Question 1

Identify and briefly describe the three steps in the person analysis process.

Accepted Answer

The three steps in a person analysis are

Question 2

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 3

Which of the following is an obstacle organizations cite as the reason to avoid conducting a needs analysis?

Accepted Answer

A)  Trainees often claim that they are rewarded for taking the time to conduct a needs analysis. 
B)  Organizations usually can see how the investment of time and resources will produce a viable training solution. 
C)  Organizations are most concerned with training employees quickly rather than waiting for research to be conducted. 
D)  Managers and employees do not have the creative techniques and critical methods of inquiry needed to conduct a needs analysis. 
A)  Trainees often claim that they are rewarded for taking the time to conduct a needs analysis. 
B)  Organizations usually can see how the investment of time and resources will produce a viable training solution. 
C)  Organizations are most concerned with training employees quickly rather than waiting for research to be conducted. 
D)  Managers and employees do not have the creative techniques and critical methods of inquiry needed to conduct a needs analysis.

Question 4

According to the textbook, which important step in the needs analysis process is the most extensive, potentially leading organizations to skip it?

Accepted Answer

A)  a culture and climate audit of the organization 
B)  a task and person analysis 
C)  data collection at three levels: organizational, task, and person 
D)  being clear on the nature of the actual "itch" 
A)  a culture and climate audit of the organization 
B)  a task and person analysis 
C)  data collection at three levels: organizational, task, and person 
D)  being clear on the nature of the actual "itch"

Question 5

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 6

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

Accepted Answer

A) True 
 B)False

Question 7

Teamwork competencies include things such as how to communicate, interact, and coordinate tasks effectively with team members, which can be identified by conducting a team analysis. From a training perspective, what are these competencies primarily used for?

Accepted Answer

A)  to communicate to stakeholders the importance of team competencies 
B)  to lead teams through discussions to identify key new themes and goals that everyone can accept and use as part of the training program 
C)  to attain buy-in from stakeholders to secure appropriate funding 
D)  to serve as the basis for writing training objectives and provides guidance on program design 
A)  to communicate to stakeholders the importance of team competencies 
B)  to lead teams through discussions to identify key new themes and goals that everyone can accept and use as part of the training program 
C)  to attain buy-in from stakeholders to secure appropriate funding 
D)  to serve as the basis for writing training objectives and provides guidance on program design

Question 8

Contingency management has its basis in social cognitive theory.

Accepted Answer

A) True 
 B)False

Question 9

A person analysis fundamentally addresses the following questions: How well does the employee perform the tasks? Who, within the organization, needs training? And, what kind of training do they need?

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

What is compliance training and what are some examples of it from the textbook?

Accepted Answer

Compliance training refers to training p

Question 12

If an organization was not planning on designing and delivering a training program but the provincial government has just introduced a new bill that requires training, what is this called?

Accepted Answer

A)  mandated training 
B)  compliance training 
C)  government training 
D)  required training 
A)  mandated training 
B)  compliance training 
C)  government training 
D)  required training

Question 13

One of your colleagues is somewhat confused about the distinction between skills and competencies. You decide to provide your colleague with a concise explanation. Which of the following statements would best capture the distinction between these two terms?

Accepted Answer

A)  competencies are the same as skills 
B)  negotiating a collective agreement is an example of a skill, while competencies are universal in scope such as winning agreement on goals and expectations 
C)  competencies are related to knowledge and tend to be narrow in scope 
D)  skills are behaviours that are not observable, while competencies must be observable 
A)  competencies are the same as skills 
B)  negotiating a collective agreement is an example of a skill, while competencies are universal in scope such as winning agreement on goals and expectations 
C)  competencies are related to knowledge and tend to be narrow in scope 
D)  skills are behaviours that are not observable, while competencies must be observable

Question 14

According to the vignette on TD Bank, what did TD do before it embarked on a robbery prevention and awareness training program?

Accepted Answer

A)  determined what kinds of resources were available for training 
B)  conducted a needs analysis that included focus groups, interviews, and surveys 
C)  changed the compensation approach to reward those branches with fewer robberies 
D)  changed the company's strategy to better match employees' skills and abilities 
A)  determined what kinds of resources were available for training 
B)  conducted a needs analysis that included focus groups, interviews, and surveys 
C)  changed the compensation approach to reward those branches with fewer robberies 
D)  changed the company's strategy to better match employees' skills and abilities

Question 15

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 16

Your CEO has asked you to explain the potential negative consequences of having training and development plans that are not congruent with your company's strategy. Which of the following is likely to be negatively affected for the organization if training initiatives are not aligned with the organization's strategy?

Accepted Answer

A)  book value 
B)  training costs 
C)  flexibility 
D)  market value 
A)  book value 
B)  training costs 
C)  flexibility 
D)  market value

Question 17

A rapid needs analysis is best used when the data that already exists is no longer useful for the design of training programs.

Accepted Answer

A) True 
 B)False

Question 18

Judy, a human resource professional, decides to undertake a person analysis at TD Bank. What question is Judy seeking an answer to?

Accepted Answer

A)  How is training linked to TD Bank's strategy? 
B)  Which employees at TD Bank need training? 
C)  When are tasks performed and what resources are available at TD Bank? 
D)  What external forces are affecting TD Bank? 
A)  How is training linked to TD Bank's strategy? 
B)  Which employees at TD Bank need training? 
C)  When are tasks performed and what resources are available at TD Bank? 
D)  What external forces are affecting TD Bank?

Question 19

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

Accepted Answer

(1) when the task is performed frequentl

Question 20

Competencies are clusters of related knowledge, skills, and abilities that differentiate effective performers from ineffective performers.

Accepted Answer

A) True 
 B)False

Identify and briefly describe the three steps in the person analysis process.

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

Which of the following is an obstacle organizations cite as the reason to avoid conducting a needs analysis?

According to the textbook, which important step in the needs analysis process is the most extensive, potentially leading organizations to skip it?

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.

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

Teamwork competencies include things such as how to communicate, interact, and coordinate tasks effectively with team members, which can be identified by conducting a team analysis. From a training perspective, what are these competencies primarily used for?

Contingency management has its basis in social cognitive theory.

A person analysis fundamentally addresses the following questions: How well does the employee perform the tasks? Who, within the organization, needs training? And, what kind of training do they need?

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

What is compliance training and what are some examples of it from the textbook?

If an organization was not planning on designing and delivering a training program but the provincial government has just introduced a new bill that requires training, what is this called?

One of your colleagues is somewhat confused about the distinction between skills and competencies. You decide to provide your colleague with a concise explanation. Which of the following statements would best capture the distinction between these two terms?

According to the vignette on TD Bank, what did TD do before it embarked on a robbery prevention and awareness training program?

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?

A rapid needs analysis is best used when the data that already exists is no longer useful for the design of training programs.

Judy, a human resource professional, decides to undertake a person analysis at TD Bank. What question is Judy seeking an answer to?

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

Competencies are clusters of related knowledge, skills, and abilities that differentiate effective performers from ineffective performers.

The Training and Development Process

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

Training Costs and Benefits

Training Programs

Management and Leadership Development

The Evolution and Future of Training and Development

Filters

Exam 3: The Needs Analysis Process

Identify and briefly describe the three steps in the person analysis process.

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

Which of the following is an obstacle organizations cite as the reason to avoid conducting a needs analysis?

According to the textbook, which important step in the needs analysis process is the most extensive, potentially leading organizations to skip it?

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.

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

Teamwork competencies include things such as how to communicate, interact, and coordinate tasks effectively with team members, which can be identified by conducting a team analysis. From a training perspective, what are these competencies primarily used for?

Contingency management has its basis in social cognitive theory.

A person analysis fundamentally addresses the following questions: How well does the employee perform the tasks? Who, within the organization, needs training? And, what kind of training do they need?

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

What is compliance training and what are some examples of it from the textbook?

If an organization was not planning on designing and delivering a training program but the provincial government has just introduced a new bill that requires training, what is this called?

One of your colleagues is somewhat confused about the distinction between skills and competencies. You decide to provide your colleague with a concise explanation. Which of the following statements would best capture the distinction between these two terms?

According to the vignette on TD Bank, what did TD do before it embarked on a robbery prevention and awareness training program?

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?

A rapid needs analysis is best used when the data that already exists is no longer useful for the design of training programs.

Judy, a human resource professional, decides to undertake a person analysis at TD Bank. What question is Judy seeking an answer to?

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

Competencies are clusters of related knowledge, skills, and abilities that differentiate effective performers from ineffective performers.

The Training and Development Process

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

Training Costs and Benefits

Training Programs

Management and Leadership Development

The Evolution and Future of Training and Development

Filters