Final Exam Flashcards
An activity which enhances knowledge, skills, and awareness, AND allows for a relatively permanent change in behaviour:
A) Training
B) Learning
C) Development
D) Continuous Learning
B) Learning
The employee benefits of T&D are both intrinsic and extrinsic.
True
False
True
There are no societal benefits to organizational T&D.
True
False
False
Performance management is related to T&D for ALL BUT WHICH of the following reasons?
A) Performance evaluations guide learning goals.
B) Performance evaluations dictate methods to use.
C) Performance evaluations contribute to training evaluations.
D) Performance evaluations inform learning content.
B) Performance evaluations dictate methods to use.
A high performance T&D system results from ALL BUT WHICH of the following reasons?
A) External environmental factors.
B) Internal organizational factors.
C) Performance Outcomes.
D) The quality of the overall HR system.
C) Performance Outcomes.
The instructional design system model consists of ALL BUT WHICH of the following?
A) Training Bond
B) Training Evaluation
C) Training Design & Delivery
D) Needs Analysis
A) Training Bond
The multiple benefits of T&D include: (check all that apply)
A) Building organizational capacity.
B) Increasing employees’ sense of useful purpose.
C) Greater job security for employees.
D) A more competitive society.
A) Building organizational capacity.
B) Increasing employees’ sense of useful purpose.
C) Greater job security for employees.
D) A more competitive society.
The most immediate contextual influences on T&D is/are?
A) Performance management system.
B) Business strategy.
C) Environmental challenges.
D) Labour market.
B) Business strategy.
A high-performance HR system may have mixes strategic objectives in different HR functions.
True
False
False
In the instructional systems design model, the order of activities is?
A) Training Design & Delivery, Training Evaluation, Needs Assessment
B) Training Design & Delivery, Needs Assessment, Training Evaluation
C) Needs Assessment, Training Design & Delivery, Training Evaluation
D) None of the above
C) Needs Assessment, Training Design & Delivery, Training Evaluation
Which statement BEST describes the needs analysis process?
A) It is less important than the selection of the training methods.
B) It identifies gaps in performance.
C) It is conducted during the design of training.
D) It is irrelevant to career development.
B) It identifies gaps in performance.
Which statement would NOT be considered an “itch” according to the needs analysis model?
A) ABC Inc. notices an increase in customer complaints.
B) ABC Inc. notices a decrease in productivity across all its business units.
C) ABC Inc. is faced with decreasing revenues and increasing costs.
D) ABC Inc. notices a decrease in employee absenteeism.
D) ABC Inc. notices a decrease in employee absenteeism.
Within a needs analysis, which issue does NOT fall within the “opportunity & threat” part of the Org’l level SWOT?
A) A change in legislation that affects labour standards.
B) A change in customer preferences for products and services.
C) Increased competition from rivals offering better products at lower prices.
D) A gap in leadership competencies among existing employees.
D) A gap in leadership competencies among existing employees.
Which of the following should NOT be considered in a needs analysis?
A) Organizational culture.
B) Political relationships outside the organization.
C) Training methods.
D) Other HR functions.
C) Training methods.
Multi-select: Org’l leaders can help support a learning culture via…?
A) Creating a Chief Learning Officer.
B) Maps and directories.
C) Online forums.
D) Patenting intellectual capital.
C) Online forums.
All BUT WHICH of the following should result from the proper execution of a needs assessment?
A) Training programs will have the right content & methods.
B) Training may be identified as a solution to a performance problem.
C) Training will focus on the skills needed to improve/perform new tasks.
D) Alignment of HR functions with the org strategy may be corrected.
A) Training programs will have the right content & methods.
What should the T&D office of a global firm do first, before embarking on “robbery prevention & awareness” training?
A) Determine what kinds of resources are available for training.
B) Conduct a needs analysis that includes focus groups & inter-views.
C) Change the compensation approach to reward branches with fewer robberies.
D) Change the recruitment strategy to match needed skills & abilities.
B) Conduct a needs analysis that includes focus groups & inter-views.
Which important step in the needs analysis process is likely to be underestimated by organizations?
A) A culture & climate audit of the organization.
B) Setting learning objectives.
C) Data collection at three levels: organizational, task, and person.
D) Choice of experiential training methods.
A) A culture & climate audit of the organization.
What are the primary eco-innovation performance objectives for most companies?
A) Reduce wasteful outputs.
B) Reduce wasteful inputs.
C) Use more eco-friendly inputs/outputs.
D) All are important.
D) All are important.
There is a special database for green job descriptions.
True
False
True
Which of the following belongs to the taxonomy of green behaviours?
A) Taking Leadership Initiative.
B) Avoiding Harm & Conserving.
C) Influencing Others
D) All of the above.
D) All of the above.
What competencies influence the relationship between creativity and eco-innovation? (Pick ALL that apply)
A) Critical thinking.
B) Risk taking.
C) Future thinking.
D) None of the above.
A) Critical thinking.
B) Risk taking.
C) Future thinking.
Tolerance for ambiguity amidst diversity is important for eco-innovation.
True
False
True
Which of the following statements is NOT a key element of adult learning theory?
A) Focus primarily on theoretical frameworks.
B) Include trainees in the design and delivery of the training program.
C) Include trainees in the needs analysis process.
D) Draw on the experiences of trainees.
A) Focus primarily on theoretical frameworks.
Call centre operators should answer 20 inbound calls/day. This aspect of a learning goal is…
A) A complete learning goal.
B) The actual behaviour the trainee will demonstrate.
C) The conditions under which the behaviour will be demonstrated.
D) The standard (metric) by which the behaviour will be judged.
D) The standard (metric) by which the behaviour will be judged.
Conditioning theory addresses 4 consequences. Which of the terms below does NOT represent one of those consequences?
A) Positive reinforcement.
B) Self-efficacy.
C) Negative reinforcement.
D) Extinction.
B) Self-efficacy.
Social learning theory says that self-efficacy is developed via all BUT which…
A) Chaining.
B) Verbal persuasion.
C) Vicarious learning.
D) Enactive mastery.
A) Chaining.
Which of the following is the LEAST effective activity to encourage transfer of training?
A) Give trainees the opportunity to apply new skills in the classroom.
B) Use a training context that is congruent with the work context.
C) Demo how an employee gets rewarded for using new skills on the job.
D) Explain how trainees can use the skills in the future.
D) Explain how trainees can use the skills in the future.
A lesson plan includes:
A) A needs assessment.
B) A plan for evaluation.
C) Training objectives.
D) Both a needs assessment and training objectives.
C) Training objectives.
Team building training is very useful for what kind of competencies?
A) Risk taking.
B) Self-awareness.
C) Conflict management.
D) All of the above.
D) All of the above.
Self-efficacy can be raised most by:
A) Lectures.
B) Behavioural modelling.
C) Case studies.
D) Conceptual activity.
C) Case studies.
A method that requires trainers to (a) set a context, (b) act out a script & (c) highlight good/ineffective behaviours is:
A) Case study.
B) Role play.
C) Simulation.
D) None of the above.
B) Role play.
From a learning theory perspective, E-learning can be really effective because of:
A) The links for more info.
B) The promptness of the feedback.
C) The opportunity to develop motor skills.
D) Active learning opportunities.
A) The links for more info.
B) The promptness of the feedback.
D) Active learning opportunities.
Evaluation data on training programs are used for what purpose?
A) Marketing & Recruitment.
B) Cost benefit analysis.
C) Legal compliance.
D) All of the above.
D) All of the above.
Zero transfer is a good thing.
True
False
False
You would use stimulus generalization as a transfer method when your transfer goal is…
A) Near.
B) Far.
C) Horizontal.
D) Vertical.
B) Far.
SDp in utility analysis refers to:
A) The training investment factor.
B) Statistical effect size.
C) Cost of untrained employees.
D) The duration that training benefits will last.
C) Cost of untrained employees.
Among Kirkpatrick’s 4 criteria for training evaluation, “results” have the least face validity.
True
False
True
___ refers to a training evaluation confound which measures things that were not part of the training.
A) Discrimination.
B) Practicality.
C) Criterion Deficiency.
D) Criterion Contamination.
D) Criterion Contamination.
Which type of training evaluation design is most robust against threats to internal validity?
A) Post-test.
B) Pre-test/Post-test with comparison group.
C) Pre-test/Post-test.
D) Post-test with comparison group.
B) Pre-test/Post-test with comparison group.
On-the-job training differs from OFF-job (classroom) in ALL BUT WHICH of the following ways?
A) Distractions.
B) Fidelity to Work environment.
C) Need for a skilled trainer.
D) Organizational control over learning.
C) Need for a skilled trainer.
The RED SEAL program refers to:
A) Canadian apprenticeship program.
B) Corporate responsibility to not murder baby seals.
C) An economically protective measure that impedes provincial trade.
D) An exclusively on-the-job training method in Canada.
A) Canadian apprenticeship program.
A community of practice requires ALL BUT WHICH of the following…
A) Requires egalitarian membership.
B) Requires a DOMAIN of knowledge that is shared & with meaningful roles.
C) Requires clarity of TASK PARTITION & abstract/concrete TECHNOLOGIES.
D) Requires clarity on how membership & legitimacy are acquired.
A) Requires egalitarian membership.
In the Instructional Design Model, transfer is the next step after:
needs assessment.
selection of training methods.
ensuring employee readiness for training.
creating a learning environment.
creating a learning environment.
Individual and task analysis are part of which step of the training design process?
ensuring transfer of training
developing an evaluation plan
conducting needs assessment
monitoring and evaluating the program
conducting needs assessment
Organisational analysis involves all of the following except:
determining the appropriateness of training, given the organisation’s strategy
examining its resources available for training and development.
analyzing whether the work environment will enhance learning.
checking the support by managers and peers for training and development activities.
analyzing whether the work environment will enhance learning.
Which of the following is NOT an issue to consider when determining whether training is the best solution?
Is the performance problem important?
Can employees demonstrate the correct behaviour?
Were other solutions too expensive or unrealistic?
Are employees approaching retirement age?
Are employees approaching retirement age?
In the needs assessment process, at the departmental level, “itches” for training and development may come from the analysis of human resources statistics, including each of the following with the exception of:
absence levels.
production standards.
turnover levels.
customer complaints.
production standards.
_____ is employees’ belief that they can successfully perform the tasks of their job or acquire the learning content of the training program.
Self-efficacy
Self-motivation
Cognitive ability
Task competence
Self-efficacy
All BUT one of the following situations could occur if needs assessment is poorly conducted. Which option is the exception?
training programs may have the wrong content, objectives or methods
training may be incorrectly used as a solution to a performance problem
trainees may be sent to training programs for which they do not have the skills needed to learn
‘must have’ training programs may be prioritized over ‘nice to have’ training programs.
‘must have’ training programs may be prioritized over ‘nice to have’ training programs.
The advantages of the _____ method of needs assessment are that it is inexpensive and allows the collection of data from a large number of persons; however, it may lack detail.
questionnaires
observation
focus groups
interviews
questionnaires
Interviewing as a needs assessment technique:
is less expensive than most other assessment methods.
can explore unanticipated issues that come up.
only provides information directly related to questions asked.
minimises interruption of work.
can explore unanticipated issues that come up.
Behaviour modification is primarily based on:
goal mastery.
information processing theory.
social leaning theory.
reinforcement theory.
reinforcement theory.
A manager assures an older employee that they can learn the new company software and reminded the employee they had learned the old system quickly. The manager is
increasing the worker’s self-efficacy.
setting learning goals for the worker.
modelling the desired behaviour.
raising the valence of the behaviour.
increasing the worker’s self-efficacy.
A program to improve safety behaviour involving posting data on safe work behaviour and supervisor recognition of safe behaviours relies primarily on _____ theory.
social learning
goal-setting
McClelland’s n-ach
reinforcement
reinforcement
When an employee learns and practices behaviours that reduce conflict with others, they are experiencing:
positive reinforcement.
negative reinforcement.
automatisation.
vicarious reinforcement.
negative reinforcement.
_____ assumes that behaviour results from a person’s conscious goals and intentions.
Social learning theory
Need for achievement
Goal-setting theory
Expectancy theory
Goal-setting theory
In expectancy theory, _____ is the perceived relationship between performance and rewards.
valence
instrumentality
expectancy
equity
instrumentality
Self-management:
refers to one’s attempt to eliminate the need for a manager.
is important because employees want to be treated as individuals.
is important because managers have too much to do.
involves controlling ones’ behaviour and applying new skills on the job.
involves controlling ones’ behaviour and applying new skills on the job.
The greatest level of support a manager can provide for training is to:
attend training sessions.
provide financial support for training activities.
teach in training programs.
provide support to trainees in use of new capabilities.
teach in training programs.
Which of the following is not a work environment characteristic that influences transfer?
technological support
opportunity to perform
peer support
subordinate support
subordinate support
Formative evaluation looks at:
what forms of training worked.
how to improve the training program.
how the trainees liked the program by asking them to complete a reaction form.
whether the control group’s performance improved as much as the treatment group’s performance.
how to improve the training program.
Summative evaluation looks at
what forms of training worked.
how to improve the training program.
whether trainees’ performance improved more than a control group.
how the trainees liked the program by asking them to complete a reaction form.
whether trainees’ performance improved more than a control group.
Kirkpatrick’s four levels of evaluation include:
reaction, learning, results and behaviour.
affective, cognitive, formative and summative.
assess, evaluate, design and formulate.
pre-test, post-test, validity and ROI.
reaction, learning, results and behaviour.
What is the primary difference between ‘training’ and ‘development’ as defined in organizational learning?
A) Training focuses on future job roles; development focuses on current job roles.
B) Development focuses on short-term goals; training focuses on long-term goals.
C) Training focuses on current job performance; development focuses on future job responsibilities.
D) There is no difference; both terms are used interchangeably.
C) Training focuses on current job performance; development focuses on future job responsibilities.
which of the following is a benefit of training and development for organizations?
A) Decreased competitive advantage.
B) Increased employee turnover.
C) Increased organizational effectiveness.
D) Decreased employee recruitment.
C) Increased organizational effectiveness.
What best describes the term “Training Bond” in the context of organizational development?
- A) A legal document securing employee loyalty
- B) A contract ensuring employer investment for employee training if they stay for a set period post-training
- C) A mutual agreement for skill enhancement between teams
- D) A financial bond issued to support training programs
B) A contract ensuring employer investment for employee training if they stay for a set period post-training
Organizational development ideally aims to:
- A) Decrease operational costs immediately
- B) Increase product sales directly
- C) Improve organizational effectiveness through planned change
- D) Enhance executive decision-making only
C) Improve organizational effectiveness through planned change
What does ‘KSAO’ stand for in a training context?
- A) Knowledge, Strategy, Ability, Outcome
- B) Knowledge, Skills, Abilities, and Other characteristics
- C) Key, Solutions, Assessment, Operations
- D) Knowledge, Systems, Action, Organization
B) Knowledge, Skills, Abilities, and Other characteristics
What distinguishes a learning organization from a learning climate?**
- A) A learning organization is focused on individual learning while learning climate is about group dynamics.
- B) A learning organization integrates learning deeply into its culture; a learning climate is the environmental condition that supports learning.
- C) They are essentially the same, with different terms used in different industries.
- D) A learning climate requires formal organizational changes, unlike a learning organization.
B) A learning organization integrates learning deeply into its culture; a learning climate is the environmental condition that supports learning.
Which is a primary goal of organizational development?**
- A) Reducing staff numbers
- B) Increasing sales
- C) Enhancing organizational effectiveness
- D) Cutting down training costs
C) Enhancing organizational effectiveness
A training bond is best described as:**
- A) A mutual agreement for skill enhancement
- B) A financial instrument to fund training programs
- C) A contract that ensures employer-funded training with a service period condition
- D) An informal commitment between a trainer and trainee
C) A contract that ensures employer-funded training with a service period condition
The strategic model of T&D suggests that training should be aligned with:**
- A) Immediate technical needs only
- B) The personal goals of employees
- C) Organizational objectives and strategy
- D) Current trends in technology
C) Organizational objectives and strategy
What is NOT a direct benefit of training and development highlighted in strategic T&D models?**
- A) Increased competitive advantage
- B) Enhanced employee motivation
- C) Reduced organizational goals
- D) Improved employee skills and knowledge
C) Reduced organizational goals
How does a learning organization primarily differ from other organizations?**
- A) Focuses on reactive rather than proactive learning
- B) Prioritizes cost-cutting over employee development
- C) Encourages continuous transformation and learning
- D) Discourages changes in organizational culture
C) Encourages continuous transformation and learning
Which is a characteristic of a strong learning climate?**
- A) Frequent organizational restructuring
- B) High employee turnover
- C) Emphasis on punitive measures over developmental feedback
- D) Supportive environment for continuous learning
D) Supportive environment for continuous learning
Organizational development typically involves:**
- A) Maintaining status quo in corporate culture
- B) Short-term interventions only
- C) Planned change to improve effectiveness
- D) Decreasing the scale of operations
C) Planned change to improve effectiveness
A learning climate can be effectively created through:**
- A) Reducing investment in training
- B) Ignoring the impact of external market conditions
- C) Encouraging a culture of innovation and support for learning
- D) Focusing solely on executive development
C) Encouraging a culture of innovation and support for learning
The introduction to types of KSAOs would NOT include:**
- A) Operational procedures
- B) Cognitive abilities
- C) Technical skills
- D) Emotional intelligence
A) Operational procedures
Effective organizational development should result in:**
- A) Lower employee morale
- B) Decreased operational efficiency
- C) Enhanced capability to adapt to changes
- D) Increased bureaucratic procedures
C) Enhanced capability to adapt to changes
What role does strategic training play in a learning organization?**
- A) It is unrelated to the organizational culture.
- B) It is pivotal, ensuring that learning aligns with business goals.
- C) It is considered only for entry-level employees.
- D) It diminishes the importance of leadership roles.
B) It is pivotal, ensuring that learning aligns with business goals.
What is the first step in conducting an organizational needs analysis?
A) Evaluate the effectiveness of existing training programs.
B) Conduct an external environmental scan to identify important issues.
C) Implement the recommended changes immediately.
D) Measure the performance of current employees.
B) Conduct an external environmental scan to identify important issues.
how can organizational leaders support a learning culture?
- A) By limiting information exchange and focusing on productivity
- B) By creating positions like CIO and CLO to manage information and learning
- C) By reducing the budget allocated to employee training
- D) By avoiding the use of technology in learning processes
B) By creating positions like CIO and CLO to manage information and learning
What is the primary purpose of a needs analysis in training and development?**
- A) To determine the best locations for new facilities
- B) To identify gaps between current skills and skills needed for future success
- C) To satisfy regulatory compliance requirements
- D) To finalize the annual budget
B) To identify gaps between current skills and skills needed for future success
An effective needs analysis should begin with:**
- A) Implementing recommended training immediately
- B) Assessing the personal preferences of senior management
- C) Understanding the strategic objectives of the organization
- D) Purchasing new training software and tools
C) Understanding the strategic objectives of the organization
Organizational analysis in needs assessment focuses on:**
- A) The external market conditions only
- B) Both internal capabilities and external market conditions
- C) The preferences of the training department
- D) Temporarily boosting employee morale
B) Both internal capabilities and external market conditions
How does the document define ‘Cleantech’?
A) Technology that increases energy consumption.
B) Technology used mainly in the financial sector.
C) Technology designed to enhance environmental sustainability.
D) Basic technological applications in industrial manufacturing.
C) Technology designed to enhance environmental sustainability.
What role does ‘Cleantech’ play in sustainability according to the document?
- A) Reducing the pace of innovation in technology
- B) Enhancing global warming effects through industrial expansion
- C) Improving environmental sustainability through innovative technologies
- D) Increasing the use of non-renewable resources
C) Improving environmental sustainability through innovative technologies
Which learning theory focuses on the role of observation and imitation in learning?
A) Conditioning theory.
B) Social learning theory.
C) Expectancy theory.
D) Information processing theory.
B) Social learning theory.
The document outlines various learning theories. Which theory suggests that learning occurs through rewards and punishments?
- A) Social Learning Theory
- B) Cognitive Load Theory
- C) Conditioning Theory
- D) Constructivist Theory
C) Conditioning Theory
what is crucial when creating learning objectives for a training program?
A) They must be unrelated to the job context.
B) They should be derived from a detailed needs analysis.
C) They should be as generic as possible to cover various topics.
D) They must focus solely on theoretical knowledge.
B) They should be derived from a detailed needs analysis.
What is an essential aspect of designing training according to the document?
- A) Setting vague and broad learning objectives
- B) Ignoring the alignment of training design with organizational goals
- C) Establishing clear and measurable learning objectives
- D) Focusing solely on theoretical aspects without practical application
C) Establishing clear and measurable learning objectives
Which of the following is considered an off-the-job training method as per the document?
A) On-the-job coaching.
B) Job shadowing within the organization.
C) E-learning modules completed remotely.
D) Direct instruction from a supervisor during work hours.
C) E-learning modules completed remotely.
What is an example of on-the-job training as per the document?
- A) Independent online courses
- B) Simulations conducted away from work settings
- C) Direct instruction and practice within the workplace
- D) Attending external seminars and workshops
C) Direct instruction and practice within the workplace
What type of transfer is beneficial and desired from a training program, according to the document?
A) Negative transfer.
B) Zero transfer.
C) Positive transfer.
D) None; transfer is not discussed.
C) Positive transfer.
What describes the concept of ‘transfer of training’ as outlined in the document?
- A) Discouraging the application of skills learned in training to the workplace
- B) The application of skills learned in training to improve job performance
- C) The process of transferring employees to different departments post-training
- D) Moving training programs from one organization to another
B) The application of skills learned in training to improve job performance
What is the purpose of evaluating a training program?
A) To eliminate unnecessary training programs.
B) To assess whether training objectives were met and the extent of learning transfer.
C) To provide entertainment for employees.
D) To increase the cost of training.
B) To assess whether training objectives were met and the extent of learning transfer.
What is the primary reason for evaluating training programs according to the document?
- A) To determine the financial cost of training only
- B) To find out whether the training was enjoyable for employees
- C) To assess the effectiveness and impact of training on performance
- D) To comply with international training standards without local adaptation
C) To assess the effectiveness and impact of training on performance
What is the primary purpose of using assessment centers in international career development?
A) To handle international legal disputes.
B) To assess readiness and potential for international assignments.
C) To entertain foreign delegates.
D) To conduct language training for expatriates.
B) To assess readiness and potential for international assignments.
What is a critical role of mentoring in international career development?
- A) To provide minimal guidance and let employees learn independently
- B) To support knowledge transfer and adapt to global market demands
- C) To focus only on local career development ignoring international aspects
- D) To reduce the emphasis on cross-cultural understanding in global roles
B) To support knowledge transfer and adapt to global market demands
