Training and Development: 200 Questions and Answers, Exams of Training and Development

Download Training and Development: 200 Questions and Answers and more Exams Training and Development in PDF only on Docsity! C235 TRAINING AND DEVELOPMENT (200 QUESTIONS AND ANSWERS)2024 UPDATED LATEST GRADED A+. Analyze how training and development is strategically important to an organization - Solution 1. creating value for customers through training. 2. increasing shareholder returns by investing in training and development 3. creating a competitive advantage through human capital What are the steps of the ADDIE model of training and development - Solution Assessment Design Development Implementation Evaluation Age Discrimination in Employment Act - Solution Select to training programs can't be based on age. 40 and over applicable. Civil Rights Act - Solution Need to monitor for signs of adverse impact for employees Americans with Disabilities Act - Solution Reasonable accommodations may be needed Copyright Act - Solution Prohibits printing, duplication, distribution, or vending copies of another's literary, artistic, other creative expressions except under certain circumstances What are two traditional approaches to the development of competency models? - Solution Traditionally, trainers have focused on the development of skills and educators have focused on the transmission of knowledge What are the limitations of 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 1. Acquiring 2. Applying 3. Mastering 4. Influencing What two actions are preformed 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 must a trainer possess? - Solution 1. Training Expert 2. Subject matter expert 3. Consultant 4. Communications Expert What main goal of conducting an organizational level needs assessment? - Solution Organizational goals, strategies, philosophies are most important to the job in question, the organizational support for training, and the resources available. What is the main goal of conducting a task level needs assessment? - Solution Which tasks are important, frequent, and difficult as well as the KSAOs necessary to accomplish the task What are the four principles for the design of training for adult learners - Solution 1. Need to know 'the why' 2. Need to be self-directed in their learning 3. Bring extensive work-related experiences into training 4. Enter the training with a problem-centered approach to learning and seek immediate application Diverger - Solution 1. Concrete Experience 2. Reflective Observation Assimilator - Solution 1. Reflective Observation 2. Abstract Conceptualization What is a key element of the mid-career stage? - Solution Experience a variety of physiological, attitudinal, occupational, and family changes and develop a broader view of work and the organization What is a key element of the later career stage? - Solution Shift from a power role to one of consultation, guidance, and wisdom What is Hudson's Renewal Cycle - Solution no matter how well prepared and gung-ho someone is at the beginning of their career, there invariably comes a time when one feels 'stuck in doldrums' Hudson's Renewal Cycle is applicable to which stage of career development? - Solution Mid-Career Benefits of new employee orientation program - Solution 1. increased retention 2. employees understanding of company culture 3. increased organizational knowledge What two types of information do employees need to know as part of orientation? - Solution organizational level info and department-level info Examples of 'Organizational-Level Info' - Solution -Org. overview: history, mission, vision, values, culture, strategy -Compensation, benefits, services -Safety and accidental prevention -Physical facilities Examples of 'Dept.-Level Info' - Solution -Dept. role, functions -Specific job duties, responsibilities -Policies, procedures, rules -Performance expectations, relations with peers and other dept. HR Roles in new hire Orientation/Socialization Process - Solution - Highlight key policies and procedures -Providing an overview of organization -Providing realistic job previews 3 Steps of performance management cycle - Solution 1. Establish/Define goals and clarify expectations 2. Provide Feedback & Coaching/Development 3. Evaluate performance and conduct performance reviews Organizational Benefits of Effective performance management - Solution 1. Lower Turnover 2. Higher productivity per employee 3. Improved business results Individual benefits of effective performance management - Solution 1. Understand organizational expectations 2. management can do a better job with job promotions Ranking - Solution List employees from best to worst Forced Distribution - Solution 1. classify employees into group (bell curve) 2. Overcomes leniency errors Behaviorally anchored rating scales - Solution focuses on observable actions of employees rather than subjective competencies and work outcomes 360 Degree - Solution -provides various perspectives of job performance -address 1 obstacle to an effective performance appraisal by collecting feedback from those impacted by work of employee Effective strategies for overcoming obstacles to effective performance appraisal - Solution 1. reviews focused on supervisor (listen to employee views and create a personal dev. plan) 2. trouble prepairing employees review (employee self review to start conversation) 3. Review process lacke process to help employees improve How to Create Legally Defensible Performance Appraisal - Solution 1. Eval. of abstract/traits (honesty, dependability, etc) should be avoided unless traits can be defined and observable 2. ratees should be provided with feedback of results 3. no pa should rely solely on judgement of single individual without input and checks by others Differentiate between leadership and management - Solution 1. Leaders inspire while managers administer 2. Leaders say 'we' and managers say 'i' Behavioral - Solution Leadership behaviors are task oriented or people oriented Situational Leadership - Solution Adjusting the leadership style to the context Trait - Solution Leads are born Action Learning - Solution Leaders-in-training work on real business problems Job Enlargement - Solution Expands the present job horizontally Job Enrichment - Solution Expands the present job vertically Coachine - Solution provides personal and direct support to individuals as they achieve a specific competence Mentoring - Solution experienced senior employee who helps develop a less-experienced employee Identify the supervisors role in the performance management process - Solution managers establish goals and expectations. expectations my be presented in clear, mutually understood, and in measurable terms Identify HRs told in the performance management process - Solution to administer organization rewards Identify effective performance appraisal practices (i.e. Legally defensible) - Solution 1. Based on job analysis 2. communication of performance standards 3. Raters should have ample opportunity to observe the performance 4. shouldn't rely solely on judgement of single individual Key Elements of Conducting an Effective Performance Review Session - Solution 1. Keep effective records 2. actively listen to, the employees perspective on his or her performance Employees at a call center are told to respond to all customer requests in a timely manner, yet managers are unhappy with the employee response time. Employees have not been given exact time frames. Which coaching method should managers use for employees in this situation? - Solution Set specific standards Which benefit does an organization get from using reaction feedback for evaluating its training programs? - Solution Identifying ways to make the training more enjoyable for participants Which category is reached when an evaluator rates an employee as achieving the highest level of learning - Solution Evaluation What indicates the transfer of training? - Solution Trainees apply what they learned in training. What can a trainer do to help the employees deal with obstacles and facilitate successful transfer after they return to work? - Solution Teach employees self-regulation skills during the training program Which type of training for traditionalist prefer? - Solution stable, orderly learning environment An Org. has employees who are making training requests that include online training, virtual simulation training and real-time monitoring. Which challenge in the delivery of training is illustrated by the requests of these employees? - Solution Technology utilization Participants in a training program need to gain overview information on a topic about which they know little. The number of participants in the training is very large, and the trainer is an expert in the field. What delivery method is appropriate? - Solution Classroom lecture Which expertise is critical in instructing a group of adults? - Solution Knowledge of learning theories Org. decided to implement a new service, and they are providing training to employees so they can learn the new process. The training is expected to be highly interactive. Which venue should be selected for this training? - Solution Conference center with round tables Which adult learning principle has been used when adult learners tie the training content to their job tasks? - Solution Acknowledging and applying personal experiences Which training method and related evaluation levels will ensure that managers have the capability to coach employees accurately and effectively? - Solution Role play method and behavior evaluation What does the Addie Model suggest - Solution a continuous cycle HR professionals offer a series of programs and activities that include orientation, diversity, and total quality management. Which activity is the HR department performing? - Solution Training What is an intangible asset n which the company can build a sustainable competitive advantage? - Solution Human Capital Which practice is allowed under the ADEA of 1967? - Solution A company requires employees be at least 28 for promotion and will not require employees under age of 18 What are two stages of human resources competency? - Solution aquiring influencing Which two actions are performed to develop a competency model for leadership position in an organization? - Solution -determine traits of employees who are leaders -Identify the organizations top-performing leaders What is a major task of the organizational entry stage of career development? - Solution selecting an appropriate offer What is a direct benefit of a new employee orientation program? - Solution Increased employee retention What is an important role of HR during the new hire process? - Solution Highlighting key policies and procedures In which career stage can employees participate in a program that provides an opportunity to discuss career transition options? - Solution mid-career What is a distinction between leaders and managers? - Solution Leaders inspire while managers administer Which statement characterizes the concept of leadership within an organization if behavioral leadership theories are correct? - Solution Leadership behaviors are task-oriented or people oriented Which type of leadership program expands the present job horizontally? - Solution job enlargement A social unit of people structured and managed to meet a need or pursue collective goals - Solution organization aligns human capital with organizational objectives and strategies - Solution training and development first training program for new hires - Solution orientation tactic knowledge, education and experience are all examples of - Solution human capital model consisting of five steps for training and development - Solution ADDIE model Sustainable competitive advantage is built upon - Solution intangible resources protects the authors of "original works" from others who would use their work unlawfully - Solution copyright act of 1976 a copyright holder has the right to authorize other to _______ the work public - Solution reproduce, distribute and display which of the following is a reason training and development has become critical - Solution changing demographics advances in technology globalization Learning in training that does not affect performance on the job is called - Solution zero transfer what are two types of positive transfer - Solution near and far Traits, ability, and motivation are all considered - Solution trainee characteristics self-regulation involves - Solution goal setting self-monitoring self-reward self-punishment the opportunity for practice consists of all the following dimensions - Solution activity level breadth task type which of the following is a level of criteria in training evaluation - Solution learning reaction behavior which of the following is a level of criteria in training evaluation - Solution results reactions and learning measures are called _____ evaluations - Solution internal which experimental design includes single-group pretest-protest - Solution pre-experimental design what is the training evaluation with quasi-experimental design - Solution time series which of the following is considered career planning - Solution communicate development preferences to manager which of the following is considered career management - Solution identify future organizational staffing needs which of the following are models of career development - Solution young career customer relations and employee and union relations are considered - Solution organizational-level information what is the 3rd phase of the adult renewal cycle - Solution cocooning which of the following is an issue faced by those about to retire? - Solution self-management territoriality need to belong What are the 3 phases in the performance management cycle? - Solution goals, feedback and evaluate performance. Results of behavior that have been evaluated by an organization - Solution performance Which of the following affect motivation - Solution self-efficact, feedback, attitude and valies promotion and wage are both sub-goals of - Solution evaluation evaluations can be aimed at the following - Solution product, process and person What are the two types of performance measures - Solution objective and subjective What are employee rights? - Solution rights desired by employees regarding job security and their treatment Which of the following correctly describes what non-punitive discipline is? - Solution focuses on respecting the employees ability to recognize responsibility which of the following should be done when creating a termination case - Solution -determine an appropriate period of notice -include clauses that benefit the employee and employer -employer should determine what requires protection ______ is/are involved in planning and budgeting for the organization, whereas _____ establish/establishes the direction - Solution management/leadership according to the hershey-blanchard situational theory of leadership, if someone has low relationship/low task, they are which quadrant? - Solution delegrating which of the following are traits of transactional leader - Solution motivation which of the following is a trait of a transformational leader - Solution charisma: provides vision and a sense of mission, instills pride and gains respect and trust. the ability to understand the emotional makeup of others is what emotional intelligence - Solution empathy an ability to find common ground and build rapport - Solution social skill inspires and motivates others and builds relationships are behaviors of - Solution interpersonal skills which of the following is NOT a discipline necessary to become a learning organization - Solution inspired leadership what is an external factor to organizational development - Solution customer changes what is a con for using explicit and implicit coercion to overcome resistance to change - Solution might leave people angry which of the following is a characteristic of high-performance team - Solution supportive communication rapid response creative talents