Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 1
1. _____ provides employees with specific, identifiable knowledge and skills for use in their present jobs.
a.
Pre-screening
b.
Recruiting
c.
Networking
d.
Training
ANSWER:
d
2. Henry, a trainer at MyChem Inc., schedules training on handling hazardous chemicals for a group of newly hired
employees. The training complies with OSHA regulations and is given to all employees upon hire along with periodic
refreshers. The type of training described in this scenario is _____.
a.
interpersonal training
b.
legally required training
c.
emergency training
d.
problem-solving training
ANSWER:
b
3. Mybody Fit, a fitness center, is planning to invest in specialized exercise equipment. The equipment is highly effective,
but it is also dangerous if not used properly. The fitness center sends its team of instructors to a certified training program
to learn how to handle the equipment. The type of training described in the scenario is _____.
a.
soft skills training
b.
job and technical training
c.
problem-solving training
d.
interpersonal training
ANSWER:
b
4. Training programs can be a strategic investment for an organization when:
a.
they align with the organization’s goals and produce positive results.
b.
employees are interested and engaged in the training program.
c.
training costs do not exceed the organization’s planned budget.
d.
they are organized by the junior-level employees of the organization.
ANSWER:
a
5. Which of the following statements is true of training?
a.
It is illegal to ask part-time employees to receive work-related training after work.
b.
Nonexempt employees who are training outside normal working hours must be compensated for their time.
c.
Employees are exempted from signing training contracts with employers.
d.
An employer is required to pay part-time employees only for the training they receive at a work location or a
training facility and not for the training they receive through web-based classes.
ANSWER:
b
6. Organizations must continually train their employees because:
a.
employees’ productivity decreases with time.
b.
the legislation on providing ethnocentric training to workers has become stringent.
c.
the importance of satisfying certification requirements has increased.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 2
d.
organizational training has a positive relationship with employee turnover rates.
ANSWER:
a
7. Organizations in many industries create value by using the organizations’ intellectual capital. This is called _____.
a.
quality management
b.
knowledge management
c.
technology management
d.
creativity management
ANSWER:
b
8. A(n) _____ is defined as a work environment that encourages employees to share their individual knowledge, skills,
and experiences with their coworkers.
a.
education system
b.
learning culture
c.
xenophobic environment
d.
ethnocentric culture
ANSWER:
b
9. Which of the following statements is true of investments in training?
a.
Instructors, both full-time staff members and individuals hired on a contract basis, typically represent the
biggest cost of training.
b.
The average training investment per employee in the manufacturing industry is greater than the average
training investment per employee in the information and software industry.
c.
More than half of the training cost in companies is spent on external training efforts.
d.
Companies with more than 500 employees invest more in training per employee than do smaller companies.
ANSWER:
a
10. In the context of training categories, which of the following is an example of soft skills training?
a.
Training on harassment prevention
b.
Training on the English language and grammar
c.
Training on product details
d.
Training on interpersonal communication
ANSWER:
d
11. The production team at Tessing Inc. performed poorly in the first fiscal quarter of 2018 because of internal politics
and lack of cooperation among the team members. As a result, the company requested all the members of the production
team to attend a training program on conflict management. In this scenario, the type of training program offered by
Tessing Inc. to its production team can be classified as _____.
a.
soft skills training
b.
legally required training
c.
job and technical training
d.
basic and remedial skills training
ANSWER:
a
12. The planned introduction of new employees to their jobs, coworkers, and the organization is referred to as _____.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 3
a.
orientation
b.
broadbanding
c.
socialization
d.
delayering
ANSWER:
a
13. _____ is defined as a step-by-step process to ensure that the right learning materials are provided to the right people at
the right time.
a.
Instructional systems design
b.
Organizational design
c.
Blended learning
d.
Cross-training
ANSWER:
a
14. Attitude survey data are typically used in _____ analysis of training needs.
a.
individual
b.
organizational
c.
task
d.
job
ANSWER:
b
15. The loan review department of a major regional bank has an exceptionally high turnover of both administrative
assistants and analysts. Several analysts have quit within six months of taking the job. As a result, the management of the
bank decides to conduct attitude surveys, review customer complaints, and conduct exit interviews to assess the training
needs of this department. In this scenario, the management is most likely conducting a(n) _____ analysis to determine
training needs.
a.
job/task
b.
organizational
c.
individual
d.
productivity
ANSWER:
b
16. The most common approach for conducting individual analysis is to _____.
a.
analyze organizational outcomes
b.
use data from attitude surveys
c.
use performance appraisal data
d.
review the jobs involved
ANSWER:
c
17. Once training requirements have been identified using needs analyses, training objectives and priorities can be
established by conducting _____.
a.
orientation programs
b.
exit interviews
c.
a SWOT analysis
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 4
d.
a gap analysis
ANSWER:
d
18. In the context of training, self-efficacy refers to:
a.
a person’s desire to learn the training program content independently.
b.
a trainer’s belief that learners possess the basic skills required to learn new tasks.
c.
an instructor’s ability to transfer his or her knowledge to learners.
d.
a person’s belief that he or she can successfully learn the training program content.
ANSWER:
d
19. Jeanne, a 54-year-old woman, worked as a medical research librarian for 10 years before quitting in her late forties.
She later applies for an open position at the same library but is concerned about the major technological changes that have
occurred over the past few years. She also feels intimidated by computers and believes that she will not be able to learn
how to use a computer at her age. However, when she confides her misgivings about computer technology to the recruiter,
the recruiter replies that Jeanne is highly qualified for the position and will eventually master the use of computers. In this
scenario, which of the following is the most likely barrier to Jeanne learning the job tasks?
a.
Jeanne’s inability to learn how to use the library’s computer system even with training
b.
Jeanne’s failure to see the benefits of learning how to use the library’s computer system
c.
Jeanne’s low motivation level as she wants to pursue a new career
d.
Jeanne’s low sense of self-efficacy regarding the use of computer technology
ANSWER:
d
20. Active practice occurs when:
a.
trainees perform job-related tasks and duties during training.
b.
off-the-job training is provided to new employees at a job.
c.
trainees are shown how to actively multitask.
d.
e-learning tools are used to deliver training.
ANSWER:
a
21. At Plantsman’s Eden Nursery, new workers are trained in the proper techniques of planting rooted cuttings. As part of
the training, after being given basic instructions regarding planting, each worker is given 10 seedlings to plant. Their
planting techniques are then evaluated by the trainer. In the context of instructional strategies, this scenario best
exemplifies _____.
a.
active practice
b.
behavior modeling
c.
cross-training
d.
conference training
ANSWER:
a
22. A group of supervisors from an oil corporation in the United States attend a class every Thursday afternoon to learn
Spanish. The supervisors learn by repeating Spanish words and phrases while the instructor corrects their pronunciation.
After each correction, the supervisors repeat the word or phrase with the correct pronunciation before focusing on the next
word. In the context of instructional strategies, this scenario is most likely an example of _____.
a.
blended learning
b.
overlearning
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 5
c.
immediate confirmation
d.
after-action review
ANSWER:
c
23. Cole, the Director of Training for a manufacturer of heavy equipment, designed a training program for the newly hired
sales representatives of the company. As part of the training, the sales representatives were required to perform job duties
and job-related tasks. This involved memorizing and recalling details from the company catalog regarding the types of
equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. In this scenario,
Cole most likely incorporated _____ in his training program.
a.
active practice
b.
soft skills training
c.
legally required training
d.
passive listening
ANSWER:
a
24. Despite having mastered the skills and processes related to their day-to-day jobs, the firefighters of the Lake Hogan
Fire Department train constantly to increase their muscle memory and to keep their skills honed so that they can respond
quickly in emergency situations. This best exemplifies _____.
a.
behavioral modeling
b.
overlearning
c.
immediate confirmation
d.
passive learning
ANSWER:
b
25. _____ is an instructional strategy that involves copying someone else’s behavior.
a.
Behavioral modification
b.
Behavioral modeling
c.
Cognitive practice
d.
Positive reinforcement
ANSWER:
b
26. Molly, a Customer Service Representative for an insurance company, was rude to one of her customers. The customer
immediately contacted Molly’s supervisor and lodged a complaint against Molly. Molly’s supervisor then reprimanded her
and recorded the incident in her file. Molly has made a conscious effort ever since not to repeat the same mistake. Which
of the following instructional strategies is illustrated in this scenario?
a.
Reinforcement
b.
Passive learning
c.
Overlearning
d.
Behavioral modeling
ANSWER:
a
27. Soltura Products Inc. has a training program for its customer service representatives that tests trainees’ abilities to
interact with customers through role-playing exercises. Every time a trainee enacts a situation, he or she receives
instantaneous feedback about the task and a specific type of reinforcement to either encourage or criticize their responses
during the enactment. In the context of instructional strategies, this is most likely an example of _____.
a.
behavior modeling
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 6
b.
overlearning
c.
immediate confirmation
d.
active practice
ANSWER:
c
28. One way to aid the transfer of training to job situations is to ensure that:
a.
the training avoids repeated practice, which may lead to overlearning.
b.
trainees are not troubled with follow-up exercises.
c.
trainers focus primarily on informal training.
d.
the training mirrors the job context as much as possible.
ANSWER:
d
29. The most common method of delivering training at all levels in an organization is _____.
a.
on-the-job training
b.
cross-training
c.
web-based training
d.
informal training
ANSWER:
a
30. Which of the following is true about on-the-job training (OJT)?
a.
It can disrupt regular work in an organization.
b.
It is the least flexible of all the available training methods.
c.
It is more expensive than classroom training.
d.
It is a type of informal training and occurs spontaneously.
ANSWER:
a
31. Which of the following is a feature of on-the-job training (OJT)?
a.
It is the least common method of training delivery.
b.
It is flexible and relevant to what employees do.
c.
It is more expensive than classroom training.
d.
It is spontaneous and need not be planned.
ANSWER:
b
32. Which of the following is a disadvantage of on-the-job training (OJT)?
a.
It may facilitate the transfer of incorrect information from supervisors to trainees.
b.
It is the least flexible training method among all the methods of employee training.
c.
It is more expensive than classroom training.
d.
It may not be relevant to employees’ work.
ANSWER:
a
33. Dr. Smith, a veterinarian, has hired Carlos as an assistant. On Carlos’s first day at work, when the first client comes in
with her sick cat, Dr. Smith shows Carlos the technique of holding a cat for its vaccination. First, Dr. Smith describes the
technique, and then she demonstrates the process of vaccination. Later, when another client comes in with his cat, Dr.
Smith asks Carlos to hold the cat and corrects his mistakes. This is an example of _____.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 7
a.
cross-training
b.
e-learning
c.
simulation-based learning
d.
on-the-job training
ANSWER:
d
34. For employers, an advantage of cross-training employees is that:
a.
it motivates employees because of reduced job duties.
b.
it reduces the attrition rate in an organization.
c.
it offers better union relations.
d.
it offers more flexibility in assigning workers to tasks.
ANSWER:
d
35. A company is most likely to outsource training when:
a.
there is a need to teach employees while they are performing live tasks.
b.
the company emphasizes informal training.
c.
the company has sufficient time to develop internal training materials.
d.
there is a preference for new ideas and thinking.
ANSWER:
d
36. Cross-training occurs:
a.
when people are trained to do more than one job.
b.
when the training takes place outside the employing organization.
c.
when e-learning is used as the primary mode for delivering the content of a training program.
d.
when employers need to enhance the effectiveness of training by reducing employees’ job duties.
ANSWER:
a
37. Unions view cross-training unfavorably because it:
a.
threatens job jurisdiction.
b.
eliminates the supervisory tasks associated with part-time employees’ jobs.
c.
reduces effective wages per hour.
d.
minimizes the job duties of employees.
ANSWER:
a
38. Which of the following best exemplifies cooperative training?
a.
A medical school using simulations where the students can perform operations without harming real patients
b.
An e-learning program on corporate leadership in which trainees interact with the trainer and other trainees
through a blog
c.
A training program in an IT firm wherein employees learn exclusively through informal interactions with their
peers
d.
A community college program on solar panel installation partnering with a solar panel installation company
that provides internships
ANSWER:
d
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 8
39. Which of the following statements is true of internships?
a.
They are an expensive source of labor for employers.
b.
They are exclusively government-sponsored job training programs.
c.
They usually combine job training and classroom instruction.
d.
They typically benefit the employer but not the intern.
ANSWER:
c
40. Which of the following statements is true about e-learning?
a.
It is not suitable for the delivery of brief training sessions.
b.
It is not flexible enough to be used for off-the-job training.
c.
It provides better access to more employees than does conventional training.
d.
It is relatively more expensive per trainee than conventional training methods.
ANSWER:
c
41. Andrew is enrolled in a university course on project management. His class meets at the local community college, and
the instructors present their lectures from universities in other cities using an interactive two-way television. This scenario
best exemplifies _____.
a.
simulation training
b.
distance learning
c.
cross-training
d.
cooperative education
ANSWER:
b
42. An artificial surgical environment in which a surgeon could practice a new type of operation without harming a human
being or sacrificing a laboratory animal would be called _____.
a.
a simulation
b.
blended learning
c.
cross-training
d.
a massive open online course
ANSWER:
a
43. A learning approach that combines short, fast-paced, interactive computer-based lessons and teleconferencing with
traditional classroom instruction and simulation is called _____.
a.
job shadowing
b.
associative learning
c.
blended learning
d.
cross-training
ANSWER:
c
44. In her evaluation sheet, Theresa, a soft skills trainer at Wren’s Academy, receives high ratings in the areas of class
enjoyability and trainee willingness to take the program again. This evaluation best exemplifies a _____ measure of
training evaluation.
a.
reaction-level
b.
learning-level
c.
behavior-level
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 9
d.
results-level
ANSWER:
a
45. To qualify as a tax preparer for a seasonal job at a tax preparation company, Martin must answer questions on tax
terminology covered in the web-based training course provided by the company. This evaluation best exemplifies a
_____ measure of training evaluation.
a.
results-level
b.
learning-level
c.
reaction-level
d.
survey-level
ANSWER:
b
46. GetHelp Inc., a business processing company, trains all of its employees in handling customer calls. After the
completion of the training, the company monitors the phone calls of the employees to determine the effect of the training.
This evaluation best exemplifies a _____ measure of training evaluation.
a.
reaction-level
b.
learning-level
c.
survey-level
d.
behavior-level
ANSWER:
d
47. Divya, the Director of Training at Q Make Inc., must demonstrate to the top management the financial benefits the
company has realized from the expenditures on the mechanics training program. In this case, she should:
a.
prepare a return-on-investment analysis.
b.
calculate the net gain of the company.
c.
prepare an actual versus proposed budget comparison.
d.
evaluate the training program using the reaction-level measure of evaluation.
ANSWER:
a
48. When using _____ to evaluate training, HR professionals gather data on training in their organization and compare
them with data on training at other organizations of similar size in their industry.
a.
the results approach
b.
benchmarking
c.
cost–benefit analysis
d.
the return-on-investment analysis approach
ANSWER:
b
49. An effective way to determine if a change in performance resulted from training or from other factors is to use a
control group combined with _____.
a.
pre- and post-measures
b.
a comparison of the costs and benefits associated with the training
c.
benchmarking
d.
a calculation of the return on investment from the training
ANSWER:
a
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 10
50. A problem with the pre-/post-measure of training evaluation is _____.
a.
the difficulty of constructing a good test
b.
the difficulty of determining whether employees were randomly assigned to the control group
c.
determining the level of trainee competence at only one point in time
d.
determining if the training was responsible for any changes in performance
ANSWER:
d
51. Soft skills are critical in many instances in a business environment and can be taught.
a.
True
b.
False
ANSWER:
True
52. Organizations that require employees to sign training contracts to protect the costs and time invested in specialized
employee training violate equal employment opportunity (EEO) laws.
a.
True
b.
False
ANSWER:
False
53. A learning culture can be created in organizations by involving middle managers in the development and
implementation of practices that promote such a culture.
a.
True
b.
False
ANSWER:
True
54. Treating training strategically can help strengthen the belief of managers that training alone can solve most employee
and organizational problems.
a.
True
b.
False
ANSWER:
False
55. Companies with fewer than 500 employees invest more per employee in training than do larger companies.
a.
True
b.
False
ANSWER:
True
56. Training plans allow organizations to identify what is needed for employee performance before training begins.
a.
True
b.
False
ANSWER:
True
57. Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization.
a.
True
b.
False
ANSWER:
True
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 11
58. Assessing organizational training needs is the diagnostic phase of a training plan.
a.
True
b.
False
ANSWER:
True
59. In the context of training needs assessment, the most common approach for conducting individual analysis involves
using performance appraisal data.
a.
True
b.
False
ANSWER:
True
60. A gap analysis indicates the distance between where an organization is with its employee capabilities and where it
needs to be.
a.
True
b.
False
ANSWER:
True
61. Carlene, an Analyst at Myelp Inc., is concerned about her poor productivity scores. She believes that attending a
training session on time management can help her improve her performance. This suggests that Carlene has low self-
efficacy.
a.
True
b.
False
ANSWER:
False
62. Active practice occurs when trainees perform job-related tasks and duties during training.
a.
True
b.
False
ANSWER:
True
63. Behavioral modeling is ineffective for training supervisors and managers in interpersonal skills.
a.
True
b.
False
ANSWER:
False
64. The concept of reinforcement is based on the law of effect, which states that people tend to repeat responses that give
them a positive reward and to avoid actions associated with negative consequences.
a.
True
b.
False
ANSWER:
True
65. In the context of the strategies used for training, immediate confirmation corrects errors that, if made and not corrected
throughout the training, might establish an undesirable pattern that would need to be unlearned.
a.
True
b.
False
ANSWER:
True
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 12
66. Cassie is a new usher at a performing arts center. She is paired with Joseph, an experienced usher, for her first show.
Cassie observes Joseph during the show and replicates his behavior to handle the guests assigned to her. This scenario
illustrates behavioral modeling.
a.
True
b.
False
ANSWER:
True
67. A year after an equine safety program was conducted in a riding stable, the learners still remembered that they must
always cross-tie the horses while they groom and saddle them. From the given data, it can be concluded that the content of
the training was successfully transferred to the learners.
a.
True
b.
False
ANSWER:
True
68. In contrast with informal training, which should be planned, on-the-job training should occur spontaneously.
a.
True
b.
False
ANSWER:
False
69. On-the-job training is rigid and mostly irrelevant to what employees do.
a.
True
b.
False
ANSWER:
False
70. On-the-job training can amount to no training if the trainers simply allow the trainees to learn the job on their own.
a.
True
b.
False
ANSWER:
True
71. Cross-training provides employers with flexibility in assigning workers to tasks and can ensure uninterrupted
production.
a.
True
b.
False
ANSWER:
True
72. Like apprenticeships, internships are a type of cooperative training.
a.
True
b.
False
ANSWER:
True
73. Simulations seek to reproduce parts of the real world so they can be experienced and manipulated and learning can
occur.
a.
True
b.
False
ANSWER:
True
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 13
74. Unlike traditional training methods, e-learning is limited in terms of accessibility.
a.
True
b.
False
ANSWER:
False
75. Including dialogue, collaboration, and live interaction in e-learning courses can divert students’ attention and
negatively affect their learning experience.
a.
True
b.
False
ANSWER:
False
76. Massive open online courses (MOOCs) are the latest version of online learning platforms.
a.
True
b.
False
ANSWER:
True
77. Unlike the use of e-learning as the sole method of training, blended learning provides greater flexibility with multiple
training methods and can deliver superior training outcomes.
a.
True
b.
False
ANSWER:
True
78. Evaluating training at the behavioral level means measuring the effect of training on job performance through
observing workers on the job.
a.
True
b.
False
ANSWER:
True
79. If trainees provide a high rating to their trainer for his or her presentation skills, then it can be concluded that the
training has succeeded at the behavioral level.
a.
True
b.
False
ANSWER:
False
80. Combining pre-/post-measures with a control group is an effective training evaluation design.
a.
True
b.
False
ANSWER:
True
81. Define knowledge management.
ANSWER:
Knowledge management is the way an organization identifies and leverages knowledge to be competitive. It is
the art of creating value by using intellectual capital, which is what the organization knows. Knowledge
management is a conscious effort to capture the explicit and tacit knowledge of the workers in the organization
so that it can be shared and enhanced.
82. What are the main purposes of effective orientation?
Name:
Class:
Date:
• enter into a learning experience with a problem-centered approach; and
• are motivated to learn by both extrinsic and intrinsic factors.
ANSWER:
The key purposes of effective orientation are as follows:
• It establishes a favorable employee impression of the organization and the job.
• It provides organization and job information.
• It enhances interpersonal acceptance by coworkers and builds the new employee’s network of
resources.
• It accelerates socialization and assimilation of the new employee into the organization’s values and
culture.
• It ensures that employee performance and productivity begin more quickly.
83. Discuss how performance appraisals can be used to conduct individual analysis of training needs.
ANSWER:
The most common approach for conducting individual analysis is to use performance appraisal data. In some
instances, a good HR information system can be used to identify individuals who require training in specific
areas to be eligible for promotion. To assess training needs through the performance appraisal process, a
supervisor first determines an employee’s performance strengths and inadequacies in a formal review. Then
the supervisor can design training to help the employee overcome the weaknesses and enhance the strengths.
84. What are the objectives that need to be set in order to reduce the gap between where an organization is with its
employee capabilities and where it needs to be?
ANSWER:
Three possible focuses for training objectives to reduce the gap between where an organization is with its
employee capabilities and where it needs to be are as follows:
• Knowledge: Imparting cognitive information and details to trainees (e.g., understanding how a new
product works)
• Skill: Developing behavioral changes in how jobs and various task requirements are performed (e.g.,
improving speed on an installation)
• Attitude: Creating interest in and awareness of the importance of something (e.g., sexual harassment
training)
85. What are the ways in which employers can deal with the lack of basic employee skills?
ANSWER:
Employers might deal with the lack of basic employee skills in several ways. Some of them are as follows:
• Offer remedial training to existing employees who need it.
• Test and hire workers who already have the necessary skills.
• Work with local schools to help better educate potential hires for jobs.
86. Define adult learning. Discuss some of the principles for designing training for adults.
ANSWER:
Adult learning refers to the ways in which adults learn differently than do younger people. Malcolm Knowles’s
classic work on adult learning suggests five principles for designing training for adults. According to that work
and subsequent research by others, adults
• should know why they are learning something;
Name:
Class:
Date:
87. How does informal training occur?
ANSWER:
Informal training occurs through interactions and feedback among employees. Much of what employees know
about their jobs they learn informally from asking questions and getting advice from other employees and their
supervisors, rather than from formal training programs.
88. Why do organizations opt for external training?
ANSWER:
Whatever the size of an organization, external training provides several advantages and may occur for several
reasons. Some of these advantages and reasons are as follows:
• It may be less expensive for the organization to have an outside trainer conduct training in areas where
internal training resources are limited.
• The organization may have insufficient time to develop internal training materials.
• The staff may not have the necessary level of expertise for the subject matter in which training is
needed.
• Employees can learn from participants from other companies.
89. How do simulations differ from games?
ANSWER:
Simulations and games are not the same, although the distinction gets fuzzy at times. Simulations seek to
reproduce parts of the real world so they can be experienced and manipulated and learning can occur. Games
are exercises that entertain and engage. They may or may not resemble the real world of work but can
sometimes be used to illustrate points in training.
90. Discuss benchmarking as a measure of training evaluation.
ANSWER:
Some organizations use benchmark measures to compare their training programs with training done in other
organizations. To conduct benchmarking, HR professionals gather data on training in their organization and
compare them with data on training at other organizations in the same industry and in companies of a similar
size. Comparison data are available through the Association for Talent Development and its Benchmarking
Service.
91. What are some of the common classifications of training?
ANSWER:
Some common classifications of training are as follows:
• Legally required training: Complies with various mandated legal requirements (e.g., OSHA and EEO)
and is given to all employees upon hire along with periodic refreshers
• Basic and remedial skills training: Provides foundation skills that new employees may lack (e.g.,
literacy, English language proficiency)
• Job and technical training: Enables employees to perform their jobs better (e.g., product knowledge,
technical processes and procedures, customer relations)
• Soft skills training: Improves organizational working relationships (e.g., interpersonal communication,
conflict resolution) and the organization’s culture (e.g., ethics)
Name:
Class:
Date:
• It enhances interpersonal acceptance by coworkers and builds the new employee’s network of
resources.
• It accelerates socialization and assimilation of the new employee into the organization’s values and
culture.
• It ensures that employee performance and productivity begin more quickly.
Since employers and employees both benefit from a successful onboarding process, it’s important to get it
right.
93. Explain how an organization can be a source for analyzing training needs.
ANSWER:
Training needs can be diagnosed by analyzing organizational outcomes and looking at future needs. A part of
planning for training is the identification of the KSAs that will be needed now and in the future as both jobs
and the organization change. Both internal and external forces will influence training and should be considered
when doing organizational analysis. For instance, the problems posed by the technical obsolescence of current
employees and an insufficiently educated labor pool from which to draw new workers should be considered
and incorporated in the training design.
Organizational analysis comes from various measures of organizational performance. Departments or areas
with high turnover, customer complaints, high grievance rates, high absenteeism, low performance, and other
deficiencies can be pinpointed. Following the identification of problems, objectives can be developed if
training is a solution. During organizational analysis, focus groups of managers can be conducted to evaluate
changes and performance that might require training.
94. How can job or task analysis help assess training needs?
ANSWER:
One of the levels of analyzing training needs involves reviewing the jobs and tasks performed. Comparing
worker skills in a job category to the skills needed for successful job performance can identify gaps that can be
filled by training. For example, at a manufacturing firm, analysis identified the tasks performed by engineers
who served as technical instructors for other employees. By listing the tasks required of a technical instructor,
HR established a program to teach specific instructional skills, and the engineers were able to become more
successful instructors.
Another way to pinpoint training gaps in the job or task being performed is to survey employees and have
them anonymously evaluate the current skill levels of themselves and their peers. This not only identifies job
needs but also heightens employees’ awareness of their own learning needs. A training needs survey can take
the form of questionnaires or interviews with supervisors and employees individually or in groups. Web-based
surveys, requests, and other inputs from managers and employees can be used to identify training needs for
jobs.
95. What are the characteristics of successful learners?
ANSWER:
For training to be successful, learners must be ready and able to learn. Learner readiness means that
individuals have the ability to learn. However, individuals also must have the motivation to learn, have high
confidence, see value in learning, and have a learning style that fits the training.
96. What variables must be considered when selecting training delivery methods?
ANSWER:
The common variables that are considered when selecting training delivery methods include the following:
Name:
Class:
Date: