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1. If employees consistently achieve their productivity objectives, it might be a signal that training is needed.
a.
True
b.
False
2. Training is oriented toward broadening employees' individual skills for future responsibilities.
a.
True
b.
False
3. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.
a.
True
b.
False
4. The systematic approach to training involves needs assessment, program design, implementation, and evaluation.
a.
True
b.
False
5. The goal of training is to contribute to an organization's overall strategic goals.
a.
True
b.
False
6. The three different types of training needs assessment are organizational analysis, task analysis, and person analysis.
a.
True
b.
False
7. Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm’s
expectations when conducting a person analysis.
a.
True
b.
False
8. An organization analysis is an examination of the environment, strategies, and resources the firm faces so as to
determine what training it should emphasize.
a.
True
b.
False
9. The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set
of competencies needed for performance.
a.
True
b.
False
10. A person analysis is the process of determining what the content of the training program should be, based on a study
of the tasks and duties involved in the job.
a.
True
b.
False
11. Instructional objectives are the key components in designing a training program.
a.
True
b.
False
12. Visual learners absorb information best through pictures, diagrams, and demonstrations.
a.
True
b.
False
13. Trainee readiness refers to whether or not the experience and knowledge of trainees have made them ready to absorb
the training.
a.
True
b.
False
14. The two preconditions for learning are employee readiness and motivation.
a.
True
b.
False
15. Psychological principles of learning refer to the characteristics of training programs that help employees grasp new
material, make sense of it in their own lives, and transfer it back to their jobs.
a.
True
b.
False
16. Explaining the goals and objectives of the training program to trainees has little impact on the interest, understanding,
and effort they direct toward the training.
a.
True
b.
False
17. Trainees should not practice their job tasks until after the training program is complete.
a.
True
b.
False
18. Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on the subtleties of
how they are used.
a.
True
b.
False
19. Verbal learners absorb information best through spoken or written words.
a.
True
b.
False
20. Behavior modification seeks to gradually shape trainee behavior using reinforcement.
a.
True
b.
False
21. The success of any training effort depends more upon the content of the program than on the teaching skills and
personal characteristics of those conducting the training.
a.
True
b.
False
22. Effective trainers are often enthusiastic, humorous, have interest in the training itself, and demonstrate knowledge of
the subject.
a.
True
b.
False
23. Providing individual assistance is an important aspect for successful trainers.
a.
True
b.
False
24. Although on-the-job training is generally regarded as the most effective means of facilitating learning at the
workplace, it is sometimes poorly implemented.
a.
True
b.
False
25. If one were using the on-the-job training method of training, the first step would be to present the operations and
knowledge to the learner.
a.
True
b.
False
26. Apprenticeship programs are an extension of on-the-job training that provide on and off the job instructions.
a.
True
b.
False
27. Internship programs that are done well benefit students, schools, and employers.
a.
True
b.
False
28. It has been found in most cases that spacing out the training will result in faster learning and longer
retention.
a.
True
b.
False
29. A plateau is a natural phenomenon, and learners usually experience a spontaneous recovery later.
a.
True
b.
False
30. Encouragement is most effective when it is given after a long period of time after a trainee successfully accomplishes
a certain task so that the employee knows that management has not forgotten his/her contributions.
a.
True
b.
False
31. E-learning encompasses two techniques: computer-assisted instruction, and computer-based program design.
a.
True
b.
False
32. E-learning allows a firm to bring the training to employees.
a.
True
b.
False
33. By far the most common informal method used for training employees is on-the-job training.
a.
True
b.
False
34. On-the-job experiences are used most commonly by organizations to develop managers.
a.
True
b.
False
35.
Case studies provide participants the experience of analyzing and synthesizing facts.
a.
True
b.
False
36. Role-playing consists of playing the roles of others, often a supervisor and a subordinate who are facing a particular
problem.
a.
True
b.
False
37. Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the
future, whereas behavior which is unrewarded will decrease in frequency.
a.
True
b.
False
38. Two criteria to evaluate training programs are costs and training materials.
a.
True
b.
False
39. Reaction measures to evaluate training typically focus on the entertainment value of the training program.
a.
True
b.
False
40. On-the-job training is often one of the most poorly implemented training methods.
a.
True
b.
False
41. Utility refers to measuring one's own training services against the leaders in their industry.
a.
True
b.
False
42. Return on investment is the amount of money a company saves by avoiding training programs.
a.
True
b.
False
43. Benchmarking is concerned with measuring employee retention of training materials at specific points in time.
a.
True
b.
False
44. Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work
units.
a.
True
b.
False
45. Return on investment = Benefits of training ÷ Training Costs
a.
True
b.
False
46. The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among
its members.
a.
True
b.
False
47. Orientation programs stress the "why" rather than the "what", including the philosophy behind the organization's rules.
a.
True
b.
False
48. Supervisors play the most important role in the orientation of new employees.
a.
True
b.
False
49. The basic skills employees need in addition to reading, writing, and computing include speaking, listening,
problem solving, working in teams and leading other people.
a.
True
b.
False
50. While the largest companies agree in principle with remedial training in basic skills, they are generally reluctant to
allot funds to provide for that type of training.
a.
True
b.
False
51. An orientation program for new employees is an informal process.
a.
True
b.
False
52. While cross-training can increase productivity, it can also increase employee turnover.
a.
True
b.
False
53. Awareness building in diversity training provides employees with the KSAs necessary for working with people who
are different from them with regard to race, gender, age.
a.
True
b.
False
54. The terms "training" and "development":
a.
mean the same thing.
b.
both refer to short term skill development efforts.
c.
refer to a short term performance orientation vs. a longer term skill development, respectively.
d.
refer to the skills developed in lower level vs. managerial employees, respectively.
55. From the broadest perspective, the goal of training is to contribute to:
a.
social improvement.
b.
personal growth.
c.
organizational goals.
d.
departmental challenges.
56. Some organizations fail to make the connection between training and _____.
a.
technology
b.
competition
c.
an organization’s goals
d.
an organization’s functional requirements
57. The first step in a needs assessment is:
a.
task analysis.
b.
organization analysis.
c.
person analysis.
d.
market analysis.
58. The four phases of a systematic approach to training are:
a.
needs assessment, program design, program implementation, and evaluation.
b.
organization analysis, task analysis, person analysis, and performance analysis.
c.
needs assessment, person assessment, program implementation, and evaluation.
d.
organization assessment, KSA assessment, person assessment, and evaluation.
59. A study by the American Society for Training and Development found that organizations conduct need assessment
less than _____ percent of the time.
a.
50
b.
40
c.
30
d.
20
60. Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs
needed to perform them is known as:
a.
organization analysis.
b.
individual analysis.
c.
utility analysis.
d.
task analysis.
61. An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred
to as:
a.
task analysis.
b.
needs assessment.
c.
competency assessment.
d.
job analysis.
62. To which phase of the system model do organization analysis, task analysis, and person analysis belong?
a.
Design phase
b.
Implementation phase
c.
Needs assessment phase
d.
Evaluation phase
63. A(n) _____ involves determining which employees require training and which do not.
a.
person analysis
b.
demographic analysis
c.
task analysis
d.
organization analysis
