Learning and Development in Organizations Final Exam
Course Introduction
Learning and Development in Organizations explores the theories, strategies, and practices that drive employee growth and organizational improvement. The course covers the foundations of adult learning, needs assessment, and the design, implementation, and evaluation of training and development programs. Students examine how learning initiatives align with business goals, foster organizational culture, and respond to technological and workforce changes. Real-world case studies and practical assignments provide insight into talent management, leadership development, and the measurement of learning effectiveness, preparing students to cultivate skills and competencies that contribute to organizational success.
Recommended Textbook
Employee Training and Development 6th Edition by Raymond
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Page 2
A. Noe
Chapter 1: Introduction to Employee Training and Development
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Q1) Informal learning:
A) is developed and organized by a company.
B) is not required for the development of human capital.
C) cannot be controlled by the employees.
D) leads to the effective development of tacit knowledge.
Answer: D
Q2) The core value of _____ is the prevention of the occurrence of errors in a product or service rather than detection and correction.
A) ISD
B) ADDIE
C) PERT
D) TQM
Answer: D
Q3) Due to globalization,the supply for talented employees exceeds the demand.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategic Training
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Q1) Internal analysis involves examining the operating environment to identify opportunities and threats.
A)True
B)False
Answer: False
Q2) The _____ considers four different perspectives: customer,internal,innovation and learning,and financial.
A) SWOT analysis
B) value chain analysis
C) BCG matrix
D) balanced scorecard
Answer: D
Q3) In learning organizations,there is an understanding that failure provides important information.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Needs Assessment
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Q1) _____ analysis involves determining the appropriateness of training,given the company's business strategy,its resources available for training,and support by managers and peers for training activities.
A) Organizational
B) Task
C) Gap
D) Value-chain
Answer: A
Q2) Pressure points such as changes in customer preferences or employees' lack of basic skills do not necessarily mean that training is the right solution.
A)True
B)False
Answer: True
Q3) Questionnaires do not allow many employees to participate in the needs assessment process.
A)True
B)False
Answer: False
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Chapter 4: Learning and Transfer of Training
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Q1) Which of the following types of learning outcome is reflected through the ability to design and code a computer program that meets customer requirements?
A) Cognitive strategies
B) Attitudes
C) Intellectual skills
D) Motor skills
Q2) Which of the following creates a learning orientation in trainees?
A) Emphasizing trained task performance.
B) Emphasizing competition among trainees.
C) Ensuring trainees completely avoid errors and mistakes.
D) Allowing trainees to experiment with new knowledge and skills.
Q3) _____ relates to the learner's decision regarding what information to attend to,how to remember,and how to solve problems.
A) Cognitive strategy
B) Motor skill
C) Attitude
D) Verbal information
Q4) What is error management training?
Q5) What are the underlying assumptions of Knowles's adult learning theory?
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Chapter 5: Program Design
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Q1) _____ place a high value on money,so linking training to monetary incentives facilitates learning for them.
A) Traditionalists
B) Baby boomers
C) Millenniums
D) Gen Xers
Q2) The only way to deal with disruptive trainees is to ask them to leave the training session.
A)True
B)False
Q3) The smaller the room,the more a trainer's gestures and movements must be exaggerated to get the audience's attention.
A)True
B)False
Q4) When using an outside vendor to provide training services,it is important to consider the extent to which the training program will be customized based on a company's needs.
A)True
B)False
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Chapter 6: Training Evaluation
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Q1) The _____ training outcome is collected to determine whether trainees are using training content back on the job.
A) reaction
B) learning
C) cognitive
D) result
Q2) What conditions require a company to consider a rigorous evaluation design (pretest/post-test with comparison group)?
Q3) The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.
A)True
B)False
Q4) Outcome measures are perfectly related to each other.
A)True
B)False
Q5) The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.
A)True
B)False
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Chapter 7: Traditional Training Methods
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Q1) Which of the following methods allows employees to take responsibility for all aspects of learning,including when it is conducted and who will be involved in it?
A) Self-directed learning
B) Lecture
C) Apprenticeship
D) Business game
Q2) _____ refers to the training that a team manager or facilitator receives and involves training them on ways to resolve conflict within the team.
A) Guided team self-correction
B) Scenario-based training
C) Team leader training
D) Cross training
Q3) Social contextual learning consists of formal training activities designed and developed by a company.
A)True
B)False
Q4) Write a note on Kaizen.
Q5) Mention the six characteristics of effective modeling displays.
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Chapter 8: Technology-Based Training Methods
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Q1) Which of the following is a disadvantage of distance learning?
A) Distance learning fails to save travel costs for the company.
B) Weather conditions and satellite glitches create obstacles for distance learning.
C) It is difficult to bring content experts into a classroom as needed in distance learning.
D) Distance learning features one-way communication between people.
Q2) In comparison to classroom delivery,blended learning has increased:
A) involvement of the instructors.
B) face-to-face interactions.
C) self-directedness among employees.
D) learner's dependency on the instructor.
Q3) _____ allow companies to track the number of employees who have completed courses that are required to meet state,federal,or professional regulations (compliance training).
A) Expert systems
B) Learning management systems
C) Intelligent tutoring systems
D) Supply chain systems
Q4) What are the components of mobile technology for learning?
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Chapter 9: Employee Development and Career Management
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Q1) Job enlargement refers to the process of:
A) hiring more people for the same job category.
B) moving employees up the organizational hierarchy.
C) adding challenges or new responsibilities to an employee's current job.
D) adding more jobs in a department in order to reduce employee stress.
Q2) Which of the following makes a socialization program ineffective?
A) Including information on technical aspects of the job in the socialization program.
B) Introducing the employee to company-related rules and regulations.
C) Restraining interactions between new hires and current employees.
D) Tracking employee progress at different points up to one year.
Q3) By making a succession planning list public,high-potential employees who are not interested in other positions can communicate their intentions.
A)True
B)False
Q4) The process of developing a succession plan typically begins with:
A) identifying the employees included in the succession plan.
B) identifying the positions included in the succession plan.
C) developing standards to evaluate positions.
D) determining ways to measure employee potential.
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Chapter 10: Social Responsibility: Legal Issues, Managing
Diversity, and Career
Challenges
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Q1) Delayed retirement is disappointing for companies,particularly those in knowledge-based industries.
A)True
B)False
Q2) _____ is a way to reduce head count (the number of employees)and lower labor costs.
A) Offering an early retirement plan
B) Encouraging flextime
C) Job hopping
D) Compressing the workweek
Q3) Which of the following is a disadvantage of job hopping?
A) Job hopping makes it difficult for a company to downsize if necessary.
B) Job hopping makes it difficult to sustain continuity in employee-customer relationships.
C) Job hopping reduces a company's opportunity to hire employees with a variety of experiences.
D) Hiring employees who job hop decreases the company's flexibility and adaptability.
Q4) What does diversity training mean and what are its goals?
Q5) What are the challenges with the use of work-life balance policies?
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Chapter 11: The Future of Training and Development
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Q1) Which of the following signifies a training challenge for virtual work arrangements?
A) A company has to develop a map of informal connections between employees.
B) Training on the working culture of a company has to be organized for newly recruited employees at the company's central office.
C) A company has to invest in training delivery methods that facilitate digital collaboration.
D) A company considers its location, organization structure, and employment relationships as its limiting factors.
Q2) Which of the following is a feature of cloud computing?
A) It provides access to applications and information solely through the employee's personal computers.
B) It restricts access to large company databases.
C) It can be delivered on-demand via the Internet or restricted to use by a single company.
D) It restricts access to tools used for conducting workforce analytics.
Q3) Delivery of training in the future must be done faster and more efficiently.How can this be done? What are some techniques to accomplish this goal?
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