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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
ANSWER:
False
2. Training is oriented toward broadening employees’ individual skills for future responsibilities.
a.
True
b.
False
ANSWER:
False
3. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.
a.
True
b.
False
ANSWER:
True
4. The systematic approach to training involves needs assessment, program design, implementation, and evaluation.
a.
True
b.
False
ANSWER:
True
5. The goal of training is to contribute to an organization’s overall strategic goals.
a.
True
b.
False
ANSWER:
True
6. The three different types of training needs assessment are organization analysis, task analysis, and person analysis.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
8. Management at Lako Systems has called for an overhaul of the training program. It has created a task force to study the
environment, strategies, and resources the firm faces in order to determine what training should be emphasized. This task
force is conducting an organization analysis.
a.
True
b.
False
ANSWER:
True
9. When conducting a training-needs assessment, Lako Systems found that a more flexible set of competencies is needed
for performance. This finding would have occurred in the task analysis step of the assessment.
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a.
True
b.
False
ANSWER:
True
10. As part of its training-needs assessment, Lako Systems should conduct a person analysis in order to determine
what the content of the training program should be by studying the tasks and duties involved in each job.
a.
True
b.
False
ANSWER:
False
11. Instructional objectives are the formal statement of the desired outcomes of a training program.
a.
True
b.
False
ANSWER:
True
12. Sam learns best through pictures, diagrams, and demonstrations. Sam is a visual learner.
a.
True
b.
False
ANSWER:
True
13. Several employees at Lako Systems have been identified as possible candidates for a training program. The training
manager is meeting with them individually to find out if they have the knowledge and skills necessary to absorb the
training. At this point, the manager is attempting to determine their trainee readiness.
a.
True
b.
False
ANSWER:
True
14. Several employees at Lako Systems have been identified as possible candidates for a training program. The training
manager is meeting with them individually to determine if they should participate in the program. The manager found that
while Sue has the knowledge and skills necessary to absorb the training, she does not think it is important or necessary.
Sue has trainee readiness, but is lacking the trainee motivation necessary for learning.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
True
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
ANSWER:
False
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17. Trainees should not practice their job tasks until after the training program is complete.
a.
True
b.
False
ANSWER:
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
ANSWER:
True
19. Melody is a verbal learner. This means that the most effective way to share information with her would be through
spoken or written words.
a.
True
b.
False
ANSWER:
True
20. A trainer who uses rewards such as praise to positively reinforce trainee behaviors is using behavior modification.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
22. Effective trainers are often enthusiastic, humorous, have interest in the training itself, and demonstrate knowledge of
the subject.
a.
True
b.
False
ANSWER:
True
23. Providing individual assistance is an important aspect for successful trainers.
a.
True
b.
False
ANSWER:
True
24. Although on-the-job training is the most common means of facilitating learning at the workplace, it is sometimes
poorly implemented.
a.
True
b.
False
ANSWER:
True
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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
ANSWER:
False
26. Lako Systems has recently implemented a training program to prepare employees for skilled-trade positions at the
company. The trainees receive on and off the job instructions and are paid somewhat reduced wages that increase over
time as their skills increase. This program is known as apprenticeship training.
a.
True
b.
False
ANSWER:
True
27. At Lako Systems, trainers observe trainees once they return to their positions. They do this to assess the transfer of
training.
a.
True
b.
False
ANSWER:
True
28. The principle of distributed learning states that spacing out the training will result in faster learning and longer
retention.
a.
True
b.
False
ANSWER:
True
29. The training manager at Lako Systems is measuring trainees’ progress in the current program and plotting it on a
learning curve. After steady progress, several trainees have reached a point where their progress has leveled off, showing
a relatively flat line on the curve. These employees have reached a plateau. While the manager should keep an eye on it,
chances are that these learners will experience a spontaneous recovery and learning will increase.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
31. E-learning encompasses two techniques: computer-assisted instruction, and computer-based program design.
a.
True
b.
False
ANSWER:
False
32. E-learning tends to be efficient and cost effective because it allows a firm to bring the training to employees.
a.
True
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b.
False
ANSWER:
True
33. Lako Systems has implemented an idea from behavior modification in which they reward employees who are “caught”
doing something well during training. This is known as a spot rewards program.
a.
True
b.
False
ANSWER:
True
34. Because management is focused on the ROI of its training programs, it has a program in which managers and trainers
feature identical elements and focus on general principles. These elements maximize the criterion of ROI.
a.
True
b.
False
ANSWER:
False
35. Participants in a training program at Lako Systems are examining the many variables at play in a situation. They are
analyzing and synthesizing facts to better understand how decisions were made and thereby improve their own decision-
making skills. These trainees are case–study participants.
a.
True
b.
False
ANSWER:
True
36. Role-playing consists of playing the parts of others, often a supervisor and a subordinate who are facing a particular
problem.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
38. Two criteria to evaluate training programs are costs and training materials.
a.
True
b.
False
ANSWER:
False
39. Reaction measures to evaluate training typically focus on the entertainment value of the training program.
a.
True
b.
False
ANSWER:
False
40. Senior management at Lako Systems is evaluating its training program. In order to consider the program successful,
they feel that employees who have gone through the program must demonstrate a level of skill above that of those who
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have not completed the program. This reflects an emphasis on the criterion of learning.
a.
True
b.
False
ANSWER:
True
41. Utility refers to measuring one’s own training services against the leaders in their industry.
a.
True
b.
False
ANSWER:
False
42. Return on investment is the amount of money a company saves by avoiding training programs.
a.
True
b.
False
ANSWER:
False
43. Benchmarking is concerned with measuring employee retention of training materials at specific points in time.
a.
True
b.
False
ANSWER:
False
44. Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work
units.
a.
True
b.
False
ANSWER:
True
45. Return on investment = Benefits of training ÷ Training Costs
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
47. Orientation programs stress the “why” rather than the “what,” including the philosophy behind the organization’s rules.
a.
True
b.
False
ANSWER:
True
48. Supervisors play the most important role in the orientation of new employees.
a.
True
b.
False
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ANSWER:
False
49. Lako Systems has instituted a training program that helps employees improve their abilities in speaking, listening,
problem-solving, working in teams, and leading other people. This would be considered training in basic skills that
employees need for success.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
51. A football coach has the team watch game tapes to see their errors, and then follows that up with instructions on how
to correct them. This is an example of a case study.
a.
True
b.
False
ANSWER:
False
52. While cross-training can increase productivity, it can also increase employee turnover.
a.
True
b.
False
ANSWER:
False
53. Awareness building in diversity training provides employees with the KSAOs necessary for working with people who
are different from them with regard to race, gender, or age.
a.
True
b.
False
ANSWER:
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 broadening of skills, respectively.
d.
refer to the skills developed in lower level vs. managerial employees, respectively.
ANSWER:
c
55. Lako Systems has its middle managers attend a two-day off-site training session in which they participate in a series of
trust-building games. This is a type of
a.
cross-training.
b.
ethics training.
c.
adventure-based learning.
d.
just-in-time learning.
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ANSWER:
c
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.
ANSWER:
c
57. The first step in a needs assessment is
a.
task analysis.
b.
organization analysis.
c.
person analysis.
d.
market analysis.
ANSWER:
b
58. Lako Systems wants to train its salespeople to anticipate the questions that customers will ask as well as to better
understand their needs. One good training method for this would be
a.
role-playing.
b.
adventure-based learning.
c.
cross-training.
d.
coaching.
ANSWER:
a
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
ANSWER:
a
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.
ANSWER:
d
61. Lako Systems is looking to increase performance of employees in decision-oriented and knowledge-intensive jobs
within the firm. In order to determine the training required, they are performing an analysis of the skills and knowledge
needed for those jobs, which is known as a
a.
task analysis.
b.
needs assessment.
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c.
competency assessment.
d.
job analysis.
ANSWER:
c
62. Lako Systems is taking a strategic approach to training and development. Currently, the firm is engaged in
organization analysis, task analysis, and person analysis. Which phase of the model is Lako Systems in?
a.
Design phase
b.
Implementation phase
c.
Needs assessment phase
d.
Evaluation phase
ANSWER:
c
63. In order to get the most out of its training budget, Lako Systems wants to determine which employees require training
and which do not. They should perform a(n) __________ analysis to gather this information.
a.
person
b.
demographic
c.
task
d.
organization
ANSWER:
a
64. Person analysis
a.
helps organizations in reviewing the job description and specifications to identify the task performed.
b.
helps organizations avoid the mistake of sending all employees into training when some do not need it.
c.
involves self-improvement and self-directed training.
d.
examines the external labor market for needed skills.
ANSWER:
b
65. If an individual is responsible for developing a training program, his/her first step should be to
a.
create a suitable training environment.
b.
create a design for the training program.
c.
perform the evaluation of behavior.
d.
perform the needs assessment.
ANSWER:
d
66. A manager requested that HR provide his team with training in __________ because he felt they needed help with
behaviors necessary to function effectively as a team.
a.
goal setting
b.
decision making
c.
conflict resolution
d.
task evaluation
ANSWER:
c
67. Performance-centered objectives might include all of the following phrases EXCEPT
a.
“to repair.”
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b.
“to appreciate.”
c.
“to assemble.”
d.
“to calculate.”
ANSWER:
b
68. Which of the following is NOT an issue related to the design of a training program?
a.
Instructional objectives
b.
Trainee readiness and motivation
c.
Principles of learning
d.
Trainee ethnic characteristics
ANSWER:
d
69. By some estimates __________ of employee learning occurs via on the job training.
a.
20-30 percent
b.
40-50 percent
c.
60-70 percent
d.
80-90 percent
ANSWER:
d
70. Goal setting
a.
provides a real life demonstration to get the message across.
b.
provides learning through repetition.
c.
sets a road map for the training program, its objectives, and its learning points.
d.
sets a road map for breaking down tasks to facilitate modelling.
ANSWER:
c
71. Modeling
a.
provides learning through repetition.
b.
demonstrates the desired behavior or method to be learnt.
c.
sets a road map for the training course, objectives, and learning points.
d.
breaks down tasks to facilitate learning.
ANSWER:
b
72. Dan learned how to knit by watching Bernice knit and copying what she did. This is an example of
a.
modeling.
b.
distributed learning.
c.
reinforcing behavior.
d.
individual learning difference.
ANSWER:
a
73. Whole-versus-part learning
a.
builds a bridge between employees and the organization.
b.
provides learning through repetition.
c.
sets a road map for the training course, objectives, and learning points.
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d.
breaks down tasks to facilitate learning.
ANSWER:
d
74. Training given in one ten-hour period instead of five two-hour periods is an example of
a.
part learning.
b.
distributed learning.
c.
mass learning.
d.
active learning.
ANSWER:
c
75. A manager requested that HR provide his team with training in __________ because he felt they needed help with
some of the processes necessary to function effectively as a team.
a.
conflict resolution
b.
building trust
c.
diversity awareness
d.
problem solving
ANSWER:
d
76. Jackie participated in a six-month training program. Over the course of the training, there were periods of time when
she did not progress. On one occasion this was clearly attributable to reduced motivation on her part. Another time she got
discouraged by her low task performance. These periods of time within the program are called
a.
learning blocks.
b.
lapses.
c.
plateaus.
d.
learning gaps.
ANSWER:
c
77. Learning curves show
a.
that plateaus in performance are regular and predictable.
b.
that effective training programs eliminate plateaus.
c.
that performance plateaus are natural and are usually overcome with behavior modification.
d.
that performance plateaus are natural and are usually followed by a spontaneous recovery.
ANSWER:
d
78. The objective of behavior modification is
a.
to gradually shape behavior toward a desired profile.
b.
to reward all task behavior.
c.
to apply principles learned in the classroom to the job.
d.
to bridge the needs of the employee with the needs of the organization.
ANSWER:
a
79. Lako Systems is updating a number of its procedures. The new procedures require learning new information, but not
developing any new skills. The most appropriate training method is
a.
lecture.
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b.
simulation.
c.
on-the-job training.
d.
apprenticeship.
ANSWER:
a
80. Which of the following is NOT a component of the PROPER method of performing on the job training?
a.
Prepare
b.
Perform
c.
Explain
d.
Reassure
ANSWER:
c
81. All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT
a.
developing realistic goals and/or measures for each on-the-job training area.
b.
tying employees’ pay to their training progress.
c.
planning a specific training schedule for each trainee.
d.
conducting periodic evaluations, after training is completed, to prevent regression.
ANSWER:
b
82. Apprenticeship programs originated in
a.
United States.
b.
Europe.
c.
Japan.
d.
India.
ANSWER:
b
83. Generally, to start with, an apprentice is paid __________ percent of a skilled journey worker’s wage.
a.
30
b.
40
c.
50
d.
60
ANSWER:
c
84. __________ covers a wide variety of applications such as web and computer-based training (CBT), and social
networks.
a.
Vestibule instruction
b.
Modeling
c.
Videodisc instruction
d.
E-learning
ANSWER:
d
85. E-learning provide all the following benefits EXCEPT
a.
bringing the training to employees.
b.
replacing conventional learning experiences.
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c.
facilitating just-in-time skill development.
d.
being more cost effective.
ANSWER:
b
86. Fuller’s Flight School trains students to operate airplanes before they ever enter the actual cockpit by using the
a.
simulation method.
b.
classroom method.
c.
vestibule method.
d.
apprenticeship method.
ANSWER:
a
87. As Ralph takes on new tasks, his manager provides a continuing flow of instructions, comments, and suggestions to
him. They are engaging in what type of on-the-job training?
a.
Case study
b.
Coaching
c.
Individual development
d.
Role modeling
ANSWER:
b
88. Jennifer’s supervisor has started giving her tasks to do that are important functions of the supervisor’s job. They both
see this as a way to prepare Jennifer for promotion into a supervisory position. This type of training is known as
a.
grooming.
b.
coaching.
c.
understudy assignment.
d.
role modeling.
ANSWER:
c
89. The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding
required to manage more effectively is known as
a.
job rotation.
b.
job promotion.
c.
individual development.
d.
role modeling.
ANSWER:
a
90. Which of the following methods is NOT used to provide on-the-job experience to managerial employees?
a.
Understudy assignments
b.
Outplacement
c.
Lateral transfer
d.
Coaching
ANSWER:
b
91. Which of the following training methods consists of having the trainee assume the attitudes and behavior of others?
a.
Job rotation
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b.
Case study
c.
Coaching
d.
Role-playing
ANSWER:
d
92. Lako Systems is committed to delivering training to its employees when and where they need it to do their jobs. Lako
Systems has embraced
a.
cross-training.
b.
apprenticeship training.
c.
just-in-time training.
d.
on-the-job training.
ANSWER:
c
93. Which of the following is NOT a component of behavior modeling?
a.
Learning points
b.
Practice
c.
Decisional emulation
d.
Feedback and reinforcement
ANSWER:
c
94. __________ refers to how well employees apply what they have learned to their jobs.
a.
Transfer of training
b.
Learning
c.
Training effectiveness index
d.
Compensatory modeling
ANSWER:
a
95. __________ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job.
a.
Transfer of training
b.
Relapse prevention
c.
Training effectiveness index
d.
Compensatory modeling
ANSWER:
b
96. Utility refers to
a.
the usefulness of a training program.
b.
the costs incurred for a training program.
c.
training effectiveness in terms of increased outcomes.
d.
the benefits derived from training relative to the costs incurred.
ANSWER:
d
97. Trainers at Lako Systems try to maximize the transfer of learning by demonstrating processes on the manufacturing
floor rather than just describing them. This approach is known as
a.
focusing on general principles.
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b.
establishing a climate for transfer.
c.
featuring identical elements.
d.
giving employees transfer strategies.
ANSWER:
c
98. Lako Systems studied the performance of 15 line workers who attended a training program and compared their
performance with a control group of 15 workers who received OTJ training. The purpose of this comparison is to evaluate
the training program on the criterion of
a.
reactions.
b.
behavior.
c.
learning.
d.
return on investment.
ANSWER:
c
99. Lako Systems invests a lot into recruiting new hires. To help reduce their risk of quitting, Lako Systems has a program
that helps bring new hires into the organization’s fold so that they truly feel as if they are a part of it. This is known as
a.
cross-training.
b.
onboarding.
c.
on-the-job training.
d.
benchmarking.
ANSWER:
b
100. Basic skills training includes all of the following EXCEPT
a.
computing.
b.
problem solving.
c.
speaking.
d.
modeling.
ANSWER:
d
101. When comparing employee literacy levels of 1970 and today, it can be said
a.
literacy levels have improved significantly.
b.
literacy levels are about the same.
c.
literacy levels have decreased significantly.
d.
it is impossible to make such a comparison.
ANSWER:
b
102. Which of the following are types of diversity training?
a.
Equal employment and affirmative action
b.
Process and behavior
c.
Awareness building and skill building
d.
Conventional and non-conventional
ANSWER:
c
103. Government contractors and subcontractors with contracts that last for _____ or more and are for more than _____
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are required by law to have business ethics codes and compliance policies and procedures.
a.
30 days; $5 million
b.
120 days; $5 million
c.
30 days; $10 million
d.
120 days; $10 million
ANSWER:
b
104. The first step in task analysis is to
a.
define descriptive terms.
b.
refer other similar jobs.
c.
identify the skills required.
d.
review the job description.
ANSWER:
d
105. An evaluation of the training program at Lako Systems revealed that the training was not implemented on the job
because managers continued to reinforce the old routines. Senior management can overcome this problem by
a.
featuring identical elements.
b.
focusing on general principles.
c.
establish a climate for transfer.
d.
giving employees transfer strategies.
ANSWER:
c
106. Programmed instruction is also referred to as
a.
mentoring.
b.
self-paced learning.
c.
simulation.
d.
observational learning.
ANSWER:
b
107. Lako Systems is calculating the firm’s training costs. While they were able to easily account for the direct costs of the
programs, their calculations were somewhat misleading because they left out the indirect costs associated with
a.
lost productivity.
b.
employee travel.
c.
trainers’ salaries.
d.
meeting site fees.
ANSWER:
a
108. __________ involves the use of a learning management system (LMS), often custom built for the firm by software
vendors.
a.
Transfer of training
b.
E-learning
c.
On-the-job training
d.
Independent study
ANSWER:
b
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109. Explain the four components involved in designing a training program.
ANSWER:
Experts believe that the design of training programs should focus on at least four related issues:
1. Instructional objectives describe the skills or knowledge to be acquired and/or the attitudes to be
changed.
2. Trainee readiness refers to whether or not the experience of trainees has made them receptive to the
training they will receive.
3. Principles of learning include goal setting, individual differences, active practice and repetition,
whole-versus-part learning, experiential learning, massed versus distributed learning, feedback and
reinforcement, meaningfulness of presentation and modeling.
4. Characteristics of instructors include knowledge, adaptability, sincerity, humor, interest, clear
instructions, individual assistance and enthusiasm.
110. Identify and discuss some of the desirable traits of a trainer.
ANSWER:
The success of any training effort will depend in large part on the teaching skills and personal characteristics
of those responsible for conducting the training. Often a good trainer is one who shows a little more effort or
demonstrates more instructional preparation. However, training is also influenced by the trainer’s personal
manner and characteristics such as his or her knowledge of the subject, enthusiasm and sincerity, interest in
trainees, sense of humor, ability to communicate clearly, and willingness to provide individual assistance to
trainees. Because they can have a huge impact on the workforce, organizations should reward managers who
are excellent trainers. Too often managers are not recognized for their contributions to this important aspect of
HRM.
111. Briefly discuss the four basic criteria that are available to evaluate training.
ANSWER:
The four basic criteria that are available to evaluate training are (1) reactions, (2) learning, (3) behavior, and
(4) results.
Criterion 1: Reactions
One of the simplest approaches to evaluating a training program is to assess participants’ reactions to it. In
addition to indicating whether they enjoyed the training, they can give insights into the content and techniques
they found most useful.
Criterion 2: Learning
Beyond what participants think about the training, did they actually learn anything? Testing the knowledge
and skills of trainees before and after a training program will help determine their improvement. The skill and
knowledge levels of employees who have undergone a training program can also be compared to employees
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