Question 1

Identify the 5 basic factors that influence employee performance and learning.

Accepted Answer

Figure 3.3 shows a process for analyzing

Question 2

Output refers to the type of incentives employees receive for performing well.

Accepted Answer

A) True 
 B)False

Question 3

(p.124-26. )The most relevant type of needs analysis for preparing training materials is:

Accepted Answer

A) organizational. 
B) benchmarking. 
C) person. 
D) task. 
A) organizational. 
B) benchmarking. 
C) person. 
D) task.

Question 4

Reading-to-lean skills searching for and reading information in manuals,books or charts.

Accepted Answer

A) True 
 B)False

Question 5

The question,"Who should be trained?" is one that should be asked by:

Accepted Answer

A) upper-level managers. 
B) training consultants. 
C) mid-level managers. 
D) trainers. 
A) upper-level managers. 
B) training consultants. 
C) mid-level managers. 
D) trainers.

Question 6

_____ analysis asks the questions,"Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees,managers,vendors,)have an interest in seeing training succeed?"

Accepted Answer

A) Benchmark 
B) Task 
C) Person 
D) Organizational 
A) Benchmark 
B) Task 
C) Person 
D) Organizational

Question 7

In practice,organizational,person and task analyses are not conducted in any particular order.

Accepted Answer

A) True 
 B)False

Question 8

All except _____ is a way competency models are useful for training and development.

Accepted Answer

A) identifying behaviors needed for effective job performance 
B) facilitating succession planning for managerial candidates 
C) providing guidelines for organizational analysis 
D) providing a framework for coaching 
A) identifying behaviors needed for effective job performance 
B) facilitating succession planning for managerial candidates 
C) providing guidelines for organizational analysis 
D) providing a framework for coaching

Question 9

Based upon a task analysis inventory,tasks that are rated as infrequently performed and low difficulty,should not be included in a training program.

Accepted Answer

A) True 
 B)False

Question 10

A process useful in needs assessment that is closely related to Total Quality Management is:

Accepted Answer

A) online technology. 
B) documentation. 
C) benchmarking. 
D) focus groups. 
A) online technology. 
B) documentation. 
C) benchmarking. 
D) focus groups.

Question 11

Inexpensive,can collect data from a large number of persons,but may lack detail and requires time are advantages and disadvantages of the _____ method of needs assessment.

Accepted Answer

A) questionnaires 
B) observation 
C) focus groups 
D) interviews 
A) questionnaires 
B) observation 
C) focus groups 
D) interviews

Question 12

Needs assessment is the first step in the training design process (ADDIE model).Why is needs assessment important to the ISD process?

Accepted Answer

Without a thorough needs assessment,one

Question 13

Giving employees choices regarding which training programs to attend maximizes motivation to learn.

Accepted Answer

A) True 
 B)False

Question 14

Interviewing as a needs assessment technique:

Accepted Answer

A) is less expensive than most other assessment methods. 
B) can explore unanticipated issues that come up. 
C) only provides information directly related to questions asked. 
D) minimizes interruption of work. 
A) is less expensive than most other assessment methods. 
B) can explore unanticipated issues that come up. 
C) only provides information directly related to questions asked. 
D) minimizes interruption of work.

Question 15

Research indicates that:

Accepted Answer

A) peer and manager support for training is critical to the success. 
B) peer and manager support has little influence on training outcomes. 
C) managers have little or nothing to do with the transfer of training. 
D) organizational analysis is actually often unnecessary. 
A) peer and manager support for training is critical to the success. 
B) peer and manager support has little influence on training outcomes. 
C) managers have little or nothing to do with the transfer of training. 
D) organizational analysis is actually often unnecessary.

Question 16

In the needs assessment process,_____ analysis is usually conducted first.

Accepted Answer

A) benchmark 
B) task 
C) person 
D) organizational 
A) benchmark 
B) task 
C) person 
D) organizational

Question 17

_____ is employees' belief that they can successfully perform their job or learn the content of the training program.

Accepted Answer

A) Self-efficacy 
B) Self-motivation 
C) Cognitive ability 
D) Task competence 
A) Self-efficacy 
B) Self-motivation 
C) Cognitive ability 
D) Task competence

Question 18

Determining the cognitive ability requirements of a job is part of task analysis.

Accepted Answer

A) True 
 B)False

Question 19

The first step in task analysis is to:

Accepted Answer

A) develop a preliminary list of tasks performed on the job. 
B) interview all job incumbents. 
C) select the job or jobs to be analyzed. 
D) identify the KSA's important for successful task performance. 
A) develop a preliminary list of tasks performed on the job. 
B) interview all job incumbents. 
C) select the job or jobs to be analyzed. 
D) identify the KSA's important for successful task performance.

Question 20

When evaluating the importance of tasks,the focus should be on tasks necessary to accomplish the organization's goals not necessarily the most difficult or time-consuming tasks.

Accepted Answer

A) True 
 B)False

Identify the 5 basic factors that influence employee performance and learning.

Output refers to the type of incentives employees receive for performing well.

(p.124-26. )The most relevant type of needs analysis for preparing training materials is:

Reading-to-lean skills searching for and reading information in manuals,books or charts.

The question,"Who should be trained?" is one that should be asked by:

_____ analysis asks the questions,"Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees,managers,vendors,)have an interest in seeing training succeed?"

In practice,organizational,person and task analyses are not conducted in any particular order.

All except _____ is a way competency models are useful for training and development.

Based upon a task analysis inventory,tasks that are rated as infrequently performed and low difficulty,should not be included in a training program.

A process useful in needs assessment that is closely related to Total Quality Management is:

Inexpensive,can collect data from a large number of persons,but may lack detail and requires time are advantages and disadvantages of the _____ method of needs assessment.

Needs assessment is the first step in the training design process (ADDIE model).Why is needs assessment important to the ISD process?

Giving employees choices regarding which training programs to attend maximizes motivation to learn.

Interviewing as a needs assessment technique:

Research indicates that:

In the needs assessment process,_____ analysis is usually conducted first.

_____ is employees' belief that they can successfully perform their job or learn the content of the training program.

Determining the cognitive ability requirements of a job is part of task analysis.

The first step in task analysis is to:

When evaluating the importance of tasks,the focus should be on tasks necessary to accomplish the organization's goals not necessarily the most difficult or time-consuming tasks.

Introduction to Employee Training and Development

Strategic Training

Learning:Theories and Program Design

Transfer of Training

Training Evaluation

Traditional Training Methods

E-Learning and Use of Technology in Training

Employee Development

Special Issues in Training and Employee Development

Careers and Career Management

Special Challenges in Career Management

The Future of Training and Development

Filters

Exam 3: Needs Assessment

Identify the 5 basic factors that influence employee performance and learning.

Output refers to the type of incentives employees receive for performing well.

(p.124-26. )The most relevant type of needs analysis for preparing training materials is:

Reading-to-lean skills searching for and reading information in manuals,books or charts.

The question,"Who should be trained?" is one that should be asked by:

_____ analysis asks the questions,"Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees,managers,vendors,)have an interest in seeing training succeed?"

In practice,organizational,person and task analyses are not conducted in any particular order.

All except _____ is a way competency models are useful for training and development.

Based upon a task analysis inventory,tasks that are rated as infrequently performed and low difficulty,should not be included in a training program.

A process useful in needs assessment that is closely related to Total Quality Management is:

Inexpensive,can collect data from a large number of persons,but may lack detail and requires time are advantages and disadvantages of the _____ method of needs assessment.

Needs assessment is the first step in the training design process (ADDIE model).Why is needs assessment important to the ISD process?

Giving employees choices regarding which training programs to attend maximizes motivation to learn.

Interviewing as a needs assessment technique:

Research indicates that:

In the needs assessment process,_____ analysis is usually conducted first.

_____ is employees' belief that they can successfully perform their job or learn the content of the training program.

Determining the cognitive ability requirements of a job is part of task analysis.

The first step in task analysis is to:

When evaluating the importance of tasks,the focus should be on tasks necessary to accomplish the organization's goals not necessarily the most difficult or time-consuming tasks.

Introduction to Employee Training and Development

Strategic Training

Learning:Theories and Program Design

Transfer of Training

Training Evaluation

Traditional Training Methods

E-Learning and Use of Technology in Training

Employee Development

Special Issues in Training and Employee Development

Careers and Career Management

Special Challenges in Career Management

The Future of Training and Development

Filters