Training and Development Practice: Questions and Answers 2024, Exams of Nursing

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C235 Training And Development Practice

Questions And Answers 2024 Latest Updated

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How training and development is strategically important in an organization.

• PRECISE ANSWER 1. By creating value for customers through training

2. Increase shareholder return by investing in training and development 3. Creating a completive advantage through human capital. What are the steps of the ADDIE model of training and development? - PRECISE ANSWER Assessment, Design, Development, Implementation, and Evaluation Transfer of training means - PRECISE ANSWER Effectively and continually applying what they learned in training back on the job Far Transfer - PRECISE ANSWER Training program emphasizes that general principles might be applied to a greater set of contexts than those presented in the training. Two types of positive transfer - PRECISE ANSWER Near and Far transfer What strategies enhance transfer of training before the training? - PRECISE ANSWER 1. Seek to increase pre-training motivation 2. Seek support of management 3. Prepare trainees 4. Use pre-work 5. Examine attitudes 6. Foster motivation 7. Make the training environment as similar to the work environment. What strategies enhance transfer of training during the training? - PRECISE ANSWER 1. practice 2. illustrate principles 3.self-managment/self-regulation 4. use questions 5. make it applicable What strategies enhance transfer of training during after the training? - PRECISE ANSWER 1.supervisor support such a praise and rewards 2. trainer support 3. technological support What are the four principles for the design of training for adult learners - PRECISE 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. 4 learning styles - PRECISE ANSWER Diverger Assimilator Converger Accommodator Diverger - PRECISE ANSWER 1. Concrete experience 2. reflective observation Assimilator - PRECISE ANSWER 1. Reflective Observation

2. Abstract Conceptualization Converger - PRECISE ANSWER 1. Abstract Conceptualization 2. Active Experimentation Accommodator - PRECISE ANSWER 1. Active Experimentation
3. Concrete Experience How does the - PRECISE ANSWER They should first understand the big picture, before beginning to be introduced one at a time to the smaller pieces that fit together. Traditionalist - training preference - PRECISE ANSWER Stable, orderly learning environment; appreciated for their past experiences. Baby Boomer - training preference - PRECISE ANSWER Interactive training activities, well-organized materials, personal advantage Gen Xers - training preference - PRECISE ANSWER Prefer a self-directed learning environment; Respond well to training methods that allow them to work at their own pace, such as videos, internet-based training, or CD- ROMs Millennials - training preference - PRECISE ANSWER They like to learn by working alone, Prefer blended learning approaches with self-paced online

learning for basic concepts and knowledge, followed by group activities and hands-on practice working with others. 3 Cross-culture training terms - PRECISE ANSWER expatriation training, repatriation training, and in-country training. Expatriation - PRECISE ANSWER Sending employees overseas. Repatriation - PRECISE ANSWER Bringing an employee back home after an oversea employment. What are the three steps of the performance management cycle? - PRECISE ANSWER 1. Establish/Define goals and clarify expectations 2. Provide feedback & coaching - development. 3. Evaluate performance & conduct performance reviews. (leads to administer org awards) What are the organizational benefits of effective performance management.

• PRECISE ANSWER 1. lower turnover 2. higher productivity per employee

3. improved business results What are the individual benefits of effective performance management - PRECISE ANSWER 1. understand org. expectations 2. management can do a better job with job promotions. Objective performance appraisal format - PRECISE ANSWER Productivity, sales, & absenteeism Subjective performance appraisal format - PRECISE ANSWER Ranking & Rating Subcategories for Ranking performance appraisal - PRECISE ANSWER Straight ranking, Alternation ranking, Paired comparison, Forced distribution Subcategories for Rating performance appraisal - PRECISE ANSWER Trait rating, Weighted checklist, Critical incidents and written narrative, Behaviorally anchored rating scales (BARS), & Assessment centers. Ranking (performance appraisal) - PRECISE ANSWER The appraiser lists all employees from highest to lowest

forced-distribution rating system - PRECISE ANSWER 1. classify employees into group (bell curve) 2. overcomes leniency errors. Trait-rating system - PRECISE ANSWER A high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from "poor" to "excellent" Behaviorally anchored rating sales (BARS) - PRECISE ANSWER Focuses on observable actions of the employees rather than subjective competencies and work-outcomes. 360 Degree - PRECISE ANSWER 1. provides various perspectives of job performance 2. address 1 obstacle to an effective performance appraisal by collecting feedback from those impacted by the work of the employee Describe effective strategies for overcoming obstacles to effective performance appraisal. - PRECISE ANSWER 1. reviews focused on the supervisor - listen to employees views and create a personal development plan. 2. trouble prepairing employees review - use the employee self- evaluation to spring board conversation 3. review process lack process to help employee improve - ensure goals are clear and encourage improvement. Describe how to create legally defensible performance appraisals. - PRECISE ANSWER 1. the evaluation of abstract/subjective traits (honesty, dependability, etc.) should be avoided unless these traits can be defined in terms of observable behavior 2. rates should be provided with feedback of the results of the PA and should have an opportunity to appeal to a higher- level manager if they disagree 3. No PA system should rely solely on the judgment of a single individual without input and checks by other. Identify the supervisor's role in the performance management process - PRECISE ANSWER The manager establishes goals and expectations. Expectations must be presented in clear, mutually understood, and measurable terms. Identify HR's role in the performance management process - PRECISE ANSWER To administer org. rewards.

Identify effective performance appraisal practices (i.e. legally defensible) - PRECISE ANSWER 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 - PRECISE ANSWER Set specific standards How are progressive discipline procedures determined in a unionized work setting - PRECISE ANSWER It's part of the collective bargaining agreement. What are the characteristics of progressive disciplinary procedures in nonunionized work settings. - PRECISE ANSWER 1. it provides legal protection/due process for the employee 2. is quicker and involve few steps than it's union counterpart. Note: Org. have considerable freedom to construct the policies. Describe the process for creating a performance improvement plan (PIP) - PRECISE ANSWER 1. Establishing specific goals and timelines. 2. Discuss support resources to improve performance 3. Specify consequences the employee faces if performance does not improve. Describe the steps for preparing for and the termination of employment - PRECISE ANSWER 1. Conduct the termination in a neutral area to help both parties communicate. 2. Take detailed notes on employee grievances during the termination process. 3. Define the reasons for the termination in clear terms. What is a key element of the org. entry stage? - PRECISE ANSWER For the employee selecting an appropriate offer; for the org. having an effective orientation and on-boarding program for new employees. What is a key element of the early-career stage? - PRECISE 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 a key element of the mid-career stage? - PRECISE ANSWER Experience a variety of physiological, attitudinal, occupational, and family

changes and develop a broader view of work and the organization (cocooning phase). What is a key element of the later career stage? - PRECISE ANSWER Shift from a power role to one of consultation, guidance, and wisdom What is Hudson's renewal cycle - PRECISE ANSWER Hudson's 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" Hudson's renewal cycle is applicable to which stage of career development? - PRECISE ANSWER Mid-career Describe the benefits of a new employee orientation program - PRECISE ANSWER (1) increased retention (2) helps employees understanding of company culture (3) Increased organizational knowledge What two types of information do employees need to know as part of orientation? - PRECISE ANSWER Organization level information and department-level information What are some examples of "Organization-Level Information" - PRECISE ANSWER (1 )Organization overview, including history, mission, vision, values, culture, and strategy (2) Compensation, employee benefits and services (3) Safety and accident prevention (4) Physical facilities (e.g., cafeteria, workout areas) What are some examples of "Department-Level Information" - PRECISE ANSWER (1) Department role, functions, and guiding philosophy (2) Specific job duties and responsibilities (3) Policies, procedures, rules, and regulations (4) Performance expectations, including relations with peers and with other departments Describe HR's role in the new hire orientation/socialization process - PRECISE ANSWER (1) Highlighting key policies and procedures (2)Providing an overview of the organization (3) Providing realistic job previews

Differentiate between leadership and management - PRECISE ANSWER (1) Leaders inspire while managers administer (2) Leaders say "we" and managers say "I" Behavioral - PRECISE ANSWER Leadership behaviors are task-oriented or people-oriented. Situational Leadership - PRECISE ANSWER Adjusting the leadership style to the context Trait - PRECISE ANSWER Leaders are born Describe approaches used to create leadership development programs. - PRECISE ANSWER Action learning, Job enlargement, Job enrichment, coaching, mentoring Action learning - PRECISE ANSWER leaders-in-training work on real business problems job enlargement - PRECISE ANSWER expands the present job horizontally Job enrichment - PRECISE ANSWER expands the present job vertically Coaching - PRECISE ANSWER provides personal and direct support to individuals as they achieve a specific competence Mentoring - PRECISE ANSWER experienced senior employee who helps develop a less-experienced employee, reaction (kirkpatrick model) - PRECISE ANSWER What di the participants thing and feel; Questionnaire is used to assess reactions at the end. Feedback is used to improve in subsequent trainings. behavior (kirkpatrick model) - PRECISE ANSWER what changes in on-the- job behavior can be attributed? Normal PA process or observation can be used to measure changes in behavior. Peer, subordinates, customers, supervisor canvassed to determine if changes have occurred.

results (kirkpatrick model) - PRECISE ANSWER To what extent have critical org. improvements in areas such as productivity, quality, profitability, morale, absenteeism, and turnover resulted. This is the most important criteria but also the most difficult to measure. Describe the interdependency of the criteria used in evaluation. - PRECISE ANSWER Be able to calculate return on investment (ROI) without using the book. - PRECISE ANSWER The general formula is: ROI = (Program savings/Program cost) X 100% or ROI = Return / Investment. learning (kirkpatrick model) - PRECISE ANSWER To what extend was the concept learned. Paper and pencil tests can be used to assess knowledge acquisition or role plays and work samples might be used. What are the three levels of needs assessment. - PRECISE ANSWER What main goal of conducting an organizational level needs assessment - PRECISE ANSWER organizational goals, strategies, and philosophies are most important to the job in question, the organizational support for training, and the resources available What main goal of conducting an task level needs assessment - PRECISE ANSWER which tasks are important, frequent, and difficult as well as the KSAOs necessary to accomplish these tasks. What main goal of conducting an person level needs assessment - PRECISE ANSWER How well a given individual demonstrates the KSAOs required for job performance. Here, the current performance levels of workers must be measured by using some type of performance appraisal technique in order to pinpoint any variation from standards and to identify precise areas of performance deficiency. What is the best method to determine the effectiveness of a training program(Topic 7.3) - PRECISE ANSWER Lecture - PRECISE ANSWER

Role Play - PRECISE ANSWER Case Study - PRECISE ANSWER Discussion - PRECISE ANSWER Simulations - PRECISE ANSWER What is the main difference between synchronous and asynchronous learning - PRECISE ANSWER Define "blended learning" - PRECISE ANSWER Controlled environment with a select audience that represents perhaps the most receptive possible segment of the overall target audience. Describe the best practice in conducting a pilot program - PRECISE 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 - PRECISE ANSWER (1) Training expert (including Knowledge of learning theories) (2) Knowledge of the content of the training (3) Consultant (4) Communications expert Describe when each of the following types of seating arrangements are appropriate for a given situation. - PRECISE ANSWER Tiered lecture hall - PRECISE ANSWER highly interactive session wherein participants will be working with the others at their table. Circular tables - PRECISE ANSWER highly interactive session wherein participants will be working with the others at their table. Differentiate between training and development. - PRECISE ANSWER Age Discrimination in Employment Act - PRECISE ANSWER select to training programs can't be based on age. For example, a company will not send employees age 40 and over to training.

Civil Rights Act - PRECISE ANSWER Need to monitor for signs of adverse impact of employees. Americans with Disabilities Act - PRECISE ANSWER Keep in mind the need for reasonable accommodations Copyright Act - PRECISE ANSWER Prohibits the printing, duplication, distribution, or vending copies of another's literary, artistic, or other creative expressions except under certain circumstances. What are the two traditional approaches to the development of competency models? - PRECISE ANSWER Traditionally, trainers have focused on the development of skills and educators have focused on the transmission of knowledge What are the limitations with each of these approaches? - PRECISE ANSWER 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? - PRECISE ANSWER acquiring, applying, mastering, influencing What two actions are performed to develop a competency model? - PRECISE ANSWER (1) Determining the traits of employees who are hold that positions (2) Identify the organization's top-performing performers (in that role) What are the competencies a must a trainer possess. (see topic 5.6) - PRECISE ANSWER (1) Training expert (2) Subject matter expert (3) Consultant (4) Communications expert