Deck 4: The Needs Analysis Process

Question 1

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

Answer 1

False

Question 2

An example of a strong training transfer climate could be praise provided by peers when a new employee uses conflict resolution skills acquired in a training program.

Answer 2

True

Question 3

The most common approach used to conduct a cognitive task analysis is interviews and surveys.

Answer 3

False

Question 4

Organizational climate refers to the collective attitudes of its employees toward work,supervision,and company goals,policies,and procedures.

Question 5

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

Question 6

Resource analysis is the identification of the resources available in an organization that might be required to design a training and development program.As a principle,it does not deal with determining whether the organization has the ability to implement the actual program.

Question 7

The needs analysis process often starts with a concern expressed by a customer,employee,management,or some other stakeholder.

Question 8

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

Question 9

Competencies are clusters of related knowledge,skills,and abilities that differentiate effective performers from ineffective performers.

Question 10

Questionnaires,structured interviews,and observation are techniques used in a task analysis to survey a sample of job incumbents.

Question 11

The needs analysis is often referred to as the most important step in the training and development process.

Question 12

The traditional approach to a cognitive task analysis focuses on behaviours rather than the mental processes such as decision making.

Question 13

Besides clarifying the nature of performance gaps,a needs analysis helps to determine whether training and development is a good solution to performance problems or whether some other intervention might be more effective.

Question 14

Fundamentally,needs analysis deals with informing senior management why specific training initiatives have not resulted in improvements to organizational performance.

Question 15

Sandeep is doing a needs analysis to determine potential solutions to a current gap in an organization.He starts the process by interviewing management on the company's strategic direction and does a full resource review.Sandeep is most likely doing a task analysis on this company.

Question 16

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

Question 17

A task analysis reveals the tasks required for a person to perform a job and the knowledge,skills,and abilities (KSAs)that are required to perform the tasks successfully.When done well,it often has five interrelated steps.

Question 18

The textbook identifies three levels of needs analysis: organizational,cognitive,and person analysis.

Question 19

One of the obstacles facing trainers is the belief by many managers that resources should be used for training activities-choosing action over analysis.

Question 20

A person analysis fundamentally addresses the following questions: How well does the employee perform the tasks
Who,within the organization,needs training
And,what kind of training do they need

Question 21

A task analysis consists of a description of the activities or work operations performed on a job and the conditions under which these activities are performed.It normally includes six important steps.Which of the following would NOT be considered one of those steps

A)develop rating scales to rate the importance and difficulty of each task and the frequency with which it is performed
B)provide feedback on the results of the task analysis
C)prepare job descriptions and specifications for roles involved in the task analysis process
D)use surveys and interviews to gather data and information from a sample of job incumbents

Question 22

One of your colleagues is somewhat confused about the distinction between skills and competencies.You decide to provide your colleague with a concise explanation.Which of the following statements would best capture the distinction between these two terms

A)competencies are the same as skills
B)negotiating a collective agreement is an example of a skill, while competencies are universal in scope such as winning agreement on goals and expectations
C)competencies are related to knowledge and tend to be narrow in scope
D)skills are behaviours that are not observable, while competencies must be observable

Question 23

Which of the following is NOT a typical step in the needs analysis process

A)task analysis
B)design and delivery
C)andragogy analysis
D)evaluation

Question 24

What critical question is the resource analysis process attempting to answer

A)Does the organization have the desire to spend its resources on training?
B)Does the organization have employees willing to learn?
C)Does the organization have sufficient money, time, and expertise?
D)Does the organization have access to effective decision makers?

Question 25

Which two factors from the external environment might affect an organization's need for training and its employees' receptivity to being trained

A)trade agreements and new technologies
B)competitors and corporate strategy
C)recessions and employment equity
D)demographics and organizational culture

Question 26

Johnathan,a training specialist,is undertaking a needs analysis for an organization.He is attempting to determine which specific jobs in the organization are contributing to a specific "itch." What step in the needs analysis process is Johnathan most likely performing

A)stakeholder consultation
B)organizational analysis
C)task analysis
D)person analysis

Question 27

What deficiency in task analysis does the newer technique of cognitive task analysis address

A)It compensates for the repetitiveness of observable tasks.
B)It involves complex mental tasks that are not easy to observe.
C)It expands a task analysis to incorporate differences in diversity.
D)It allows participants to focus on unusual rather than routine tasks.

Question 28

What is the main difference between a traditional task analysis and a team task analysis

A)A traditional task analysis depends on job descriptions whereas a team task analysis depends on competencies.
B)A team task analysis relies on an organization being a certain size in order to be relevant and useful.
C)A traditional task analysis is usually applicable to lower level jobs on the organizational chart and not management.
D)A team task analysis identifies the interdependencies of the job and the skills required for task coordination.

Question 29

Which statement best describes the needs analysis process

A)it is the least important step in the training and development process
B)it is a critical step designed to identify gaps in individual and organizational performance
C)it identifies cost inefficiencies, yet it is silent on potential solutions to individual and organizational performance
D)it collects data and information from management on skills and knowledge deficiencies in an organization

Question 30

What is one drawback of a task analysis process

A)It ignores mental processes required to complete a task.
B)It focuses only on target jobs as opposed to all jobs within the organization.
C)It develops bias from subjective rating scales and the use of estimates.
D)It assumes tasks are performed by teams, not individuals.

Question 31

According to the textbook,which important step in the needs analysis process is the most extensive,potentially leading organizations to skip it

A)a culture and climate audit of the organization
B)a task and person analysis
C)data collection at three levels: organizational, task, and person
D)being clear on the nature of the actual "itch"

Question 32

According to the textbook,a person analysis attempts to answer a series of questions.Which of the following questions is NOT associated with a person analysis

A)Are the resources available to train?
B)How well does the employee perform the job?
C)Who needs training?
D)What kind of training is needed?

Question 33

Which statement would NOT be considered an "itch" according to the needs analysis model

A)ABC Inc. notices an increase in customer complaints
B)ABC Inc. notices a decrease in productivity across all its business units
C)ABC Inc. is faced with decreasing revenues and increasing costs
D)ABC Inc. notices a decrease in employee absenteeism

Question 34

Which example characterizes a strong climate for transfer of training

A)It takes three months for a trainee to be given the opportunity to apply what was learned in training.
B)Financial and non-financial benefits are associated with applying material learned in training.
C)Supervisor and peer support for the use of newly acquired skills is not evident.
D)Newly trained employees face few consequences for not using material learned in training.

Question 35

According to the vignette on TD Bank,what did TD do before it embarked on a robbery prevention and awareness training program

A)determined what kinds of resources were available for training
B)conducted a needs analysis that included focus groups, interviews, and surveys
C)changed the compensation approach to reward those branches with fewer robberies
D)changed the company's strategy to better match employees' skills and abilities

Question 36

Why must training plans,business strategy,and key stakeholder involvement be linked together in a needs analysis

A)to achieve the greatest support and continuity from the organization and its stakeholders
B)to maintain the strongest political linkages and allies necessary for organizational change
C)to increase resistance to change from individuals who were not given an opportunity to provide input
D)to ensure that the organizational culture supports the key stakeholders

Question 37

Teamwork competencies include things such as how to communicate,interact,and coordinate tasks effectively with team members,which can be identified by conducting a team analysis.From a training perspective,what are these competencies primarily used for

A)to communicate to stakeholders the importance of team competencies
B)to lead teams through discussions to identify key new themes and goals that everyone can accept and use as part of the training program
C)to attain buy-in from stakeholders to secure appropriate funding
D)to serve as the basis for writing training objectives and provides guidance on program design

Question 38

Which of the following does NOT align with the notion of a strong "learning culture"

A)an executive placing significant resources toward organizational learning
B)workers at all levels of an organization who see knowledge and skill acquisition as part of their job responsibilities
C)learning transfer is central to a strong learning culture
D)a culture focused primarily on formalized learning processes

Question 39

Your CEO has asked you to explain the potential negative consequences of having training and development plans that are not congruent with your company's strategy.Which of the following is likely to be negatively affected for the organization if training initiatives are not aligned with the organization's strategy

A)book value
B)training costs
C)flexibility
D)market value

Question 40

In which example does pressure to change employee behaviour come from the internal environment

A)a change in legislation that affects labour standards
B)a change in customer preferences for products and services
C)an increase in competition from rivals offering better products at lower prices
D)an increase in the number of product-related mistakes that management notices

Question 41

Outline the differences between a cognitive task analysis and a team task analysis.

Question 42

At Company ABC,the lack of which of the following elements is an example of a structural barrier to effective performance

A)appropriate performance measurements
B)supportive reward systems
C)clarity around roles and responsibilities
D)tools and equipment to do their jobs

Question 43

Which data collection method is expensive to use but allows for on-the-spot synthesis of different viewpoints via two-way communication

A)the quick needs analysis
B)group discussion
C)questionnaires
D)key consultation

Question 44

You have determined that employees would be able to accomplish a particular task "if their lives depended on it." What is a logical conclusion you should make

A)increase training efforts
B)change the way jobs are designed
C)change the rewards
D)training is not the issue

Question 45

There are many alternatives to training when solving performance problems.Identify and briefly describe three such alternatives.

Question 46

Which of the following is NOT an information barrier to effective performance

A)informal leaders
B)lack of performance metrics
C)ineffective feedback
D)vague objectives

Question 47

What is the best method of collecting data in a needs analysis process

A)any combination of methods that uses at least three of the nine methods
B)typically, a combination of interviews, observations, and work samples
C)the combination of methods that most likely results in senior management approval
D)available resources, analyst expertise, and the nature of the responses should drive the choice of method

Question 48

Which of the following is an obstacle organizations cite as the reason to avoid conducting a needs analysis

A)Trainees often claim that they are rewarded for taking the time to conduct a needs analysis.
B)Organizations usually can see how the investment of time and resources will produce a viable training solution.
C)Organizations are most concerned with training employees quickly rather than waiting for research to be conducted.
D)Managers and employees do not have the creative techniques and critical methods of inquiry needed to conduct a needs analysis.

Question 49

Under which scenario is training the LEAST likely intervention in dealing with a performance problem

A)Mary performs a particular task frequently
B)Providing Mary with coaching is too expensive and time consuming
C)Mary has a mission critical role
D)Mary does not receive feedback on her performance

Question 50

You have been hired to manage a call centre for a local organization.You notice a pattern of activity that is of concern to you: Customers wait on line before being served for an average of 15 minutes.This is an issue as it impacts the quality of service and is costing you potential sales.Apply in detail the needs analysis process introduced in the textbook.

Question 51

Which data collection method is relatively inexpensive to administer and provides data in a format that is easy to report and summarize

A)work samples
B)observations
C)surveys
D)interviews

Question 52

Judy,a human resource professional,decides to undertake a person analysis at TD Bank.What question is Judy seeking an answer to

A)How is training linked to TD Bank's strategy?
B)Which employees at TD Bank need training?
C)When are tasks performed and what resources are available at TD Bank?
D)What external forces are affecting TD Bank?

Question 53

Identify and briefly describe the three steps in the person analysis process.

Question 54

Ideally,what should a manager do if an employee has a genuine skill deficiency and does not have the potential to learn a new task

A)fire the employee immediately
B)give the task to another individual, even if it impacts productivity negatively
C)notwithstanding the lack of potential to learn, double up the training effort
D)if possible, simplify the task, lower expectations, or transfer the employee

Question 55

Describe how Mager and Pipe's decision tree is used in determining if training is the best solution to performance problems.

Question 56

Outline at least five conditions under which training might be the best solution to performance problems.