Deck 5: Training Design

Question 1

A training objective is a statement of what trainees are expected to be able to do after a training program.

Answer 1

True

Question 2

Internally developed training programs have many advantages over packaged programs including security and confidentiality.Furthermore,internally developed programs tend to be made available to trainers and trainees faster.

Answer 2

False

Question 3

Issuing an RFP may require that an organization spend resources determining its actual training needs and identifying training solutions required from vendors and consultants.

Answer 3

True

Question 4

Training objectives serve a number of purposes including allowing trainers to develop meaningful means of evaluating training programs.

Question 5

The notion of metacognitive strategies includes two primary functions,control and monitoring.

Question 6

Training objectives should closely resemble the needs analysis.

Question 7

Error-management training occurs when training programs are designed so as to minimize the likelihood of trainees committing errors during the training process.

Question 8

Proceduralized instruction is an approach to training that gives trainees control over their own learning.

Question 9

Overlearning is an appropriate practice condition to use in helping a lifeguard master lifesaving interventions.

Question 10

Blended training refers to the use of a combination of approaches to training such as classroom training,off-the-job training,and computer technology.

Question 11

A request for proposal is a document that outlines to potential trainers and consultants an organization's training and project needs.

Question 12

The advantages of packaged training programs are high quality,immediate delivery,ancillary services,the potential to customize the package to the organization,and extensive testing,yet they are often more expensive than internally developed programs.

Question 13

A cost-benefit analysis is necessary to determine the best option for a training program.

Question 14

Feedback or knowledge of results provides trainers with feedback and information about their performance on the training program.

Question 15

A training objective has five key elements of the desired outcome,including who is to perform,what is the behaviour,when and where the behaviour is displayed,and why the behaviour is important.

Question 16

The final written person analysis should contain three key components including performance,condition,and criterion.

Question 17

ABC Ltd.has made a strategic decision to expand into China.As such,it made the decision to provide six managers training in basic Mandarin.Given this training decision,ABC Ltd.will most likely purchase the program from an outside supplier.

Question 18

Attentional advice has been found to have a negative effect on skill-based learning.

Question 19

A productive response is where the trainee passively uses the training content rather than watching,listening,or imitating the trainer.

Question 20

Analogical tasks are tasks that are performed by employees that resemble tasks performed in training.

Question 21

According to the textbook,what should training content be anchored on?

A) the employee who is to perform the desired behaviour
B) the needs and objectives of the training
C) the standard that will evaluate the behaviour
D) the time when the new content will be needed

Question 22

Which statement is congruent with the notion of distributed practice?

A) learning is enhanced when cramming is used by trainees
B) learning is enhanced when material is provided in a single session
C) distributed training sessions tend to result in lower learning levels over time
D) distributed training sessions tend to result in higher learning levels over time

Question 23

Which of the following is NOT a training design activity?

A) Determine what content should be provided to allow training objectives to be met
B) Determine how to calculate cost vs. benefits associated with the training program
C) Decide how training should be provided: on-the job, off-the-job, or e-learning
D) Create a statement describing what trainees should be able to do after training

Question 24

What is the main reason for misalignment between a request for proposal and the actual training program delivered to an organization?

A) The organization extended its search to a limited number of trainers.
B) The organization overstated the positives of the requested training.
C) The organization was not honest about the resources it had available.
D) The organization did not describe its most critical training needs.

Question 25

The human resources department (HR)of an organization is about to create a request for proposal.What are the most critical elements that should be considered by the HR department?

A) determining the number of trainers required to deliver the training program
B) creating the proper scope for the project including a budget and specific training methods to be used
C) describing in detail the training needs required, and how those needs fit the overall training strategy
D) creating a vendor scorecard to grade vendors so as to provide a level of transparency in the selection process

Question 26

An instructor spends one hour lecturing students on the merits and processes required to produce a written training objective.She then requests that students apply the lecture material by producing a written training objective for a specific role.What training method is being used by this instructor?

A) blended method
B) active practice method
C) condition of practice method
D) goal orientation method

Question 27

When considering conditions during training,what would typically be associated with overlearning?

A) refers to whether the training material is learned and practised
B) continued practice so that behaviour becomes automatic
C) refers to the time horizons for the segments of a training program
D) continued division of materials into organized and logical sequences

Question 28

An instructor provides students with a diagram of the needs analysis process.Which type of pre-practice intervention does this represent?

A) metacognitive strategy
B) attentional advice
C) advance organizer
D) psychomotor condition

Question 29

What is the term for a session in which team members establish their roles and responsibilities and performance expectations prior to a team practice session?

A) preparatory information
B) pre-practice brief
C) conditions of practice
D) goal orientation

Question 30

What did Vecima use the funding for when it received a $50,000 government grant?

A) Developing a course for communication, time management, business etiquette, decision making, and team building.
B) Developing a training platform that would enable new employees to learn about the hardware and software that the company manufactures.
C) Developing the capabilities of six full-time hires with 40 hours of training per person to cover soldering and circuit board inspection.
D) Developing a buddy system to enable new hires to go online to bring up their training to a minimum of 60 hours.

Question 31

What key component for a final written training objective would be related to the statement "Joe will be able write a short two-page story without making grammatical or spelling errors"?

A) criterion
B) performance
C) evaluation
D) condition

Question 32

Under what condition(s)would overlearning be an appropriate approach?

A) performing complex tasks under significant pressure
B) performing simple task that are routine in nature
C) performing tasks that are done daily
D) performing tasks that do not have pre-established procedures

Question 33

What is typically the emphasis of training programs?

A) skills, knowledge, and abilities
B) learning, behaviour, and performance
C) development, rewards, and practice
D) expertise, evaluation, and mastery

Question 34

Which of the following is NOT a pre-practice condition?

A) offering a reward to trainees for attending training
B) having a session before training to help members determine specific roles
C) sending an e-mail to trainees before training with basic training objectives
D) providing trainees with support by helping them set up individual training goals

Question 35

Which two sources might trainers consider to determine the training content?

A) managers and subject-matter experts
B) employees and consultants
C) legislation and subject-matter experts
D) salespersons and stakeholders

Question 36

How many elements are given in a training objective that states "The call centre operator will be able to handle 20 inbound calls per day during his/her regular shift,using customer information software,and will be able to generate $850 in incremental revenue from new customers"?

A) 2
B) 3
C) 4
D) 5

Question 37

According to the textbook,which of the following is NOT a characteristic of effective training feedback?

A) when a response is provided correctly, provide positive feedback
B) demonstrate to the trainee how to respond correctly
C) when a response is provided incorrectly, provide some element of punishment
D) provide feedback immediately after the response is provided

Question 38

Which university did Enbridge partner with to deliver an in-house leadership program?

A) Richard Ivey School of Business at the University of Western Ontario
B) Rotman School of Management at the University of Toronto
C) Queen's University School of Business
D) School of Management at Dalhousie University

Question 39

What are the two most important factors to consider when making a purchase decision for a training program?

A) cost of the program and number of potential trainees
B) time required to deliver the program and current knowledge of employees
C) expertise of the external service provider and senior management preference
D) urgency of delivery and level of front-line management support

Question 40

A Canadian chartered bank decides to develop and deliver a training program internally.What potential reasons justify this decision?

A) better security and the need to train a large pool of employees
B) higher quality and availability of trainers
C) lower cost and higher quality
D) extensive testing coupled with ancillary services

Question 41

What is a key factor in training design for adaptive expertise?

A) active practicing
B) active training
C) active learning
D) active knowing

Question 42

Distinguish between error training and error-avoidant training.

Question 43

Compare and contrast the advantages and disadvantages of developing training programs internally versus purchasing packaged programs.

Question 44

Which statement is supported by the notion of error management as a learning design method?

A) Error management and error avoidance are synonymous.
B) The instructor should provide vague and misleading instructions.
C) The instructor should provide detailed instructions and rubrics so as to minimize errors.
D) It would be a mistake to explicitly encourage trainees to make mistakes during the learning process.

Question 45

How can error training improve learning and performance?

A) Errors force trainees to learn error-recovery strategies.
B) Errors allow trainees to learn to avoid certain activities.
C) Errors enable trainees to learn how to sequence activities.
D) Errors permit trainees to view themselves as human.

Question 46

Define and briefly describe the term active practice.

Question 47

Describe the differences between massed and distributed practice,and explain the benefits of each.

Question 48

In the model of training effectiveness,which stage includes elements of monitoring and control?

A) trainee characteristics
B) training design
C) individual behaviour and performance
D) organizational effectiveness

Question 49

What is a typical statement a trainer would make to a senior executive to justify using error management as a training design method?

A) The more errors trainees make the worse trainers look.
B) The fewer errors trainees make, the more successful the learning outcomes.
C) The more errors trainees make, the more successful the learning outcomes.
D) The fewer errors trainees make the better.

Question 50

Which tasks are similar to those worked on during training?

A) adaptive
B) active
C) analogical
D) attentional

Question 51

What has research concluded about active learning?

A) effective for developing adaptive expertise
B) effective for learning rigid policies and procedures
C) provides the trainer with much more control over trainees' learning processes
D) gives trainees much less control over their learning experience

Question 52

Which of the following scenarios is an example of distributed practice?

A) learning a complex task one step at a time during the same session
B) learning to perform a task over a number of sessions with breaks in between sessions
C) continuing to practise even when the trainee has mastered the task to a high level
D) having several trainees learn to perform a task together, also described as group learning

Question 53

Explain the purposes of training objectives in terms of their importance to trainers,trainees,and managers,providing at least one example for each.

Question 54

What type of expertise refers to the ability to use knowledge and skills across a range of tasks,settings,and situations?

A) subject-matter expertise
B) routine expertise
C) adaptive expertise
D) active expertise

Question 55

Which of the following design elements should NOT be used in designing a training program for active learning?

A) exploratory learning
B) error framing
C) emotion control
D) proceduralized instruction