Question 1

According to the textbook,what is one critical issue associated with using existing job descriptions in the task analysis process?

Accepted Answer

A)  Job descriptions may be dated and not reflective of current job requirements. 
B)  It may be time consuming to retrieve job descriptions. 
C)  Job descriptions are costly and may not be available. 
D)  Job descriptions tend to be vague, not reflecting the skills, knowledge, and abilities needed to perform a job. 
A)  Job descriptions may be dated and not reflective of current job requirements. 
B)  It may be time consuming to retrieve job descriptions. 
C)  Job descriptions are costly and may not be available. 
D)  Job descriptions tend to be vague, not reflecting the skills, knowledge, and abilities needed to perform a job.

Question 2

According to the textbook,which of the following represents Level 4 in A Competency Profile for Senior Leaders?

Accepted Answer

A)  communicates new directions so that everyone affected knows the new directions 
B)  leads team through discussions and research to identify key new themes and goals that everyone can accept and use 
C)  key stakeholders are consulted and have input into direction-setting 
D)  all stakeholders are engaged in a process to rewrite the new directions in terms that relate specifically to their roles 
A)  communicates new directions so that everyone affected knows the new directions 
B)  leads team through discussions and research to identify key new themes and goals that everyone can accept and use 
C)  key stakeholders are consulted and have input into direction-setting 
D)  all stakeholders are engaged in a process to rewrite the new directions in terms that relate specifically to their roles

Question 3

Task analysis is a set of procedures that focuses on understanding the mental processes and requirements for performing a job.

Accepted Answer

A) True 
 B)False

Question 4

Questionnaires,structured interviews,and observation are techniques used in a task analysis to survey a sample of job incumbents.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a structural barrier to effective performance?

Accepted Answer

A)  lack of performance measurements 
B)  lack of reward systems 
C)  lack of clarity around roles and responsibilities 
D)  lack of tools and equipment 
A)  lack of performance measurements 
B)  lack of reward systems 
C)  lack of clarity around roles and responsibilities 
D)  lack of tools and equipment

Question 6

Resource analysis is the identification of the resources available in an organization that might be required to design a training and development program.As a principle,it does not deal with implementing the actual program.

Accepted Answer

A) True 
 B)False

Question 7

A needs analysis is used to identify the differences between what training costs are and what they should be.

Accepted Answer

A) True 
 B)False

Question 8

Under which scenario is training the LEAST likely intervention in dealing with a performance problem?

Accepted Answer

A)  Mary performs a particular task frequently 
B)  Providing Mary with coaching is too expensive and time consuming 
C)  Mary has a mission critical role 
D)  Mary does not receive feedback on her performance 
A)  Mary performs a particular task frequently 
B)  Providing Mary with coaching is too expensive and time consuming 
C)  Mary has a mission critical role 
D)  Mary does not receive feedback on her performance

Question 9

A person analysis examines how well an employee performs the critical tasks and his/her knowledge,skills,and abilities.

Accepted Answer

A) True 
 B)False

Question 10

What critical question is the resource analysis process attempting to answer?

Accepted Answer

A)  Does the organization have the desire to spend its resources on training? 
B)  Does the organization have employees willing to learn? 
C)  Does the organization have sufficient money, time, and expertise? 
D)  Does the organization have access to effective decision-makers? 
A)  Does the organization have the desire to spend its resources on training? 
B)  Does the organization have employees willing to learn? 
C)  Does the organization have sufficient money, time, and expertise? 
D)  Does the organization have access to effective decision-makers?

Question 11

Outline at least five conditions under which training might be the best solution to performance problems.

Accepted Answer

(1)when the task is performed frequently

Question 12

There are six steps in a person analysis including identify the target jobs,obtain job descriptions,develop rating scales,survey a sample of job incumbents,analyze and interpret the information,and provide feedback on the results.

Accepted Answer

A) True 
 B)False

Question 13

Ideally,what should a manager do if an employee has a genuine skill deficiency and does not have the potential to learn a new task?

Accepted Answer

A)  fire the employee immediately 
B)  give the task to another individual, even if it impacts productivity negatively 
C)  notwithstanding the lack of potential to learn, double up the training effort 
D)  if possible, simplify the task, lower expectations, or transfer the employee 
A)  fire the employee immediately 
B)  give the task to another individual, even if it impacts productivity negatively 
C)  notwithstanding the lack of potential to learn, double up the training effort 
D)  if possible, simplify the task, lower expectations, or transfer the employee

Question 14

What management concept is based on the principles of conditioning theory?

Accepted Answer

A)  disciplinary management 
B)  knowledge management 
C)  reward management 
D)  contingency management 
A)  disciplinary management 
B)  knowledge management 
C)  reward management 
D)  contingency management

Question 15

What is the most often used method of collecting data for a needs analysis?

Accepted Answer

A)  work samples 
B)  observations 
C)  surveys 
D)  interviews 
A)  work samples 
B)  observations 
C)  surveys 
D)  interviews

According to the textbook,what is one critical issue associated with using existing job descriptions in the task analysis process?

According to the textbook,which of the following represents Level 4 in A Competency Profile for Senior Leaders?

Task analysis is a set of procedures that focuses on understanding the mental processes and requirements for performing a job.

Questionnaires,structured interviews,and observation are techniques used in a task analysis to survey a sample of job incumbents.

Which of the following is a structural barrier to effective performance?

Resource analysis is the identification of the resources available in an organization that might be required to design a training and development program.As a principle,it does not deal with implementing the actual program.

A needs analysis is used to identify the differences between what training costs are and what they should be.

Under which scenario is training the LEAST likely intervention in dealing with a performance problem?

A person analysis examines how well an employee performs the critical tasks and his/her knowledge,skills,and abilities.

What critical question is the resource analysis process attempting to answer?

Outline at least five conditions under which training might be the best solution to performance problems.

There are six steps in a person analysis including identify the target jobs,obtain job descriptions,develop rating scales,survey a sample of job incumbents,analyze and interpret the information,and provide feedback on the results.

Ideally,what should a manager do if an employee has a genuine skill deficiency and does not have the potential to learn a new task?

What management concept is based on the principles of conditioning theory?

What is the most often used method of collecting data for a needs analysis?

The Training and Development Process

Organizational Learning

Learning and Motivation

Training Design

Off-The-Job Training Methods

On-The-Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

The Costs and Benefits of Training Programs

Training Programs

Management Development

The Evolution and Future of Training and Development

Filters

Exam 4: The Needs Analysis Process

According to the textbook,what is one critical issue associated with using existing job descriptions in the task analysis process?

According to the textbook,which of the following represents Level 4 in A Competency Profile for Senior Leaders?

Task analysis is a set of procedures that focuses on understanding the mental processes and requirements for performing a job.

Questionnaires,structured interviews,and observation are techniques used in a task analysis to survey a sample of job incumbents.

Which of the following is a structural barrier to effective performance?

Resource analysis is the identification of the resources available in an organization that might be required to design a training and development program.As a principle,it does not deal with implementing the actual program.

A needs analysis is used to identify the differences between what training costs are and what they should be.

Under which scenario is training the LEAST likely intervention in dealing with a performance problem?

A person analysis examines how well an employee performs the critical tasks and his/her knowledge,skills,and abilities.

What critical question is the resource analysis process attempting to answer?

Outline at least five conditions under which training might be the best solution to performance problems.

There are six steps in a person analysis including identify the target jobs,obtain job descriptions,develop rating scales,survey a sample of job incumbents,analyze and interpret the information,and provide feedback on the results.

Ideally,what should a manager do if an employee has a genuine skill deficiency and does not have the potential to learn a new task?

What management concept is based on the principles of conditioning theory?

What is the most often used method of collecting data for a needs analysis?

The Training and Development Process

Organizational Learning

Learning and Motivation

Training Design

Off-The-Job Training Methods

On-The-Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

The Costs and Benefits of Training Programs

Training Programs

Management Development

The Evolution and Future of Training and Development

Filters