Training and Development Test Preparation
Course Introduction
This course explores the principles and practices of employee training and development within organizations. It examines the strategic role of training in supporting business goals, the process of needs assessment, designing effective training programs, and various instructional methodologies. Students will analyze techniques for evaluating training effectiveness and address current trends such as e-learning and workplace diversity. Through case studies and practical projects, the course equips learners with skills to design, implement, and assess impactful training and development initiatives.
Recommended Textbook
Managing Performance through Training and Development 6th Edition by Alan M Saks
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15 Chapters
825 Verified Questions
825 Flashcards
Source URL: https://quizplus.com/study-set/1884 Page 2
Chapter 1: The Training and Development Process
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/37622
Sample Questions
Q1) Which of the following is impacted by high-performance work systems?
A) employees' compensation
B) employers' motivation
C) employees' motivation
D) community involvement
Answer: C
Q2) In what year did the government of Quebec introduce and pass the Act to Foster Development of Manpower Training?
A) 1975
B) 1985
C) 1995
D) 2005
Answer: C
Q3) Define and explain the term strategic human resources management (SHRM).
Answer: Strategic human resources management is the alignment of human resource practices with an organization's business strategy.It means that whether an organization has a strategy for quality,innovation,or customer service,training as well as other human resource practices must be designed to reinforce and support the strategy.
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3
Chapter 2: Organizational Learning
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37623
Sample Questions
Q1) Intellectual capital is knowledge that may or may not have value to a company.
A)True
B)False
Answer: False
Q2) What specific factor has made knowledge repositories more widespread and accessible?
A) available technology
B) a more technologically savvy workforce
C) management's commitment to knowledge repositories
D) decreasing cost of managing these repositories
Answer: D
Q3) With what category is intellectual capital grouped?
A) organizational assets
B) organizational liabilities
C) organizational expenditures
D) organizational income
Answer: A
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Page 4
Chapter 3: Learning and Motivation
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37624
Sample Questions
Q1) According to Robert Gagné,learning outcomes associated with training can be classified into five general categories: verbal information,intellectual skills,cognitive strategies,motor skills,and procedural.
A)True
B)False
Answer: False
Q2) The textbook describes implications of adult learning theory for training and development.Which of the following does the textbook NOT consider?
A) material should be presented in an entertaining manner
B) material should leverage learners' experiences
C) learners should be consulted in the needs analysis process
D) learners should be provided opportunities to learn on their own
Answer: A
Q3) Pedagogy is the traditional approach to learning used to educate children,youth,and adults.
A)True
B)False
Answer: False
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5
Chapter 4: The Needs Analysis Process
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/37625
Sample Questions
Q1) An organizational analysis can help to identify potential constraints and problems that can derail a training program.
A)True
B)False
Q2) What are two factors from the external environment that might affect an organization's need for training and the 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
Q3) 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.
A)True
B)False
Q4) A needs analysis helps to determine what type of training and development is required to resolve performance problems.
A)True
B)False
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Chapter 5: Training Design
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/37626
Sample Questions
Q1) Training objectives serve a number of purposes including allowing trainers to develop meaningful means of evaluating training programs.
A)True
B)False
Q2) According to the textbook,what should training content be anchored on?
A) the employee who is to perform the desired behaviour
B) the needs and objectives of the training
C) the standard that will evaluate the behaviour
D) the time when the new content will be needed
Q3) A productive response is where the trainee passively uses the training content rather than watching,listening,or imitating the trainer.
A)True
B)False
Q4) Define and briefly describe the term active practice.
Q5) Which two sources might trainers consider to determine the training content?
A) managers and subject-matter experts
B) employees and consultants
C) legislation and subject-matter experts
D) salespersons and stakeholders
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Chapter 6: Off-The-Job Training Methods
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37627
Sample Questions
Q1) What is the method that often creates frustration for trainees given the lack of information presented,particularly when the trainees lack experience?
A) case incident
B) action learning
C) role play
D) behaviour modelling
Q2) Role play is a training method in which trainees practise new behaviours in a safe environment.
A)True
B)False
Q3) One of the potential challenges of using games as a training method is that trainees often focus on winning the game,and not necessarily on the training objectives.
A)True
B)False
Q4) One of the limitations of role play is that trainees are not shown exactly what to do and how to behave prior to participating in the role.
A)True
B)False
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Chapter 7: On-The-Job Training Methods
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/37628
Sample Questions
Q1) In order for coaching to be effective a few critical elements are needed.Some of the most important are trust between coach and trainee and a planned approach to the process.
A)True
B)False
Q2) Which of the following is NOT a rationale for asking trainees to perform less difficult parts of the job first in the performance phase of job instruction training?
A) success builds confidence
B) minimizes trainees' level of frustration
C) establishes trust between trainer and trainee
D) trainees' self-efficacy will increase
Q3) How much is the taxable cash grant for apprentices under the Apprenticeship Completion Grant who complete their apprenticeship training in a designated Red Seal Trade?
A) $500
B) $2,000
C) $5,000
D) $10,000
Q4) Compare and contrast mentoring and coaching.
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Chapter 8: Technology-Based Training Methods
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37629
Sample Questions
Q1) What type of Web format would you use if you were going to provide a presentation to a group of trainees?
A) webinar
B) Web 2.0
C) Web conferencing
D) webcast
Q2) What was the estimated value of savings experienced by Dow Chemical when they introduced a Web-based training system?
A) 30 million over three years
B) 50 million in total savings
C) 30 million in one year
D) 20 million in the training department
Q3) What may trainees experience during computer-based training when they lack face-to-face interaction with an instructor and other trainees?
A) social loafing
B) lack of motivation
C) frustration
D) lower self-efficacy
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Chapter 9: Training Delivery
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54 Verified Questions
54 Flashcards
Source URL: https://quizplus.com/quiz/37630
Sample Questions
Q1) According to the textbook,which of the following is the most challenging part of the training process?
A) preparing the lessons and lesson plan
B) assessing the trainees' training needs
C) monitoring and evaluating the training program
D) implementing the training program
Q2) A subject-matter expert is a person who is familiar with training delivery best practices.
A)True
B)False
Q3) Mike has been charged with designing a lesson plan dealing with negotiation strategies.Under which section of a lesson plan would he include articles and links to websites dealing with negotiation strategies?
A) training objectives
B) sequence
C) detailed lesson plan
D) trainee handouts
Q4) Most common training delivery problems fit into one of three basic themes.Identify the three themes and provide one problem example for each.
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Chapter 10: Transfer of Training
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37631
Sample Questions
Q1) Which of the following factors is NOT included in the readiness to learn/trainability formula?
A) ability
B) perceptions of the work environment
C) reward system
D) motivation
Q2) The two conditions of transfer of training are generalization and positive transfer.
A)True
B)False
Q3) What is one critical implication that can be concluded from the Baldwin and Ford transfer model?
A) Trainee characteristics have a direct effect on the work environment.
B) The work environment has a direct effect on training design.
C) Learning and retention are necessary conditions for transfer.
D) Learning and retention are sufficient conditions for transfer.
Q4) The trainer cannot possibly guarantee if the trainees have taken any required prerequisite course.
A)True
B)False
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Chapter 11: Training Evaluation
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37632
Sample Questions
Q1) Which of the following is considered to be a pragmatic barrier to training evaluation?
A) Senior management may not be stressing the need for training programs to be evaluated against goals and objectives.
B) Training departments may be assessed based on the number of programs offered. To take resources away to conduct evaluations may be seen as counterproductive.
C) Some trainers may feel that poor results may reflect poorly on the trainer's performance.
D) Some trainers use conflict of interest arguments to forgo training evaluations.
Q2) Affective reaction measures the level of perceived usefulness of a training program.
A)True
B)False
Q3) Observations are the most popular measures of behaviour changes resulting from training initiatives.
A)True
B)False
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13
Chapter 12: The Costs and Benefits of Training Programs
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/37633
Sample Questions
Q1) What conclusion may be made in the Accenture study between training and productivity?
A) surprisingly, the ROI study found that billings, a metric of productivity, actually decreased
B) a positive relationship between training levels and productivity metrics
C) results were neutral-in other words, ROI was 1:1
D) results were negative
Q2) If a training program is expected to reduce the amount of scrap in the production of a product,then a cost-effectiveness evaluation would indicate how much the training program cost and the impact on the bottom line caused by the reduction in scrap.
A)True
B)False
Q3) How is the utility of a training program defined?
A) Utility = ((C)(N)(dt)(SDy) - (N)(T))
B) Utility = (T)(N)(dt)(SDy) - (N)(C)
C) Utility = ((T)(N)(td)(SDy) - (N)(C))
D) Utility = ((T)(N)(td)(C) - (N)(SDy))
Q4) Briefly describe at least three reasons why many managers avoid the costing process when it comes to training.
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Chapter 13: Training Programs
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37634
Sample Questions
Q1) What is the estimated annual cost of workplace injuries in Canada?
A) $12 million
B) $120 million
C) $1.2 billion
D) $12 billion
Q2) At EllisDon,what are managers encouraged to do with new employees at the two-month point?
A) work in concert to develop a performance contract
B) sit down for an informal meeting
C) provide the HR department with a preliminary performance evaluation
D) sit down for a review of HR-related policies and procedures
Q3) Why is sexual harassment training so important to organizations?
A) because it protects the company from potential legal exposure
B) because employees who are trained tend to report sexual harassment incidents in greater numbers
C) because most companies already have sexual harassment policies
D) because of the nebulous nature of the topic
Q4) Explain the differences between technical skills training and information technology training and provide an example of each.
Q5) What specifically are areas that TQM requires employees to be trained in?
Page 15
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Chapter 14: Management Development
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56 Verified Questions
56 Flashcards
Source URL: https://quizplus.com/quiz/37635
Sample Questions
Q1) A recent university graduate landed a dream job as a sales representative for a major winery.She describes her first day as follows: "I have no idea what to do,whom to report to,or how I should go about doing my job." What type of work-related stressor is she describing?
A) role contingent stressor
B) role reporting stressor
C) role ambiguity stressor
D) role conflict stressor
Q2) Why do Canadian organizations spend so much money developing managers?
A) because of sunk recruitment and selection costs
B) because managers ensure organizations perform efficiently and effectively
C) because it protects organizations from potential sexual harassment court actions
D) because managers ensure that organizations perform efficiently and ethically
Q3) Explain the role coaching plays in management development and describe the five conditions in the "management pipeline" that is the focus of the coaching effort.
Q4) Management skills can be learned through training and on-the-job experiences.
A)True
B)False
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Page 16
Chapter 15: The Evolution and Future of Training and Development
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45 Verified Questions
45 Flashcards
Source URL: https://quizplus.com/quiz/37636
Sample Questions
Q1) Which of the following best describes the current pattern of corporate expenditures associated with external training service providers?
A) decreasing at an increasing rate
B) increasing at an increasing rate
C) increasing at a very small rate
D) flat
Q2) Define and describe lifelong learning and the impact it will have on how skills development will occur.What impact will lifelong learning have on communities,organizations,and individuals?
Q3) What type of challenge did TELUS's original process for sourcing external training service providers create for the company?
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
Q4) Describe how an aging workforce impacts the training and development function.
Q5) Define and discuss the ethics of training and development.
Page 17
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