The four different trainers are:
a. Training expert, subject matter expert, consultant, and communications expert
b. Training expert, knowledge expert, communications expert, and skills expert
c. Knowledge expert, training expert, subject matter expert, and consultant
d. People expert, counselor, communications expert, and skills expert
Transfer possibilities include:
I: Zero transfer
II: Complete transfer
III: Positive transfer
IV: Negative transfer
I, III, and IV
If after a three day training trainees return to their work and increase in overall productivity and efficiency, a _________ transfer occurred.
Positive
Near transfer is:
A trainee's ability to apply learned material from training to an environment similar to the training environment
Far transfer is:
A trainee's ability to apply learned material from training to a variety of different environments
If a training program teaches specific concepts and procedures, ________ transfer is most likely to occur.
Near
Trainers and training managers use a _________ in order to think clearly about the challenges in training transfer.
Framework
Which of the following is a determinant for positive training transfer?
The design and conduct of the training
True or False: An effective learning environment for someone who is a visual learner may lead him or her to retain the learning while a kinesthetic learner in the same environment might not.
True
All the following are examples of a work environment necessary for positive transfer EXCEPT:
Climate for transfer
Accepting peers
Opportunity to perform
Technological support
Accepting peers
The three determinants of training interact with each other through the intervening variable of _______.
Learning retention
It is a good idea to include ________ in the needs assessment.
Internal and external customers
Higher level management
Targeted employees
All of the above
All of the above
______ is one of the critical factors in the work environment which will determine whether or not the learnings from training transfer.
Supervisor support
How are testimonials from others who have been through the training helpful?
Communicates to the other employees how the training will benefit them
Assigned readings, case studies, and self-assessments before the training begins are all considered:
Pre-work
True or False: Evidence suggests that trainees are more likely to transfer training when they have high organizational commitment and high cynicism about change.
False
The evidence shows that trainees are more likely to transfer training not when cynicism is high, but low.
Good training provides for as much opportunity to _______ as possible.
Practice
Why should practice be performed in a context as close to the back home work environment as possible?
To achieve near transfer
Why would it be useful to make sure that trainees understand the general principles underlying specific actions in specific situations?
So the trainees can see "the why" for those actions, as well as "the what"
Self-regulation involves:
I: Self-monitoring
II: Goal setting
III: Self-reward
IV: Self-punishment
I, II, III, and IV
Self-management is necessary to:
Overcome obstacles
The following are all dimensions for practice opportunities EXCEPT:
Activity level
Task difficulty
Task type
Breadth
Task difficulty
Breadth is:
How many of the trained skills trainees get to use on the job
It is most important that the ______ support the trainee in order for learning transfer.
Immediate supervisor
What is a way trainers and training peers can support each other after the training in order to have successful transfer?
Training reunion
Site visits
Support network
All of the above
All of the above
EPSS stands for:
Electronic Performance Support System
Technological support is a relatively new development known as an "Electronic Performance Support System." An EPSS consists of computer access that provides expert advice when an employee faces a problem and also feeds information to the training department about the kinds of challenges with which employees have difficulty.
If a training program emphasizes that general principles might be applied to a greater set of contexts than those presented in the training, ________ transfer is likely to occur.
Far
What are the two types of positive transfer?
I: Successful
II: Near
III: Implemented
IV: Far
II and IV
If after a two day training trainees' return to their work and after a while no apparent change has occurred, a _________ transfer occurred.
Zero
If a company generally has low organizational commitment and high cynicism about change, what is the best strategy to take for training?
Identify outliers in the organization to first participate in the training
Pre-training motivation to learn is
most affected by:
I: Reputation of the training
II: Meaningful pre-work
III: Inherent intrinsic satisfaction from learning
IV: Organizational commitment
I, III, and IV
The "theory of identical elements" is that:
Transfer occurs best when what is being learned in training is identical to what the trainee must perform on the job
The learning environment has complete ________ with the work environment.
Fidelity
If the training revolves around factual learning, it is a good idea to precede the introduction with:
Questions
If the training revolves around factual learning, it is a good idea to precede the introduction of this material with a set of questions. Questions that need answering provide additional motivation and generate interest.
When are adult learners most receptive to training programs?
When the applicability to their lives is direct and obvious
True or False: Negative transfer is facilitated when trainees feel the trainer doesn't fully understand their situations and job challenges and how they feel about their work. This is most likely to happen when the trainer is from inside the organization.
False
Positive transfer is facilitated when trainees feel the trainer fully understands their situation and job challenges and how they feel about their work. This is most likely to happen when the trainer is from inside. Negative transfer is most likely to happen from a trainer outside the organization.
Activity level indicates:
The number of repetitions trainees get back on the job
The level of challenge represented in the application of learning on the job is called:
Task type
What two things must trainees do for effective transfer?
Apply and maintain
True or False: In order to maintain effective transfer, "relapse prevention" training was formed, which was modeled after the approaches used in the rehabilitation of those with drug and alcohol addictions.
True
Transfer of training means:
Effectively and continually applying what they learned in training back on the job
Transfer deals with which part(s)
of the ADDIE model?
I: Assessment
II: Design
III: Development
IV: Implementation
V: Evaluation
I and II
The design of training (the first "D" in the ADDIE model) should consider the ultimate goal of transfer from the very beginning in the process of design. In fact, transfer should be taken into consideration even during the needs assessment stage (the "A" stage).
If a training program encourages trainees to focus only on important differences between training tasks and work tasks (e.g., rate of completion), it is trying to accomplish _________.
Near transfer
In this case, the trainer would be trying to accomplish near transfer vs. far transfer because it is focusing on tasks directly related to work.
According to the model of training transfer, what is directly related to training
transfer?
I: Training design
II: Work environment
III: Trainee characteristics
II and III
Traits, abilities, and motivation are sub-groups of ________.
Trainee characteristics
True or False: If the goal is near transfer, practice should take place in a variety of different places, and if the goal is far transfer, practice should take place in a setting that is similar to the trainees' work environment.
False
To the extent possible, the practice should take place in a context as close to the back home work environment as possible. Of course, this is more important if the goal is near transfer. If the goal is far transfer, then the practice should take place in a variety of settings with discussion of the general principles underlying the action in each setting.
What is the main task of the training evaluators?
Determine if a change took place and demonstrate that the changes were caused by the training program
Only about ____ in 40 companies make an attempt to evaluate their training programs.
1
True or False: Evaluation should follow the most rigorous experimental design possible.
True
Evaluation should be planned at the same time as the training program and should be closely tied to the __________ objectives established for the program.
Behavioral
When conducting an evaluation it is best to use _______ type(s) of criteria.
1
2
4
None of the
above
None of the above
There are generally four categories of criteria to use when evaluating training programs, two ______ and two _______.
Internal; external
The four categories of criteria used for evaluation are:
Reaction, learning, behavior, and results
Asking the question, "What did the participants think and feel about the training program?" is an example of ________ criteria.
Reaction
Paper and pencil tests, role plays, and work samples can all be used for what criteria in training evaluation?
Learning
Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine ________ criteria.
Behavior
What is the challenge with using criteria for determining a measurement of change?
Determining whether or not the change came from the training or another source
The principles of experimental design allow the training evaluation to be conducted in such a way as to help rule out __________explanations for any observed improvements in learning.
Alternative
What is a mistake most organizations make when with their training programs?
I: Send participants through a training program with no pretest
II: Send participants through a training program that are not in need of training
III: Send participants through a training program with no comparison
group against to measure progression
I and III
True or False: It is impossible to draw any conclusions about the effects of training unless organizations send a selected group of participants through a training program with a pretest and with a comparison group against which to measure progress on the criteria.
False
In order to determine if the training was effective, there must be a pretest and a group for comparison. If there aren't any, conclusions about training effectiveness would merely be guesses.
________ designs provide better control than ______ designs.
Quasi-experimental; pre-experimental
Quasi-experimental designs provide better control than pre-experimental designs, but experimental designs are the "best." Quasi-experimental designs include nonequivalent control group designs and time series designs.
What was the purpose of the training IPCO did in the 1990s?
Communicate the new vision for the company
Create commitment for the new vision
Build the organization into a high-performing team
All of the above
All of the above
The "triangular partnership" was used:
To illustrate the importance of communication and feedback in performing a difficult task
According to the training evaluation model for IPCO:
Behaviors directly influence results
Reaction does not affect:
Attitudes
Knowledge and skills
Intentions
Supportive organizational climate
Supportive organizational climate
What experimental design did IPCO use?
Experimental
IPCO used an experimental design by randomly assigning employees to training groups that would take place in the fall and the spring.
Which criteria is the most important, but also the most difficult to measure?
Results
What is the most common type of evaluation measure?
Reaction
Levels of learning are often identified as:
Knowledge, comprehension, application, analysis, synthesis, and evaluation
Reaction and learning measures are called ________ evaluation.
Internal
Both reaction and learning measures are called "internal" evaluations because they occur within (or immediately after) the training program.
True or False: The four training evaluation criteria are all considered independent from each other.
False
To a certain extent, these criteria represent a "hierarchy" wherein positive results at a lower level would be a necessary but certainly not sufficient condition for positive changes at the next higher level.
What is the weakness of quasi-experimental designs?
Not randomly assigned trainees
The time series design is __________ than pre-experimental designs.
Better
The time series design is also an improvement over pre-experimental designs. It is hoped that there will be a significant improvement in some indicator right after the training that is then maintained for some period of time afterwards.
Randomization:
Eliminates most of the threats to the validity of conclusions
True or False: Randomization eliminates the need for pretests.
True
In many situations, the best experimental design is:
Posttest only control group
Interestingly, the "best" design in many situations is also one of the simplest: the "posttest-only control-group" design with random assignment to groups. When sample sizes are reasonably large, this design is actually better than the use of pretests because it eliminates a potential validity threat known as the "reactive effects of pretesting."
Nonequivalent control group and time series are examples of what experimental design?
Quasi-experimental
Single group posttest only is an example of what experimental design?
Pre-experimental
Organizations that select trainees based off of scheduling or based off of the specific individuals who they want to go through training will most likely need to use what kind of experimental design?
Quasi-experimental
Organizations which do not send participants to training in random sequence can at best use one of the quasi-experimental approaches to training evaluation.
Which of the following is an example of an experimental design?
Posttest only control group with random assignment
In
the IPCO case, reaction measures were taken _______.
Two months later
Immediately after
Three years later
All of the above
All of the above
When using self-assessments with regards to behavior change, always:
Be skeptical about what is being reported
Which of the following successes can solely be attributed to the
IPCO training?
Sick leave usage declined after training
Total Quality Management improved
IPCO was awarded the DoD Center of Excellence award
None of the above
None of the above
----------- involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities.
Evaluation
Which level of evaluation attempts to measure changes in behavior back on the job?
Level 2
Level 4
Level 1
Level 3
Level 3
"Level 3" evaluation attempts to measure changes in behavior back on the job. In a best case scenario, standard performance appraisals might be used to assess such changes.
Self-serving bias is:
When a trainee overstates how much they have transferred their learning
Sometimes evaluators will ask trainees themselves if and how their behavior back on the job has changed. However, there is considerable risk here of "self-serving bias" wherein a trainee is likely to overstate the degree to which he or she has transferred the learnings back to the job.
Career management is:
Planning, implementing, and monitoring employee career paths
What is the difference between career management and career planning?
Career planning is the responsibility of the individual
_________ achieves both personal career goals and organizational goals.
Career development
Communicating development preferences to management and identifying personal abilities and interests is part of:
Career planning
Matching organizational needs with individual capabilities and identifying future organizational staffing needs is part of:
Career management
Proposed an eight-stage life cycle model:
Erik Erikson
This stage begins in the late teenage years and is a time of searching for values and role models.
Identity
During the "identity" stage it is common to:
Think about a variety of different career choices
Intimacy and involvement are a part of what stage?
Young adulthood
Generativity:
Developing something of value for other people
Typical stages in career development include all of the following EXCEPT:
Organizational entry
Occupational preparation
Retirement
Mid-career
Retirement
True or False: Individuals can cycle through all five career stages several times in their lives.
True
Which of the following is a major task of mid-career?
Remain productive in work
Which of the following is NOT a major task of early career establishment and achievement?
Learn organizational norms
Fit into chosen occupation and
organization
Learn the job
Develop occupational self-image
Develop occupational self-image
People choose their career field based on a variety of factors:
I: Fields that intrinsically motivate them
II: Capabilities and talents
III: Personality
IV: Socioeconomic status
I, II, III, and IV
The job interview establishes _______ for the new employees and their first job supervisor.
Expectations
Realistic job preview is used to:
Get unspoken job expectations out in the open
True or False: RJPs reduce acceptance rates for job offers, however, they also reduce early job turnover.
False
RJPs do not reduce acceptance rates for job offers. They do reduce early job turnover.
Another alternative to RJPs is __________.
Psychological contracting
Another way to deal with the problem of unspoken expectations is for supervisor and new hire to engage in "psychological contracting" where both parties attempt to clarify their expectations for each other, so as to get issues out on the table and resolve them directly whenever possible.
What is the most common type of training?
Orientation
From a career management perspective, the most important steps an organization can take are to develop effective orientation and on-boarding programs for new employees. Orientation is the single most common type of training program offered in industry. Virtually all organizations of any size offer some type of orientation.
Employees in the early career stage are likely dealing with issues of ________ and _______.
Intimacy; involvement
Employees in the early career stage have a strong need for ________.
Feedback
The more _________ a new hire's (in the early career stage) job is, the more successful they will be in the future.
Challenging
It is essential that a new hire's manager be good at __________ and ____________.
Conducting performance reviews; establishing development plans
What is true about performance appraisals?
They allow the employee to achieve their career objectives
They help satisfy organizational
requirements
Performance appraisals are rarely done right
All of the above
All of the above
Employees begin questioning if they are on the right track at what career stage?
Mid-career
"Mid-life crisis" often leads to:
Re-examination of life and career goals
How can organizations make the best of the "re-examination" period of an employee's life?
Help the employee get re-committed and re-invigorated
A big difference between Erikson's model and Hudson's model is that Erikson's is _______ while Hudson's is _________.
Linear; cyclical
What is the basic logic of the renewal cycle?
Everyone at some point in time will feel negative about their career choice
What is considered the "normal" retirement age?
Mid 60s
True or False: Most training provided by organizations is focused on younger employees.
True
An
approach organizations use to combat the retirement of baby boomers and the shortage of skilled workers is:
I: Keep workers fully trained and employed for as long as possible
II: Have employees go from full-time to part-time and then eventually to retirement
III: Hire retired employees on a contract basis
I, II, and III
Which of the following is NOT an issue faced by those who retire?
Sense of
purpose
Pride in achievement
Need to belong
Territoriality
Sense of purpose
Self-management is an:
Adjustment to being totally self-directed
Because organizations are pyramid shaped:
The further up you go, the fewer number of positions are available
The term "career plateau" means:
An employee's career can no longer go any higher than it already has gone
Strategy used to get off career plateaus:
Lateral moves
Transfers
International assignments
All of the above
All of the above
The Federal Glass Ceiling mandate was to identify glass ceiling
barriers that have blocked the advancement of:
I: Minorities
II: Women
III: Men
IV: Disabled
I and II
True or False: Most organizations believe neither that the glass ceiling is a real phenomenon nor that they exclude women and minorities from upper level positions.
False
As the Commission did its work, it determined that most business people believe the glass ceiling is a real phenomenon, that glass ceilings work to exclude qualified women and minorities from upper level positions in organizations, and that this exclusion worked to the detriment of organizational effectiveness.
Designing a career plan that accommodates the organizations needs and initiate career development programs:
Career development
Which of the following is an example of career management?
Focus on the organization
What is the opposite of generativity?
Stagnation
The opposite of generativity is stagnation, which means producing nothing.
During the stage of "maturity," you acquire _______.
Ego integrity
The eighth and final stage in Erikson's model is called "maturity." In this stage, a fully developed and healthy individual acquires a sense of "ego integrity" (vs. despair) wherein he or she is happy with the life lived, with the choices made, and the actions taken.
Organizations experience a higher amount of turnover during what stage?
Sixth
The sixth stage is a time when young adults test out their early perceived occupational identities and start down an initial career path. Given the challenges at this stage of life, it is perhaps not surprising that organizations experience higher than average turnover among their youngest jobholders.
Obtain job offers from desired organizations is at what stage of career development?
Organizational entry
Develop a broader view of work and organization is at what stage of career development?
Mid-career
Which of the following are NOT organizational-level information new employees need to know?
Safety and accident prevention
Specific job duties and responsibilities
Employee and union relations
Key policies and procedures
Specific job duties and responsibilities
Which of the following are NOT department-level information new employees need to know?
Performance expectations
Customer relations
Policies, procedures, rules, and regulations
Department role
Customer relations
Why is it bad for organizations to have orientation consisting of "talking heads", or of several people talking about particular information?
Not as interactive
Employee
is a passive recipient
Few opportunities to ask questions
All of the above
All of the above
When employees face the decision to make a mini-transition or a major transition, organizations can help them by:
I: Offering them new incentives for the current work
II: Provide coaches or mentors
III: Offer mid-career development workshops
IV: Provide alternative career routes
II and III
Which of the following is NOT a stage in the Adult Renewal Cycle?
Stuck in the doldrums
Cocooning
Organizational entry
Go for it
Organizational entry
True or False: Employees going through their "down in the doldrums" stage of their career do not want to maintain their effectiveness at work.
False
During this time, it should not be forgotten that employees at this stage need—and want—to maintain their effectiveness at work, which means that training in new technology and upgrading of managerial skills may be necessary as well.
Retirees that have "need to belong" issues have a hard time:
Adjusting to having no work group to interact with
Women hold only about _______ percent of top level management positions.
10-15
With "dual career ladders" the first track is a _________ track and the second is a __________ track.
Management; technical
An unofficial barrier for advancement within an organization:
Glass ceiling
The term "career" refers to:
A series of work-related positions a person holds throughout life
Career management:
Match organizational needs with individual capabilities
Department-level information:
Policies, procedures, rules, and regulations