TRAINING AND DEVELOPMENT C235(120 QUESTIONS AND COMPLETE ANSWERS) 2024-2025 REVISED (ACTUA, Exams of Training and Development

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TRAINING AND DEVELOPMENT

C235(120 QUESTIONS AND COMPLETE

ANSWERS) 2024-2025 REVISED (ACTUAL

EXAM) GRADED A+.

Analyze how training and development is strategically important to an organization. - Answer 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 - Answer - 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. - Answer Design, development, implementation, and evaluation Copyright law - Answer Prohibits printing, duplication, distribution, or vending copies to another's literacy, artistic, other creative expression except under certain circumstances. Age Discrimination in Employment Act - Answer 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 of 1964 - Answer Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion and sex. Americans with Disabilities Act - Answer 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." What are the two traditional approaches to the development of competency models? - Answer Trainers have focused on the development of skills and educators have focused on the transmission of knowledge. What are the 4 competency stages? - Answer Acquiring, applying, mastering and influencing What two actions are performed to develop a competency model? - Answer 1) Determining traits of employees who hold that positions

2. Identify the organizations top-performing performers (in that role) What are the competencies a must a trainer possesses? - Answer 1) Training expert
3. SME
4. Consultant
5. Communications expert What are the three levels of needs assessment? - Answer Organization analysis, task level and person level What main goal of conducting an organizational level needs assessment. - Answer 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 a task level needs assessment - Answer 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 a person level needs assessment. - Answer Here the focus is on individual employees and how well they perform their jobs. What is the best method to determine the effectiveness of a training program. - Answer Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training

What are the five principles for the design of training for adult learners - Answer 1. Need to know "the why" for any training they are asked to undertake

2. Need to be self-directed in their learning
3. Bring extensive work-related experiences into the training, which needs to be acknowledged
4. Enter the training with a problem-centered approach to learning and seek immediate application
5. Learn best through "Praxis," a Greek word meaning "action with reflection". This suggests that actual member of repetitions may be less important for adult's learners than the opportunity to reflect back and analyze the impact of actions taken. What are the 4 learning styles? - Answer Diverger, Assimilator, Converger & Accommodator Diverger - Answer Concrete experience & reflective observation. (A person who learns by feeling or observing) Assimilator - Answer Reflective observation & abstract conceptualization. (A person who learns by observing and thinking) Converger - Answer Abstract conceptualization & active experimentation. (thinking and doing) Accommodator - Answer Active experimentation & concrete experience (doing & feeling) How does the Gestalt learning theory influence the design of training? - Answer The Gestalt learning theory influence the design of training because trainees need to know "the why" of the training. Adults learn best when they can see the big picture (the Gestalt) before being introduced to the details. They need to know how the training connect with the business, its strategic success and overall goals and mission. They also need to see that something is in it for them (WIIFM). Both these goals may be met with the articulation of behavioral learning objectives to be obtained from the training side-by-side comparison with business goals. Lecture - Answer This is the traditional "stand-and-deliver" mode of training. It is helpful for introducing trainees to new information or new

models and frameworks. It is economical in the sense that a large number of trainees can be exposed to new information in this way. Role Playing - Answer is an active learning technique in which employees act out situations under the guidance of a trainer. In each scenario, employees take on a role and act out the scene as though it were real. Case study - Answer Provides a realistic situation for trainees who must put themselves in the shoes of the decision maker in the case and try to resolve a problem using materials or frameworks learned in the training. Discussion - Answer Group discussion provides a forum for the exchange of the information wherein the facilitator is not the expert, but rather the participants are. Group discussion can occur with groups of various sizes, from two ("pair and share") to much larger. Simulations - Answer All trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job. Both simulations and structured exercises typically involve a facilitator and allow participants to practice skills and apply knowledge they have just gained in a training program. What are the types of learning? - Answer Lecture, role playing, case study, discussion & simulations Synchronous - Answer A type of e-learning wherein the participants gather in real time to interact with the facilitator, the course content, and the other participants. Asynchronous - Answer A type of e-learning in which students do not interact at the same time, but whenever they are available. Blended learning - Answer All information and knowledge sharing that has been done in class traditionally through lecture is "flipped" to an online environment and class time is used instead for discussion, synthesis, and application Describe the best practice in conducting a pilot program - Answer 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 - Answer 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 - Answer Training expert, SME, consultant & communication expert Training Expert - Answer Well-versed in adult learning theory, experienced in teaching in a variety of settings, uses active learning strategies, and engages the participants well. Subject Matter Expert (SME) - Answer Is an expert in program content, is able to answer questions, relate practical experiences, and conduct problem-solving exercises. Consultant - Answer 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. Communications expert - Answer 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 - Answer 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 - Answer 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.

Define "transfer of training" - Answer 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" - Answer 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" - Answer The trainee's ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment. What are two types of positive transfer? - Answer Near and far transfer What the strategies to enhance transfer of training before the training session? - Answer - Cast a broad net

• Seek support of management
• Prepare trainees
• Use pre-work
• Examine attitudes
• Foster motivation
• Design for fidelity What are the strategies to enhance transfer of training during the training session? - Answer - Practice, practice, practice
• Illustrate principles
• Teach self-management
• Use questions
• Make it applicable What the strategies to enhance transfer of training after the training session? - Answer - Foster ongoing support
• Relapse prevention training What are the benefits of evaluating training programs? - Answer 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 - Answer Find ways to make training more enjoyable

Behavior - Answer 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. Calculate ROI - Answer ROI=Return / Investment Return = 10 * $40,000 = $400, Investment = cost of training = $500, ROI = Return / Investment = $400,000/$500,000 = .80 = 80% What is key element of the organizational entry stage? - Answer For employee selecting an appropriate offer. For the organization, having an effective orientation and on-boarding programs for new employee What is key element of the early-career stage? - Answer 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. What is key element of mid-career stage? - Answer Occurs during our 30's and 50's, employees begin questioning if they are on the right track at mid- career. At this stage, organizations can help employees with their re- examination in the hope that such reappraisal will lead to a re-invigoration and re-commitment to new and challenging career goals. Hudson propose a cycle of adult development that he calls "the renewal cycle." What is key element of the later career stage? - Answer This stage occurs when we are in our mid-50's 60's and beyond. In this stage, it is important to remain productive in work. Possible shifts to consulting happen in this stage as well as preparing for retirement. What is Hudson's renewal cycle? - Answer Hudson's renewal cycle provides an approach for dealing with mid-career challenges. The basic knowledge of the renewal cycle model is that 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 the doldrums" negative, reactive,

feelings of being trapped, wanting to reassess and re-evaluate one's life and career choices. Hudson's renewal cycle is applicable to which stage of career development? - Answer Mid-career Describe the benefits of a new employee orientation program - Answer The single most common type of training program. Typically, it is the first training program that a new employee encounters, designed to clarify expectations, policies, the business model, organizational culture, etc. What two types of information do employees need to know as part of orientation? - Answer Organization level and Department level information What are some examples of "Organization-Level Information " - Answer Organization overview including history, mission, vision, values, culture and strategy. Organization-level policies and procedures, compensation, employee benefits and services. Safety and accident prevention. Physical facilities (cafeteria, workout areas). Customer relations. Employee and union relations. Describe HR's role in the new hire orientation/socialization process - Answer - Highlight key policies

• Providing an overview or the organization
• Providing realistic job preview What are the three steps of the performance management cycle? - Answer

1. Establish/define goals and clarify expectations
2. Provide feedback & coaching/development
3. Evaluate performance and conduct performance reviews What are the organizational benefits of effective performance management? - Answer 1. Lower turnover
4. Higher productivity per employee
5. Improved business results What are the individual benefits of effective performance management? - Answer 1. Understand organizational expectations
6. Management can do better job with job promotions

Ranking - Answer Involves the ranking of ratees against others in the same department or job classification. List employees from best to worst. Forced distribution - Answer The rate is forced to divide candidates into predetermined categories (top 10% will receive excellent, bottom 20% will receive unsatisfactory) Using percentage to rank Trait-rating - Answer Several dimensions of job performance are analyzed and "anchored" only with numbers or adjectives ("above average" or "needs improvement"). Behaviorally anchored rating scales - Answer Several dimensions of job performance are drawn from a job analysis and "anchored" at each of several points with statements of behavior reflecting the level of performance. 360 Degree - Answer Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others. Effective strategies for overcoming obstacles to effective performance appraisals. - Answer 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 How to create legally defensible performance appraisals - Answer 1. Evaluate of abstract/traits (honesty, dependability, etc.) should be avoided unless traits can be defined and observe
4. Ratees should be provided with feedback of result
5. No performance evaluation should rely solely on judgement of single individual without input How are progressive discipline procedures determined in a unionized work setting? - Answer Progressive discipline procedure is written into the collective bargaining agreement

What are the characteristics of progressive disciplinary procedures in nonunionized work settings? - Answer Similar to unionized work setting but organizations have considerable freedom to construct the policies Describe the process for creating a performance improvement plan (PIP) - Answer • 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 - Answer • 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 Differentiate between leadership and management - Answer 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 - Answer If what a leader is don't seem to explain effectiveness, perhaps it is what a leader does.

Situational leadership - Answer 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 - Answer Assumption that leaders are born and not made. Action learning - Answer An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems. Job enlargement - Answer Expands the present job horizontally job enrichment - Answer Expands the present job vertically Coaching - Answer Someone who has a particular expertise or competence that the leader-in-training learns about during the coaching relationship. Mentoring - Answer An experienced senior employee who helps develop a less-experienced employee. Expatriation training - Answer Sending employees overseas. Repatriation training - Answer Bringing employees back home after an overseas assignment. Traditionalist - Answer Stable, orderly learning environment; appreciated for their past experiences Gen Xers - Answer 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 - Answer 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 Results-Level Assessment - Answer 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 Examples of Organizational-Level info - Answer - Organization overview: history, mission, values, culture, strategy

• Compensation, benefits, services
• Safety & accidental prevention
• Physical facilities Examples of Department-Level info - Answer - Dept role, functions
• Specific job duties, responsibilities
• Policies, procedures, rules
• Performance expectations, relations with peers and other dept Identify supervisors role in the performance management process - Answer Managers establish goals and expectations. Expectations must be clear, mutually understood and in measurable terms. Effective methods to coach employees - Answer Set specific standards Many adults (1-5) lack - Answer Basic training During which steps of the on-the-job training process do you make sure trainees know each point of the training? - Answer Present the information Blended learning - Answer A mix of online activities and lectures with some face-to-face instructor time A variation of e-learning is - Answer Blended learning Concrete experience, reflective observation, abstract conceptualization and active experimentation are all examples of - Answer Learning approaches Implies an investigation of system-wide components of an organization - Answer Organization anaylsis Inspire and motivate others and build relationships are behaviors of - Answer Interpersonal skills An ability to find common ground and build rapport - Answer Social skills

The ability to understand the emotional makeup of others is what intelligence - Answer Empathy Which of the following is a trait of a transformational leader? - Answer Charisma: provides vision and a sense of mission, instill pride, gain respect and trust. Which of the following are traits of transactional leaders - Answer Motivation Which of the following correctly describes what non-punitive discipline is? - Answer Focuses on respecting the employees ability to recognize responsibility What are two types of performance measures? - Answer Objective and subjective Kinesthetic learner - Answer A person who prefers to learn through experiences and practice. May find it hard to sit still during traditional lectures What are the different learning styles? - Answer Visual, auditory, kinesthetic What can be the most powerful kind of feedback for learning? - Answer Observation What is the focus of person analysis? - Answer How well an employee demonstrates KSA required for job performance Results in a detailed statement of the conditions under which a task is performed - Answer Task analysis KSA - Answer Knowledge, skills, and abilities What is the goals of the needs assessment? - Answer 1. Determine whether training need exist

2. Where in the organization this need exist
3. Exactly what the nature of the training need is

Which of the following is a reason training and development has become critical - Answer Changing demographics, advances in technology, globalization Sustainable competitive advantage is built upon - Answer Intangible resources Tactic knowledge, education and experience are all examples of - Answer Human capital First training program for new hires - Answer Orientation Aligns human capital with organizational objectives and strategy - Answer Training and development A social unit of people structured and managed to meet a need or pursue collective goals - Answer An organization