Chapter 8: Training & Development

Question 1

An individual’s belief that he or she has the cognitive ability and resources, along with the motivation, to execute an action is known as:

a. self-realization.
b. self-assurance.
c. self-efficacy.
d. self-confidence.

Answer 1

c. self-efficacy.

Question 2

Which of the following is NOT one of the training and development challenges that organizations face?

a. A younger workforce

b. Rising costs of training and development

c. Globalization

d. Increasing diversity

Answer 2

a. A younger workforce

Question 3

Which of the following statements is true about training and development?

a. Exceptional selection practices can compensate for lack of training and development.

b. Employees perceive training and development opportunities to be of more value than higher pay.

c. Training and development have strategic value over and above organizational goals and objectives.

d. Training and development can remedy selection errors.

Answer 3

b. Employees perceive training and development opportunities to be of more value than higher pay.

Question 4

(T/F) Training needs assessment, design, development, delivery, and evaluation ought to inform and be informed by the other processes of strategic HR.

Answer 4

True

Question 5

__________ refers to expanding organizational members’ collective capacities to engage effectively in leadership processes and roles.

Answer 5

Leadership development

Question 6

What is one way organizations are trying to make quality training more cost-effective?

a. By administering training primarily through experienced third-party trainers.

b. By eliminating online training, which has proven costly to administer and maintain.

c. By focusing on in-house trainers and in-house facilities and using mentors.

d. By increasing tuition-reimbursement programs, which are less costly than some other types of training.

Answer 6

c. By focusing on in-house trainers and in-house facilities and using mentors.

Question 7

Which of the following describes the correct order of Kirkpatrick’s model’s training evaluation framework?

a. Learning, behavior, results, reaction

b. Behavior, learning, reaction, results

c. Reaction, learning, behavior, results

d. Behavior, reaction, learning, results

Answer 7

c. Reaction, learning, behavior, results

Question 8

HR planning, job analysis and design, and performance appraisals all should be informed by:

a. the expectations discussed with the employee at the outset of the performance management cycle.

b. the professional development objectives of the employee.

c. the collective bargaining agreements that are in place at most companies.

d. the strategies and goals of the organization as a whole.

Answer 8

d. the strategies and goals of the organization as a whole.

Question 9

An individual’s belief that he or she has the cognitive ability and resources, along with the motivation, to execute an action is known as:

a. self-realization.
b. self-confidence.
c. self-efficacy
d. self-assurance.

Answer 9

c. self-efficacy

Question 10

Which of the following is NOT one of the training and development challenges that organizations face?

a. Increasing diversity
b. Rising costs of training and development
c. Globalization
d. A younger workforce

Answer 10

d. A younger workforce

Question 11

Why might an organization with excellent competencies in recruitment and selection still lack critical knowledge, skills, and abilities?

a. Changes in the market, technology, and the environment are constantly making KSAs obsolete.

b. Training has limited value when it comes to increasing intellectual capital.

c. KSAs are becoming redundant due to the changing levels of preparation among employees entering the workforce.

d. Training is not one of the eight critical practices of the HRM process, so it is not taken as seriously as is recruitment.

Answer 11

c. KSAs are becoming redundant due to the changing levels of preparation among employees entering the workforce.

Question 12

__________ is a method of employee development that helps an employee to develop his or her skills by interacting with a more experienced coworker or supervisor.

a. Instructing
b. Coaching
c. Training
d. Mentoring

Answer 12

d. Mentoring

Question 13

Training needs assessment, design, development, delivery, and evaluation ought to inform and be informed by the other processes of strategic HR.

a. True
b. False

Answer 13

True

Question 14

Which of the following statements is true about training and development?

a. Training and development can remedy selection errors.

b. Exceptional selection practices can compensate for lack of training and development.

c. Employees perceive training and development opportunities to
be of more value than higher pay.

d. Training and development have strategic value over and above organizational goals and objectives.

Answer 14

c. Employees perceive training and development opportunities to be of more value than higher pay.

Question 15

__________ refers to expanding organizational members’ collective capacities to engage effectively in leadership processes and roles.

a. Upward mobility
b. Leadership development
c. Career development
d. Management training

Answer 15

b. Leadership development

Question 16

first stage of the training process where training needs are assessed through evaluating performance at the organizational and individual levels, identifying any gaps between the current and the required competencies that might hinder the organization’s progress.

Answer 16

training needs assessment (TNA)

Question 17

makes it possible to determine the current and future needs for KSAs, taking into consideration internal and external forces that could possibly have an impact on training.

Answer 17

organizational analysis

Question 18

the review of job specifications to compare the KSAs needed to perform a specified job with the KSAs that an employee currently has.

Answer 18

job analysis

Question 19

compares employee performance against pre-established performance standards.

Answer 19

individual analysis

Question 20

the step in training development that sets the training’s objectives and priorities

Answer 20

training design

Question 21

the capacity, willingness, and motivation to learn

Answer 21

learner readiness

Question 22

a person’s “belief about his or her ability to mobilize the motivation, cognitive resources, and courses of action necessary to execute a specific action within a given context”

Answer 22

self-efficacy

Question 23

learner is willing to take the primary responsibility or initiative in the learning process

Answer 23

self-directed

Question 24

a term that refers to the belief that individuals differ in regard to the modes of instruction that are most effective for them.

Answer 24

learning styles

Question 25

According to this, individual learners can have any combination of these four continua of learning styles:

active or reflective
sensing or intuitive
visual or verbal
sequential or global

Answer 25

Felder-Silverman model

Question 26

the extent to which capabilities learned in training are subsequently applied on the job

Answer 26

transfer of learning

Question 27

The degree to which training is transferred from the training site to the job site is influenced by characteristics of the trainee, the design of the training, and the work environment.

Answer 27

transfer of training

Question 28

The purpose of this is finding the content and resources to meet the training’s goals and objectives.

Answer 28

training development

Question 29

focuses on training methods and logistics

Answer 29

training delivery

Question 30

structured in content, approach, sequence, and organization are all predetermined.

Answer 30

formal training

Question 31

training involves learning that is secured from a source other than formal training

Answer 31

non-formal training

Question 32

unplanned, and the process can produce unpredictable results.

Answer 32

informal training

Question 33

in which organizations focus on the technical aspects of the job, is the oldest and most often used type of training

Answer 33

on-the-job training

Question 34

people also tend to perform slightly better when they know they are being observed or tested

Answer 34

Hawthorne effect

Question 35

the process by which newcomers make the transition from being organizational outsiders to being insiders

Answer 35

organizational socialization

Question 36

helps an employee, also called a mentee or a protégé, to develop his or her skills by interacting with a mentor, who is a more experienced co-worker or supervisor

Answer 36

mentoring

Question 37

the hiring of a peer, manager, or outside consultant for the purpose of training one or more employees

Answer 37

coaching