Chapter 8 DESIGNING AND EVALUATING TRAINING SYSTEMS

Question 1

A planned effort by
an organization to facilitate the
learning of job-related behavior
on the part of its employees

Answer 1

Training

Question 2

the first step in developing an employee training system (Noe, 2013). The purpose of needs analysis is to determine the types of training,
if any, that are needed in an organization, as well as the extent to which training is a
practical means of achieving an organization’s goal

Answer 2

Need analysis

Question 3

is to determine those organizational factors that either facilitate or inhibit training effectiveness. For example, an organization may view training as important but may not have the money to fund its
training program, may be unable to afford the employee time away from work to
be trained, or may not wish to spend money on training because employees leave
the organization after a short period of time

Answer 3

Organizational analysis

Question 4

The process
of identifying the employees
who need training and determining the areas in which each
individual employee needs to
be trained

Answer 4

Person analysis

Question 5

Low ratings on a particular dimension for most employees may
indicate that additional training in that dimension is needed. Conversely, if most
employees score high on a particular dimension, relatively little training time is
needed

Answer 5

Performance Appraisal Scores

Question 6

Questionnaires asking
employees about the areas in
which they feel they need
training

Answer 6

Survey

Question 7

A test that measures
an employee’s level of some jobrelated skill

Answer 7

Skill test

Question 8

A test that
measures the level of an employee’s knowledge about a jobrelated topic

Answer 8

Knowledge test

Question 9

A training
technique in which employees,
usually in a group, are presented
with a real or hypothetical
workplace problem and are
asked to propose the best
solution

Answer 9

Case study

Question 10

A case study
based on a real situation rather
than a hypothetical one.

Answer 10

Living case

Question 11

exercises allow the trainee to practice newly learned skills. For example,
using a cash register or taking a customer’s order is easy to learn. But it is a much
more difficult task with a long line of angry customers or irritable coworkers

Answer 11

Simulation

Question 12

A training technique
in which employees act out
simulated roles.

Answer 12

Role play

Question 13

A
training technique in which
employees observe correct behavior, practice that behavior,
and then receive feedback about
their performance

Answer 13

Behavior modeling

Question 14

The best example of the principle of _______ versus distributed practice
is studying for exams. If we distribute the reading over several days, the material is
relatively easy to learn. But if we wait until the night before the test to read three
chapters—that is, mass the reading—we will not retain much at all

Answer 14

Massed practice

Question 15

Distance learning programs in which employees can complete the
training at their own pace and at
a time of their choosing

Answer 15

Asynchronous
technologies

Question 16

Distance learning programs that require employees to complete the training
at the same time and at the
same pace although they may
be in different physical locations

Answer 16

Synchronous
technologies

Question 17

A training
technique in which an employee
is presented with a videotaped
situation and is asked to respond
to the situation and then receives feedback based on the
response

Answer 17

Interactive video

Question 18

A training method in which
employees learn information at
their own pace

Answer 18

Programmed instruction

Question 19

Short for “web
seminar,” an interactive training
method in which training is
transmitted over the Internet

Answer 19

Webinar

Question 20

A website in which the
host regularly posts commentaries on a topic that readers can
respond to.

Answer 20

Blog

Question 21

A collection of web pages
in which users can create web
pages on a topic and readers can
freely edit those pages

Answer 21

Wiki

Question 22

A program that automatically distributes e-mail
messages to a group of people
who have a common interest

Answer 22

Listserv

Question 23

Learning through
watching and imitating the
behavior of others

Answer 23

Modeling

Question 24

Teaching
employees how to perform tasks
traditionally performed by other
employees

Answer 24

Cross-training

Question 25

A training program, usually found
in the craft and building trades,
in which employees combine
formal coursework with formal
on-the-job training.
For example, an apprentice working with a plumber will initially help the plumber
by carrying supplies, picking up parts from suppliers, and holding tools. But with time,
the apprentice is taught the necessary knowledge and skills for plumbing. When the
apprenticeship is complete, the apprentice can start his own business

Answer 25

Apprentice training

Question 26

A formal method of coaching in
which excellent employees
spend a period of time in the
training department learning
training techniques and training
employees

Answer 26

Pass-through programs

Question 27

An experienced
employee who advises and looks
out for a new employee

Answer 27

Mentor

Question 28

Compensating an employee who participates in a training program
designed to increase a particular
job-related skill.
For example, employees who are currently in the position of Printer II must learn to set their own
type before they can be promoted to Printer III

Answer 28

Skill-based pay

Question 29

Providing employees with specific information
about how well they are performing a task or series of tasks

Answer 29

Feedback

Question 30

Telling
employees what they are doing
incorrectly in order to improve
their performance of a task

Answer 30

Negative feedback

Question 31

When an organization spends time and money on training, it expects that the knowledge
and skills will be transferred to the job. Unfortunately, this is often not the case (Broad,
2000). There are several strategies for increasing the ______ to the workplace

Answer 31

Transfer of training

Question 32

Practicing a
task even after it has been
mastered in order to retain
learning

Answer 32

Overlearning

Question 33

A measure of job
performance or knowledge taken
before the implementation of a
training program

Answer 33

Pretest

Question 34

A measure of job
performance or knowledge taken
after a training program has
been completed

Answer 34

Posttest

Question 35

An extensive method of
evaluating the effectiveness of
training with the use of pretests,
posttests, and control groups

Answer 35

Solomon four-groups
design

Question 36

A method of evaluating training in
which employees are asked their
opinions of a training program

Answer 36

Employee reactions

Question 37

Evaluating the effectiveness of a
training program by measuring
how much employees learned
from it

Answer 37

Employee learning

Question 38

the extent to which employees actually can use the learned material.
Learning and memorizing new material is one thing, and applying it is another. For example, if employees learn how to deal with angry customers, their ability to apply this material can be measured by observing how they treat an angry customer while they are
actually working

Answer 38

application
of training

Question 39

A method
of evaluating the effectiveness of
training by determining whether
the goals of the training were
met

Answer 39

Business impact

Question 40

The amount of money an
organization makes after subtracting the cost of training or
other interventions.

Answer 40

Return of investment