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WGU C235 Training & Development Exam
360 Degree Review .......Answer.........Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others. 4 Cs .......Answer.........Communication skills, collaboration skills, cognitive skills, and consulting skills. ABC Rule .......Answer.........A way in which to deliver both positive and negative feedback that is non-accusatory and non- inflammatory ("When you do A, then I feel B, and the organizational consequences are C"). ADDIE Model .......Answer.........A common framework for training and development where the five steps in the model are
Assessment, Design, Development, Implementation, and Evaluation. ASTD Competency Model .......Answer.........States the competencies needed by trainers and facilitators, including "foundational" competencies, such as interpersonal skills (e.g., communicating effectively), business and management knowledge (e.g., thinking strategically), and personal traits (e.g., adaptability). Action Learning .......Answer.........An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems. Adverse Impact .......Answer.........A substantially different rate of selection in hiring, promotion or other employment decision which
Asychroneous .......Answer.........A type of e-learning in which students do not interact at the same time, but whenever they are available. Behavior Model Training .......Answer.........One well-researched approach to developing leaders in a classroom setting, particularly at the supervisory level. Behavior Shaping .......Answer.........Refers to the selective reinforcement of successfully approximate performance of a target behavior until the target is achieved. Behavior thinking .......Answer.........If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does. Behavior Objective .......Answer.........Clearly states what a participant should be able to do at the end of the program.
Behavioral Related Anchor Ranking Scales .......Answer. ..... A ratings approach where 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 performanc 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. Build Up Aproach .......Answer.........Strong experimental evidence at lower levels in the training evaluation model was used to support the less direct and less conclusive evidence at the higher levels of the model.
Career Development .......Answer.........Doing both career management and career planning together is sometimes called career development. Career Management .......Answer.........Doing both career management and career planning together is sometimes called career development. Career Planning .......Answer.........How an individual views career moves in order to achieve life goals, as well as discovering what knowledge, skills, abilities, or other characteristics need to be developed over time in order to qualify for promotions and/or job changes that align with the individuals desired direction. Career Plateau .......Answer.........Organizations are organized like pyramids and thus the higher up you go the fewer positions there are above you. When employees have reached the level
where they have "topped out" they have hit a career plateau, where there is no more upward movement. 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. Central Tendency Error .......Answer.........A bias that reflects the tendency to lump others together as average. Coach .......Answer.........Someone who has a particular expertise or competence that the leader-in-training learns about during the coaching relationship. Competency .......Answer.........An underlying characteristic of an individual that is casually related to superior performance in a job or situation
Cultural differences .......Answer.........Differences in country values, as reflected in differences in individualism, power distance, uncertainty avoidance, and masculinity. Culture Buy-in training .......Answer.........The primary purpose in such training is to communicate to participants that the organization is undergoing a fundamental and radical change in corporate culture necessitated by external competitive pressures and to attempt to get everyone involved in the change and committed to the new direction. Declarative Knowledge .......Answer.........The kind of knowledge that can be evaluated using written tests designed to test recall. Development .......Answer.........Training that is longer-term in focus, designed to help employees prepare for future jobs.
Distributed Practice .......Answer.........Training that is longer-term in focus, designed to help employees prepare for future jobs. Dual career Ladders .......Answer.........Career advancement programs that have two tracks a person can follow. One path, or track, is generally based on technical skill and one on management skill. Early Career Stage .......Answer.........This stage usually occurs during our 20s where we learn the job as well as organizational rules, norms, and culture. This is also the stage where action skills and competencies are developed. Electronic Performance Support System (EPSS) .......Answer.........Computer access that provides expert advice when an employee faces a problem and also feeds information
systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities. Evaluation Criteria .......Answer.........Can be summarized by Kirkpatrick's 4-level training evaluation model: reactions, learning, behavior, results. Evaluation Orientation .......Answer.........On which of the following categories a performance appraisal will be measured: Person (traits), Process (behaviors), Product (results). Expatriation .......Answer.........Sending Employees overseas Experimental Designs .......Answer.........Allow the training evaluation to be conducted in such a way as to help rule out alternative explanations for any observed improvements in learning.
External Forces for Change .......Answer.........External Forces for Change: Outside influences that can impact an organization, such as Demographic Changes, Technological Advancements, Customer and Market Changes, Social and Political Pressures. Externships .......Answer.........Where a promising young employee spends time at another firm. Fair Use .......Answer.........A provision of the Copyright Act that allows the use of copyrighted works under certain conditions depending on purpose, nature, percent, amount, and effect on market value. Far Transfer .......Answer.........The trainees' ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment.
Gestalt Learning .......Answer.........Adult learners should understand the big picture, then they can be introduced one at a time to the smaller pieces that fit together. Glass Ceiling .......Answer.........Barriers that have blocked women and minorities from advancing in corporate hierarchies. Globalization .......Answer.........The process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology. HR Competency .......Answer.........As defined in the Utah State University competency model, it is a configuration of knowledge, skills, and traits that leads to effective performance in human resource management.
High Performance Work Practices .......Answer.........A set of complimentary work practices associated with organizational success and focused on three broad areas: high employee involvement, skill development, and rewards. Hudson's Renewal Cycle .......Answer.........A cycle of adult development involving 4 phases: go for it (1), stuck in the doldrums (2), cocooning (3), and getting ready for the next chapter (4). When stage 2 is hit there has to be a decision for a mini-transition or a life transition. A major life change leads to phase 3, a mini-transition back to phase 1. Human Capital .......Answer.........The knowledge, competency, and motivation that resides in the human resources of an organization.
intellectual property, and certain organizational capabilities such as a short product development cycle time. International Dynamics .......Answer.........Younger supervisors learn how to interact more effectively with older subordinates and vice versa. Internal Forces for Change .......Answer.........Internal Forces for Change: Influences coming from within an organization that can impact the organization, such as Human Resource Problems/Prospects and Managerial Behavior/Decisions. KSAOs .......Answer.........Knowledge, skills, abilities, and other characteristics. Late Carrer .......Answer.........This stage occurs when we are in our mid-50s to our 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. Law of Effect .......Answer.........Behavior that is reinforced tends to be repeated. Leadership .......Answer.........The exercise of influence in a way that followers are committed to the direction the leader wants to head—not simply compliant, and certainly not resistant, but actually wanting to go in the new direction. Learning .......Answer.........A relatively permanent change in knowledge, skills, attitudes, or social behavior resulting from practice or experience. Learning Management system .......Answer.........Help organize and manage coursework and training completion (examples are Blackboard and Canvas).
