Question 1

Using managers and employees as trainers decreases the perceived meaningfulness of the training content.

Accepted Answer

A) True 
 B)False

Question 2

What is program design? What are the three phases of the program design process?

Accepted Answer

Program design refers to the organizatio

Question 3

Low levels of opportunity to perform indicate that:

Accepted Answer

A)  training content is not important for the employee's job. 
B)  refresher courses for trainees are not necessary. 
C)  there is no decay in learned capabilities of employees. 
D)  the work environment is not interfering with the use of new skills. 
A)  training content is not important for the employee's job. 
B)  refresher courses for trainees are not necessary. 
C)  there is no decay in learned capabilities of employees. 
D)  the work environment is not interfering with the use of new skills.

Question 4

Which of the following is a major aid in communicating tacit knowledge?

Accepted Answer

A)  Product formula. 
B)  Manual. 
C)  Discussion. 
D)  Procedure document. 
A)  Product formula. 
B)  Manual. 
C)  Discussion. 
D)  Procedure document.

Question 5

In opportunity to perform,activity level refers to the _____.

Accepted Answer

A)  number of trained tasks performed on the job 
B)  frequency with which trained tasks are performed on the job 
C)  critical nature of the trained tasks that are actually performed on the job 
D)  number of employees performing a similar trained task 
A)  number of trained tasks performed on the job 
B)  frequency with which trained tasks are performed on the job 
C)  critical nature of the trained tasks that are actually performed on the job 
D)  number of employees performing a similar trained task

Question 6

In training,the greatest level of support that a manager can provide is to:

Accepted Answer

A)  participate in training as an instructor. 
B)  allow trainees to attend training. 
C)  provide trainees opportunity to practice what they have learnt. 
D)  discuss progress of the training sessions with trainees. 
A)  participate in training as an instructor. 
B)  allow trainees to attend training. 
C)  provide trainees opportunity to practice what they have learnt. 
D)  discuss progress of the training sessions with trainees.

Question 7

A(n)_____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness and relevance of course content.

Accepted Answer

A)  concept map 
B)  request for proposal 
C)  application blank 
D)  application assignment 
A)  concept map 
B)  request for proposal 
C)  application blank 
D)  application assignment

Question 8

A request for proposal (RFP)is a document mainly used to identify:

Accepted Answer

A)  potential vendors and consultants for training services. 
B)  employees who do not require training. 
C)  trainee prerequisites for a training course. 
D)  disruptive trainees in an organization. 
A)  potential vendors and consultants for training services. 
B)  employees who do not require training. 
C)  trainee prerequisites for a training course. 
D)  disruptive trainees in an organization.

Question 9

Which of the following statements is true of near transfer?

Accepted Answer

A)  If the tasks emphasized in training involve more variable interactions with people or equipment and unpredictable responses, then instruction should emphasize near transfer. 
B)  Programs that emphasize near transfer should ideally include general principles that might apply to a greater set of contexts than those presented in the training session. 
C)  Teaching learners to create a new product or solve a difficult problem requires training with an emphasis on near transfer. 
D)  In near transfer, trainees should be encouraged to focus only on important differences between training tasks and work tasks rather than unimportant differences. 
A)  If the tasks emphasized in training involve more variable interactions with people or equipment and unpredictable responses, then instruction should emphasize near transfer. 
B)  Programs that emphasize near transfer should ideally include general principles that might apply to a greater set of contexts than those presented in the training session. 
C)  Teaching learners to create a new product or solve a difficult problem requires training with an emphasis on near transfer. 
D)  In near transfer, trainees should be encouraged to focus only on important differences between training tasks and work tasks rather than unimportant differences.

Question 10

_____ review sessions are meetings between a manager and employee,during which the strengths and weaknesses of the employee's performance are discussed and improvement goals agreed upon.

Accepted Answer

A)  Performance testing 
B)  Performance appraisal 
C)  Performance engineering 
D)  Performance budget 
A)  Performance testing 
B)  Performance appraisal 
C)  Performance engineering 
D)  Performance budget

Question 11

The dimensions of the Myers-Briggs Type Indicator combine to form _____ personality types.

Accepted Answer

A)  sixteen 
B)  fourteen 
C)  twelve 
D)  eighteen 
A)  sixteen 
B)  fourteen 
C)  twelve 
D)  eighteen

Question 12

If trainers in a firm want access to valuable information about the transfer of training problems that trainees encounter,they should typically use the _____.

Accepted Answer

A)  supply chain management system 
B)  electronic performance support system 
C)  transaction processing system 
D)  business process reengineering system 
A)  supply chain management system 
B)  electronic performance support system 
C)  transaction processing system 
D)  business process reengineering system

Question 13

Which of the following is a major cause for loss of explicit and tacit knowledge?

Accepted Answer

A)  Creating chief information officer (CIO) and chief learning officer (CLO) positions. 
B)  Requiring employees to give presentations to other employees. 
C)  Older employees retiring. 
D)  Use of social networking sites in companies. 
A)  Creating chief information officer (CIO) and chief learning officer (CLO) positions. 
B)  Requiring employees to give presentations to other employees. 
C)  Older employees retiring. 
D)  Use of social networking sites in companies.

Question 14

Lesson plans are typically more detailed than design documents.

Accepted Answer

A) True 
 B)False

Question 15

Giving trainees frequent breaks so that they can leave the room and return ready to start learning again is a good practice in training.

Accepted Answer

A) True 
 B)False

Question 16

Negative expectations held by instructors can lead to learners' negative evaluation of the training and the trainer.

Accepted Answer

A) True 
 B)False

Question 17

When a series of steps must be followed in a specific way to complete a task successfully,then training should be designed with an emphasis on far transfer.

Accepted Answer

A) True 
 B)False

Question 18

Compared to the other groups,baby boomers are especially motivated to learn if they believe that training content will benefit them personally.

Accepted Answer

A) True 
 B)False

Question 19

When using an outside vendor to provide training services,it is important to consider the extent to which the training program will be customized based on a company's needs.

Accepted Answer

A) True 
 B)False

Question 20

Traditional classroom-type seating makes it difficult for trainees to work in teams.

Accepted Answer

A) True 
 B)False

Using managers and employees as trainers decreases the perceived meaningfulness of the training content.

What is program design? What are the three phases of the program design process?

Low levels of opportunity to perform indicate that:

Which of the following is a major aid in communicating tacit knowledge?

In opportunity to perform,activity level refers to the _____.

In training,the greatest level of support that a manager can provide is to:

A(n)_____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness and relevance of course content.

A request for proposal (RFP)is a document mainly used to identify:

Which of the following statements is true of near transfer?

_____ review sessions are meetings between a manager and employee,during which the strengths and weaknesses of the employee's performance are discussed and improvement goals agreed upon.

The dimensions of the Myers-Briggs Type Indicator combine to form _____ personality types.

If trainers in a firm want access to valuable information about the transfer of training problems that trainees encounter,they should typically use the _____.

Which of the following is a major cause for loss of explicit and tacit knowledge?

Lesson plans are typically more detailed than design documents.

Giving trainees frequent breaks so that they can leave the room and return ready to start learning again is a good practice in training.

Negative expectations held by instructors can lead to learners' negative evaluation of the training and the trainer.

When a series of steps must be followed in a specific way to complete a task successfully,then training should be designed with an emphasis on far transfer.

Compared to the other groups,baby boomers are especially motivated to learn if they believe that training content will benefit them personally.

When using an outside vendor to provide training services,it is important to consider the extent to which the training program will be customized based on a company's needs.

Traditional classroom-type seating makes it difficult for trainees to work in teams.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Training Evaluation

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters

Exam 5: Program Design

Using managers and employees as trainers decreases the perceived meaningfulness of the training content.

What is program design? What are the three phases of the program design process?

Low levels of opportunity to perform indicate that:

Which of the following is a major aid in communicating tacit knowledge?

In opportunity to perform,activity level refers to the _____.

In training,the greatest level of support that a manager can provide is to:

A(n)_____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness and relevance of course content.

A request for proposal (RFP)is a document mainly used to identify:

Which of the following statements is true of near transfer?

_____ review sessions are meetings between a manager and employee,during which the strengths and weaknesses of the employee's performance are discussed and improvement goals agreed upon.

The dimensions of the Myers-Briggs Type Indicator combine to form _____ personality types.

If trainers in a firm want access to valuable information about the transfer of training problems that trainees encounter,they should typically use the _____.

Which of the following is a major cause for loss of explicit and tacit knowledge?

Lesson plans are typically more detailed than design documents.

Giving trainees frequent breaks so that they can leave the room and return ready to start learning again is a good practice in training.

Negative expectations held by instructors can lead to learners' negative evaluation of the training and the trainer.

When a series of steps must be followed in a specific way to complete a task successfully,then training should be designed with an emphasis on far transfer.

Compared to the other groups,baby boomers are especially motivated to learn if they believe that training content will benefit them personally.

When using an outside vendor to provide training services,it is important to consider the extent to which the training program will be customized based on a company's needs.

Traditional classroom-type seating makes it difficult for trainees to work in teams.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Training Evaluation

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters