Deck 3: Needs Assessment

Question 1

Inexpensive,can collect data from a large number of persons,but may lack detail and requires time are advantages and disadvantages of the _____ method of needs assessment.

A)questionnaires
B)observation
C)focus groups
D)interviews

Answer 1

A

Question 2

Questionnaires used for needs assessment:

A)allow for rapid collection of a large amount of information.
B)are one of the most costly techniques for collecting data.
C)are a highly objective source of information.
D)have the main disadvantage of providing information that is often outdateD.

Answer 2

A

Question 3

Which of the following is not an issue to determine whether training is the best solution?

A)Is the performance problem important?
B)Can employees demonstrate the correct behavior?
C)Were other solutions too expensive or unrealistic?
D)Are employees approaching retirement age?

Answer 3

D

Question 4

The best needs assessment method for sexual harassment and diversity issues is:

A)observation.
B)focus groups.
C)questionnaires.
D)online technology.

Question 5

Interviewing as a needs assessment technique:

A)is less expensive than most other assessment methods.
B)can explore unanticipated issues that come up.
C)only provides information directly related to questions asked.
D)minimizes interruption of work.

Question 6

For mid-level managers,organizational analysis focuses on all but which of the following?

A)How much of the budget to devote to training
B)The types of employees who should receive training
C)For what jobs can training make the biggest difference in improving product or service
D)The role of training compared to other HR functions such as selection

Question 7

A process useful in needs assessment that is closely related to Total Quality Management is:

A)online technology.
B)documentation.
C)benchmarking.
D)focus groups.

Question 8

Organization level needs analysis

A)examines individuals' training needs.
B)involves determining appropriateness of training,resources available for training and level of support.
C)involves identifying the tasks that compose jobs and the KSAOs needed to perform them.
D)should always be the last level of analysis conducteD.

Question 9

Employees' "readiness" for learning refers to all the following except whether they:

A)have completed orientation.
B)have the necessary knowledge and skills to learn.
C)whether the work environment will enhance learning.
D)whether they are motivated to learn.

Question 10

All of the following statements regarding cognitive ability are true except:

A)it is related to successful job performance in all jobs.
B)it includes verbal comprehension,quantitative and reasoning abilities.
C)cognitive ability influences learning.
D)cognitive ability is more important for lower-level than more complex jobs.

Question 11

Research indicates that:

A)peer and manager support for training is critical to the success.
B)peer and manager support has little influence on training outcomes.
C)managers have little or nothing to do with the transfer of training.
D)organizational analysis is actually often unnecessary.

Question 12

Determining whether performance deficiencies result from lack of knowledge or skills is shown by:

A)organizational analysis.
B)person analysis.
C)gap analysis.
D)ask analysis.

Question 13

In the needs assessment process,_____ analysis is usually conducted first.

A)benchmark
B)task
C)person
D)organizational

Question 14

_____ analysis asks the questions,"Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees,managers,vendors,)have an interest in seeing training succeed?"

A)Benchmark
B)Task
C)Person
D)Organizational

Question 15

Which one of the following management actions could least likely increase employees' self-efficacy levels?

A)Letting employees know the purpose of the training programs
B)Providing as much information as possible about the training program and its purposes prior to the actual training
C)Showing employees the training success of their peers who are now in similar jobs
D)Using off-site rather than on-site formal training programs

Question 16

_____ is employees' belief that they can successfully perform their job or learn the content of the training program.

A)Self-efficacy
B)Self-motivation
C)Cognitive ability
D)Task competence

Question 17

In the process of determining if training is the best solution for a performance problem,you discover employees were trained but rarely or never used the training content.This is an example of a _____ factor affecting performance and learning.

A)input
B)feedback
C)consequences
D)output

Question 18

When trainees' reading level does not match the level needed for the training materials,which of the following options is an organization least likely to do handle this mismatch?

A)Redesign the job
B)Use video or on-the-job training
C)Reassign employees with inadequate reading ability
D)Provide employees with reading deficiencies with a remedial reading program

Question 19

The question,"Who should be trained?" is one that should be asked by:

A)upper-level managers.
B)training consultants.
C)mid-level managers.
D)trainers.

Question 20

Research shows that motivation to learn is related to all but which of the following?

A)Skill acquisition
B)Knowledge gained
C)The length of training
D)Behavior change

Question 21

Needs assessment determines the type of training that is best for the specific situation.

Question 22

Focus groups are a type of SME interview that involves a face-to-face meeting with groups of employees in which the questions that are asked relate to specific training needs.

Question 23

Employees with a high school diploma or a college degree have the basic skill necessary to benefit from training.

Question 24

(p.127-28. )All of the following are true for competency models except they:

A)identify the differences across jobs,occupational groups or organizational levels.
B)focus on how work is done.
C)link competencies to an organization's goals.
D)are particularly useful for generating requirements for employee selection.

Question 25

Output refers to the type of incentives employees receive for performing well.

Question 26

"For what jobs can training make the biggest difference in product quality or customer service?" is appropriate for upper-level managers to ask.

Question 27

In practice,organizational,person and task analyses are not conducted in any particular order.

Question 28

Based upon a task analysis inventory,tasks that are rated as infrequently performed and low difficulty,should not be included in a training program.

Question 29

"How will training and development meet my business goals?" is an appropriate question for mid-level managers to ask.

Question 30

Reading-to-lean skills searching for and reading information in manuals,books or charts.

Question 31

Giving employees choices regarding which training programs to attend maximizes motivation to learn.

Question 32

(p.124-26. )The most relevant type of needs analysis for preparing training materials is:

A)organizational.
B)benchmarking.
C)person.
D)task.

Question 33

Determining the cognitive ability requirements of a job is part of task analysis.

Question 34

When an organization experiences a performance problem or there is new legislation affecting an organization,this indicates training is necessary.

Question 35

Data gathered from focus groups has the disadvantage of potentially threatening to employees and managers may use the information to punish rather than train.

Question 36

Job incumbents should be included as SME's in the needs assessment process since they tend to be the most knowledgeable about the job.

Question 37

The first step in task analysis is to:

A)develop a preliminary list of tasks performed on the job.
B)interview all job incumbents.
C)select the job or jobs to be analyzed.
D)identify the KSA's important for successful task performance.

Question 38

All except _____ is a way competency models are useful for training and development.

A)identifying behaviors needed for effective job performance
B)facilitating succession planning for managerial candidates
C)providing guidelines for organizational analysis
D)providing a framework for coaching

Question 39

The importance of cognitive ability for job success increases with job complexity.

Question 40

The first step in developing a competency model is:

A)identifying jobs,positions and job families.
B)conduct business and strategy analysis.
C)select needs assessment strategy.
D)identify effective and ineffective job performers.

Question 41

Noe argues that competency model-based performance management discussions between manager and employee are superior to job analysis-based discussions.

Question 42

When is training the best solution for a performance problem that has been identified?

Question 43

Identify the 5 basic factors that influence employee performance and learning.

Question 44

Regardless of the impact of a pressure point on business,a rapid needs assessment should amount of information gathering should be relatively small and quick.

Question 45

Compare the advantages and disadvantages of the needs assessment methods:questionnaires,interviews,focus groups and online technology.Which method would be most effective for call centers;which method(s)would be best for attitudinal and interpersonal issues?

Question 46

When evaluating the importance of tasks,the focus should be on tasks necessary to accomplish the organization's goals not necessarily the most difficult or time-consuming tasks.

Question 47

Competency modeling focuses on work,what is accomplished,not how work is accomplished.

Question 48

Compare and contrast job analysis and competency models.

Question 49

A competency refers to an area of personal capability that enables employees to successfully perform their jobs by achieving outcomes or accomplishing tasks.

Question 50

Needs assessment is the first step in the training design process (ADDIE model).Why is needs assessment important to the ISD process?