Deck 7: On The Job Training Methods

Question 1

Given the low costs associated with on-the-job training methods,it is very popular with small and medium size companies in Canada.

Answer 1

True

Question 2

Apprenticeships are a training method involving tri-party agreements among labour,the government,and a training organization.Fundamentally,this method aims at addressing specific organizations' staffing needs.

Answer 2

False

Question 3

Mentoring is classified in the textbook as the most basic on-the-job training method.

Answer 3

False

Question 4

As a best practice,job instruction training should NOT be integrated into other training methods including off-the-job methods so as to reduce training complexity.

Question 5

Mentors play two major roles including career support and psychosocial support.

Question 6

Marie,an experienced co-worker,tells a trainee that "in a couple of hours you will have mastered this machine." Marie is attempting to lower the trainee's self-efficacy.

Question 7

The mentoring relationship is enhanced if the mentee has a formal reporting relationship to the mentor.

Question 8

The choice of on-the-job,off-the-job,or blended training should be anchored on training needs and objectives.

Question 9

In order for coaching to be effective a few critical elements are needed.Some of the most important are trust between coach and trainee and a planned approach to the process.

Question 10

A successful mentoring program should have specific evaluation criteria against which the success of the program will be measured.

Question 11

Job instruction training incorporates many principles of behaviour modelling.

Question 12

One of the critical steps in job instruction training is performance.

Question 13

The most widely used on-the-job training method is the lecture method.

Question 14

Job rotation programs appear to be linked with improvement in knowledge and skill acquisition; however,evidence does not support any positive linkages between job rotation and career benefits.

Question 15

One of the most important advantages of the job rotation approach is that it eliminates the need to consider the trainee's existing skill set,hence speeding up the training process.

Question 16

Performance aids may be used effectively when employees perform tasks that require remembering a series of steps.This method is particularly useful when tasks are performed frequently.

Question 17

Coaching and mentoring are synonymous,focusing on broad skill needs of trainees.

Question 18

On-the-job training has been described as the most misused method of training.

Question 19

RBC's Career Launch program described in the textbook uses primarily job enrichment and coaching to help break the cycle of "no job,no experience" in Canadian youth.

Question 20

Evidence provided in the textbook indicates that apprenticeship programs tend to attract greater representation from specific sectors of the labour market,particularly First Nations,women,and members of visible minorities.

Question 21

What should a human resource department do at a strategic level when putting together a job rotation plan for its employees

A)job rotations should be provided to employees in non-management roles only
B)job rotations replace more traditional training and recruitment methods
C)job rotations should replace all other on-the-job training methods
D)job rotations should be integrated into the overall corporate human resource plan

Question 22

Which of the following occurs during the performance step in job instruction training

A)show that safety is especially important
B)show why the job is important
C)allow the trainee to complete all the steps
D)break the job into tasks

Question 23

Which component in the preparation step of instructional training attempts to answer for the trainee the question "What is in it for me"

A)instruction
B)showing personal advantage
C)guaranteeing the learning
D)removing obstacles to change

Question 24

What is the most significant input required when building interest for job instruction training in the preparation step

A)finding the appropriate rewards
B)establishing common ground
C)developing training enthusiasm
D)preparing measurable objectives

Question 25

Your company is considering using only on-the-job training methods moving forward.Before making a final decision,senior management wants to review the pros and cons associated with this approach and asks you to put together a short report addressing their query.Which of the following points is unlikely to be in your report

A)any on-the-job training method used requires planning and needs to be structured
B)we need to be vigilant that undesirable work habits and attitudes are not passed on to new employees
C)using our most experienced employees as subject matter experts ensures trainers will use best practices on how to train, saving us lots of money in the process
D)some employees feel penalized when they can't earn as much money or meet their goals because of the time they have to spend training others

Question 26

The supervisor allows the trainee to complete the entire job during job instruction training.What type of intervention should the supervisor use to encourage successful job completion with appropriate behaviours by the trainee

A)reinforce correct behaviour
B)determine the level of comprehension
C)encourage questions
D)tell why, as well as how

Question 27

Which of the following scenarios is NOT a good match for the usage of performance aids

A)a pilot needs to remember many different pre-flight checks on her airplane
B)employees need to do a fairly routine activity daily with little negative impact if done poorly
C)a bank employee needs to be reminded to ask customers if they are interested in an account upgrade
D)employees need to diagnose a software problem that occurs sporadically

Question 28

Which of the following are NOT considered on-the-job training methods

A)mentoring and coaching
B)apprenticeship and job rotation
C)performance aid and coaching
D)simulation and lecture

Question 29

You are trying to determine whether job rotation is a good fit for your organization's training needs.Which of the following are likely reasons supporting the usage of job rotation

A)greater staff flexibility and cross-pollination of skill sets
B)lower employee engagement and general increase in job satisfaction
C)less expensive way of introducing job enlargement to employees
D)decreased number of job specifications and job descriptions

Question 30

Which of the following approaches to on-the-job training describes a pre-flight checklist used by a pilot to ensure all pre-flight procedures have been properly executed

A)preparation checklist
B)procedure sequence
C)performance aid
D)Nellie checklist

Question 31

Judy,a manager at a local car manufacturing company,decides she wants to use more on-the-job training to improve the quality of output.From the menu of training methods available,which method would NOT be an on-the-job option available to Judy

A)offering a series of lectures on quality improvement provided by an internal quality expert
B)coaching of junior employees by more experienced employees
C)placing job aids in the factory floor to remind employees how to perform a task
D)using job rotations to provide employees with a variety of skills needed in the factory

Question 32

Evidence appears to suggest that on-the-job training methods are very popular with small and medium-sized enterprises (SMEs).Which of the following variables likely support the wide usage of on-the-job training methods by SMEs

A)they require little planning to be effective
B)they are less expensive
C)they are much more flexible and offer lower training transfer rates
D)more experienced employees make the best instructors

Question 33

From the perspective of an employee,what are some of the benefits associated with job rotation

A)greater responsibility and accountability
B)indication that the company is careful with its training budget
C)opportunities for greater remuneration and enhanced career opportunities
D)more work for the same level of pay

Question 34

In which phase of job instruction training does the trainer support the trainees by using techniques that enhance the trainees' efficacy

A)needs analysis phase
B)follow-up phase
C)preparation phase
D)performance phase

Question 35

Which off-the-job training method is similar to job instruction training because both techniques rely on observation,rehearsal,reinforcement,and transfer

A)case incident
B)simulation
C)role play
D)behaviour modelling

Question 36

What was the motivation behind RBC starting its Career Launch program

A)to provide recent university graduates with work experience so they may develop workplace skills
B)RBC's desire to be seen as one of Canada's best employers
C)to create an opportunity for RBC to recruit experienced bankers
D)to leverage existing on-the-job training programs at RBC

Question 37

In order to ensure compliance with money laundering legislation,a Canadian chartered bank develops software that prompts tellers to complete specific paperwork when clients deposit $10,000 or more during a single transaction.Failure of a bank to complete the required paperwork may lead to severe financial penalties for the bank.What term best describes the on-the-job training method being used by this bank

A)electronic performance-support systems
B)electronic aid-support systems
C)digital enhanced-support systems
D)performance-support platforms

Question 38

Sandy,a corporate safety officer,is an advocate of the job instruction training approach.When she shows trainees how to work safely around a machine,allows opportunities for trainees to practise,and ensures everyone has an opportunity to ask questions,which step of the job instruction method is Sandy in

A)preparation step
B)instruction step
C)follow-up step
D)performance step

Question 39

From a trainer's perspective,what is the reasoning behind using performance aids on the job

A)all employees require tools to do their jobs
B)trainees do not always perform consistently
C)trainees develop shortcuts to keep up with the work
D)memorization of tasks takes too much training time

Question 40

Job instruction training has four steps: preparation,instruction,performance,and follow-up.In which step does the trainer attempt to build the trainee's belief that he/she will be successful

A)follow-up
B)performance
C)instruction
D)preparation

Question 41

Identify and describe some of the benefits associated with using on-the-job training methods.

Question 42

What are the salient foci of the coaching training method

A)identify employees who may be ready for promotions and enhance employees' skills, knowledge, and abilities
B)prepare employees for promotions while mitigating current employees' weaknesses
C)mitigate employees' weaknesses and identify potential opportunities
D)improve employees' strengths and potential

Question 43

What are the critical deliverables of the Standards Red Seal Program in Canada

A)consistency of training and promoting skilled labour mobility across Canada
B)consistency of training and promoting skill development in white-collar occupations
C)consistency of training and delivering cost-recovery programs across Canada
D)consistency of training and ensuring the specific needs of companies are met

Question 44

Which training method shares characteristics similar to mentoring but with a more narrow focus

A)apprenticeship
B)job instruction
C)behaviour modelling
D)coaching

Question 45

Explain the three stages of the preparation phase of job instruction training that concern the trainee.

Question 46

a)Compare and contrast mentoring and coaching.b)If you were implementing a mentoring program in your company,what best practices would you implement to improve the chances of developing successful learning outcomes from your mentoring program

Question 47

When comparing off-the-job training to on-the-job training,which statement is true according to the textbook

A)off-the-job training is generally less effective than on-the-job training
B)off-the-job training has less control over the learning environment than on-the-job training
C)off-the-job training has a narrower variety of training methods than on-the-job training
D)off-the-job training can be much more costly than on-the-job training

Question 48

Identify and briefly describe some of the problems associated with on-the-job training.

Question 49

Which training method couples components of on-the-job training with lectures,usually at local colleges or technical universities

A)technical training
B)instructional training
C)apprenticeship
D)job instruction

Question 50

According to the textbook,why are many employers reluctant to participate in apprenticeship programs

A)they already have in-house programs that mimic apprenticeships
B)they simply do not see the benefits
C)they do not have the required trainers needed to support the on-the-job portion of the program
D)their participation requires overcoming significant red tape

Question 51

Which of the following would NOT be considered an advantage of apprenticeship programs from the perspective of a construction company

A)a viable recruitment strategy, particularly in tight labour markets
B)a way to reduce labour costs
C)positive impact on labour productivity
D)enhancement to the company's reputation

Question 52

Which of the following statements is NOT consistent with information provided in the textbook on mentoring programs

A)mentoring programs should be formalized
B)mentoring does not require much in a way of an investment by organizations
C)mentoring programs are positively correlated with career progression and income levels of mentees
D)mentors need to play two major roles: career support and psychosocial support

Question 53

a)Describe at least three advantages of using performance aids as an on-the-job training method.

Question 54

Which of the following statements is congruent with evidence relating to the financial outcomes of participating in apprenticeship programs in Canada

A)negative return on investment and short pay-back periods
B)neutral return on investment and fairly short pay-back periods
C)positive return on investment and short pay-back periods
D)positive return on investment and long pay-back periods

Question 55

Which statement best captures the purpose driving apprenticeship programs in Canada

A)to help organizations recruit qualified employees
B)to help trainers develop training programs to meet the staffing needs of specific companies
C)to provide financial support via tax breaks for companies that promote industrial trades in Canada
D)to address the collective training needs of specific occupations in broad industrial sectors

Question 56

Discuss how apprenticeships differ from other more traditional on-the-job training schemes.