C235 PRACTICE QUESTIONS AND ANSWERS ALL CORRECT 2024 LATEST UPDATED GRADED A+(ACTUAL EXAM), Exams of Training and Development

Download C235 PRACTICE QUESTIONS AND ANSWERS ALL CORRECT 2024 LATEST UPDATED GRADED A+(ACTUAL EXAM) and more Exams Training and Development in PDF only on Docsity! C235 PRACTICE QUESTIONS AND ANSWERS ALL CORRECT 2024 LATEST UPDATED GRADED A+(ACTUAL EXAM). Analyze how training and development is strategically important in an organization. - Solution The basic aim of training and development programs is to help the organization achieve its mission and goals by improving individual and ultimately, organizational performance. Differentiate between training and development. - Solution Training is generally regarded as an organization's planned effort to facilitate employees' learning of job-related knowledge, skills, and competencies for the current job. Development has a more long-term focus represented by formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for future jobs. What are the steps of the ADDIE model of training and development. - Solution analysis, design, development, implementation, and evaluation Age Discrimination in Employment Act - Solution Law that prohibits discrimination in employment against persons age 40 and over. It prohibits disparate treatment where the employer consciously considers age to be a factor in hiring decisions, with certain exceptions for public safety jobs (pilots, bus drivers). Civil Rights Act. - Solution Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion and sex. Americans with Disabilities Act - Solution A law that states an employer may not discriminate against either an applicant or a current employee because he or she was previously disabled or appears to be disabled. The key question is whether or not the person can perform the "essential job functions" after the employer makes "reasonable accommodations." Copyright Act - Solution Prohibits printing, duplication, distribution, or vending copies to another's literacy, artistic, other creative expression except under certain circumstances. What are the two traditional approaches to the development of competency models? - Solution Trainers have focused on the development of skills and educators have focused on the transmission of knowledge. What are the limiations with each of these approaches? - Solution Competency models suggest that both of these approaches are too narrow in that effective behavior in any job requires a combination of skills, knowledge, and other characteristics. What are the 4 competency stages? - Solution Acquiring, applying, mastering and influencing What two actions are performed to develop a competency model? - Solution (1) Determining traits of employees who hold that positions(2) Identify the organizations top-performing performers (in that role) What are the competencies a trainer must possess. (see topic 5.6) - Solution 1) Training expert (2) SME(3) Consultant (4) Communications expert What are the three levels of needs assessment. - Solution Organization analysis, task level and person level What main goal of conducting an organizational level needs assessment - Solution The main goal is to look at the vision and future direction and determine the workforce needs of the future. What main goal of conducting an task level needs assessment - Solution Analysts are concerned with what needs to be taught in a training program and how certain skills and knowledge translate into task performance. What main goal of conducting an person level needs assessment - Solution Here the focus is on individual employees and how well they perform their jobs. Decsribe the best practice in conducting a pilot program - Solution The best practice in conducting a pilot program is to ask a group of potential trainees and their managers to participate in a run through of the training and then ask for their feedback and ideas for improvement. The "pilot program" should be offered in a controlled environment. What is the best method to determine the effectiveness of a training program - Solution Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training What are the common characteristics that good trainers will possess - Solution Training expert - is well-versed in adult learning theory, experienced in teaching in a variety of settings, uses active learning strategies, and engages the participants well., SME - Is an expert in program content, is able to answer questions, relate practical experiences, and conduct problem-solving exercises., consultant - A consultant uses consultative skills, understands the business model of the organization and the relationship of the training to business strategy, and enhances learning by observing, describing, and coaching. communication expert - Exhibiting strong communication skills through reflective listening and supportive communication, a communications expert is familiar with group dynamics and group processes and is an experienced presenter and facilitator of group discussions. Tiered lecture hall - Solution A tiered lecture hall with seats all facing the front and immovable desks in front of each seat creates one type of feel for a training facility - namely, participants expect a lecture. Circular tables - Solution A circular table and lots of materials available on each table creates another type of feel - namely, this is going to be a highly interactive session wherein participants will be working with others at their table. Traditionalist - Solution Stable, orderly learning environment; appreciated for their past experiences Baby Boomers - Solution Respond well to interactive training activities, such as group exercises. Like well-organized training materials with an overview of the information and an easy way to access more detail, Especially motivated to learn if they see personal advantage in the training" Gen Xers - Solution Prefer a self-directed learning environment; responds well to training methods that allow them to work at their own pace, i.e videos, internet based training or CD-ROMS Millennials - Solution Like to learn by working alone, prefer blended learning approach with self paced online learning for basic concept and knowledge followed by group activities and hands on practice working with others Expatriation training - Solution Sending employees overseas. Repatriation training - Solution Bringing employees back home after an overseas assignment. In-country training - Solution A learning activity taking place in a classroom or workshop with formally designated instructor(s), learning objectives, and outcomes, conducted full-time or intermittently within the host country. This post-arrival training may include on-going language instruction as well as additional sensitivity training in cultural differences. It might also include assigning a host country mentor, someone who "knows the ropes" in the new country, who greets the expat and family upon arrival, and is available for counsel throughout the posting. Define "transfer of training" - Solution Transfer of training means that trainees effectively and continually apply what they learned in training (new skills, knowledge, attitudes, behaviors, etc.) back on the job. Define "near transfer" - Solution A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment. Define "far transfer" - Solution The trainee's ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment. What the strategies to enhance transfer of training before the training session? - Solution - Cast a broad net- Seek support of management - Prepare trainees- Use pre-work- Examine attitudes- Foster motivation- Design for fidelity What the strategies to enhance transfer of training during the training session? - Solution - Illustrate principles- Teach self-management- Use questions- Make it applicable What the strategies to enhance transfer of training after the training session? - Solution - Foster ongoing support- Relapse prevention training What are the benfits of evaluting training programs? - Solution Evaluation involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value and modification of training activities. Reaction - Solution Find ways to make training more enjoyable Behavior - Solution The organization's normal performance appraisal process or a specially designed performance observation technique can be used to attempt to measure changes in behavior. Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine if noticeable changes have occurred. Results-level assessment - Solution 1. Estimating the ROI gained from the training 2. Assess benefits from a company's training program for the time and resources committed to the effort Be able to calculate return on investment (ROI) without using the book. - Solution ROI=Return / Investment - EXAMPLE Return = 10 * $40,000= $400,000 Investment = cost of training = $500,000 ANSWER ROI = Return / Investment = $400,000/$500,000 = .80 = 80% What is a key element of the organizational entry stage? - Solution For employee selecting an appropriate offer. For the organization, having an effective orientation and on-boarding programs for new employee What is a key element of the early-career stage? - Solution Learning to balance their own personal identities with development of close and trusting relationships and subjugating their own ego identities to something bigger then themselves. 360 Degree - Solution Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others. Describe effective strategies for overcoming obstacles to effective performance appraisal. - Solution 1. Reviews focused on supervisor (listen to employee views and create personal development plan) 2. Trouble preparing employees review (Employee self review to start conversation) 3. Review process to help employees improve Describe how to create legally defensible performance appraisals - Solution 1. Evaluate of abstract/traits (honesty, dependability, etc.) should be avoided unless traits can be defined and observe 2. Ratees should be provided with feedback of result 3. No performance evaluation should rely solely on judgement of single individual without input Differentiate between leadership and management - Solution Leadership relates to determining the organization's vision and providing direction. The source of this influence may be either formal or informal, but wherever it comes from, it encourages followers to commit to a changed course of action. Management, on the other hand, is about coping with day-to-day operations. It brings consistency, order, and efficiency. Leadership facilitates changes. Behavioral - Solution If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does. Situational Leadership - Solution The theory that the "secret sauce" to leadership lays in the interaction between the leader's behavior and the situation he or she faced. Trait - Solution The theory that leaders are born which basically assume that leaders are born and not made Action learning - Solution An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems. Job Enlargement - Solution Expands the present job horizontally involves combining various activities at the same level in the organization and adding them to the existing job.an employee can get a wider range of his or her objectives without his or her job in a repetitious manner. Job Enrichment - Solution Expands the present job vertically which gives more autonomy or authority. gives the employee additional authority, autonomy, and control over the way the job is accomplished Coaching - Solution A development approach that provides personal and direct support to individuals as they achieve a specific competence. Mentoring - Solution An experienced senior employee who helps develop a less-experienced employee. Identify the supervisor's role in the performance management process. - Solution Managers establish goals and expectations. Expectations must be clear, mutually understood and in measurable terms. Identify HR's role in the performance management process. - Solution (1) Highlighting key policies and procedures (2)Providing an overview of the organization (3) Providing realistic job previews Identify effective performance appraisal practices (.i.e ) legally defensible) - Solution (1 ) Based on job analysis (2) Ccommunication of performance standards (3) Raters should have ample opportunity to observe the performance of the ratee ( 4) shouldn't rely solely on the judgment of a single individual without input and checks by others What are the key elements of conducting an effective performance reivew session - Solution (1) Keep effective records (2) actively listen to, the employee's perspective on his or her performance (3) Providing specific tips for improving performance Describe effective methods to coach employees - Solution Set specific standards How are progressive discipline procedures determined in a unionized work setting - Solution Progressive discipline procedure is written into the collective bargaining agreement What are the characteristics of progressive disciplinary procedures in nonunionized work settings - Solution Similar to unionized work setting but organizations have considerable freedom to construct the policies Describe the process for creating a performance improvement plan (PIP). - Solution • Identify the performance that needs improvement or the behavior to be changed. • Give easy-to-understand expectations and measurable objectives concerning the work to be done or behavior that must be corrected. • Find the support to help the employee make the suggested improvements. • Establish a plan for reviewing the employee's line of progress and giving clear feedback to the employee for the length of the performance improvement plan.• Specify consequences the employee faces if performance does not improve.• Specify possible ramifications if performance standards as identified in the PIP are not achieved. Describe the steps for preparing for and the termination of employment - Solution • Have multiple members of management review the employee termination decision • Take detailed notes on employee grievances during the termination process • Conduct the termination in a neutral area to help both parties communicate