Exam 1

Question 1

Training’s 4 Functions

Answer 1

education, motivation, consulting, development

Question 2

Education and Training

Answer 2

Education differs from training because its goal is to impart knowledge or information; whereas training’s goal is skill development and behavior change.

Question 3

Motivation and Training

Answer 3

Motivation is different from training because, while both strive to get the listener to meet some positive action or behavior, they use different methods. Motivational speakers use a strong emotional appeal, which normally wears off quickly and isn’t as effective. Trainers, on the other hand, get people to change because they have new skills or behaviors that they didn’t have before.

Question 4

Development and Training

Answer 4

Development is different than training because it is a large scale plan or effort that encompasses training.

Question 5

Consulting and Training

Answer 5

Consulting is not the same as training, but it does overlap. Consultants can provide training, and have a goal of personal and corporate development.

Question 6

3 perceptual learning styles

Answer 6

Visual, Aural, Kinesthetic

Question 7

Visual Learners

Answer 7

reading, viewing, and modeling other people’s behaviors.

Question 8

Aural Learners

Answer 8

hearing and speaking.

Question 9

Kinesthetic Learners

Answer 9

movement, touching and doing.

Question 10

4 Learning Preferences

Answer 10

divergers, assimilators, convergers, accommodators.

Question 11

Divergers

Answer 11

Divergers prefer to observe a situation and are innovative, imaginative, and concerned with personal relevance.

Question 12

Assimilators

Answer 12

Assimilators prefer efficient, logical, and precise learning and trust expert opinion.

Question 13

Convergers

Answer 13

Convergers prefer utility, practical solutions, and have a problem-solving perspective.

Question 14

Accommodators

Answer 14

Accommodators prefer hands-on, trial and error experiences.

Question 15

Various needs assessment methods

Answer 15

PESTLE, SWOT, interview, survey, observation, assessment centers

Question 16

PESTLE

Answer 16

Political, Economic, Social, Technological, Legal, Environmental
trainer goes through each category and brainstorm how each of these external factors impact the goal of the organization.

Question 17

SWOT

Answer 17

Strengths, Weaknesses, Opportunities, and Threats. Trainer brainstorms the organization’s internal and external attributes in these categories.

Question 18

Surveys

Answer 18

Surveys or questionnaires can also be used and tailor-made to demonstrate something about the subject’s knowledge, attitudes, or behavior. They can take many forms, such as Likert Scale, Multiple Choice, Yes and No, etc.

Question 19

Interviews

Answer 19

Interviews and focus groups wield rich, more detailed information because the researcher can answer follow up questions.

Question 20

Assessment centers

Answer 20

Assessment centers are rooms where employees are given performance tests to identify proficiencies and weaknesses in their job skills.

Question 21

Goals vs. Objectives

Answer 21

Goals are general statements of what you want to accomplish. Objectives are a specific, precise training outcome that you are attempting to achieve. Objectives should be observable, measurable, attainable, and specific.

Question 22

Steps to teaching a skill

Answer 22

tell, show, invite, encourage, and correct

Question 23

Training Methods

Answer 23

lecturing, activities, and discussion

Question 24

Benefits of e-learning

Answer 24

minimizes costs and downtime - it provides ubiquitous wording, otherwise known as “anytime, anywhere learning.” It appeals to contemporary learners and is more rapid. Also, subject matter experts just directly develop the course, so you don’t need a trainer to learn from the SME first.

Question 25

Pitfalls of e-learning

Answer 25

The pitfalls of e-learning are asynchronous communication and ambiguity. It doesn’t allow for real-time conversation, and there can be conflicting interpretations of ideas since someone isn’t there to clarify.

Question 26

needs-centered training model

Answer 26

First, analyze the training task, then develop training objectives, organize training content, determine training methods, select training resources, complete training plans, deliver training, assess training.

Question 27

how to manage your emotions as a trainer

Answer 27

As a trainer, you can handle emotions by taking time to cool off, selecting an appropriate time and place to address the conflict, remaining nonverbally responsive, and planning the conversation.

Question 28

cost/benefit ratio

Answer 28

CBR = benefits/costs. If the benefits outweigh the cost - you made the company money, and they should call you back to train more.