Chapter 01 – Introduction to Employee Training and Development
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Chapter 1
Multiple Choice
1. Which of the following statements is true of human capital?
a. Human capital is an organization’s tangible asset.
b. Motivation to deliver high-quality products and services is a part of human capital.
c. It is easy to imitate or purchase an organization’s human capital.
d. Human capital is standardized throughout all companies.
2. Informal learning:
a. is developed and organized by a company.
b. is not required for the development of human capital.
c. cannot be controlled by the employees.
d. leads to the effective development of tacit knowledge.
3. Which of the following is true of tacit knowledge?
a. It is easily codified and transferred from person-to-person.
b. Formulas and definitions are examples of tacit knowledge.
c. Formal training and development programs limit the extent to which tacit knowledge
can be acquired.
d. It cannot be shared through employee personal interactions with peers, colleagues, and
experts.
4. A(n) _____ is an example of tacit knowledge.
a. employee’s experience
b. business process
c. flowchart
d. formula
5. _____ refers to a systematic approach for developing training programs.
a. Total quality management
b. Continuous learning
c. Training design process
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d. Orientation training program
6. The fifth step in the training design process is to develop an evaluation plan that involves
identifying:
a. an appropriate training method.
b. the requirements for training.
c. employees with motivation and basic skills.
d. the types of outcomes training is expected to influence.
7. Which of the following steps of the training design process involves person and task
analysis?
a. Ensuring transfer of training
b. Developing an evaluation plan
c. Conducting needs assessment
d. Monitoring and evaluating the program
8. Which of the following statements is true of the Instructional System Design (ISD) model?
a. There is a single universally accepted instructional systems development model.
b. The model rarely follows a neat, orderly, step-by-step approach of activities.
c. The model eliminates the need for trainers to provide detailed documents of each
activity found in the model.
d. The model has no underlying assumptions.
9. The ADDIE model is most closely associated with:
a. employee recruitment and selection.
b. employee training and development.
c. diversity management.
d. quality management.
10. Which of the following training programs is mandated by law?
a. Orientation training program
Chapter 01 – Introduction to Employee Training and Development
b. Leadership development program
c. Safety training program
d. Cross-culture training program
11. _____ refers to the process of moving jobs from the United States to other locations in the
world.
a. Inpatriation
b. Job rotation
c. Offshoring
d. Insourcing
12. Which of the following is an example of human capital?
a. Corporate culture
b. Patent
c. Customer loyalty
d. Work-related competence
13. _____ capital refers to the sum of the attributes, life experiences, knowledge,
inventiveness, energy, and enthusiasm that the company’s employees invest in their work.
a. Intellectual
b. Human
c. Customer
d. Social
14. Which of the following statements is true of Millennials?
a. They are also known as Generation X or Baby Boomers.
b. They grew up during a time when the divorce rate doubled, the number of women
working outside the home increased, and the personal computer was invented.
c. They are often considered to be workaholics and rigid in conforming to rules.
d. They are believed to have high levels of self-esteem, to the point of narcissism
sometimes.
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15. _____ is a companywide effort to continuously improve the ways people, machines, and
systems accomplish work.
a. Stakeholder management
b. Diversity management
c. Total quality management
d. Talent management
16. The core value of _____ is the prevention of the occurrence of errors in a product or service
rather than detection and correction.
a. ISD
b. ADDIE
c. PERT
d. TQM
17. _____ involves highly trained employees known as Champions, Master Black Belts, Black
Belts, and Green Belts.
a. Six Sigma
b. Lean manufacturing
c. Instructional System Design
d. Just-in–time
18. _____ refer to teams that are separated by time, geographic distance, culture, and/or
organizational boundaries and that rely almost exclusively on technology to interact and
complete their projects.
a. Quality circles
b. Virtual teams
c. Six Sigma teams
d. Ad hoc teams
19.The ASTD competency model:
a. is designed to help sales associates make more personal connections with shoppers.
b. describes companywide effort to continuously improve the ways people, machines, and
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systems accomplish work.
c. describes what it takes for an individual to be successful in the training and
development field.
d. is a framework to analyze competition in an industry and formulate a business strategy.
20. According to the ASTD competency model, a business partner:
a. determines how workplace learning can be best used to help meet the company’s
business strategy.
b. plans and monitors the effective delivery of learning and performance solutions to
support the business.
c. designs, delivers, and evaluates learning and performance solutions.
d. uses industry knowledge to create training that improves performance.
21. In the ASTD competency model, the _____ plans, obtains, and monitors the effective
delivery of learning and performance solutions to support the business.
a. project manager
b. learning strategist
c. business partner
d. knowledge worker
22. Training and development activities in a company are said to be outsourced when they are
provided by _____.
a. in-house consultants
b. company managers
c. company trainers
d. government organizations
23. Team building, conflict avoidance, and change management are typically specialized
by_____ professionals.
a. talent management
b. organizational development
c. quality management
d. informal learning
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24. Which of the following statements is true of training?
a. The reporting relationship between human resource management and the training
function is standard across companies.
b. Including training as part of the human resource function allows the training function to
be decentralized to better respond to unique needs in different business units.
c. Organizational development professionals are seldom responsible for training.
d. For training and development to succeed, employees, managers, training professionals,
and top managers all have to take ownership.
25. _____ refers to the integrated use of training and development, organizational
development, and career development to improve individual, group, and organizational
effectiveness.
a. Six Sigma
b. Knowledge management
c. Business process reengineering
d. Human resource development
True/ False
1. Companies cannot gain a competitive advantage solely through their human resource
management practices.
a. True
b. False
2. Training differs from development in that training tends to be more future-focused than
development.
a. True
b. False
3. Tacit knowledge tends to be the primary focus of formal training and employee
development.
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a. True
b. False
4. Informal learning cannot replace formal training and employee development.
a. True
b. False
5. There is not one universally accepted instructional systems development model.
a. True
b. False
6. Training design processes should be rigid and not flexible.
a. True
b. False
7. Due to globalization, the supply for talented employees exceeds the demand.
a. True
b. False
8. In a learning organization, improvements in product or service quality stop when formal
training is completed.
a. True
b. False
9. Treating employees differently based on their age, such as only inviting younger employees
to attend training or development programs, can result in adverse legal consequences.
a. True
b. False
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10. ISO standards are involuntary.
a. True
b. False
11. Social networking facilitates decentralized decision making.
a. True
b. False
12. Quality circles refer to teams that are separated by time, geographic distance, culture,
and/or organizational boundaries and that rely almost exclusively on technology to interact
and complete their projects.
a. True
b. False
13. The least amount of learning content in companies concerns basic skills.
a. True
b. False
14. Training department managers are involved to a greater extent in the project manager role
than are specialists who hold other jobs.
a. True
b. False
15. Companies separate training from the human resource function because it allows the
training function to be decentralized.
a. True
b. False
Chapter 01 – Introduction to Employee Training and Development
16. The reporting relationship between human resource management and the training function
is standardized across companies.
a. True
b. False
17. Training and development courses are found in psychology departments at colleges and
universities.
a. True
b. False
18. When training is provided by consulting firms and government organizations, it is said to
be outsourced.
a. True
b. False
19. According to the ASTD competency model, foundational competencies are used to a
different extent in each role or specialization by training and development professionals.
a. True
b. False
20. Organizational development professionals in a company primarily focus on identifying the
top talent in the company.
a. True
b. False
Chapter 01 – Introduction to Employee Training and Development
Short Answer/Essay
1. List and explain the number of different ways that learning occurs in a company.
2. List and describe the four major forces influencing the workplace and learning.
Chapter 01 – Introduction to Employee Training and Development
3. What are the four intangible assets that can be most directly influenced by training and
development?
Chapter 01 – Introduction to Employee Training and Development
4. Discuss the core values of TQM.
5. What are the roles that training and development professionals can take according to the
ASTD competency model?