Module 4 - Learning and Development Flashcards
What activity provides an assessment of the availability of qualified backup for key management positions in an organization?
Replacement planning
Performance evaluation
Succession planning
Supervisor training
Replacement planning
Replacement planning concentrates on immediate needs. It provides an assessment of the availability of qualified backup for key management or other mission-critical positions; such candidates are ready to assume a position without any additional training.
On-the-job training is preferred by many organizations for all of the following reasons EXCEPT
The training is relatively inexpensive.
The transfer of learning to the job is enhanced.
The trainer’s time is not an issue.
The trainees are motivated to learn.
The trainer’s time is not an issue.
On-the-job training is preferred by many organizations because the transfer of learning to the job is enhanced, training is relatively inexpensive, and trainees are motivated to learn.
Career management, which focuses on the needs of the organization, includes which of the following considerations?
Designing a career plan
Setting personal career goals
Assessing career path options
Identifying future staffing needs
Identifying future staffing needs
Career management considerations include identifying future staffing needs, determining training and development gaps around organizational needs, creating professional development programs and strategies, matching organizational needs with individual abilities, and providing access to ongoing learning opportunities.
Adult learning principles include all of the following EXCEPT
Adult learners do not want ideas to be challenged.
Adults want a focus on “real world” issues.
Adult learners will come with goals and expectations.
Emphasis on how learning can be applied is desired.
Adult learners do not want ideas to be challenged.
Adult learning principles include a focus on “real world” issues, emphasis on how learning can be applied, goals and expectations, debate and challenge of ideas, listening to and respecting opinions, and a wish to be resources to each other.
When considering onboarding efforts, which entity would generally be best qualified to assist with discussions about employee paperwork, work hours, and the history and background of the organization?
Human resources
Training department
Supervisor
Executive team
Human resources
The human resources department is qualified to assist with employee paperwork, work hours, the history and background of the organization, a review of the organizational chart, and a tour of the facility.
An auditory learner would learn best by
listening to a live demonstration.
completing a computer-based training program.
discussing a problem in a team-based activity.
watching a video.
listening to a live demonstration.
Verbal lectures, discussions, talking things through, and listening to what others have to say are auditory learners’ preferred methods of learning. These learners often benefit from reading text aloud or using a recording device.
An instructional designer is acquiring course materials needed to fit a design. Which of the five training phases is the designer completing?
Analysis of needs
Design
Development
Evaluation
Development
The designer generally has three options for acquiring course materials during the development phase: purchase an existing course, modify an existing course, or create the course from scratch.
When considering onboarding efforts, which entity would generally be best qualified to assist with discussions about duties and responsibilities, work behaviors, and standards and expectations?
Supervisor
Human resources department
Executive team
Training department
Supervisor
The supervisor is qualified to discuss duties and responsibilities; work behaviors, standards, and expectations; and roles and relationships within the department.
Which of the four levels of training evaluation answers the question “Did trainees change their behavior”?
Level 1, reaction
Level 2, learning
Level 3, behavior
Level 4, results
Level 3, behavior
Level 3, behavior, answers the question “Did trainees change their behavior?”
The basic intent of training programs is to
close the gaps between an employee’s current performance and the desired performance.
provide support and encouragement to do a job correctly.
supply any equipment that is required to perform job-related tasks.
communicate the organization’s strategic vision, mission, and culture clearly.
close the gaps between an employee’s current performance and the desired performance.
Training teaches employees the basic skills they need to do their jobs and closes the gaps between an employee’s current performance and the desired performance.
