Chapter 08 – Training and Development
Chapter 8 Training and Development
True/False Questions
[QUESTION]
1. Training refers to learning opportunities designed to help employees grow.
2. Development focuses on the immediate period to help fix any current deficits in
employees’ skills.
3. The three major steps involved in the basic process of training are assessment,
development, and evaluation.
4. The goal of the assessment phase is to examine whether the training program has been
effective in meeting the stated objectives.
5. A needs assessment involves the analysis of organization, job, and person.
6. A difference between the desired production rate and the actual production rate could be an
indication that training is needed.
Chapter 08 – Training and Development
[QUESTION]
7. The same process that is used to identify data for a job description can be used to determine
what should be taught in training programs for new hires.
8. Person analysis can be used to assess trainability.
9. Effectively identifying learning objectives is not necessary to determine the best method to
present the training.
10. The E-learning Readiness self-Assessment tool provides a quick and comprehensive
analysis of preparedness for success in an online training program.
11. Massed practice is more effective than spaced practice when learning a complex task.
12. When training a police officer how to use a gun, it is best to use spaced practice and focus
on overlearning.
13. Overlearning is a desirable component in a training program when the task to be learned is
likely to be immediately practiced in the work situation.
Chapter 08 – Training and Development
[QUESTION]
14. Relapse prevention emphasizes the learning of a set of self-control and coping strategies
when the trainee is faced with high-risk situations.
15. When trainees share their goals for improved performance with other trainees during a
training session, it is more likely that they will meet their stated goal.
16. A blended training approach could include an integration of classroom and e-learning
training approaches.
17. Audiovisuals involve recording a portion of audio or video content that is punchy and
useful and posting it online or on the firm’s intranet site and providing a link to download the
recording.
18. E-learning is very useful for training interpersonal skills or psychomotor tasks.
19. The one-group pretest–posttest design is useful when it is difficult to collect criteria
measures on individuals prior to offering them the training.
20. One of the objectives of employee orientation programs is to assist the new employee in
adjusting to the organization and feeling comfortable and positive about the new job.
Chapter 08 – Training and Development
[QUESTION]
21. The transfer of learning back to the job is critical for successful training, and activities
conducted before, during and after the training can facilitate the transfer.
22. As a component of its management training program, a restaurant used a case study of a
manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning
back to the job.
23. One of the barriers to conducting training evaluation is leadership’s lack of interest.
24. A co-worker has suggested that you should randomly assign employees to either the
training or to a control group to increase the effectiveness of your evaluation of a training
program. You should follow his suggestion.
25. Because the skills associated with being an effective team are so straightforward, it is
most effective to conduct the training using lectures and e-learning.
Chapter 08 – Training and Development
Multiple Choice Questions
[QUESTION]
26. At which stage of the training process would it be critical to understand the influence of
the characteristics of adult learners and learning principles?
A) Assessment
B) Development
C) Analysis
D) Evaluation
E) Learning objective
27. A consultant has been contracted by an organization to develop a training program. What
is the first step the consultant should take?
A) Determine whether a need for training actually exists.
B) Determine whether trainees are trainable.
C) Gain the support of trainees.
D) Derive objectives for the training program.
E) Meet with the president to determine a budget for the training program.
28. A(n) __________ analysis helps identify what should be taught in training.
A) content
B) design
C) job
D) organizational
E) person
29. Simply requiring all employees to attend training can be a waste of time and money. In an
effort to better identify individual training needs, one should conduct a(n):
A) Job analysis
B) Organizational analysis
C) Person analysis
D) Work-oriented analysis
E) Task-oriented analysis
Chapter 08 – Training and Development
[QUESTION]
30. Which of the following statements is TRUE regarding well-written learning objectives?
A) They specify what the supervisor has requested that employees be trained in.
B) They should contain observable actions, measurable criteria, and the conditions of
performance.
C) They should be general in nature so that they can apply to all employees being trained.
D) They describe the performance you want trainees to be able to exhibit before you consider
them for training.
E) They are based on qualitative data analysis and prepared before the needs assessment.
[QUESTION]
31.__________ practice is more productive for long-term retention and for transfer of
learning to the work setting.
A) Massed
B) Part
C) Spaced
D) Whole
E) Continuous
[QUESTION]
32. Making training material meaningful has been found to increase retention. This can be
achieved by:
A) Organizing the material from complex to simple.
B) Using examples and terms familiar to the trainees.
C) Telling a lot of jokes.
D) Presenting trainees with each section of the training program rather than an overview of
what is to be learned.
E) Avoiding tests so trainees don’t become anxious.
Chapter 08 – Training and Development
[QUESTION]
33. Which group of employees will be more trainable and why?
A) Employees of “Company “A”, where managers present their employees with a list of
mandatory training because it takes the worry out of selecting the right training
B) Employees of “Company “B”, because training programs are developed with a pass/fail
criteria and only 5% of the employees “pass” the training, creating motivation to be one of the
5%
C) Employees of “Company C” because training programs are built around lecture formats
with one-way communication, taking the activity out of the training
D) Employees of “Company D” where employees develop an individualized training program
based on their career goals
E) Employees of “Company E”, because managers randomly assign employees to training
programs regardless of current skill level, creating a sense of excitement from not knowing
what training you will be able to attend.
34. Which of the following training methods is particularly effective for training managers to
make better, more effective decisions?
A) Equipment simulations
B) Apprenticeship programs
C) Games and other simulations
D) Audiovisuals
E) On the job training
35. What type of evaluation measures should HR professionals collect if they want to assess
the extent to which trainees’ understand the materials/concepts presented in training?
A) Behavioral
B) Organizational results
C) Reaction
D) Learning
E) Attitudes
Chapter 08 – Training and Development
[QUESTION]
36. After designing and conducting a training program, the Program Director decides to
evaluate the course by asking trainees to complete a reaction form. This is an example of
which of the following?
A) One-shot posttest-only design
B) One-group pretest-posttest design
C) Multiple time-series design
D) Posttest-only control group design
E) Pretest–posttest control group design
37. Which of the following statements is FALSE regarding employee orientation programs?
A) Fewer companies are placing their new employees in orientation programs as the cost does
not outweigh the benefits.
B) The intent of the orientation is to increase an employee’s job satisfaction and to reduce
turnover.
C) One objective of an employee orientation program is to get the employee to understand the
organization’s culture and quickly adopt the organization’s goals, values, and behaviors.
D) Most employee orientation programs are not properly planned, implemented, or evaluated.
E) Most orientation programs consist of a follow-up meeting to verify that the important
issues have been addressed and employee questions have been answered.
38. When training for international assignments, __________ are recommended to provide a
more in-depth view of the host country’s customs, values, and behaviors.
A) informational approaches
B) use of CIT’s
C) field experiences
D) cultural assimilators
E) TV films