C235 TRAINING AND DEVELOPMENT QUESTIONS AND ANSWERS(ACTUAL EXAM), Exams of Industrial management

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C235 TRAINING AND DEVELOPMENT

QUESTIONS AND ANSWERS(ACTUAL

EXAM)

Transfer possibilities include: I: Zero transfer II: Complete transfer III: Positive transfer IV: Negative transfer - Solution I, III, and IV If after a three day training trainees return to their work and increase in overall productivity and efficiency, a _________ transfer occurred. - Solution Positive Near transfer is: - Solution A trainee's ability to apply learned material from training to an environment similar to the training environment Far transfer is: - Solution A trainee's ability to apply learned material from training to a variety of different environments If a training program teaches specific concepts and procedures, ________ transfer is most likely to occur. - Solution Near Trainers and training managers use a _________ in order to think clearly about the challenges in training transfer. - Solution Framework Which of the following is a determinant for positive training transfer? - Solution The design and conduct of the training True or False: An effective learning environment for someone who is a visual learner may lead him or her to retain the learning while a kinesthetic learner in the same environment might not. - Solution True All the following are examples of a work environment necessary for positive transfer EXCEPT: Climate for transfer

Accepting peers Opportunity to perform Technological support - Solution Accepting peers The three determinants of training interact with each other through the intervening variable of _______. - Solution Learning retention It is a good idea to include ________ in the needs assessment. Internal and external customers Higher level management Targeted employees All of the above - Solution All of the above ______ is one of the critical factors in the work environment which will determine whether or not the learnings from training transfer. - Solution Supervisor support How are testimonials from others who have been through the training helpful? - Solution Communicates to the other employees how the training will benefit them Assigned readings, case studies, and self-assessments before the training begins are all considered: - Solution Pre-work True or False: Evidence suggests that trainees are more likely to transfer training when they have high organizational commitment and high cynicism about change. - Solution False The evidence shows that trainees are more likely to transfer training not when cynicism is high, but low. Good training provides for as much opportunity to _______ as possible. - Solution Practice Why should practice be performed in a context as close to the back home work environment as possible? - Solution To achieve near transfer Why would it be useful to make sure that trainees understand the general principles underlying specific actions in specific situations? - Solution So the trainees can see "the why" for those actions, as well as "the what"

Self-regulation involves: I: Self-monitoring II: Goal setting III: Self-reward IV: Self-punishment - Solution I, II, III, and IV Self-management is necessary to: - Solution Overcome obstacles The following are all dimensions for practice opportunities EXCEPT: Activity level Task difficulty Task type Breadth - Solution Task difficulty Breadth is: - Solution How many of the trained skills trainees get to use on the job It is most important that the ______ support the trainee in order for learning transfer. - Solution Immediate supervisor What is a way trainers and training peers can support each other after the training in order to have successful transfer? Training reunion Site visits Support network All of the above - Solution All of the above EPSS stands for: - Solution Electronic Performance Support System Technological support is a relatively new development known as an "Electronic Performance Support System." An EPSS consists of computer access that provides expert advice when an employee faces a problem and also feeds information to the training department about the kinds of challenges with which employees have difficulty. If a training program emphasizes that general principles might be applied to a greater set of contexts than those presented in the training, ________ transfer is likely to occur. - Solution Far

What are the two types of positive transfer? I: Successful II: Near III: Implemented IV: Far - Solution II and IV If after a two day training trainees' return to their work and after a while no apparent change has occurred, a _________ transfer occurred. - Solution Zero If a company generally has low organizational commitment and high cynicism about change, what is the best strategy to take for training? - Solution Identify outliers in the organization to first participate in the training Pre-training motivation to learn is most affected by: I: Reputation of the training II: Meaningful pre-work III: Inherent intrinsic satisfaction from learning IV: Organizational commitment - Solution I, III, and IV The "theory of identical elements" is that: - Solution Transfer occurs best when what is being learned in training is identical to what the trainee must perform on the job The learning environment has complete ________ with the work environment. - Solution Fidelity If the training revolves around factual learning, it is a good idea to precede the introduction with: - Solution Questions If the training revolves around factual learning, it is a good idea to precede the introduction of this material with a set of questions. Questions that need answering provide additional motivation and generate interest. When are adult learners most receptive to training programs? - Solution When the applicability to their lives is direct and obvious True or False: Negative transfer is facilitated when trainees feel the trainer doesn't fully understand their situations and job challenges and how they

feel about their work. This is most likely to happen when the trainer is from inside the organization. - Solution False Positive transfer is facilitated when trainees feel the trainer fully understands their situation and job challenges and how they feel about their work. This is most likely to happen when the trainer is from inside. Negative transfer is most likely to happen from a trainer outside the organization. Activity level indicates: - Solution The number of repetitions trainees get back on the job The level of challenge represented in the application of learning on the job is called: - Solution Task type What two things must trainees do for effective transfer? - Solution Apply and maintain True or False: In order to maintain effective transfer, "relapse prevention" training was formed, which was modeled after the approaches used in the rehabilitation of those with drug and alcohol addictions. - Solution True Transfer of training means: - Solution Effectively and continually applying what they learned in training back on the job Transfer deals with which part(s) of the ADDIE model? I: Assessment II: Design III: Development IV: Implementation V: Evaluation - Solution I and II The design of training (the first "D" in the ADDIE model) should consider the ultimate goal of transfer from the very beginning in the process of design. In fact, transfer should be taken into consideration even during the needs assessment stage (the "A" stage). If a training program encourages trainees to focus only on important differences between training tasks and work tasks (e.g., rate of completion), it is trying to accomplish _________. - Solution Near transfer

In this case, the trainer would be trying to accomplish near transfer vs. far transfer because it is focusing on tasks directly related to work. According to the model of training transfer, what is directly related to training transfer? I: Training design II: Work environment III: Trainee characteristics - Solution II and III Traits, abilities, and motivation are sub-groups of ________. - Solution Trainee characteristics True or False: If the goal is near transfer, practice should take place in a variety of different places, and if the goal is far transfer, practice should take place in a setting that is similar to the trainees' work environment. - Solution False To the extent possible, the practice should take place in a context as close to the back home work environment as possible. Of course, this is more important if the goal is near transfer. If the goal is far transfer, then the practice should take place in a variety of settings with discussion of the general principles underlying the action in each setting. What is the main task of the training evaluators? - Solution Determine if a change took place and demonstrate that the changes were caused by the training program Only about ____ in 40 companies make an attempt to evaluate their training programs. - Solution 1 True or False: Evaluation should follow the most rigorous experimental design possible. - Solution True Evaluation should be planned at the same time as the training program and should be closely tied to the __________ objectives established for the program. - Solution Behavioral When conducting an evaluation it is best to use _______ type(s) of criteria. 1

None of the above - Solution None of the above There are generally four categories of criteria to use when evaluating training programs, two ______ and two _______. - Solution Internal; external The four categories of criteria used for evaluation are: - Solution Reaction, learning, behavior, and results Asking the question, "What did the participants think and feel about the training program?" is an example of ________ criteria. - Solution Reaction Paper and pencil tests, role plays, and work samples can all be used for what criteria in training evaluation? - Solution Learning Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine ________ criteria. - Solution Behavior What is the challenge with using criteria for determining a measurement of change? - Solution Determining whether or not the change came from the training or another source The principles of experimental design allow the training evaluation to be conducted in such a way as to help rule out __________explanations for any observed improvements in learning. - Solution Alternative What is a mistake most organizations make when with their training programs? I: Send participants through a training program with no pretest II: Send participants through a training program that are not in need of training III: Send participants through a training program with no comparison group against to measure progression - Solution I and III True or False: It is impossible to draw any conclusions about the effects of training unless organizations send a selected group of participants through

a training program with a pretest and with a comparison group against which to measure progress on the criteria. - Solution False In order to determine if the training was effective, there must be a pretest and a group for comparison. If there aren't any, conclusions about training effectiveness would merely be guesses. ________ designs provide better control than ______ designs. - Solution Quasi-experimental; pre-experimental Quasi-experimental designs provide better control than pre-experimental designs, but experimental designs are the "best." Quasi-experimental designs include nonequivalent control group designs and time series designs. What was the purpose of the training IPCO did in the 1990s? Communicate the new vision for the company Create commitment for the new vision Build the organization into a high-performing team All of the above - Solution All of the above The "triangular partnership" was used: - Solution To illustrate the importance of communication and feedback in performing a difficult task According to the training evaluation model for IPCO: - Solution Behaviors directly influence results Reaction does not affect: Attitudes Knowledge and skills Intentions Supportive organizational climate - Solution Supportive organizational climate What experimental design did IPCO use? - Solution Experimental IPCO used an experimental design by randomly assigning employees to training groups that would take place in the fall and the spring.

Which criteria is the most important, but also the most difficult to measure?

• Solution Results What is the most common type of evaluation measure? - Solution Reaction Levels of learning are often identified as: - Solution Knowledge, comprehension, application, analysis, synthesis, and evaluation Reaction and learning measures are called ________ evaluation. - Solution Internal Both reaction and learning measures are called "internal" evaluations because they occur within (or immediately after) the training program. True or False: The four training evaluation criteria are all considered independent from each other. - Solution False To a certain extent, these criteria represent a "hierarchy" wherein positive results at a lower level would be a necessary but certainly not sufficient condition for positive changes at the next higher level. What is the weakness of quasi-experimental designs? - Solution Not randomly assigned trainees The time series design is __________ than pre-experimental designs. - Solution Better The time series design is also an improvement over pre-experimental designs. It is hoped that there will be a significant improvement in some indicator right after the training that is then maintained for some period of time afterwards. Randomization: - Solution Eliminates most of the threats to the validity of conclusions True or False: Randomization eliminates the need for pretests. - Solution True

In many situations, the best experimental design is: - Solution Posttest only control group Interestingly, the "best" design in many situations is also one of the simplest: the "posttest-only control-group" design with random assignment to groups. When sample sizes are reasonably large, this design is actually better than the use of pretests because it eliminates a potential validity threat known as the "reactive effects of pretesting." Nonequivalent control group and time series are examples of what experimental design? - Solution Quasi-experimental Single group posttest only is an example of what experimental design? - Solution Pre-experimental Organizations that select trainees based off of scheduling or based off of the specific individuals who they want to go through training will most likely need to use what kind of experimental design? - Solution Quasi- experimental Organizations which do not send participants to training in random sequence can at best use one of the quasi-experimental approaches to training evaluation. Which of the following is an example of an experimental design? - Solution Posttest only control group with random assignment In the IPCO case, reaction measures were taken _______. Two months later Immediately after Three years later All of the above - Solution All of the above When using self-assessments with regards to behavior change, always: - Solution Be skeptical about what is being reported Which of the following successes can solely be attributed to the IPCO training? Sick leave usage declined after training Total Quality Management improved IPCO was awarded the DoD Center of Excellence award

None of the above - Solution None of the above ----------- involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities. - Solution Evaluation Which level of evaluation attempts to measure changes in behavior back on the job? Level 2 Level 4 Level 1 Level 3 - Solution Level 3 "Level 3" evaluation attempts to measure changes in behavior back on the job. In a best case scenario, standard performance appraisals might be used to assess such changes. Self-serving bias is: - Solution When a trainee overstates how much they have transferred their learning Sometimes evaluators will ask trainees themselves if and how their behavior back on the job has changed. However, there is considerable risk here of "self-serving bias" wherein a trainee is likely to overstate the degree to which he or she has transferred the learnings back to the job. Career management is: - Solution Planning, implementing, and monitoring employee career paths What is the difference between career management and career planning? - Solution Career planning is the responsibility of the individual _________ achieves both personal career goals and organizational goals. - Solution Career development Communicating development preferences to management and identifying personal abilities and interests is part of: - Solution Career planning Matching organizational needs with individual capabilities and identifying future organizational staffing needs is part of: - Solution Career management

Proposed an eight-stage life cycle model: - Solution Erik Erikson This stage begins in the late teenage years and is a time of searching for values and role models. - Solution Identity During the "identity" stage it is common to: - Solution Think about a variety of different career choices Intimacy and involvement are a part of what stage? - Solution Young adulthood Generativity: - Solution Developing something of value for other people Typical stages in career development include all of the following EXCEPT: Organizational entry Occupational preparation Retirement Mid-career - Solution Retirement True or False: Individuals can cycle through all five career stages several times in their lives. - Solution True Which of the following is a major task of mid-career? - Solution Remain productive in work Which of the following is NOT a major task of early career establishment and achievement? Learn organizational norms Fit into chosen occupation and organization Learn the job Develop occupational self-image - Solution Develop occupational self- image People choose their career field based on a variety of factors: I: Fields that intrinsically motivate them II: Capabilities and talents III: Personality IV: Socioeconomic status - Solution I, II, III, and IV

The job interview establishes _______ for the new employees and their first job supervisor. - Solution Expectations Realistic job preview is used to: - Solution Get unspoken job expectations out in the open True or False: RJPs reduce acceptance rates for job offers, however, they also reduce early job turnover. - Solution False RJPs do not reduce acceptance rates for job offers. They do reduce early job turnover. Another alternative to RJPs is __________. - Solution Psychological contracting Another way to deal with the problem of unspoken expectations is for supervisor and new hire to engage in "psychological contracting" where both parties attempt to clarify their expectations for each other, so as to get issues out on the table and resolve them directly whenever possible. What is the most common type of training? - Solution Orientation From a career management perspective, the most important steps an organization can take are to develop effective orientation and on-boarding programs for new employees. Orientation is the single most common type of training program offered in industry. Virtually all organizations of any size offer some type of orientation. Employees in the early career stage are likely dealing with issues of ________ and _______. - Solution Intimacy; involvement Employees in the early career stage have a strong need for ________. - Solution Feedback The more _________ a new hire's (in the early career stage) job is, the more successful they will be in the future. - Solution Challenging It is essential that a new hire's manager be good at __________ and ____________. - Solution Conducting performance reviews; establishing development plans

What is true about performance appraisals? They allow the employee to achieve their career objectives They help satisfy organizational requirements Performance appraisals are rarely done right All of the above - Solution All of the above Employees begin questioning if they are on the right track at what career stage? - Solution Mid-career "Mid-life crisis" often leads to: - Solution Re-examination of life and career goals How can organizations make the best of the "re-examination" period of an employee's life? - Solution Help the employee get re-committed and re- invigorated A big difference between Erikson's model and Hudson's model is that Erikson's is _______ while Hudson's is _________. - Solution Linear; cyclical What is the basic logic of the renewal cycle? - Solution Everyone at some point in time will feel negative about their career choice What is considered the "normal" retirement age? - Solution Mid 60s True or False: Most training provided by organizations is focused on younger employees. - Solution True An approach organizations use to combat the retirement of baby boomers and the shortage of skilled workers is: I: Keep workers fully trained and employed for as long as possible II: Have employees go from full-time to part-time and then eventually to retirement III: Hire retired employees on a contract basis - Solution I, II, and III Which of the following is NOT an issue faced by those who retire? Sense of purpose Pride in achievement Need to belong

Territoriality - Solution Sense of purpose Self-management is an: - Solution Adjustment to being totally self-directed Because organizations are pyramid shaped: - Solution The further up you go, the fewer number of positions are available The term "career plateau" means: - Solution An employee's career can no longer go any higher than it already has gone Strategy used to get off career plateaus: Lateral moves Transfers International assignments All of the above - Solution All of the above The Federal Glass Ceiling mandate was to identify glass ceiling barriers that have blocked the advancement of: I: Minorities II: Women III: Men IV: Disabled - Solution I and II True or False: Most organizations believe neither that the glass ceiling is a real phenomenon nor that they exclude women and minorities from upper level positions. - Solution False As the Commission did its work, it determined that most business people believe the glass ceiling is a real phenomenon, that glass ceilings work to exclude qualified women and minorities from upper level positions in organizations, and that this exclusion worked to the detriment of organizational effectiveness. Designing a career plan that accommodates the organizations needs and initiate career development programs: - Solution Career development Which of the following is an example of career management? - Solution Focus on the organization What is the opposite of generativity? - Solution Stagnation

The opposite of generativity is stagnation, which means producing nothing. During the stage of "maturity," you acquire _______. - Solution Ego integrity The eighth and final stage in Erikson's model is called "maturity." In this stage, a fully developed and healthy individual acquires a sense of "ego integrity" (vs. despair) wherein he or she is happy with the life lived, with the choices made, and the actions taken. Organizations experience a higher amount of turnover during what stage? - Solution Sixth The sixth stage is a time when young adults test out their early perceived occupational identities and start down an initial career path. Given the challenges at this stage of life, it is perhaps not surprising that organizations experience higher than average turnover among their youngest jobholders. Obtain job offers from desired organizations is at what stage of career development? - Solution Organizational entry Develop a broader view of work and organization is at what stage of career development? - Solution Mid-career Which of the following are NOT organizational-level information new employees need to know? Safety and accident prevention Specific job duties and responsibilities Employee and union relations Key policies and procedures - Solution Specific job duties and responsibilities Which of the following are NOT department-level information new employees need to know? Performance expectations Customer relations Policies, procedures, rules, and regulations Department role - Solution Customer relations

Why is it bad for organizations to have orientation consisting of "talking heads", or of several people talking about particular information? Not as interactive Employee is a passive recipient Few opportunities to ask questions All of the above - Solution All of the above When employees face the decision to make a mini-transition or a major transition, organizations can help them by: I: Offering them new incentives for the current work II: Provide coaches or mentors III: Offer mid-career development workshops IV: Provide alternative career routes - Solution II and III Which of the following is NOT a stage in the Adult Renewal Cycle? Stuck in the doldrums Cocooning Organizational entry Go for it - Solution Organizational entry True or False: Employees going through their "down in the doldrums" stage of their career do not want to maintain their effectiveness at work. - Solution False During this time, it should not be forgotten that employees at this stage need—and want—to maintain their effectiveness at work, which means that training in new technology and upgrading of managerial skills may be necessary as well. Retirees that have "need to belong" issues have a hard time: - Solution Adjusting to having no work group to interact with Women hold only about _______ percent of top level management positions. - Solution 10- With "dual career ladders" the first track is a _________ track and the second is a __________ track. - Solution Management; technical

An unofficial barrier for advancement within an organization: - Solution Glass ceiling The term "career" refers to: - Solution A series of work-related positions a person holds throughout life Career management: - Solution Match organizational needs with individual capabilities Department-level information: - Solution Policies, procedures, rules, and regulations