Which method will the training manager use to identify individuals needs and readiness for training?

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Terms in this set (97)

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

c

_____ 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

d

KYG Instruments, 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 KYG. 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.

b

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

b

The HR department at Trevor Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has been come too much for HR staff to handle. Which of the following applications 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

c

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

c

The human resource department of Brown Industries, 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 of the following systems describes a learning management system?
A. Performa: software used by HR departments to evaluate job performance
B. Recruit Plus: software used by HR department 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

c

Which of the following best describes needs assessment?
A. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary.
B. It is a combination of employee characteristics and positive work environment that permit training.
C. It is a process that evaluates the monetary needs of employees that will motivate them to undertake a training program.
D. It is an application that automates the administration and delivery of a company's training program.
E. It is the process to determine employees' characteristics to ensure their readiness for training.

a

Faulkner and White 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. Which of the following should ideally be Faulkner and White's next step?
A. task analysis
B. organization analysis
C. person analysis
D. competitor analysis
E. market analysis

b

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.

c

According to your text, managers will be 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.

c

A client asks Tenrep Technologies to carry out a project that involves working on a software tool called POPIL, which is new to the company. The training manager in Tenrep's HR department begins by conducting a needs assessment. Which of the following methods will the 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

a

Which of the following questions 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?

c

James, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Jeff and Kevin. He asks the human resource department to help, and the department's training manager, Kelly, investigates. She tells James that the two subordinates lack interpersonal communication skills, but would be likely to improve with proper training. This scenario suggests that Kelly has conducted a(n) _____.
A. institutional analysis
B. market analysis
C. person analysis
D. organization analysis
E. instructional analysis

c

The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Robin, the firm's HR manager, to investigate whether training might solve the problem. Robin conducts needs assessment and recommends a training plan. Which of the following conditions would most likely have been an observation during Robin's 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.

c

In a person analysis, which of the following 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

c

Which of the following processes 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

b

Adam, 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 Adam 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

b

Which of the following 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.

a

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

b

Which of the following is defined as 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

e

Karen works as a sales manager for Apencience Corp. Karen can read, write, and speak Mandarin, English, and German. She assists top-level management in making business decisions and setting long-term goals for the organization. Which of Karen's abilities is illustrated in this scenario?
A. emotional intelligence
B. psychological mindedness
C. spatial ability
D. psychomotor skills
E. cognitive ability

e

Cognitive ability is defined as the ability of a person to A. collect information, organize it, and share it with one's team members.
B. understand the skills of one's team members.
C. climb walls, complete rope courses, climb ladders, or make trust falls.
D. express positive attitudes toward an organization's training programs.
E. use written and spoken language, solve math problems, and use logic to solve problems.

e

_____ 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

c

KTPO Telecom wants to implement an on-the-job training program for the sales staff that 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 KTPO'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 what KTPO 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

c

Meryl, 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 Meryl says some situational constraints are standing in the way of meeting these objectives. Which of the following 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

d

_____ refers to the ways an organization's people encourage training.
A. Situational constraint
B. Employee orientation
C. Benchmarking
D. Social support
E. Experiential program

d

At All Sizes 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

d

Openze 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

d

Which of the following 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

e

Terral Prime, an auditing firm, purchases a management information system called Alpha Duo. Most of Terral's employees are unfamiliar with the functional aspects of Alpha Duo, and management decides to approach external trainers to train its employees. Rebecca, the company's training coordinator, is tasked with finding suitable trainers. Rebecca sends an email, 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 Rebecca sends out to training vendors?
A. a request for proposal
B. articles of incorporation
C. instructional design
D. needs assessment form
E. organization analysis report

a

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

e

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

e

Phonyton Inc. determines that it needs to train 200 employees on using a new software application. Philip, 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 Phonyton knows enough about the software to provide the training. Which of the following plans 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 Philip 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

e

Filler 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 Filler Mayo is called _____.
A. requirements specification
B. training administration
C. training simulation
D. orientation
E. needs analysis

b

Identify the training method that is used for conveying facts or comparing alternatives.
A. hands-on method
B. presentation method
C. group-building method
D. on-the-job training program
E. object class method

b

Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and websites?
A. group building methods
B. hands-on methods
C. presentation methods
D. object class methods
E. experiential programs

c

_____ training remains the most widely used method of training.
A. Audiovisual
B. On-the-job
C. Experiential programs
D. Computer-based
E. Classroom

e

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

e

Which of the following types 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

c

Identify the correct statement regarding audiovisual training.
A. It is the best method to establish teams or work groups.
B. It is an example of a hands-on method of training.
C. It can be carried out only in a classroom.
D. It does not allow users to have any control over the presentation.
E. It is not affected by an individual trainer's goals and skills.

e

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

d

Roger, 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 automobiles. Hence, he provides them with a training program that will familiarize them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program will let the mechanics seek expert advice through an online computer application. Which of the following learning approaches is being implemented by Roger?
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

b

Which of the following statements 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.

a

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

c

Which of the following statements 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.

b

Allinall, a firm that specializes in building construction, hires Kyle, an unemployed teenager, to work in its carpentry division. Since Kyle 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. Kyle learns by assisting other master carpenters and journeymen. In addition to the skills Kyle acquires, he is paid by Allinall. The form of training exemplified in this scenario is called _____.
A. simulation
B. internship
C. apprenticeship
D. co-employment
E. onboarding

c

Russell 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 of the following statements best identifies that Russell 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.

c

Identify the occupation that would typically employ an apprentice.
A. accountant
B. doctor
C. carpenter
D. nurse
E. lawyer

c

Identify the occupation that would typically employ interns.
A. bricklayer
B. journalist
C. carpenter
D. plumber
E. welder

b

Which of the following statements 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.

b

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

a

Carla, a student at Cardinal College, is pursuing a degree in international business management. As part of her program at Cardinal College, she has accepted an opportunity to work at Wong Consulting for a period of six months, where she will gain experience related to her field. Carla's employment at Wong Consulting is an example of a(n) _____.
A. internship
B. coordination training
C. apprenticeship
D. experiential training program
E. simulation training program

a

Which of the following 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.

c

Which of the following training methods 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

e

Fernando is hired as a seasonal firefighter by the California Department of Forestry and Fire Protection. The training used to prepare Fernando for his firefighting job involves an online training module. In this game-like module, Fernando 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

e

Which of the following statements 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.

a

Ionia 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 Ionia'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.

a

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

c

Using avatars for training purposes would be an example of _____.
A. benchmarking
B. action learning
C. a simulation
D. adventure learning
E. an orientation

c

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

e

Which of the following is described as 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

c

Which of the following is the correct statement 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.

b

_____ 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

c

Behavior modeling is especially useful for improving
A. technical skills.
B. interpersonal skills.
C. spatial skills.
D. clerical skills.
E. cognitive skills.

b

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

b

Tom, 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 of the following responses 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.

e

Which of the following forms 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

c

Which of the following is an example of an experiential training method?
A. Jane, who is a cashier, is being trained to stock shelves in case there is a shortage of employees.
B. Jeffery and his colleagues take part in a rafting course sponsored by their company.
C. Erin and five other managers are tasked to study a business problem and present recommendations.
D. Hugh is asked to review videos of other employees exhibiting certain important behaviors related to the workplace.
E. Katherine uses an online persona to make decisions in game simulations involving job-related situations.

b

_____ 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

c

According to your text, which of the following work settings 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

c

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.

d

All Natural Goods hired Peter to maintain inventory records and Pam to place orders for new inventory when stocks run low. So that the warehouse can continue to function when either is on vacation, the company trained Peter to place orders and trained Pam to maintain inventory records. Which of the following training methods does this situation illustrate?
A. coordination training
B. experiential training
C. behavior modeling
D. cross-training
E. action learning

d

Which of the following is an example of the cross-training method?
A. Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees.
B. Stan, along with his colleagues, participates in a 5K run sponsored by the company.
C. Kylie and five other managers analyze a business problem to suggest changes.
D. Patrick reviews videos of other employees exhibiting certain important behaviors related to the workplace.
E. Ira has team members visualize what they have to do to release a new product.

a

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.

b

_____ 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

d

Which of the following forms 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

c

Thomas 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, Thomas 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 Thomas?
A. action learning
B. adventure learning
C. cross-training
D. internship
E. apprenticeship

a

Keith 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 of the following forms of group-building methods is being employed by Keith's team?
A. cross-learning
B. action learning
C. adventure learning
D. virtual reality
E. behavior modeling

b

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

e

Matt, the training coordinator at Joaquim Solutions, inspected the written materials for a new training program and concluded that the materials were not very readable. Which of the following conditions would most likely lead Matt 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.

e

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

d

_____ 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

b

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. According to your text, Which of the following 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.

e

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.

e

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

a

Which of the following 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

b

Stronx 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 of the following statements 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 Stronx 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.

a

According to your text, 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.

d

Which of the following forms 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

a

Which of the following statements 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.

a

Level 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 Level On is known as _____.
A. onboarding
B. benchmarking
C. sensitivity training
D. diversity training
E. conditioning

a

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

e

Which of the following 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

d

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 employee's 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

b

Identify the type of diversity training provided by some organizations that involves sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities.
A. community service
B. acculturation
C. cultural immersion
D. cultural health
E. ethnology

c

Windel Auto, an automobile manufacturer based in the United States, partners with a Japanese manufacturer, Telspar, to supply automobile parts. To ensure that its employees do not miscommunicate with its Japanese partner, Windel implements a training program in which managers study Japanese customs, language traits, and interpersonal traits, and then spend a few months working alongside Telspar managers in Japan. Which of the following forms of training has Windel Auto used in this scenario? A. community service
B. acculturation
C. cultural immersion
D. virtual reality
E. adventure learning

c

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