Deck 6: On The Job Training Methods

Question 1

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.

Answer 1

False

Question 2

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.

Answer 2

False

Question 3

Job instruction training incorporates many principles of behaviour modelling training.

Answer 3

True

Question 4

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

Question 5

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 6

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

Question 7

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 8

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 9

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

Question 10

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

Question 11

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

Question 12

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 13

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.

Question 14

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 15

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

Question 16

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

Question 17

Following Nellie is an approach to on-the-job training.

Question 18

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

Question 19

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 20

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

Question 21

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 22

Which component in the preparation step of job instruction 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 23

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 24

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 25

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

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

Question 26

Job rotation is one of the most effective types of training programs and is frequently used compared to other methods.

Question 27

Mentoring is primarily used as a stand-alone method of on-the-job training.

Question 28

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 29

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 30

Job rotation is an effective way of cross-training employees.

Question 31

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 32

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 33

Tradespeople in Canada represent one in five employed Canadians.

Question 34

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 35

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 36

Stretch assignments are job assignments that aim to "stretch" employees by having them work on projects in which they are given more responsibility and autonomy.

Question 37

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 38

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) performance checklist

Question 39

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 40

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 41

Which of the following best describes job rotation training in Canada?

A) It is one of the most effective types of training and it is used frequently.
B) It is one of the least effective types of training and it is used infrequently.
C) It is one of the most effective types of training and it is used infrequently.
D) It is one of the least effective types of training and it is used frequently.

Question 42

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 43

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 44

An organization wants to develop employees by having them work on challenging tasks and projects that involve learning new knowledge and skills. What is this called?

A) job rotation
B) cross-training
C) stretch assignments
D) apprenticeships

Question 45

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 46

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 47

Which of the following best represents the results of a study on the effectiveness of structured on-the-job training?

A) the structured approach produced 86 percent fewer rejects, and their troubleshooting ability increased by 75 percent.
B) the structured approach produced 76 percent fewer rejects, and their troubleshooting ability increased by 130 percent.
C) the structured approach produced 26 percent fewer rejects, and their troubleshooting ability increased by 95 percent.
D) the structured approach produced 16 percent fewer rejects, and their troubleshooting ability increased by 55 percent.

Question 48

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 49

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 50

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 51

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 52

Which of the following is NOT supported by mentoring research?

A) Mentored individuals had more promotions.
B) Mentored individuals had higher compensation.
C) Mentored individuals had higher job satisfaction.
D) Mentored individuals had higher organizational commitment.

Question 53

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 54

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 55

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 56

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 57

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 58

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 59

What proportion of the workforce do tradespeople represent in Canada?

A) one in three
B) one in four
C) one in five
D) one in six

Question 60

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 larger training program

Question 61

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

Question 62

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

Question 63

What are the advantages and disadvantages of off-the-job and on-the-job training methods?

Question 64

a) Compare and contrast mentoring and coaching.?b) What is e-mentoring and how would you develop an effective e-mentoring program?

Question 65

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

Question 66

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

Question 67

What is coaching and what are the four core elements of coaching?

Question 68

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