to them the knowledge, skills, behaviors, culture, and attitudes required to successfully function within the organization.

A. Gamification

B. Informing

C. Onboarding

D. Job rotation

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Onboarding New Employees

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

61. Effective onboarding programs focus on ______ new employees.

A. welcoming, informing, and guiding

B. welcoming, warning, and training

C. training, orienting, and warning

D. diversifying, welcoming, and guiding

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Onboarding New Employees

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

62. Which is one purpose that assigning a buddy to a new employee serves for the new hire?

A. completing performance appraisal

B. providing pay information

C. answering questions about the job

D. handling disciplinary issues

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Onboarding New Employees

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

63. In onboarding, ______ includes activities such as having lunch with the new coworker, having the new employee meet their manager, and inviting them to a social activity or work meeting.

A. informing

B. welcoming

C. guiding

D. training

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Effective Organizational Onboarding

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

64. In the ______ portion of onboarding, it is important for new employees to receive resources to help them learn what is expected of them and how to do their job well.

A. informing

B. welcoming

C. guiding

D. training

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Effective Organizational Onboarding

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

65. The ______ is a specific type of training designed to help welcome, inform, and guide new employees. It is a great way to give new employees the information they need in a short amount of time.

A. orientation program

B. on-the-job training

C. massed learning

D. apprenticeship

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Effective Organizational Onboarding

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

66. Kirkpatrick’s model of training outcomes classifies ______ as assessing how trainees react to training, specifically, whether they liked it.

A. training relevance

B. training utility reactions

C. training transfer

D. reactions criteria

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Measures of Training Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

67. Kirkpatrick’s model of training outcomes classifies ______ reaction as the trainees’ belief that the training was actually relevant and useful to their jobs.

A. training learning

B. training utility

C. training behavior

D. training results

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Measures of Training Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

68. Kirkpatrick’s model of training outcomes classifies ______ outcomes as whether the trainee actually gained some sort of knowledge or skill while in training.

A. results

B. reaction

C. learning

D. behavior

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Measures of Training Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

69. Kirkpatrick’s model of training outcomes classifies ______ outcomes as actual actions on the job, often measured by the supervisor.

A. behavior

B. results

C. learning

D. reactions

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Measures of Training Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

70. Kirkpatrick’s model of training outcomes classifies ______ as what happens when the training translates into increased company outcomes such as profits and performance.

A. behavior

B. results

C. learning

D. reactions

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Measures of Training Effectiveness

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

71. ______ is the continual process of setting career-related goals and planning a route to achieve those goals.

A. Goal-setting theory

B. Career management

C. Expectancy theory

D. Transfer of training

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Knowledge

Answer Location: Career Development and Management

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

72. In career management, ______ includes job rotation, which refers to employees who work on different assigned jobs within the same organization.

A. personal relationships

B. training

C. work performed

D. stretch assignments

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Knowledge

Answer Location: Career Management Activities

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

73. In ______, employees are given a task, project, or responsibility that is outside their current KSAOs.

A. job rotation

B. onboarding

C. training transfer

D. stretch assignments

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Knowledge

Answer Location: Career Management Activities

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

74. One thing to avoid with stretch assignments is making them ______.

A. too time-consuming

B. so challenging that the employee fails

C. so complex that the employee needs help

D. too resource intensive

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Comprehension

Answer Location: Career Management Activities

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

75. What is a lateral move without major changes in job duties, responsibilities, or compensation called?

A. promotion

B. job rotation

C. transfer

D. demotion

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Knowledge

Answer Location: Career Movements

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

True/False

1. Organizational problems are almost always caused by lack of training.

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Comprehension

Answer Location: Training Needs Assessment

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

2. Assuming that a problem is a result of lack of training can cost a company a lot of unnecessary resources.

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Knowledge

Answer Location: Training Needs Assessment

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

3. Goals of training are developed based on the gap between what the job requires and the knowledge, skills, abilities, and other characteristics that employees currently possess.

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Knowledge

Answer Location: Developing Training Goals

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

4. Learning can occur either within or outside of the training context.

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Knowledge

Answer Location: Enhancing Learning

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

5. The outcome of training has little to do with trainees’ beliefs about what they can accomplish.

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Trainee Characteristics

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

6. An example of behavioral tracking is setting a reminder on one’s computer to track of progress.

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Comprehension

Answer Location: Organizational Context: Enhancing Transfer

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

7. eLearning is usually less flexible and accessible than traditional classroom training.

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: eLearning

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

8. Training evaluations can help to justify the use of organizational resources for training.

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Knowledge

Answer Location: Evaluating the Effectiveness of Training Programs

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

9. It is helpful, but not necessary, to have a clear purpose for evaluating training.

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Comprehension

Answer Location: Analyzing the Effects of Training on Training Criteria

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

10. Another name for a challenging assignment is a stretch assignment.

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Knowledge

Answer Location: Career Management Activities

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

Essay

1. What steps are necessary for conducting a successful organizational analysis before designing a training program?

KEY: Learning Objective: 8.1: Describe the steps to a training needs assessment, including the purpose of each, and how they are used to develop training goals.

REF: Cognitive Domain: Analysis

Answer Location: Organizational Analysis

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

2. Examine the characteristics of a trainee that contribute to the success of a training program.

KEY: Learning Objective: 8.2: List the characteristics of the employee, the organizational context, and the training that can be leveraged to enhance training effectiveness.

REF: Cognitive Domain: Analysis

Answer Location: Trainee Characteristics

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

3. Explain what new employees can do to help themselves be successful during the onboarding process.

KEY: Learning Objective: 8.3: Describe some of the most important training methods and media used by organizations and list their respective advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Effective Newcomer Onboarding Behaviors

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

4. Analyze the four categories of training evaluation described in Kirkpatrick’s framework for evaluating training effectiveness.

KEY: Learning Objective: 8.4: Identify the major categories of criteria for assessing training effectiveness and demonstrate their use.

REF: Cognitive Domain: Analysis

Answer Location: Measures of Training Effectiveness

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development

5. Contrast individual best practices for career development and management with best organizational best practices for career development and management.

KEY: Learning Objective: 8.5: Analyze the factors associated with effective career development and management.

REF: Cognitive Domain: Analysis

Answer Location: Are Managers or Employees Responsible for Career Management?

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Learning & Development