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WGU C235 Training & Development Exam
and Study Guide – Complete 150 Questions
with Verified Answers
Official Exam Overview:
The WGU C235 Training & Development Exam and Study Guide evaluates learners’
understanding of employee learning, competency modeling, and workforce development
strategies. The exam emphasizes traditional and modern approaches to training, aligning
employee skills with organizational goals, and effective program design and evaluation.
Exam Coverage Areas:
• Competency Models and Skills Assessment
• Employee Training and Knowledge Transfer
• Adult Learning Principles and Instructional Design
• Measuring Training Effectiveness and ROI
• Aligning Workforce Development with Organizational Strategy
• Talent Development and Human Capital Management
• Legal and Ethical Considerations in Training
• Multiple Choice and Short Answer Question Formats
QUESTION 1: What are the two traditional approaches to the development of competency
models?
a) Trainers focus on the development of skills ✅
b) Educators focus on the transmission of knowledge ✅
c) Employees focus on certifications
d) Managers focus on performance ratings
Rationale: The traditional approaches to competency modeling include: trainers emphasizing
skill development for practical application, and educators emphasizing knowledge
transmission for understanding concepts.
QUESTION 2: Which method evaluates employees’ current skills against job requirements to
identify gaps?
a) Job rotation
b) Skills assessment ✅
c) Mentoring
d) Exit interviews
,Rationale: Skills assessment identifies gaps between current employee capabilities and the
competencies required for specific roles.
QUESTION 3: Adult learning principles are primarily used in training to:
a) Reduce costs
b) Improve engagement and retention ✅
c) Increase employee salaries
d) Monitor attendance
Rationale: Adult learning principles ensure that training is relevant, interactive, and
applicable, enhancing learning retention and practical application.
QUESTION 4: What is a primary goal of a competency model in workforce development?
a) Improve office infrastructure
b) Align employee capabilities with organizational goals ✅
c) Reduce work hours
d) Standardize payroll
Rationale: A competency model guides development by ensuring employee skills and
knowledge align with strategic objectives, improving overall performance.
QUESTION 5: Which approach emphasizes practical skill acquisition over theoretical
knowledge?
a) Educator-focused
b) Trainer-focused ✅
c) Management-focused
d) HR-focused
Rationale: The trainer-focused approach prioritizes hands-on skill development to prepare
employees for real-world tasks and job performance.
QUESTION: What are the two traditional approaches to the development of competency
models? - ANSWER-Trainers have focused on the development of skills and educators have
focused on the transmission of knowledge.
QUESTION: What are the limiations with each of these approaches? - ANSWER-Competency
models suggest that both of these approaches are too narrow in that effective behavior in any
job requires a combination of skills, knowledge, and other characteristics.
QUESTION: What are the 4 competency stages? - ANSWER-Acquiring, applying, mastering and
influencing
QUESTION: What two actions are performed to develop a competency model? - ANSWER-(1)
Determining traits of employees who hold that positions(2) Identify the organizations top-
performing performers (in that role)
, QUESTION: What are the competencies a trainer must possess. (see topic 5.6) - ANSWER-1)
Training expert (2) SME(3) Consultant (4) Communications expert
QUESTION: What are the three levels of needs assessment. - ANSWER-Organization analysis,
task level and person level
QUESTION: What main goal of conducting an organizational level needs assessment - ANSWER-
The main goal is to look at the vision and future direction and determine the workforce needs
of the future.
1
WGU C235 Training & Development Exam
and Study Guide – Complete 150 Questions
with Verified Answers
Official Exam Overview:
The WGU C235 Training & Development Exam and Study Guide evaluates learners’
understanding of employee learning, competency modeling, and workforce development
strategies. The exam emphasizes traditional and modern approaches to training, aligning
employee skills with organizational goals, and effective program design and evaluation.
Exam Coverage Areas:
• Competency Models and Skills Assessment
• Employee Training and Knowledge Transfer
• Adult Learning Principles and Instructional Design
• Measuring Training Effectiveness and ROI
• Aligning Workforce Development with Organizational Strategy
• Talent Development and Human Capital Management
• Legal and Ethical Considerations in Training
• Multiple Choice and Short Answer Question Formats
QUESTION 1: What are the two traditional approaches to the development of competency
models?
a) Trainers focus on the development of skills ✅
b) Educators focus on the transmission of knowledge ✅
c) Employees focus on certifications
d) Managers focus on performance ratings
Rationale: The traditional approaches to competency modeling include: trainers emphasizing
skill development for practical application, and educators emphasizing knowledge
transmission for understanding concepts.
QUESTION 2: Which method evaluates employees’ current skills against job requirements to
identify gaps?
a) Job rotation
b) Skills assessment ✅
c) Mentoring
d) Exit interviews
,Rationale: Skills assessment identifies gaps between current employee capabilities and the
competencies required for specific roles.
QUESTION 3: Adult learning principles are primarily used in training to:
a) Reduce costs
b) Improve engagement and retention ✅
c) Increase employee salaries
d) Monitor attendance
Rationale: Adult learning principles ensure that training is relevant, interactive, and
applicable, enhancing learning retention and practical application.
QUESTION 4: What is a primary goal of a competency model in workforce development?
a) Improve office infrastructure
b) Align employee capabilities with organizational goals ✅
c) Reduce work hours
d) Standardize payroll
Rationale: A competency model guides development by ensuring employee skills and
knowledge align with strategic objectives, improving overall performance.
QUESTION 5: Which approach emphasizes practical skill acquisition over theoretical
knowledge?
a) Educator-focused
b) Trainer-focused ✅
c) Management-focused
d) HR-focused
Rationale: The trainer-focused approach prioritizes hands-on skill development to prepare
employees for real-world tasks and job performance.
QUESTION: What are the two traditional approaches to the development of competency
models? - ANSWER-Trainers have focused on the development of skills and educators have
focused on the transmission of knowledge.
QUESTION: What are the limiations with each of these approaches? - ANSWER-Competency
models suggest that both of these approaches are too narrow in that effective behavior in any
job requires a combination of skills, knowledge, and other characteristics.
QUESTION: What are the 4 competency stages? - ANSWER-Acquiring, applying, mastering and
influencing
QUESTION: What two actions are performed to develop a competency model? - ANSWER-(1)
Determining traits of employees who hold that positions(2) Identify the organizations top-
performing performers (in that role)
, QUESTION: What are the competencies a trainer must possess. (see topic 5.6) - ANSWER-1)
Training expert (2) SME(3) Consultant (4) Communications expert
QUESTION: What are the three levels of needs assessment. - ANSWER-Organization analysis,
task level and person level
QUESTION: What main goal of conducting an organizational level needs assessment - ANSWER-
The main goal is to look at the vision and future direction and determine the workforce needs
of the future.
1
