Question 1

The best source of information about what knowledge,skills,and abilities a salesperson needs to have is:

Accepted Answer

A) the salesperson's job description 
B) the company's human resources department 
C) the employee handbook 
D) the industry guide for salespeople 
E) the Dale Carnegie Institute website 
A) the salesperson's job description 
B) the company's human resources department 
C) the employee handbook 
D) the industry guide for salespeople 
E) the Dale Carnegie Institute website

Question 2

What is the problem with using ROI or utlity analysis as an indicator of the success of a training program?

Accepted Answer

The problem is that is virtually impossi

Question 3

Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program?

Accepted Answer

A) reaction 
B) learning 
C) behaviors 
D) results 
E) appraisal 
A) reaction 
B) learning 
C) behaviors 
D) results 
E) appraisal

Question 4

Once it is determined that an employee needs some kind of training,the manager should write:

Accepted Answer

A) to the training department to request it 
B) up a disciplinary notice because the employee was not adequately prepared 
C) back to the human resources department to follow up with them 
D) a new job description for the employee's position 
E) an individualized training plan for the employee 
A) to the training department to request it 
B) up a disciplinary notice because the employee was not adequately prepared 
C) back to the human resources department to follow up with them 
D) a new job description for the employee's position 
E) an individualized training plan for the employee

Question 5

Discuss the different methods of delivering training.

Accepted Answer

Instructor-led training is live in perso

Question 6

Some of the objectives of the training course should include:

Accepted Answer

A) memorization 
B) computerized testing 
C) teaching upper-level skills as well as lower level skills from the cognitive/knowledge and affective/attitude categories 
D) "hot-seating," or asking students questions in class to test their knowledge of the material 
E) teaching answers to technical questions about installation and trouble-shooting the product 
A) memorization 
B) computerized testing 
C) teaching upper-level skills as well as lower level skills from the cognitive/knowledge and affective/attitude categories 
D) "hot-seating," or asking students questions in class to test their knowledge of the material 
E) teaching answers to technical questions about installation and trouble-shooting the product

Question 7

Why do training programs fail?

Accepted Answer

They fail because a training assessment

Question 8

Training cannot fix all problems in the workplace,but it can fix some of them.Which of the following is a sales force problem that can be fixed by training?

Accepted Answer

A) poor job satisfaction 
B) poor product knowledge 
C) low morale 
D) low motivation 
E) low levels of compensation 
A) poor job satisfaction 
B) poor product knowledge 
C) low morale 
D) low motivation 
E) low levels of compensation

Question 9

An outside trainer will have more credibility with trainees when:

Accepted Answer

A) the trainer uses PowerPoint slides and other technology as part of the program 
B) the training is done in a small class size 
C) the trainer has an advanced degree in Instructional Design and Training 
D) the training is on in-house products and services 
E) the training is on a product or service the trainer works for 
A) the trainer uses PowerPoint slides and other technology as part of the program 
B) the training is done in a small class size 
C) the trainer has an advanced degree in Instructional Design and Training 
D) the training is on in-house products and services 
E) the training is on a product or service the trainer works for

Question 10

Utility analysis is a method of examining the effectiveness of a training program that is:

Accepted Answer

A) constantly evolving to yield better statistical models 
B) not useful in and of itself 
C) an extension of the results-based measures of assessment 
D) under further study 
E) being used by most sales experts across the country 
A) constantly evolving to yield better statistical models 
B) not useful in and of itself 
C) an extension of the results-based measures of assessment 
D) under further study 
E) being used by most sales experts across the country

Question 11

During the planning stage of training,what three levels of information should developers consider? What information does each level need to contain?

Accepted Answer

Organizational,task,and individual.Organ

Question 12

Adequate and complete training for salespeople contributes to financial success for the entire company.

Accepted Answer

A) True 
 B)False

Question 13

A training assessment determines:

Accepted Answer

A) how well the training was conducted 
B) how well the attendees retained what they learned in the training 
C) how things could be improved for the next time 
D) what topics need to be covered in a training program 
E) what can be expected from the next training 
A) how well the training was conducted 
B) how well the attendees retained what they learned in the training 
C) how things could be improved for the next time 
D) what topics need to be covered in a training program 
E) what can be expected from the next training

Question 14

Before a training program can be developed,the learning objectives for the training must be established.

Accepted Answer

A) True 
 B)False

Question 15

KSAs (knowledge,skills,and abilities)need to be taught at the task level of training,and can be pulled directly from the job description of the salesperson.

Accepted Answer

A) True 
 B)False

Question 16

It may make more sense to develop training programs in-house if the training needs to be conducted:

Accepted Answer

A) yearly 
B) once only 
C) repeatedly 
D) with vendor software 
E) adaptively 
A) yearly 
B) once only 
C) repeatedly 
D) with vendor software 
E) adaptively

Question 17

In-person,instructor-led training is still the best form of training for salespeople.

Accepted Answer

A) True 
 B)False

Question 18

In order to develop an effective training program for sales employees,companies must first determine:

Accepted Answer

A) what is the actual need for training 
B) who will receive the training 
C) who will conduct the training 
D) how the training will be delivered 
E) how much the training will cost 
A) what is the actual need for training 
B) who will receive the training 
C) who will conduct the training 
D) how the training will be delivered 
E) how much the training will cost

Question 19

Explain the concept of learning transfer.How can trainers promote it?

Accepted Answer

Learning transfer is the idea that someo

Question 20

Companies that ask new hires to do on-the-job training,or shadowing current sales reps,intend for the new hires to:

Accepted Answer

A) skip traditional training classes 
B) model the behavior of the experienced salespeople 
C) memorize everything the current sale rep does to replicate it perfectly 
D) critique the current rep's performance as part of a two-way training assessment 
E) ramp up more quickly than they would if they spent time learning about product specifications before going into the field 
A) skip traditional training classes 
B) model the behavior of the experienced salespeople 
C) memorize everything the current sale rep does to replicate it perfectly 
D) critique the current rep's performance as part of a two-way training assessment 
E) ramp up more quickly than they would if they spent time learning about product specifications before going into the field

The best source of information about what knowledge,skills,and abilities a salesperson needs to have is:

What is the problem with using ROI or utlity analysis as an indicator of the success of a training program?

Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program?

Once it is determined that an employee needs some kind of training,the manager should write:

Discuss the different methods of delivering training.

Some of the objectives of the training course should include:

Why do training programs fail?

Training cannot fix all problems in the workplace,but it can fix some of them.Which of the following is a sales force problem that can be fixed by training?

An outside trainer will have more credibility with trainees when:

Utility analysis is a method of examining the effectiveness of a training program that is:

During the planning stage of training,what three levels of information should developers consider? What information does each level need to contain?

Adequate and complete training for salespeople contributes to financial success for the entire company.

A training assessment determines:

Before a training program can be developed,the learning objectives for the training must be established.

KSAs (knowledge,skills,and abilities)need to be taught at the task level of training,and can be pulled directly from the job description of the salesperson.

It may make more sense to develop training programs in-house if the training needs to be conducted:

In-person,instructor-led training is still the best form of training for salespeople.

In order to develop an effective training program for sales employees,companies must first determine:

Explain the concept of learning transfer.How can trainers promote it?

Companies that ask new hires to do on-the-job training,or shadowing current sales reps,intend for the new hires to:

Introduction to Sales Management

The Sales Function and Multi-Sales Channels

Leadership and the Sales Executive

Ethics,the Law,and Sales Leadership

Business-To-Business B2bsales and Customer Relationship Management

Leveraging Information Technologies

Designing and Organizing the Sales Force

Recruiting and Selecting the Right Salespeople

Supervising,managing,and Leading Salespeople

Setting Goals and Managing the Sales Forces Performance

Motivating and Rewarding Salespeople

Turning Customer Information Into Sales Knowledge

Assessing the Performance of the Sales Force and the People Who Comprise It

Internal and External Cultural Forces

Filters

Exam 9: Training and Developing the Sales Force

The best source of information about what knowledge,skills,and abilities a salesperson needs to have is:

What is the problem with using ROI or utlity analysis as an indicator of the success of a training program?

Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program?

Once it is determined that an employee needs some kind of training,the manager should write:

Discuss the different methods of delivering training.

Some of the objectives of the training course should include:

Why do training programs fail?

Training cannot fix all problems in the workplace,but it can fix some of them.Which of the following is a sales force problem that can be fixed by training?

An outside trainer will have more credibility with trainees when:

Utility analysis is a method of examining the effectiveness of a training program that is:

During the planning stage of training,what three levels of information should developers consider? What information does each level need to contain?

Adequate and complete training for salespeople contributes to financial success for the entire company.

A training assessment determines:

Before a training program can be developed,the learning objectives for the training must be established.

KSAs (knowledge,skills,and abilities)need to be taught at the task level of training,and can be pulled directly from the job description of the salesperson.

It may make more sense to develop training programs in-house if the training needs to be conducted:

In-person,instructor-led training is still the best form of training for salespeople.

In order to develop an effective training program for sales employees,companies must first determine:

Explain the concept of learning transfer.How can trainers promote it?

Companies that ask new hires to do on-the-job training,or shadowing current sales reps,intend for the new hires to:

Introduction to Sales Management

The Sales Function and Multi-Sales Channels

Leadership and the Sales Executive

Ethics,the Law,and Sales Leadership

Business-To-Business B2bsales and Customer Relationship Management

Leveraging Information Technologies

Designing and Organizing the Sales Force

Recruiting and Selecting the Right Salespeople

Supervising,managing,and Leading Salespeople

Setting Goals and Managing the Sales Forces Performance

Motivating and Rewarding Salespeople

Turning Customer Information Into Sales Knowledge

Assessing the Performance of the Sales Force and the People Who Comprise It

Internal and External Cultural Forces

Filters