Learning and Development

Question 1

Activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.

Answer 1

Developmental activities

Question 2

A process of providing knowledge, skills, and abilities (KSAs) specific to a particular task or job. It is appropriate when skills and knowledge are missing and the individual has the willingness to learn. It provides skills that can be used immediately and is an excellent solution for solving short-term skill gaps.

Answer 2

Training

Question 3

Which type of training is still generally used for required training such as compliance-related subjects?

Answer 3

“Push” training

Question 4

Which type of training is usually linked to acquiring skills, abilities, knowledge, and competencies needed to better perform one’s job?

Answer 4

“Pull” training

Question 5

A systems-level concept in which an organization is characterized by its ability to adapt to changes in its environment and respond quickly to lessons of experience by altering organizational behavior.

Answer 5

learning organization

Question 6

Peter Senge’s The Fifth Discipline of a Learning Organization

Answer 6

Systems thinking; Mental models; Personal mastery; Team learning; Shared vision

Question 7

What describes certain types of learning activities or processes that may occur at any one of several levels within an organization—individual, group, or organization

Answer 7

Organizational learning

Question 8

The strategies set the stage for creation of knowledge management systems.

Answer 8

Knowledge retention strategies

Question 9

Two important influences Global HR professionals charged with the responsibility of designing, developing, and delivering cross-border or cross-cultural learning and development programs must do

Answer 9

strategic orientation and stakeholder buy-in and support

Question 10

levels within an organization learning

Answer 10

individual, group, or organization

Question 11

Andragogy is based on the following assumptions about the differences between how adults and children learn

Answer 11

Self-concept; Experience; Readiness to learn; Orientation to learning; Motivation to learn; “Unlearn to learn”

Question 12

What to do when employees do not trust that learning is worthwhile or have had negative experiences in the past?

Answer 12

involve these individuals in the design of their learning and development plan

Question 13

three distinct learning styles

Answer 13

visual, auditory, and kinesthetic (tactile)

Question 14

A well-known and standard instructional design model that is conducive to any type of learning.

Answer 14

ADDIE model. A = Analysis (of needs); D = Design; D = Development; I = Implementation; E = Evaluation

Question 15

Which type of training it is when the skill is demonstrated, the learner is allowed to practice the skill, the trainer delivers immediate feedback on the learner’s performance, and then the learner is retested..

Answer 15

On-the-job training (OJT)

Question 16

During which of ADDIE training materials are created, purchased, or modified to meet the stated objectives?

Answer 16

Development

Question 17

Types of Learning Activities

Answer 17

passive and participatory experiences

Question 18

Which test can provide useful feedback and identify potential content or deployment problems before program launch

Answer 18

Pilot testing or Pilot Program

Question 19

Kirkpatrick’s Four Levels of Evaluation

Answer 19

Level 1—Reaction; Level 2—Learning; Level 3—Behavior; Level 4—Results

Question 20

The ability of an individual to influence a group or another individual toward the achievement of goals and results.

Answer 20

Leadership

Question 21

Collects data in a full circle around an individual; compares self-ratings to ratings by others, including both internal and external stakeholders.

Answer 21

360-degree assessment

Question 22

Collects data in a half circle around an individual; compares self-ratings to ratings by others but limited to internal personnel

Answer 22

180-degree assessment

Question 23

The 70-20-10 rule proposes that to develop leaders

Answer 23

challenging assignments (70%), developmental relationships (20%), and coursework and training (10%)

Question 24

Which is a trend in career development that an HR team leader must consider before engaging in career planning with team members

Answer 24

Greater individual responsibility

Question 25

Term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.

Answer 25

Task migration

Question 26

primary barrier to transfer of training

Answer 26

lack of reinforcement and support when they try to apply training to the job

Question 27

Which factor differentiates successful training programs from unsuccessful programs?

Answer 27

Results showing transfer of learning

Question 28

a job design strategy that increases the variety of responsibilities but requires the same skill level. An attempts to alleviate the boredom and low morale associated with excessive job simplification

Answer 28

Job enlargement

Question 29

How do career planning and career management differ

Answer 29

Career planning identifies personal abilities, while career management focuses on organizational staffing needs.