Deck 10: Transfer of Training

Question 1

Before a trainee completes a training program,managers should develop detailed action plans that trainees will use to support transfer of learning.

Answer 1

False

Question 2

Motivation to transfer is a trainee's intended efforts to utilize skills and knowledge acquired in training on-the-job.

Answer 2

True

Question 3

Relapse prevention is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them.

Answer 3

True

Question 4

An important implication of Baldwin and Ford's model is that learning and retention are sufficient conditions for transfer.

Question 5

Barriers to transfer of training tend to be associated with three themes: managers,supervisors,and organizations.

Question 6

According to Baldwin and Ford's model of the transfer of training process,trainee characteristics,training design,and the work environment have a direct effect on learning and motivation.

Question 7

Evidence appears to support the idea that trainees are more motivated and will acquire greater learning when training is mandated by management.

Question 8

The textbook offers support for the existence of a positive relationship between training transfer and opportunities to practise newly acquired skills.

Question 9

Self-management interventions include instructing trainees to perform a series of steps to manage their transfer behaviour.

Question 10

According to the textbook,near transfer of training occurs when trainees are able to apply skills learned in training across a variety similar situation at work.

Question 11

The two conditions of transfer of training are generalization and positive transfer.

Question 12

Having managers attend training first sends a powerful message to other trainees that the training content is important to the company.This can be further enhanced by having managers lead certain portions of the training.

Question 13

Work environment characteristics both pre- and post-training have been found to impact training transfer.

Question 14

The trainer cannot possibly guarantee if the trainees have taken any required prerequisite course.

Question 15

A transfer of training is the generalization of knowledge and skills learned in training on the job and the maintenance of acquired knowledge and skills over time.

Question 16

The Learning Transfer System Inventory is simply a tool that measures and helps organizations diagnose their transfer system.

Question 17

Managers can facilitate the transfer of training during training programs by showing their support for training.This may be done by having managers sign a training support contract.

Question 18

Baldwin and Ford's model of the transfer of training process has three main factors including training inputs,training outputs,and organizations.

Question 19

The notion of readiness to learn and trainability is based on the following variables: ability to learn,motivation to learn,and the level of supported expected after training.

Question 20

Booster sessions are extensions of training programs that include the introduction of new skills and knowledge.

Question 21

What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process?

A) external environment and internal environment
B) training environment and on-the-job environment
C) pre-training environment and post-training environment
D) specific and general environment

Question 22

Authors H.Hutchins and L.Burke attempted to identify potential gaps in knowledge transfer amongst training professionals.What was the main conclusion of their report?

A) Most training professionals seem to be in general agreement on the main input factors.
B) There is an apparent gap between available research and application in specific areas of training transfer knowledge.
C) Only half of respondents were able to answer the survey questions correctly.
D) On average, training professionals were fully utilizing all research-based best practices.

Question 23

Which of the following factors is NOT included in the readiness to learn/trainability formula?

A) ability
B) perceptions of the work environment
C) reward system
D) motivation

Question 24

What has been a significant predictor of positive transfer where trainees effectively apply their new knowledge,skills,and attitudes acquired in training on the job?

A) training motivation
B) motivation to transfer
C) cognitive ability
D) job attitudes

Question 25

Which of the following is NOT a barrier to the transfer of training?

A) resources not available to use the skills
B) no time provided to use the skills
C) the culture does not support the training
D) poor training methodology

Question 26

According to the transfer of training framework,what is one activity management should undertake prior to the start of a training program?

A) get employee input and involvement in the training process
B) make sure the ISD model is used
C) ensure trainees have an opportunity to apply newly learned skills on-the-job
D) provide supportive feedback for the usage of new skills on-the-job

Question 27

Among work environment factors,which appear to be the strongest predictor of a positive transfer of training?

A) a learning culture
B) strong reward systems
C) upper management support
D) a positive transfer climate

Question 28

ABC Ltd developed and launched a new leadership development program for managers with less than one year of experience.Shortly afterwards,ABC Ltd realized that the performance and behaviour of trainees actually deteriorated.What training transfer term best describes this outcome?

A) zero transfer
B) poor transfer
C) negative transfer
D) vertical transfer

Question 29

Which of the following barriers to the transfer of training have been found to be the most critical?

A) supervisor support and the social support system in an organization
B) time pressures and the lack of opportunities to use new skills
C) old habits that could not be changed and a reward system that is not congruent with new skills
D) the social support system and the work processes do not support the new skills

Question 30

Which of the following statements is supported by the textbook when looking at application of learned skills on the job over time?

A) Approximately 75 percent of employees apply learned skills on-the-job immediately after training.
B) Fewer than 15 percent apply learned skills on-the-job 12 months after training.
C) More than 15 percent apply learned skills on-the-job 12 months after training
D) Nearly 50 percent apply learned skills on-the-job 12 months after training.

Question 31

What are the two specific characteristics of the post-training environment that appear to have the greatest impact on trainees' ability to apply newly learned skills?

A) manager and peer support
B) learning environment and available rewards
C) available rewards and self-efficacy
D) trainees' level of experience and peer support

Question 32

What is one critical implication that can be concluded from the Baldwin and Ford transfer model?

A) Trainee characteristics have a direct effect on the work environment.
B) The work environment has a direct effect on training design.
C) Learning and retention are necessary conditions for transfer.
D) Learning and retention are sufficient conditions for transfer.

Question 33

What is the concept that is concerned with the extent to which changes in trainee performance and behaviour impact organizational-wide outcomes?

A) near transfer
B) horizontal transfer
C) far transfer
D) vertical transfer

Question 34

Which university did the Ontario Lottery and Gaming Corporation partner with to design the Launch Pad to Success Program?

A) University of Ottawa
B) Queen's University
C) University of Western Ontario
D) University of Toronto

Question 35

According to the transfer of training framework,which of the following is NOT an activity that management should do to encourage transfer after training?

A) ensure trainees have the opportunity to use skills learned during training
B) evaluate employees using performance metrics that are congruent with the newly acquired skills
C) publicly praise usage of newly acquired skills
D) evaluate performance and results irrespective of method used to accomplish performance

Question 36

If stimulus variability enables greater generalization of new skills,what type of transfer is especially important?

A) near transfer
B) far transfer
C) horizontal transfer
D) vertical transfer

Question 37

The textbook identifies three learning principles that may be incorporated into training design so as to improve transfer of training.Which of the following is NOT included?

A) identical elements
B) blended elements
C) general principles
D) stimulus variability

Question 38

In order to make its training realistic,ABC Ltd,a bartending training school,conducts classes in a bar-like environment including vibrant customers and loud music and using similar tools trainees will be using on-the-job.Under which learning principle does this scenario best fit?

A) far transfer
B) general elements
C) specific elements
D) identical elements

Question 39

According to the transfer of training framework,what should trainees do after training has ended?

A) ensure that trainees have immediate and frequent opportunities to practise and apply what they learn in training
B) consider high-risk situations that might cause a relapse and develop strategies for overcoming them
C) develop an action plan for transfer and show support by reducing job pressures and workload
D) stay involved in the training and transfer process by conducting field visits to observe use of trained skills

Question 40

Which of the following trainee characteristics are NOT associated with training transfer?

A) cognitive ability
B) motivation to train
C) external locus of control
D) need for achievement

Question 41

Describe things that trainees can do before,during,and after training to improve the transfer of training.

Question 42

Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training?

A) coach and provide opportunities to practise
B) track and measure transfer of training
C) use collaborative strategies, role plays, and small group activities
D) do a pre-training evaluation of skills

Question 43

What did the top executives at Finning Ltd.do to demonstrate that management was serious about learning and the application of new skills on the job?

A) They allocated significant resources for training.
B) They attended and helped deliver the training.
C) They created a culture that promoted learning.
D) They demonstrated the need for organizational change.

Question 44

Which activity would a trainer suggest to a manager to ensure trainees are prepared for training?

A) provide employees with the opportunity to review pre-training material
B) explain the ISD model to employees
C) develop an action plan for the employee
D) provide employees with the opportunity to share their learning experiences with other employees

Question 45

The textbook identifies several steps associated with self-management interventions.Which of the following is NOT identified as a self-management intervention?

A) identifying low-risk situations
B) setting goals
C) rewarding oneself
D) checking in on your progress

Question 46

Define transfer system and identify at least four factors that constitute the system.

Question 47

Describe things that management can do before,during,and after training to improve the transfer of training.

Question 48

List at least 6 barriers to the transfer of training.

Question 49

Which of the following is a specific factor in a transfer system?

A) self-efficacy
B) training design
C) perceived external validity
D) peer support

Question 50

Which of the following is NOT addressed in the textbook as actions trainees should take in preparation for training?

A) understand why he/she is participating
B) think about work situations that may be used as examples during training sessions
C) make sure they understand the rationale behind the chosen training design method
D) understand expectations for after-training changes in behaviour and performance

Question 51

Describe and distinguish between the terms horizontal transfer and vertical transfer.

Question 52

Which of the following is NOT a typical item in a supervisor's training support contract?

A) provide time for the employee to complete pre-course assignments
B) provide release time for attendance and ensure that the employee's workload is transferred to others
C) provide an opportunity for the trainee to deliver feedback as to the effectiveness and relevance of the training
D) provide timely opportunities to implement the skills and reinforce new behaviours upon the return of the trainee

Question 53

Which concept references having the trainee reflect on his/her performance and set transfer goals for a period of time after training?

A) self-efficacy
B) corporate training climate
C) booster session
D) self-coaching

Question 54

Describe things that trainers can do before,during,and after training to improve the transfer of training.

Question 55

You are a human resource manager for a large company.Your managers have just completed a training program designed to improve the managers' interpersonal skills.What post-training supplements would you suggest the company use based on evidence provided in the textbook?

A) self-coaching and booster sessions
B) booster sessions and upward feedback
C) self-coaching and upward feedback
D) relapse prevention and upward feedback

Question 56

Which of the following is a potential high risk situation that may facilitate the return of pre-training behaviour?

A) relapse prevention
B) time pressures
C) abundance of resources
D) management support