Download C235 TRAINING AND DEVELOPMENT WGU EXAM SCRIPT 2026 and more Exams Total Quality Management (TQM) in PDF only on Docsity!
C235 TRAINING AND DEVELOPMENT WGU
EXAM SCRIPT 2026
◉ Organizations can acquire skilled human resources by: Answer: Hiring them from the outside Develop them from the inside ◉ Organizations which primarily focus on bringing in new talent for human resources eventually are faced with what? Answer: Upgrading their existing human resources capabilities. ◉ In order for an organization to survive and prosper under changing environmental conditions, employees must learn to: Answer: Adapt ◉ True or False: It is only through hiring from the outside that human resource departments are able to upgrade and add to the existing competencies and capabilities of an organization's internal labor pool.. Answer: False ◉ An organization's training and development reputation can help with:. Answer: Recruiting
◉ The acronym "HRM" means:. Answer: Human Resource Management ◉ A "Learning Organization" adapts quickly by learning at:. Answer: I: Individual levels II: Team levels III: Organizational levels ◉ At what level is learning most difficult to understand and interpret?. Answer: Organizational ◉ In a "learning organization," learning is __________-based.. Answer: Performance ◉ Corporate culture, management philosophy and practices, coaching/mentoring relationships, and informal networking systems are all examples of:. Answer: Social Capital ◉ Tacit knowledge, education and experience, and work-related know-how are all examples of:. Answer: Human Capital ◉ HRM represents the entire set of activities used by an organization to align its __________with organizational objectives and strategies.. Answer: Human Capital
◉ In the resource-based view of the firm, resources are considered potential sources of __________ in the marketplace.. Answer: Competitive advantage ◉ According to RBV, when can a resource create a competitive advantage?. Answer: Only when it is not available to other firms and when it cannot easily move across organizational boundaries. ◉ The four characteristics a resource must possess before it is capable of providing a firm with a sustained competitive advantage are:. Answer: Create value for the customer, be rare and/or unique, be non-substitutable, and be inimitable. ◉ Human resources works best when combined in ________ and _________ ways.. Answer: Creative and Productive ◉ Training is used by an organization in order to:. Answer: Facilitate goal accomplishment ◉ True or False: The Association for Talent Development (ATD) publishes an annual report on the state of the training industry in which it refers to the state of L&D (learning and development).. Answer: True
◉ Training may be aimed at one or more of the following three goals:. Answer: Improve individual self-awareness Enhance knowledge and skill levels in one or more areas of expertise Increase the motivation to do the job well ◉ Before any training and development program is begun, you should first:. Answer: Assess the training needs ◉ Organizations often skip a vital step in their training and development programs which is to:. Answer: Evaluate the effectiveness of training ◉ In the public-sector, training and development programs seem to be:. Answer: Increasing ◉ True or False: In the late 1970s, the average annual training expenditure per employee was under $100.. Answer: True ◉ As of 2011, the most common types of training were:. Answer: I: Managerial and supervisory training II: Profession or industry specific training III: Training on business practices
◉ True or False: According to the Copyright Act of 1976, if an employee creates an original work as part of his job, the copyright is owned by the employee.. Answer: False ◉ True or False: Just like recruitment and performance appraisal and compensation, human resources are also responsible for all training and development.. Answer: False ◉ When it comes to training and development, all are the responsibilities of human resources EXCEPT:. Answer: Discuss employees' growth and future potential on an on-going basis ◉ When it comes to training and development, all are the responsibilities of line management EXCEPT:. Answer: Provides input and expertise for individual and organizational development efforts ◉ The _________ provides the expertise for training and development, but __________provides the context and assures that the training is consistent with organizational goals and objectives.. Answer: HR department; Line management ◉ The HR department is more focused on the ________ view of training and development.. Answer: Long Term
◉ If a painter is commissioned by a business to complete a work to go in the training room of their building, the copyright is owned by:. Answer: The business ◉ A copyright lasts for the life of the author, plus ____ years.. Answer: 70 ◉ Allows the use of copyrighted works under certain conditions:. Answer: "Fair Use" Provision ◉ The _____________ brought employment practices under the jurisdiction of the courts.. Answer: The Civil Rights Act of 1964 ◉ Title VII prohibits discrimination in employment practices on the basis of:. Answer: Race, color, national origin, religion, and sex ◉ The Age Discrimination in Employment Act (ADEA) of 1967 prohibits discrimination in employment against persons age:. Answer: 40 and over ◉ Why do some global companies hire people to fill a position that they are not qualified for?. Answer: Global companies struggle to find and keep good talent. Hiring unqualified candidates creates a need for training that will improve the employees' capabilities.
◉ Under what competency stage is an HR professional who represents the organization to individuals, groups and institutions, inside and outside the organization?. Answer: Influencing ◉ What role do top performing leaders play in an organization's training and development programs?. Answer: The traits that make them top performers are usually what training is designed around ◉ Line managers are the best source of ________.. Answer: I: Technical information about job requirements II: Information about which employees need training ◉ What is the role of a "CLO" or a "CKO"?. Answer: Develop training and development processes that align with the organizations long- term needs ◉ Training adds value to a company when it links ________ to _________.. Answer: Training and learning goals; Organizational goals ◉ A finance employee that increases the business and financial perspective of others is an example of what state of HR competency?. Answer: Mastering
◉ _______ is to determine if an organization needs training, where it needs training, and the type of training that is needed.. Answer: Needs assessment ◉ Which role assesses current organizational effectiveness in broad terms?. Answer: upper level management ◉ Which role advises on the nature of specific performance problems they see in their assigned areas of responsibility?. Answer: middle manangement ◉ the three levels which need assessment conducted are. Answer: Organizational level, task level, and person level ◉ Needs assessment is conducted on _____ levels.. Answer: 3 ◉ On what level of needs assessment would you determine what training needs to be done based on low performance and quality?. Answer: Organizational ◉ On what level of needs assessment would you assess the skills and knowledge necessary for a person to perform a particular job?. Answer: task
B. Determines whether or not the training will be performed again ◉ What is one reason why it is important for the training program to be supportive of organizational goals and strategies?. Answer: B. So employees attend and take it seriously C. So managers will value the training ◉ A task analysis is used to. Answer: Determine the tasks required to meet major organizational goals Determine important dimensions of tasks at an organization Develop a list of knowledge, skills, abilities, and other characteristics necessary for successful job completion ◉ person analysis is used to determine. Answer: Which employee need the training What kind of training each employee needs
◉ In training design, it is important to understand the of incoming trainees', EXCEPT:. Answer: Work Experience ◉ When should you consider alternatives to training and development programs?. Answer: At every step in the needs assessment process ◉ Training is not always needed for poor performance; sometimes the problem is not a lack of skill but possibly:. Answer: I: Inequitable compensation II: Faulty tools and equipment III: Counterproductive union contract IV: Lack of motivation ◉ True or False: Transfers or terminations are both viable options instead of training.. Answer: True ◉ The last step in a needs analysis is:. Answer: The final step in a systematic needs analysis is the development of a comprehensive training plan. This plan would identify the jobs and individuals targeted for training, the anticipated time frame, the learning objectives, and other specifics needed to assure the training adds value to the organization.
Management Peers of potential trainees ◉ True or False: If peers' attitudes and behaviors are not supportive of training in general or of a specific training program in particular, employees are not likely to take their participation in such programs seriously.. Answer: True ◉ When it comes to training programs, when employees do not _______, there is no ________, which means there is no impact for the training program on organizational effectiveness.. Answer: Learn; transfer ◉ Each of the following is a method of needs assessment EXCEPT:. Answer: Benchmarking ◉ What is the best method of needs assessment?. Answer: No one method of needs assessment is superior to another, and in most cases, multiple methods are used. ◉ The more __________ the scope of needs assessment is, the more valid it is going to be.. Answer: Broad
◉ When benchmarking, you try to identify ________ of another organization.. Answer: Best practices ◉ Once the preliminary list of tasks is developed and confirmed, the next step in the task analysis process is to:. Answer: Determine the importance, frequency, and difficulty of each task ◉ All of the following are methods used to determine the KSAOs for a particular task EXCEPT:. Answer: Observation ◉ Since KSAOs may not be directly observable, we must see them as ________.. Answer: Hypotheses ◉ In order to develop a top-notch training program, you first must:. Answer: Understand how people learn ◉ Human behavior is rooted in habit and __________.. Answer: Prior experience ◉ Only _____ percent of organizations (with more than 1, employees) use needs assessment before using a training program.. Answer: 27
◉ SMART objectives are:. Answer: Specific, measurable, attainable, realistic, and timely ◉ True or False: Learning research and theory are relevant to the design of training programs.. Answer: True ◉ Learning theory and research have much to offer trainers regarding the following aspects of learning:. Answer: I: The role of practice in learning II: Preconditions for learning III: Basic human learning process ◉ What helps motivate trainees?. Answer: Understanding the big picture ◉ The term "overlearning" means:. Answer: Learning to the point where it becomes second nature ◉ What is the most powerful form of feedback?. Answer: Task feedback ◉ In general, people have _______ learning styles.. Answer: Different
◉ The simplest categorization of learning styles are:. Answer: Visual , auditory, and kinesthetic ◉ Visual learners:. Answer: May prefer to take detailed notes during a class lecture ◉ Concrete experience, reflective observation, abstract conceptualization, and active experimentation are all a part of what kind of learning?. Answer: Alternating inductive and deductive reasoning ◉ Since each person learns in a different way, training should:. Answer: Be flexible in order to accommodate each learning style ◉ There is a growing interest in the knowledge about how ________ learn.. Answer: Adults ◉ "Andragogy" refers to:. Answer: The art and science of teaching adults ◉ The motivation of adults to learn comes from:. Answer: Evolving social role needs and developmental interests
