Deck 14: The Evolution and Future of Training and Development

Question 1

To make training programs effective, trainers should strengthen trainees' cognitive ability.

Answer 1

False

Question 2

Organizational learning refers to the process of creating, sharing, storing, and applying knowledge in organizations.

Answer 2

True

Question 3

As a performance consultant, the trainer provides not only training and development, but also solutions to performance problems.

Answer 3

True

Question 4

The Association for Talent Development competency model includes 10 specific areas of expertise.

Question 5

Learning and development professionals should encourage and develop processes that facilitate the creation of activities that enable and facilitate knowledge sharing between trainers and trainees, while allowing management to focus on employee development.

Question 6

The role of the training professional has over time evolved from being a staff employee to being a strategic business partner.

Question 7

The Association for Talent and Development has recently introduced a detailed set of competencies addressing the training styles required of training and development professionals.

Question 8

An effective learning environment provides a variety of resources and activities that trainers can access for training and development programs.

Question 9

The Association for Talent Development competency model includes eight foundational competencies.

Question 10

The Institute for Performance and Learning identified a series of competencies for learning professionals. At the centre of the competencies wheel is partnering with training and development professionals.

Question 11

The Institute for Performance and Learning has developed a set of competencies for learning professionals that is used by organizations for hiring learning professionals.

Question 12

The Institute for Performance and Learning has developed a set of competencies for learning professionals that is based on the Association for Talent Development competency model.

Question 13

The Institute for Performance and Learning has a set of competencies organized into six categories.

Question 14

TELUS's philosophical change in training approach resulted in a complete review of training methodologies and an increase in the number of external service providers. The rationale for increasing the number of providers was centred on the need to have a much more focused approach to training content.

Question 15

Variables such as demographics, industry-centric learning, changes in the nature of work, and social media are the driving forces behind the concept of Learning 2.0.

Question 16

According to theChapter-opening vignette, TELUS restructured its training initiatives by introducing an initiative called "Learning 2.0." This initiative is anchored on three principles: individual, team, and social learning.

Question 17

Evidence provided in the textbook indicates a shift in training philosophy away from instructor-led to a philosophy that embraces other methods including blended and collaborative learning approaches.

Question 18

The role of a trainer has changed from a knowledge-keeper to a knowledge-facilitator.

Question 19

Learning 2.0 may be categorized as a shift away from formal learning to social learning and from an individual focus to a group focus.

Question 20

Organizational learning can be represented with a multilevel systems model that has four levels of learning including societal, organizational, group, and individual.

Question 21

Which of the following factors are important at the group level?

A) vision and leadership
B) group structure and reporting relationships
C) level of complexity and task interdependence
D) a system in place to reward individuals for learning and applying newly found skills/knowledge

Question 22

To make training and development programs effective, trainers should focus on trainee characteristics.

Question 23

What type of challenge did TELUS's original process for sourcing external training service providers create for the company?

A) lack of consistency by vendors in interpreting TELUS's training requirements
B) a negative ROI associated with many of their training initiatives
C) lack of an integrated corporate-wide strategic training process
D) a few vendors controlling the majority of training programs, leading to complacency and a general lack of creativity in training delivery

Question 24

The Association for Talent Development has created a competency model anchored by six foundational competencies. Which of the following is NOT included as a foundational competency?

A) business skills
B) personal skills
C) training skills
D) technology skills

Question 25

What trainee characteristic is least likely to be strengthened when making training and development programs effective?

A) self-efficacy
B) cognitive ability
C) training motivation
D) motivation to transfer

Question 26

Which of the following best describes the strategic role of a training and development professional?

A) ensures training is provided at the lowest cost possible
B) ensures training is available to everyone in an organization
C) ensures training is evaluated
D) ensures business results are attained

Question 27

Which of the following is included in the Institute for Performance and Learning competency framework introduced in the textbook?

A) performance improvement
B) knowledge management
C) managing learning programs
D) designing curricula

Question 28

Technology and web-based instruction is especially well suited for fostering interactive learning environments.

Question 29

The goal of social constructivism is to create interactive learning environments in which training participants learn from instructors, participants learn from each other, and the instructor learns on her own.

Question 30

A particular company is experiencing significant enterprise-level transformation. Simply put, the marketplace is evolving and the enterprise needs to adapt. Which area of expertise in the ATD competency model would include dealing with this challenge?

A) instructional design
B) change management
C) knowledge management
D) performance improvement

Question 31

Research has found that HR practices such as learning and career development opportunities have a positive effect on individual and group learning but NOT organizational learning.

Question 32

The Association for Talent and Development (ATD) includes ten training and development areas of specific expertise in its competencies framework. Under which of the following would calculating the return on investment of a training program be included?

A) coaching
B) managing learning programs
C) instructional design
D) evaluating learning impact

Question 33

What was the catalyst behind TELUS changing its corporate learning philosophy?

A) realization of the significant role technology plays in learning
B) the result of a strategic corporate-level review of their processes
C) realization that internal programs were simply too expensive
D) realization that learning is not an event but rather an ongoing multifaceted process

Question 34

What competency is at the centre of the Institute for Performance and Learning competency wheel?

A) evaluating learning
B) designing learning experiences
C) partnering with clients
D) facilitating learning

Question 35

Which of the following areas of skill is NOT found in the "expertise" level of the ATD competency model?

A) change management
B) knowledge management
C) performance improvement
D) business acumen

Question 36

Which of the following is NOT a foundational competency in the ATD competency model framework?

A) industry knowledge
B) interpersonal skills
C) management skills
D) personal skills

Question 37

Which of the following HR functions would you NOT classify as strategic in nature?

A) managing and leading organizational change
B) designing and delivering training initiatives
C) managing organizational knowledge-sharing initiatives
D) designing organizational succession-planning initiatives

Question 38

The modern training and development professional may need to "wear many hats." Which of the following is potentially NOT an additional role played by training professionals?

A) knowledge custodian
B) change management
C) managing organizational knowledge
D) talent management

Question 39

A learning organization uses existing information and knowledge to change and modify its behaviour in order to achieve its objectives and improve its effectiveness.

Question 40

The Institute for Performance and Learning has developed a set of competencies for learning professionals. How many competencies are included in the model?

A) five
B) six
C) seven
D) eight

Question 41

Which learning level is considered a starting point for organizational learning?

A) group learning
B) formal learning
C) divisional learning
D) individual learning

Question 42

Which statement best describes the insights offered by a multilevel systems model of organizational learning?

A) Group learning is the most critical variable given its central role.
B) Group learning is a necessary and sufficient condition for the organization to learn.
C) If individuals learn, then the organization must also learn.
D) Organizational learning can take place only if the group and individuals learn.

Question 43

What is technology and web-based instruction especially well suited for when it comes to training and development?

A) self-directed learning
B) fostering interactive learning environments
C) blended learning
D) instructor-led learning

Question 44

Discuss how the role of learning professionals has changed over the last several decades.

Question 45

What is a learning environment? Describe the materials and activities that can be found in a learning environment.

Question 46

You have just joined an organization that wants to create interactive learning environments in which training participants learn from instructors, participants learn from each other, and the instructor learns from participants. What is this called?

A) generative learning
B) interactive learning
C) social learning
D) social constructivism

Question 47

Describe the evolution of learning in organizations and the meaning of Learning 2.0.

Question 48

The textbook identifies several important factors that influence learning at the group level. What would you consider to be the most important of these factors influencing group-level learning?

A) simplicity of tasks
B) culture and norms
C) individual reward practices
D) levels of informal and formal learning

Question 49

Which of the following conclusions about a multilevel systems model of organization learning is supported by the content in the textbook?

A) Learning is a dynamic process that involves three levels that are interconnected.
B) Values and norms play no role in this process.
C) Learning and sharing processes in organizations are not material to creating organizational learning.
D) Levels of learning are influenced by financial resources in organizations.

Question 50

Which of the following best captures the spirit of Learning 2.0?

A) training and development services are provided by external sources
B) exclusive usage of e-learning approaches
C) a philosophy focused on disciplined learning program evaluation
D) trainee-initiated and collaborative

Question 51

Discuss the multilevel systems model of organizational learning and its implications for training and development.

Question 52

A multilevel systems model of organizational learning assumes learning occurs at three distinct yet interconnected levels. Which of the following is NOT one of those levels?

A) human capital level
B) organizational level
C) group level
D) individual level

Question 53

Discuss the key factors that make training and development programs effective.

Question 54

According to the evolution of learning model shown in the text, what type of training was evident in the period 2000-2005?

A) classroom (instructor-led) and e-learning
B) e-learning and blended learning
C) classroom (instructor-led)
D) e-learning

Question 55

Which of the following variables did NOT provide the catalyst for the introduction of Learning 2.0?

A) the nature of work
B) static environment
C) the need to collaborate
D) Demographics