Question 1

What is one drawback of a task analysis process

Accepted Answer

A) It ignores mental processes required to complete a task. 
B) It focuses only on target jobs as opposed to all jobs within the organization. 
C) It develops bias from subjective rating scales and the use of estimates. 
D) It assumes tasks are performed by teams, not individuals. 
A) It ignores mental processes required to complete a task. 
B) It focuses only on target jobs as opposed to all jobs within the organization. 
C) It develops bias from subjective rating scales and the use of estimates. 
D) It assumes tasks are performed by teams, not individuals.

Question 2

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

Accepted Answer

A) True 
 B)False

Question 3

Fundamentally,needs analysis deals with informing senior management why specific training initiatives have not resulted in improvements to organizational performance.

Accepted Answer

A) True 
 B)False

Question 4

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 5

The textbook identifies three levels of needs analysis: organizational,cognitive,and person analysis.

Accepted Answer

A) True 
 B)False

Question 6

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 7

Which two factors from the external environment might affect an organization's need for training and its employees' receptivity to being trained

Accepted Answer

A) trade agreements and new technologies 
B) competitors and corporate strategy 
C) recessions and employment equity 
D) demographics and organizational culture 
A) trade agreements and new technologies 
B) competitors and corporate strategy 
C) recessions and employment equity 
D) demographics and organizational culture

Question 8

You have determined that employees would be able to accomplish a particular task "if their lives depended on it." What is a logical conclusion you should make

Accepted Answer

A) increase training efforts 
B) change the way jobs are designed 
C) change the rewards 
D) training is not the issue 
A) increase training efforts 
B) change the way jobs are designed 
C) change the rewards 
D) training is not the issue

Question 9

Besides clarifying the nature of performance gaps,a needs analysis helps to determine whether training and development is a good solution to performance problems or whether some other intervention might be more effective.

Accepted Answer

A) True 
 B)False

Question 10

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is NOT an information barrier to effective performance

Accepted Answer

A) informal leaders 
B) lack of performance metrics 
C) ineffective feedback 
D) vague objectives 
A) informal leaders 
B) lack of performance metrics 
C) ineffective feedback 
D) vague objectives

Question 12

What is the best method of collecting data in a needs analysis process

Accepted Answer

A) any combination of methods that uses at least three of the nine methods 
B) typically, a combination of interviews, observations, and work samples 
C) the combination of methods that most likely results in senior management approval 
D) available resources, analyst expertise, and the nature of the responses should drive the choice of method 
A) any combination of methods that uses at least three of the nine methods 
B) typically, a combination of interviews, observations, and work samples 
C) the combination of methods that most likely results in senior management approval 
D) available resources, analyst expertise, and the nature of the responses should drive the choice of method

Question 13

In which example does pressure to change employee behaviour come from the internal environment

Accepted Answer

A) a change in legislation that affects labour standards 
B) a change in customer preferences for products and services 
C) an increase in competition from rivals offering better products at lower prices 
D) an increase in the number of product-related mistakes that management notices 
A) a change in legislation that affects labour standards 
B) a change in customer preferences for products and services 
C) an increase in competition from rivals offering better products at lower prices 
D) an increase in the number of product-related mistakes that management notices

Question 14

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 determining whether the organization has the ability to implement the actual program.

Accepted Answer

A) True 
 B)False

Question 15

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

Accepted Answer

A) True 
 B)False

Question 16

Which data collection method is relatively inexpensive to administer and provides data in a format that is easy to report and summarize

Accepted Answer

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

What is one drawback of a task analysis process

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

Fundamentally,needs analysis deals with informing senior management why specific training initiatives have not resulted in improvements to organizational performance.

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

The textbook identifies three levels of needs analysis: organizational,cognitive,and person analysis.

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

Which two factors from the external environment might affect an organization's need for training and its employees' receptivity to being trained

You have determined that employees would be able to accomplish a particular task "if their lives depended on it." What is a logical conclusion you should make

Besides clarifying the nature of performance gaps,a needs analysis helps to determine whether training and development is a good solution to performance problems or whether some other intervention might be more effective.

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

Which of the following is NOT an information barrier to effective performance

What is the best method of collecting data in a needs analysis process

In which example does pressure to change employee behaviour come from the internal environment

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 determining whether the organization has the ability to implement the actual program.

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

Which data collection method is relatively inexpensive to administer and provides data in a format that is easy to report and summarize

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 and Leadership Development

The Evolution and Future of Training and Development

Filters

Exam 4: The Needs Analysis Process

What is one drawback of a task analysis process

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

Fundamentally,needs analysis deals with informing senior management why specific training initiatives have not resulted in improvements to organizational performance.

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

The textbook identifies three levels of needs analysis: organizational,cognitive,and person analysis.

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

Which two factors from the external environment might affect an organization's need for training and its employees' receptivity to being trained

You have determined that employees would be able to accomplish a particular task "if their lives depended on it." What is a logical conclusion you should make

Besides clarifying the nature of performance gaps,a needs analysis helps to determine whether training and development is a good solution to performance problems or whether some other intervention might be more effective.

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

Which of the following is NOT an information barrier to effective performance

What is the best method of collecting data in a needs analysis process

In which example does pressure to change employee behaviour come from the internal environment

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 determining whether the organization has the ability to implement the actual program.

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

Which data collection method is relatively inexpensive to administer and provides data in a format that is easy to report and summarize

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 and Leadership Development

The Evolution and Future of Training and Development

Filters