Test Bank 8th Edition Training Employees Ch.7

Fundamentals of HR Management, 8e (Noe)

Chapter 7 Training Employees

1) Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

2) The last step in the instructional design process involves choosing a training method.

3) Instructional design logically should begin with needs assessment.

4) According to the person analysis method, performance feedback is the only variable that can be affected by training.

5) Task analysis determines whether employees are ready to undergo training.

6) Readiness for training is a combination of employee characteristics and positive work environment that permit training.

7) Effective training objectives include performance standards that are measurable.

8) Putting together a request for proposal for a training program is a quick process.

9) The training technique most widely used in the workplace is behavior modeling.

10) Attending classes is a faster and more efficient method of learning new skills as compared to electronic performance support systems (EPSSs).

11) Apprenticeship programs can only be sponsored by government agencies.

12) For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

13) Training programs use case studies to develop employees' management skills.

14) In coordination training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

15) Action learning uses challenging, structured outdoor activities, which include difficult sports.

16) Along with physical elements, the training context should include emotional elements.

17) If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

18) The best stage to prepare for evaluating a training program is after the program has been implemented.

19) An orientation program is training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships.

20) A risk of diversity training programs that focus on attitudes toward minority groups is that they may alienate minorities.

21) Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors?

A) attrition

B) benchmarking

C) training

D) compensation

E) recruitment

22) ________ refers to a process of systematically developing training to meet specified needs.

A) Role-play

B) Recruitment

C) Simulation

D) Instructional design

E) Organization analysis

23) XYZ Equipment, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by XYZ Equipment. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to

A) ensure that sales representatives do not feel undervalued.

B) identify what the sales representatives will need to learn.

C) identify senior product engineers to train the sales representatives.

D) chart the methods that should be used to train the sales representatives.

E) announce the objectives of the training program.

24) Ensuring that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment is the ________ step of the instructional design process.

A) first

B) second

C) third

D) fourth

E) fifth

25) The HR department at Tremont Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has become too much for the HR staff to handle. Which application should the HR department use to help with employee training?

A) a customer relationship management system

B) a management information system

C) a learning management system

D) a decision support system

E) an executive decision-making system

26) Which of the following best describes a learning management system?

A) a team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization

B) the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary

C) a software application that automates the administration, development, and delivery of training programs

D) a process for determining the appropriateness of training by evaluating the characteristics of the organization

E) the process of determining individuals' needs and readiness for training

27) The human resource department of a consumer electronics manufacturer wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up to date. The HR manager looks into "training systems" and identifies five top results. Which system describes a learning management system?

A) Performa: software used by HR departments to evaluate job performance

B) Recruit Plus: software used by HR departments to administer tests to job candidates

C) Crimson: a system that automates the process of administering and delivering training

D) K-Learn: software for the creation of training videos

E) E-Valuate: an assessment tool that evaluates employees' readiness to learn new skills

28) Which of the following best describes needs assessment?

A) the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary

B) a combination of employee characteristics and positive work environment that permit training

C) a process that evaluates the monetary needs of employees that will motivate them to undertake a training program

D) an application that automates the administration and delivery of a company's training program

E) the process to determine employees' characteristics to ensure their readiness for training

29) Faller and Whitney Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. What should ideally be Faller and Whitney's next step?

A) task analysis

B) organization analysis

C) person analysis

D) competitor analysis

E) market analysis

30) Organization analysis looks at training needs in light of the

A) readiness of employees for training.

B) employee's strategy toward achieving organizational goals.

C) management's support for training activities.

D) monetary incentives the management has promised its employees.

E) severance package deal for a particular batch of employees.

31) Managers are most likely to support training if

A) there are no other solutions available for them to try.

B) it is not overly expensive.

C) it will solve a significant problem.

D) they do not have to participate in it.

E) it will result in minor improvements.

32) A client asks Term Technologies to complete a project that involves working with a software tool called ELIM, which is new to the company. The training manager in Term Technologies's HR department begins by conducting a needs assessment. Which method will the training manager use to identify individuals' needs and readiness for training?

A) person analysis

B) organization analysis

C) task analysis

D) trend analysis

E) regression analysis

33) Which question can be answered by performing a person analysis?

A) What are the tasks that require more training?

B) How will the training be carried out?

C) Are employees ready for training?

D) Does the organization have the infrastructure to support training?

E) Are there any impediments to implementing a training program?

34) Jimmy, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Trent and Luke. He asks the human resource department to help, and the department's training manager, Emily, investigates. She tells Jimmy that the two subordinates lack interpersonal communication skills but would be likely to improve with proper training. This scenario suggests that Emily has conducted a(n)

A) institutional analysis.

B) market analysis.

C) person analysis.

D) organization analysis.

E) instructional analysis.

35) The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Lori, the firm's HR manager, to investigate whether training might solve the problem. Lori conducts needs assessment and recommends a training plan. Which observation will Lori most likely find in her person analysis?

A) Machinery and other production equipment in the firm's plant pose a hazard to the employees operating them.

B) The goals of the firm are more focused on the specific needs of a narrow market segment.

C) Employees of the firm's production department lack clarity in decisions regarding quality standards for manufacturing.

D) The firm's budget for training has declined from the year before.

E) Training programs offered by the firm lack specific goals and methods for measuring their success.

36) In a person analysis, what is a primary variable that can be affected by training?

A) the organization's input

B) performance feedback

C) the employee's ability

D) positive consequences to motivate good performance

E) the employee's motivation

37) Which process identifies the knowledge, skills, and behaviors that should be emphasized by training?

A) person analysis

B) task analysis

C) transactional analysis

D) trend analysis

E) regression analysis

38) Gino, a team leader at a business process outsourcing firm, tells the human resource department that a significant share of his employees are missing deadlines. The department conducts a needs assessment and tells Gino that the employees' jobs require time management skills, so a training session on time management would be likely to improve performance. In this scenario, the department's recommendations would most likely be based on a(n)

A) institutional analysis.

B) task analysis.

C) person analysis.

D) organization analysis.

E) instructional analysis.

39) What is a characteristic of task analysis?

A) It does not require knowledge of the work environment.

B) It is independent of time constraints or deadlines.

C) It results in an assessment of employees' readiness for training.

D) It is usually conducted along with person analysis.

E) It helps in determining individuals' needs for training.

40) A customer at Jaquine, a French restaurant, complains to Brent, the owner, about a specialty dessert being unacceptable. Brent inspects the dessert and finds that the brie, a type of cheese, used in the dessert is overripe. Brent questions the new pastry chef, Mason, who acknowledges he should have substituted another type of cheese for the brie. Brent analyzes the situation and concludes that Mason should be put through additional training to avoid such mistakes in the future. What type of analysis has Brent performed in this situation?

A) an organization analysis

B) a task analysis

C) a specialized skills assessment

D) a person analysis

E) a needs assessment

41) Which term refers to a combination of employee characteristics and positive work environment that permit training?

A) organization analysis

B) benchmarking

C) learning management system

D) orientation

E) readiness for training

42) ________ is the limit on training's effectiveness that arises from the conditions within the organization.

A) A simulation

B) Social support

C) A situational constraint

D) Psychological mindedness

E) Experiential conflict

43) Kapcom Telecom wants to implement an on-the-job training program for the sales staff who are unaware of the technical aspects of the firm's products. The lack of technical knowledge among its sales staff is harming the company's prospects of securing lucrative contracts. Although Kapcom's IT team is well versed in various technologies, it is not well suited to handle a training program. However, the best IT trainers in the industry cost more than Kapcom can afford to spend on the training program. This scenario illustrates

A) simulation.

B) social support.

C) situational constraints.

D) psychological mindedness.

E) experiential conflicts.

44) Patricia, a training manager, is making a presentation to her company's business leaders. She says meeting the company's five-year plan will require skills in using some new technology. Employees and their supervisors are eager to learn, but Patricia says some situational constraints are standing in the way of meeting these objectives. What could be such a constraint?

A) Supervisors don't praise employees for learning.

B) Supervisors don't believe training is relevant.

C) Employees have a negative attitude toward training.

D) The company has not budgeted sufficient funds for training.

E) Supervisors don't tell their employees about the training that is available.

45) ________ refers to the ways an organization's people encourage training.

A) Situational constraint

B) Employee orientation

C) Benchmarking

D) Social support

E) Experiential program

46) At All County Auto, managers encourage employees to receive training and praise them when they demonstrate new skills. Employees are excited about how learning helps them succeed at work and take on more responsibility. Which aspect of readiness for training does this example describe?

A) employee ability

B) employees' incentive package

C) training curriculum

D) social support

E) situational constraints

47) Opec Technology, a firm that manufactures mobile phones, has seen a major improvement in cost reduction since it instituted a three-week training program for all of its new recruits. During the training program, the new employees are constantly encouraged to express their thoughts and ideas. Good ideas are rewarded immediately by the trainers, thereby encouraging active participation. Which factor most likely explains the success of the training?

A) situational constraints

B) cognitive ability

C) task analysis

D) social support

E) experiential learning

48) What is a characteristic of effective training objectives?

A) disclaimers to prevent exaggerated expectations

B) specified costs associated with the training

C) specified methods of performance evaluation

D) names of the trainers and trainees

E) measurable performance standards

49) Prime Computing, an auditing firm, purchases a management information system called Gamma Dot. Most of Prime Computing's employees are unfamiliar with the functional aspects of Gamma Dot, and management decides to approach external trainers to train its employees. Melinda, the company's training coordinator, is tasked with finding suitable trainers. Melinda sends an e-mail, with a document outlining the company's training requirements, to multiple vendors and asks them to provide suitable trainer profiles and cost quotes. What is the document called that Melinda sends out to training vendors?

A) a request for proposal

B) articles of incorporation

C) instructional design

D) a needs assessment form

E) an organization analysis report

50) When using an outside training expert, a complete ________ should indicate funding for the project and the process by which the organization will determine its level of satisfaction.

A) cohabitation agreement

B) letter of intent

C) certificate of occupancy

D) articles of incorporation

E) request for proposal

51) In the context of planning a training program, even though it is time-consuming, putting together a ________ is worthwhile because it helps an organization clarify training objectives, compare vendors, and measure results.

A) cohabitation agreement

B) letter of intent

C) certificate of occupancy

D) requirements specification document

E) request for proposal

52) Plankton Inc. determines that it needs to train 200 employees on using a new software application. Jason, the training administrator, is investigating options to find the one that will meet the company's needs within the budget available. He determines that no one at Plankton knows enough about the software to provide the training. Which plan would be most likely to achieve training objectives at the lowest cost?

A) hiring external consultants to create training specially tailored to the company

B) passing out user manuals and hoping employees can learn enough on their own

C) having Jason deliver the training, based on the content in the user manual

D) delaying the training program until the company has more money in the budget

E) having employees participate in a general outside training course for the software

53) So Yummy Mayo Inc. recognizes the need for providing on-the-job training to employees whose technical skills are lacking. The company's HR department is tasked with coordinating the entire training process. This function of the HR department at So Yummy Mayo is called

A) requirements specification.

B) training administration.

C) training simulation.

D) orientation.

E) needs analysis.

54) ________ training remains the most widely used method of training.

A) Audiovisual

B) On-the-job

C) Experiential programs

D) Computer-based

E) Classroom

55) One of the least expensive and least time-consuming ways to train multiple trainees on a specific topic is through

A) action learning.

B) a simulation.

C) computer-based training.

D) audiovisual training.

E) classroom instruction.

56) Which type of training allows trainees at different locations to attend programs online, using their computers to view lectures, participate in discussions, and share documents?

A) on-the-job training

B) experiential programs

C) distance learning

D) cross-training

E) action learning

57) Identify the correct statement regarding computer-based training.

A) It is more expensive than classroom instruction.

B) It is difficult to customize for specific training needs.

C) It is not an interactive form of training.

D) It gives a company the flexibility in scheduling training.

E) It is now declining in popularity.

58) Reagan, the manager of a car dealership, finds it impossible to train his mechanics on the details of every potential repair problem because of the increasing complexity and variety of today's vehicles. Hence, he provides them with a training program that familiarizes them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program allows the mechanics to seek expert advice through an online computer application. Which learning approach is being implemented by Reagan?

A) e-learning simulation

B) electronic performance support system

C) experiential behavior modeling program

D) virtual reality-based simulation program

E) Myers-Briggs simulation program

59) Which statement accurately characterizes electronic performance support systems (EPSSs)?

A) EPSSs provide expert advice when a problem occurs on the job.

B) EPSSs automate the administration and delivery of a company's training programs.

C) EPSSs determine the appropriateness of training by evaluating the characteristics of the organization.

D) EPSSs determine an individual's readiness for training.

E) EPSSs identify the tasks that training should emphasize.

60) Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training?

A) bumping

B) benchmarking

C) apprenticeship

D) co-employment

E) onboarding

61) Which statement is true of an apprenticeship?

A) An apprentice does not make any money.

B) An apprentice usually assists a certified tradesperson at the worksite.

C) An apprenticeship does not involve classroom training.

D) An apprenticeship is typically sponsored by an educational institution.

E) An apprenticeship is based on simulations and virtual reality.

62) Hetrick, a firm that specializes in building construction, hires Mark, an unemployed teenager, to work in its carpentry division. Since Mark does not have the required skills to work as a carpenter, he is provided training that helps him pick up carpentry skills on the job. Mark learns by assisting other master carpenters and journeymen. In addition to the skills Mark acquires, he is paid by Hetrick. The form of training exemplified in this scenario is called

A) simulation.

B) internship.

C) apprenticeship.

D) co-employment.

E) onboarding.

63) Keith is paid for assisting a welder on a construction site. He also is adding to his welding skills by attending a local trade school. When he finishes his training program and demonstrates he has mastered specific skills, he will become a journeyman welder. Which statement best identifies that Keith is in an apprenticeship program?

A) It can't be an internship, because apprentices are paid, while interns are not.

B) Apprentices, unlike interns, do not learn on the job.

C) Apprentices have hands-on experience assisting a tradesperson.

D) Unlike interns, apprentices do not attend educational institutions.

E) Interns are more likely than apprentices to get admonished for their mistakes on the job.

64) Identify the occupation that would typically employ an apprentice.

A) accountant

B) doctor

C) carpenter

D) nurse

E) lawyer

65) Identify the occupation that would typically employ interns.

A) bricklayer

B) journalist

C) carpenter

D) plumber

E) welder

66) Which statement is true of an apprenticeship?

A) An apprenticeship does not include any classroom training methods.

B) An apprentice can earn an income while learning a trade.

C) An apprenticeship does not offer hands-on learning and practice.

D) An apprenticeship cannot be sponsored by groups outside the firm.

E) An apprenticeship is mostly used for teaching management and interpersonal skills.

67) Identify the on-the-job training program that is typically funded by an educational institution as a component of an academic program.

A) internship

B) coordination training

C) apprenticeship

D) experiential training

E) simulation training

68) Yvonne, a student at Carlitto College, is pursuing a degree in international business management. As part of her program at Carlitto College, she accepts an opportunity to work at Pullman Consulting for a period of six months, where she will gain experience related to her field. Yvonne's employment at Pullman Consulting is an example of a(n)

A) internship.

B) coordination training.

C) apprenticeship.

D) experiential training program.

E) simulation training program.

69) What distinguishes an apprenticeship from an internship?

A) An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method.

B) An apprenticeship is an unstructured training method, whereas an internship is a structured training method.

C) An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions.

D) Most apprenticeship programs take place in white-collar professions, whereas most internship programs occur in blue-collar jobs.

E) An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.

70) Which training method involves representing a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job?

A) apprenticeship

B) cross-training

C) action learning

D) internship

E) simulation

71) Enrique is hired as a seasonal firefighter by the Oregon Department of Forestry and Fire Protection. The training used to prepare Enrique for his firefighting job involves an online training module. In this game-like module, Enrique is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n)

A) apprenticeship.

B) cross-training.

C) action learning.

D) internship.

E) simulation.

72) Which statement is true of simulators used in training?

A) They must have elements identical to those found in the work environment.

B) They cannot be used when the risks of a mistake on a job are great.

C) They are used for on-the-job training.

D) They are inexpensive to develop.

E) They do not need constant updating.

73) Infinity Inc. uses simulators to train its cable installers. Several employees who completed the simulation training did not pass the test in which they were supposed to demonstrate the necessary skills. The training manager investigated and identified the source of the problem. Which of the following would be the most likely source?

A) The simulation contained elements unlike those found in Infinity's work environment.

B) Simulations are typically unreliable training methods.

C) The trainees were not given the correct avatars to use.

D) The trainees were not enthusiastic enough about their work when using the simulator.

E) Trainees in simulations have to be afraid of the impact of wrong decisions.

74) Identify the statement that accurately describes an avatar.

A) a computer-based technology that provides an interactive three-dimensional learning experience

B) a computer application that automates the administration and delivery of a training program

C) a computer depiction of employees that can be manipulated in an online role-play

D) a computer application that conducts needs assessments for an organization

E) a computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job

75) Using avatars for training purposes is an example of

A) benchmarking.

B) action learning.

C) a simulation.

D) adventure learning.

E) an orientation.

76) Which of the following is a computer-based technology that provides an interactive, three-dimensional learning experience?

A) an electronic performance support system

B) instructional design

C) a learning management system

D) benchmarking

E) virtual reality

77) Which term refers to a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills?

A) a restrictive covenant

B) an electronic performance support system

C) a case study

D) a request for proposal

E) an avatar

78) Which statement is TRUE regarding case studies?

A) Case studies stimulate learning by actively involving participants and the competitive nature of business.

B) Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.

C) Trainees play a passive role while being trained with case studies.

D) Case studies do not encourage trainees to take risks.

E) Training with case studies does not require any interaction among trainees.

79) ________ involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves.

A) Random testing

B) Benchmarking

C) Behavior modeling

D) Experiential training

E) Classroom learning

80) Behavior modeling is especially useful for improving

A) technical skills.

B) interpersonal skills.

C) spatial skills.

D) clerical skills.

E) cognitive skills.

81) A(n) ________ is a training method in which participants learn concepts and then apply them by simulating the behaviors involved and analyzing the activity, connecting it with real-life situations.

A) apprenticeship

B) experiential program

C) internship

D) case study

E) audiovisual training program

82) David, the marketing director of an automobile manufacturing company, enrolled a new group of trainees in experiential programs based on the responses evoked during a training session. Which response by the trainees could have resulted in their enrollment in experiential programs?

A) The trainees expressed a desire to involve themselves in virtual realities that provided an interactive and three-dimensional learning experience.

B) The trainees expressed a desire to partake in training sessions that involved observing the behavior of others and practicing it themselves.

C) The trainees expressed a desire to create computer depictions of themselves, which could be manipulated onscreen to play roles as workers in various situations.

D) The trainees expressed a desire to evaluate themselves and see the impact of their decisions in a risk-free environment.

E) The trainees expressed a desire to be challenged and get out outside of their comfort zone but within limits that kept their motivation strong.

83) Which form of experiential training is a teamwork and leadership training program that uses challenging, structured outdoor activities?

A) behavior modeling

B) coordination training

C) adventure learning

D) cross-training

E) action learning

84) Which of the following is an example of an experiential training method?

A) Maggie, a cashier, is being trained to stock shelves in case there is a shortage of employees.

B) John and his colleagues take part in a rafting course sponsored by their company.

C) Kristin and five other managers are tasked to study a business problem and present recommendations.

D) Jason is asked to review videos of other employees exhibiting certain important behaviors related to the workplace.

E) Katy uses an online persona to make decisions in game simulations involving job-related situations.

85) ________ is a training method that coordinates the performance of individuals who work together to achieve a common goal.

A) Simulation

B) Internship

C) Team training

D) Virtual reality

E) Apprenticeship

86) Which work setting is most likely to benefit from team training?

A) a technical support call center

B) a stock brokerage firm

C) a military brigade

D) a research laboratory

E) a group of school teachers

87) Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as

A) coordination training.

B) experiential training.

C) behavior modeling.

D) cross-training.

E) action learning.

88) All Natural Grocer hired Tim to maintain inventory records and Jenny to place orders for new inventory when stocks run low. To ensure that the warehouse can continue to function when either is on vacation, the company also trained Tim to place orders and trained Jenny to maintain inventory records. Which training method does this situation illustrate?

A) coordination training

B) experiential training

C) behavior modeling

D) cross-training

E) action learning

89) Which of the following is an example of the cross-training method?

A) Jill, a cashier, is being trained to stock shelves in case there is a shortage of employees.

B) Henry, along with his colleagues, participates in a 5K run sponsored by the company.

C) Alicia and five other managers analyze a business problem to suggest changes.

D) Laura reviews videos of other employees exhibiting certain important behaviors related to the workplace.

E) Stan has team members visualize what they have to do to release a new product.

90) The difference between adventure learning and cross-training is that

A) adventure learning is a team activity, while cross-training is an organization-wide activity.

B) adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles.

C) adventure learning focuses on improving job-related skills of employees, while cross-training is focused on a person's behavior.

D) adventure learning is easier but more expensive to conduct than cross-training.

E) adventure learning is a team program, while cross-training is an experiential program.

91) ________ is a team training method that trains a team on how to share information and decisions to obtain the best team performance.

A) Behavior modeling

B) Experiential program

C) Diversity training

D) Coordination training

E) Simulation

92) Which form of group building gives teams or work groups an actual problem, has them work on solving it and commit to an action plan, and holds them accountable for carrying out the plan?

A) virtual reality

B) self-directed learning

C) action learning

D) business games

E) simulations

93) Bruce heads a waste management firm. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Bruce assigned five of his junior managers to study the issue and propose plans or initiatives that could make the company appear more environmentally friendly. He also instructed senior managers to mentor their subordinates as they devised new ideas. Which of the following form of team training was applied by Bruce?

A) action learning

B) adventure learning

C) cross-training

D) internship

E) apprenticeship

94) Gavin and his team, employees of an online retailing company, are being trained on cyber surveillance and user security. As part of their training, they are working to identify a solution to the problem of cyber-phishing and data breaches. Which group-building method is being employed by Gavin's team?

A) cross-learning

B) action learning

C) adventure learning

D) virtual reality

E) behavior modeling

95) In the context of principles of learning, which of the following is defined as the difficulty level of written materials?

A) virtual reality

B) simulation

C) modularity

D) action learning

E) readability

96) Michael, the training coordinator at Jaxon Solutions, inspected the written materials for a new training program and concluded that the materials were not very readable. Which condition would most likely lead Michael to this conclusion?

A) The training material contained many checklists.

B) Most statements of the training materials were limited to simple words.

C) The training material was devoid of technical jargon.

D) The text of the materials was combined with illustrations.

E) The training material consisted of too many long sentences.

97) Identify a guideline that helps increase the readability of training materials.

A) replace concrete words with abstract words

B) combine two or more sentences into one long sentence

C) combine two or more paragraphs into one long paragraph

D) add checklists and illustrations to clarify the text

E) substitute written material for video, hands-on learning, or other nonwritten methods

98) ________ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned.

A) Behavior modeling

B) Transfer of training

C) Simulation

D) Virtual reality

E) Action learning

99) To ensure transfer of training, an organization's training programs should prepare employees to self-manage their use of new skills and behaviors on the job. Which is NOT a way for trainee employees to manage their new skills and behaviors?

A) Trainees should identify the positive and negative consequences of using their new skills.

B) Trainees should set goals for using skills or behaviors on the job.

C) Trainees should set goals for using skills and behaviors on the job.

D) Trainees should practice monitoring their use of the new skills and behaviors.

E) Trainees should employ their new skills and behaviors perfectly.

100) The stage to prepare for evaluating a training program is

A) before the request for proposal is developed.

B) when the organization ensures readiness.

C) after the program has been developed.

D) during the implementation of the program.

E) when the program is being developed.

101) Information such as facts, techniques, and procedures that trainees can recall after training is an example of

A) training outcomes.

B) transfer of training.

C) return on investment on training.

D) training credits.

E) training improvements.

102) What is the most accurate way to evaluate a training program?

A) use only a pretest

B) conduct pretests, train only part of the employees, then compare the trained employees to the untrained

C) conduct pretests and posttests on all untrained employees

D) use only a posttest

E) check trainees' performance, knowledge, and attitudes only after they have completed the training program

103) StrongSkills Consulting tests its salespeople on listening skills and then implements a training program to teach all of them to be better listeners. At the conclusion of the last training session, it conducts a posttest to measure listening skills again. Based on the results, the training manager reports that the training program increased listening skills by a significant amount. Which statement represents the main weakness in the manager's conclusion?

A) The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not.

B) The posttest evaluated employees for the same levels of knowledge, skill, and competency as the pretest did.

C) Posttests and pretests are very complex, and StrongSkills Consulting should have used a simpler form of evaluation.

D) The duration of the training was three days, which is comparatively short when compared with the duration of many other training programs.

E) The posttest was conducted immediately after the training program, which is too soon for accurate measurement of learning.

104) The simplest approach to evaluating training is to

A) use only a pretest.

B) calculate the return on investment.

C) conduct pretests and posttests on all trainees.

D) use only a posttest.

E) compare pretest and posttest scores of the trained group with those of an untrained group.

105) Which form of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships?

A) orientation

B) benchmarking

C) sensitivity training

D) bumping

E) conditioning

106) Which statement best expresses the reason why orientation programs for new employees are valuable to employers?

A) The federal government requires orientation for all new employees.

B) Employees starting a new job need to become familiar with job tasks and learn the organization's policies and procedures.

C) New employees do not perform sufficient research on their employers before starting work.

D) Employers generally fail to provide a realistic job profile during the selection process.

E) An orientation program is a cost-effective substitute for training programs after an employee has begun work.

107) Par On, a firm that creates games for mobile devices and PCs, has an unusual training program for all its new employees. The program lasts for five days and does not involve doing any work. During this period the trainees, in teams of three, visit different departments, gathering information about the company and various department functions. Additionally, they are paired with more experienced employees to discuss their goals at the company and to learn more about the organization's culture and policies. The form of training used for new employees at Par On is known as

A) onboarding.

B) benchmarking.

C) sensitivity training.

D) diversity training.

E) conditioning.

108) Identify the main purpose of diversity training programs that focus on attitudes.

A) to teach employees not to have any stereotypes about other people

B) to teach employees to be effective at behaviors that inhibit personal growth

C) to change organizational policies that inhibit employees' personal growth and productivity

D) to teach skills for constructively handling inevitable communication barriers and misunderstandings

E) to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

109) What is the main objective of diversity training programs that focus on behavior?

A) to increase participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities

B) to teach employees to be effective at different tasks and roles

C) to send participants directly into communities where they interact with persons from different cultures, races, and nationalities

D) to change organizational policies and individual conduct that inhibit employees' personal growth and productivity

E) to make people aware of cultural differences and stereotypes

110) Compared with other forms of diversity training, which approach do trainees tend to respond to most positively?

A) increasing participants' awareness of cultural and ethnic differences

B) teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that normally arise

C) discussing differences in personal and physical characteristics, such as disabilities

D) identifying incidents that discourage people from working up to their full potential

E) discussing promotion opportunities or management decisions that some employees believe were handled unfairly

111) What are the different stages of the instructional design process?

112) Discuss the three elements of a needs assessment process.

113) What should managers do to support training?

114) What are some of the effective ways of implementing a training program?

115) Identify three approaches of evaluating the success of a training program.

116) What is a request for proposal (RFP) and why is it important?

117) In the context of training, what is e-learning?

118) What are the merits of apprenticeship?

119) What are experiential programs?

120) What are the three approaches to diversity training?