Deck 9: Training

Question 1

Which training delivery method is considered a form of off-the-job training?

A)coaching
B)role play
C)mentoring
D)job instruction

Answer 1

role play

Question 2

The overall goal of training evaluation is to measure what criterion?

A)organizational results and reduced costs
B)behavioural changes and transfer of learning
C)the value added to the organization and its employees
D)employee perceptions and attitudes toward safety

Answer 2

the value added to the organization and its employees

Question 3

What is the first question that needs to be answered for training design and delivery?

A)What are the objectives for the training?
B)Who will deliver the training?
C)What is the appropriate content for the training?
D)Will the training program be designed or purchased?

Answer 3

What are the objectives for the training?

Question 4

According to social learning theory, what four mental processes facilitate social learning?

A)attention, memory, social learning, engagement
B)motivation, engagement, attention, and social learning
C)attention, memory, motor control, and motivation
D)motor control, social learning, attention, and motivation

Question 5

What common individual needs assessment technique would work best for isolating whether training should focus on knowledge rather than skills?

A)past observations of the worker at work
B)bringing the worker in to do a work sample
C)having them take an online/pen and paper test
D)observing a group of their peers

Question 6

Even before the training begins, what type of trainee reaction can you start assessing?

A)affective reaction
B)behavioural reaction
C)utility-based reaction
D)economic reaction

Question 7

When do trainees engage in physical or social events that are designed to re-create real situations?

A)simulations
B)role-play
C)case incident
D)games

Question 8

How might an OH&S training program evaluator assess on-the-job behavioural change following a training program?

A)ask the trainees whether they found the training useful
B)test the trainees on the content of the training session
C)observe changes in the organization's lost-time injury rates
D)have trainees or supervisors complete a behavioural inventory

Question 9

According to research, what approach to learning has been shown to have a stronger and more durable effect on behaviour in terms of health and safety training initiatives?

A)active learning
B)group learning
C)videos and simulations
D)Web-based learning

Question 10

Which of the following would you do during your training initiative if you were applying the behaviourist perspective to learning?

A)allow existing employees to evaluate the behaviours of trainees
B)allow trainees to observe others on the job
C)provide rewards immediately following the demonstration of a desired behaviour
D)allow trainees to directly participate in simulations

Question 11

What factor makes it more difficult to improve subsequent training programs?

A)the lack of learning principles
B)the lack of program evaluation
C)the lack of effective trainer instruction
D)the lack of relevant training content

Question 12

Which of the following data would you use if you wanted to determine whether a training program was effective at the organizational performance level?

A)workers' compensation claims and costs
B)employee complaints
C)trainer feedback
D)attendance

Question 13

Which of the following results is NOT an organizational outcome commonly assessed following training initiatives?

A)incident, injury, and fatality rates
B)employee benefit costs
C)presenteeism
D)near-misses

Question 14

During what type of training would you most likely be asked to participate in a role play?

A)social learning
B)behavioural learning
C)experiential learning
D)simulation learning

Question 15

According to Kirkpatrick's hierarchical training evaluation model, four measures provide insight into the effectiveness of a training program, with succeeding levels providing increasingly important information. What is the correct order of this hierarchy?

A)learn the material, positive reactions, apply learning to workplace, positive organizational outcomes
B)positive reactions, learn the material, apply learning to workplace, positive organizational outcomes
C)learn the material, positive organizational outcomes, apply learning to workplace, positive reactions
D)positive reactions, learn the material, positive organizational outcomes, apply learning to workplace

Question 16

Why is the distribution of data concerning major incidents and fatalities skewed rather than normally distributed, making it difficult to use this to assess training effectiveness?

A)more reporting of minor rather than major incidents
B)major accidents and fatalities are relatively rare
C)distinct differences between how occupational injuries are defined
D)underrepresentation of subsequent time lost due to an earlier injury

Question 17

What is the first step in any training program?

A)deciding on build or buy
B)assessing training needs
C)determining the training objectives
D)determining the training content

Question 18

What three-part process comprises the ISD model of training?

A)needs analysis, training content, and evaluation
B)needs analysis, organizational analysis, and job analysis
C)needs analysis, training design and delivery, and training evaluation
D)training objectives, training content, and learning theory

Question 19

Which of the following should have the most influence on a training program's content?

A)evaluation and environmental constraints
B)needs assessment and environmental constraints
C)learning objectives and evaluation
D)needs assessment and learning objectives

Question 20

A good training evaluator will compare post training performance to which of the following?

A)performance before the training
B)a control group
C)industry performance
D)safety climate audit results

Question 21

Explain why integrating health and safety into new employee orientation is so important and identify at least three OH&S topics an employee orientation program should include.

Question 22

Evaluation of procedural understanding provides evidence that trainees have acquired understanding in regard to what aspect of job-related knowledge or skills?

A)when to use new knowledge/skills
B)where to use new knowledge/skills
C)how to use new knowledge/skills
D)why they should use new knowledge/skills

Question 23

A person analysis is a requirement of a safety climate audit.

Question 24

Describe the instructional systems design model of training.

Question 25

What is the main reason for putting current workers through a train the trainer program, rather than hiring professional trainers?

A)other workers find them engaging
B)they are cheaper than professional trainers
C)they have experience-based knowledge
D)it helps to keep company procedures private

Question 26

Keeping detailed OH&S training records is primarily done for the purposes of avoiding lawsuits in the event of an incident.

Question 27

What is a component of the training needs analysis process during which individual employees' behaviour is studied to identify gaps in performance?

A)person analysis
B)safety climate analysis
C)organization analysis
D)task analysis

Question 28

Vulnerable workers, including less educated workers, low-wage earners, and non-union members, face greater barriers to OH&S training.

Question 29

As mentioned in Chapter 8, working alone increases the risk of workplace violence in many occupations, such as taxi drivers, gas station attendants, and home care workers.
Discuss how training can help to reduce the risk of workplace violence for isolated workers and use instructional systems design to develop a program for one of the above groups.

Question 30

Develop an occupational health and safety orientation checklist that will ensure employees are provided with a basic level of health and safety training and will reinforce the development of a safety climate.

Question 31

Think back to various jobs that you have held. What types of occupational health and safety training did you receive? What training processes made the training programs effective? What specific organizational outcomes indicated the value of the training program to the organization and the individual employees?

Question 32

Training in occupational health and safety must be meticulously documented.

Question 33

Which health and safety jurisdictions incorporate WHMIS training?

A)federal, provincial, and territorial
B)provincial
C)territorial
D)federal and provincial

Question 34

A core element underpinning the CSA Z1001 standard for training is continuous improvement.

Question 35

The best method an HR manager should use to gather individual reactions to training is an anonymous feedback/suggestion box.

Question 36

The ISD model as it relates to OH&S emphasizes the importance of conducting a needs analysis before training is provided.

Question 37

It is better to train a large group of employees all at once to ensure everyone gets the same message.

Question 38

Successful training initiatives should be in line with which of the following?

A)overall injury rates
B)overall organizational strategy
C)needs of supervisors
D)employee satisfaction levels

Question 39

Examination of the organization's safety climate is one way to determine the extent of organizational support for an OH&S training program.

Question 40

The number of employees required to have certification in first aid is the same across all industries.

Question 41

Design a training program for managers and supervisors so that they will be prepared to deal with domestic violence in the workplace. Discuss the benefits of such a training program but also the challenges associated with getting organizational support and trainee participation.

Question 42

Why is training evaluation important? Describe Kirkpatrick's four levels of training evaluation, including the type of information collected and the methods that can be used to collect the information.