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Training and Development Chapters 1-8

STUDY
PLAY
Examples of training at U.S. Airways, Starbucks, Boston Pizza and Seattle City Light discussed in Ch. 1 demonstrate the role of training in:
Gaining and competative advantage
Person and task analysis are part of which step of the training design process?
Conducting needs assesment
At what point in the training design process should selection of training methods occur?
Development of an evaluation plan
The process of moving jobs from the U.S. to other locations in the world is called:
Offshoring
______ refers to attracting, retaining, developing and motivatin highly skilled employees and managers.
Talent managers
Companies report the most important management challenge they face:
Identifying and training employees with managerial talent
_____are teams seperated by time, culture, organizational boundries and that rely on technology.
Virtual teams
According to the 2008 STD State of the Industry Report, ______ is the percentage of dollars spend on training and development as a percentage of payroll.
2
T/F Transfer of training refers to successful application of material learned in training to the job.
True
T/F An advantage of intangible assets is they contribute to a company's competative advantage because they are difficult to duplicate or imitate.
True
T/F The labor force participation rate of people 55 and over will decrease between now and 2016.
False
T/F Half of the 30 fatest growing occupation require a bachelor's degree or higher.
True
T/F The retirement of baby boomers in occupations require such health and educational services is likely to have the greatest negative effect on economic.
True
T/F The most popular method of delivering training is via learning technologies such as CD-ROMs and the intranet.
False
T/F Self-paced online learning is the most frequently used type of technology-based learning.
True
T/F Human resource development refers to the integrated use of training and development, organizational development and career development to improve, group, and organization effectiveness.
True
Personal knowledge based on individual experience is called:
tacit knowledge
Noe argues that providing _____ training gives organizations a competative advantage.
tacit knowledge
Line managers spend more time ____ than midlevel managers or executives.
managing individual performance and developing employees.
_____ has been shown to be related to managers' failure to advance in their careers.
A lack of people skills
Human resource planning:
allows the company to anticipate human resource needs and where training can prepare employees for increased responsibilities.
The customer model of training department organization:
requires trainers to understand a functional area of the company as well as understanding instructional design.
The corporate university model approach to organizing the training function:
centralizes training to ensure that the best training practices are used company wide.
Noe argues that the trend in organization of training, particularly among companies with seperate business units is ____ model.
a blend of the business-embedded model and corporate university
The business-embedded model:
involves all people in the training process to communicate and share resources
T/F Noe argues that traditional training usually fails to improve workplace performance.
True
Strategic development initiatives are very similar across companies since they represent best practices.
False
In highly integrated businesses, traning likely includes rotating employees between jobs in different businesses.
True
An emerging trend is companies expect employees to initiate the training process.
True
Training is centralized in the corporate univeristy model.
True
The first step in creating a corporate university is to develop metrics.
False
Among the strengths of the business-embedded model is its customers orientation, customized solutions, and accountability for training outcomes.
True
Organization level needs analysis:
Involves determing appropiates of training, resources avaiable for training level of support
Determining whether performances deficiencies results from lack of knowledge or skills is shown by:
person analysis
The question, "Who should be trainded?" is one that should be asked by:
mid-level managers
Inexpensive, can collect data from a large number of persons, but may lack detail and requires time are advantages and disadvantages of the ____ method od needs assessment.
questionnaires
Questionnaires used for needs assessment:
allow for rapid collection of a large amount of information
THe best needs assessment method for sexual harassment and diversity issues is:
focus groups
In the needs assessment process, ____ analysis is usually conducted first.
organizational
The first step in task analysis is to:
select the jobs to be analyzed
The most relevant type of needs analysis for preparing training materials is:
task
All of the following are true for compentency except they:
identify the differences across job, occupational groups or organzzational levels
The first step in developing a compentency model is:
conduct business and strategy analysis
T/F Job incumbents should be included as SMEs in the needs assessment process since they tend to be the most knowledgeable about the job.
True
T/F Output refers to the type of incentives employees recived for performing well
False
Employee with a high school diploma or a college degree have the basic skill necessary to benefit from training.
False
Giving employees choice regarding which training program to attend maximizes motivation to learn
True
A competency refers to an area of personal capability that enab;es employees to successfully perform their jobs by achieving outcomes or accomplishing tasks.
True
Competency modeling focuses on work, what is accomplished, how work is accomplished.
False
T/F Noe argues that competency model-based performance managment discussions between manager and employee are superior to job analysis-based discussions.
True
When an employee learns the 3 step "stop, drop and roll: if they are on fire, this is an example of ____ learning outcome.
cognitive strategies
According to ____ theory, people are motivated to perform or avoid specific behaviors because of past outcomes resulting from those behaviors.
Reinforcement theory
Which of the following does not contribute to learning orientation?
Encouraging competition among trainees
When an employee believes they can learn the content of a training program, this belief is a postive:
expectancy
Research on the influene of age on training found that ___ had the largest influence on training performance of trainees over 40 years of age.
Self-paced training
When tasks are complex, the best type of practice is:
spaced
Learning is a permanent change in human capabilites that is not the result of the growth process.
True
Trainers frequently use the diverger, assimilator, converger and accomodator learning style types in the design of training programs.
True
Differences between traditionalists, baby boomers, Gen. Xers and millenniums are well-established and research shows training methods for one group will not work for other age groups.
False
The characteristics of the learning enviornment is referred to as_____.
Training design
Self-management_____
involves controlling factors that could contribute to lapse and how to avoid them.
A self-managment module might include:
identiffying factors that could contribute to lapse and how to avoid them
___ occur(s) when trainees use previously learned, less effective capabilities instead of trying to apply recently learned capabilities.
Lapses
The greatest level of support a manager can provide for training is ____
teach in training programs
Traning and development is component of ____ goals in managerial incentive plans.
strategic
Electronic performance support systems (EPSS)___
facilitate transfer of new skills by providing information as needed
___is knowlegde based on individual experience and personal communicaions though discussion and demonstrations.
Tacit
___refers to an individual who develops, impements, and links a knowledge/learning culture with company's technology infrastructure?
Chief Learning Officer (CLO)
T/F Lapses are very useful because they help identify the circumstances that will have the most negative effect on transfer of training.
True
T/F An action plan is a tool specifying steps both the manager and trainee will take to ensure training transfers to the job.
True
T/F Knowledge management onvolves designing and implementing tools, processes, systems, structures and cultures to improve creation, sharing and use of knowledge.
True
One of the two reasons knowledge managment systems fail is because the techonology is too complicated.
True
What is the transfer of training? What are the important compenents of the transfer process? Which component is most important in the process?
Transfer of training refers to the trainee effectively and continually applying what they learved in training to their jobs.

Important components: Trainee characteristics, Training design, work enviornment. If trainees don't have the basic skilss needed to master learned capabikites.
What is self-management, why is it important and what components should a self-managment program contain.
Self managment refers to a person's attempt to control certain aspects of decision making and behavior.

It is important because the trainee is likely to encounter several obstacle in the work enviornement that inhibit transfer of training. P
Describe work-related factors that may inhibit the transfer of new capabilities back to the job. How are lapses related to factors that inhibit transfer.
work conditions, lack of peer support, lack of managment.
What are key features of learning organization?
Supportive learning enviornment.
Learning process and pracitces.
Managers reienforce learning
The first step of the evaluation process is____
a needs analysis
Kirkpatrick's four levels of evaluation include
reaction, learning, results and behavior
Questions regarding usefulness of training content and satisfaction with instructor and training materials is asessing____
reactions
____outcomes measures learners' attitude and motivation.
Affective
Sawing wood and landing an airplane are examples of ____ outcomes.
behavior and skill
Transfer of learned skills to the job usually measure by_____>
observation
Direct costs
include salaries and benefits of employee involved in training, program matericals
Criteria relevance is
the extent to which training outcomes are related to the learned capabilites emphasized in the training program
If your test covering this chapter containted no questions covering evaluation designs, the test would be
deficient
If an organization wants to determine which of two training programs ar ebest, a _____ evaluation design should be used.
pretest/posttest comparison group
Which method of training of evaluation would be most likely to increase the training department budget and ensure a training manager some job security?
ROI
T/F Training effectiveness refers to the benefit that company and the trainees receive from training.
True
T/F Training evaluation provides a way to understand the investment training produces and the information needed to improve training.
True
T/F The best time to collect both learning measures and reactions is near the end of the training.
True
T/F Negative transfer is when learning occurs, but skills and results are less than pre-training levels.
True
___is the most frequently used method of delivering formal training.
Instructor-led classroom
The lecture method
can be supplemented with other techiques to make it more sensory appealing and to address different learning styles more.
On-the-job training
has the advantage of utilizing expertise that exists among managers and peers.
Successful OJT programs are based on the principles of ___
social learning theory
An apprenticeship
is an approach to learning a trade or craft that allows learners a work-study opportunity for pay
To qualify as a registered apprenticeship program under state and federal guidelines the number of hours of classroom instruction required is at least
144
A case study is a scenario describing a work station
requring trainees to analyze the actions described and to recommend alternatives.
Which of the following are components found in a typical behavior modeling session?
Presentation of the key behaviors, videotape of a model, practice opportunites and a planning session.
All of the follwoing expect___ are characteristics of effective modeling.
models are similar in age to trainees
The predominant method of present modeling displays is
role playing performed by the trainer
The components of team learning are
knowledge, attitude and behavior
The type of training that instructs the team in how to share information and decision making responsibiltes to maximize team performance is called
coordination training
Six Sigma invloves principles of___
action learning
T/F La Quinta hotels found on-line training better than face-to-face instructor led because guest satisfaction and intent-to-return scores were higher.
False
T/F Many companiess training programs have found one best method of delivering training and focus on that method.
False
T/F Video is a popular and effective training method that is often used as a stand alone method.
False
T/F Looking Glass self is a simulation used to develop managerial skills.
True
T/F Action learning gives teams or work groups an actual problem and then have them work on solving it and committing to an action plan
True
Presentation training methods, compared to hands on and group buidling are lowest cost.
True
Trainers, experts, and learners interacting with each other live and in real time the same way they would in a face-to-face classroom situation is known as
synchronous communication
Non-real-time interaction among leraners and trainers where there exists a time deplay is known as
asynchronous communicaion
Technology has changes the role of the trainer in all bout which of the following ways?
The trainer plays a greater role in development of training materials.
According to a survey by Training magazine, the most commonly used form of multimedia training is ____
internet and intranent
Which of the following is not a disadvantage of multimedia training?
It is limited in the senses to which is appeals
Computer-based training:
includes interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer anayzes responses and provides feedback.
Online learning includes all except the following____
business game
The major difference between internet-based training and intranet-based training is
access to an intranet is restriced to employees
Online learning is most effective for teaching:
cognitive knowledge
Directly translating an instructor-led face-to-face training program online is called
repurposing
All of the following are true regarding blended learning except
it is less effective than face-to-face instruction for teaching about ideas and concepts.
Software applicaitions that enable multiple users to track, share, and organize information and to work on the same document simultaentously are known as:
groupware
OE: College Pizza advertises 100 different pizzas. To maintain quality, cope with high turnover and the many combinations of pizze, a video monitor displays step-by-step procedures for making each combincation. This is an example of:
EPSS - Electronic performance support systems
OE: A(n)_____ is a techonology platform that can be used to automate administration, development and delivery of all a company's training programs.
learning managment
T/F Blended learning is when computer assisted instruction is with behavior modeling.
False
T/F Approximately 1/3 of learning hours involve techonology based methods.
True
T/F A disadvantage of multimedia training it is difficult to update quickly.
True
T/F One of the advantages of Cd-ROMs over e-learning is their ability to deliever training faster, to more employees in a shorter time
False
T/F E-learning is particuarly well-suited for organizations that must keep a large number of employees at many locations current on new products and legal requirements.
True