Question 1

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

Accepted Answer

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

Question 2

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?

Accepted Answer

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

Question 3

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

Accepted Answer

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

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

The answer of Discuss how the role of learning professionals...

Question 6

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

Accepted Answer

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

Question 7

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

Accepted Answer

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 8

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.

Accepted Answer

A) True 
 B)False

Question 9

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?

Accepted Answer

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

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

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.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

The answer of Discuss the multilevel systems model of organizational...

Question 13

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

Accepted Answer

The answer of Discuss the key factors that make training...

Question 14

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.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

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.

Accepted Answer

A) True 
 B)False

Question 17

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?

Accepted Answer

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

Question 18

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

Accepted Answer

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

Question 19

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

Accepted Answer

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 20

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?

Accepted Answer

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

Exam 14: The Evolution and Future of Training and Development

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

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?

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

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

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

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

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

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.

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?

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

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.

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

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

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.

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

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.

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?

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

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

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?