T&D Exam 2 Questions with Verified
Solutions
open-ended questions - ANSWER-can be used to challenge the trainees to increase
their understanding of a specific topic
direct questions - ANSWER-can be used to illustrate or produce a very narrow response
mentoring - ANSWER--a senior manager is paired with a more junior employee for the
purpose of giving support, helping the employee learn the ropes, and preparing the
employee for increasing responsibility
-involves one-on-one instruction
outdoor training - ANSWER--has generated considerable interest from employers and
employees alike
-sometimes called wilderness adventure programs
-can involve work teams being involved with outdoor games, orienteering, rafting, or
even zip lines
-overall, the results on the impact on team functioning and performance are mixed
-low rope elements
-high rope elements
intranet-based training - ANSWER--a training method that uses internal computer
networks for training purposes
-trainers and RHD professionals are able to communicate with learners, conduct needs
assessments and other administrative tasks, transmit course materials and other
training documents, and administer tests at any time and throughout the organization
behavior modeling - ANSWER--a training method where trainees observe a model
performing a target behavior correctly (usually on a film or video)
-followed by a discussion by trainees of the key components of the behavior, practicing
the behavior through role-playing, and receiving feedback and reinforcement for the
behavior they demonstrate
-widely used for interpersonal skill training and is a common component of many
management-training programs
-research shows that ______ is one of the more effective training techniques
teleconferencing training - ANSWER--also known as videoconferencing
-allows organizations to conduct conferences or trainings
,in-basket exercise - ANSWER-a type of simulation used in management development
programs and assessment centers that assesses the trainee's ability to establish
priorities, plan, gather relevant information, and make decisions
self-paced training - ANSWER--individualized approach
-paper-based training
-computer-based training
-computer-aided instruction
Kaizen - ANSWER-the Japanese philosophy of continuous movement
technology changing the way HRD programs are implemented - ANSWER--technology
replacing traditional classroom delivery approaches
-technology used symbiotically alongside other classroom approaches
-telecommunication/ videoconferencing
-audiovisual methods
-computer-based training
trainer's responsibilities to get HRD program off to a good start - ANSWER--a trainer
can establish clear expectations by preparing a course outline or syllabus that explains
the purpose, objectives, topics, and requirements that establish class norms for relevant
issues
-the course outline should be handed out and explained in detail during the first session,
and if needed, restated and reinforced periodically throughout the training program
-the trainer should try to determine each trainee's capacity and motivation to learn if this
was not done before the session
-ice-breaker exercises or opening "connection" questions to help participants get to
know each other and establish rapport with each other and the trainer
-be sensitive to the social needs of trainees and respond in ways that enhance their
feelings of belonging
-make every effort to build a climate characterized by mutual respect and openness
guidelines for writing questionnaires - ANSWER--write simply and clearly
-ask discrete questions
-provide discrete response options and explain them
-limit the number of response options
-match the response mode to the question
-get all of the important information
pretest and post test - ANSWER--a practice that should be included in research design
that allows the trainer to see what has changed after the training
-allows the trainer to see what has changed after the training
, confidentiality in training evaluation - ANSWER--inquiries about participants' own or
others' job performance may be embarrassing or lead to adverse treatment by others if
made public
-whenever possible, steps should be taken to ensure the confidentiality of information
collected during an evaluation study
-using code numbers rather than names
-collecting only necessary demographic information
-reporting group rather than individual results
-using encrypted computer files
-securing research materials
-trainees may be more willing to participate in confidential evaluations
HRD process model evaluation phase - ANSWER--select evaluation criteria
-determine evaluation design
-conduct evaluation of program or intervention
-interpret results
ethical issues in evaluations research - ANSWER--informed consent
-withholding training
-the use of deception
-pressure to produce findings
reasons HRD programs aren't evaluated more frequently - ANSWER--conducting an
evaluation is not an easy process
-it requires time, resources, and expertise that the HRD staff may not have, or may not
be willing to expend
-many factors beyond the program itself can affect whether employee performance
improves
-those associated with HRD programs may be afraid of criticism and program cuts if the
evaluation shows that the program is not effective
data collected for evaluation - ANSWER--individual performance
-systemwide performance
-economic
organizational socialization - ANSWER--the process of adjusting to a new organization
-it is a learning process whereby newcomers must learn a wide variety of information
and behaviors to be accepted as an organizational insider
anticipatory socialization - ANSWER--the first stage of the new employee socialization
process, which begins before the individual joins the organization
-the person forms an impression about what membership in an organization is like from
a variety of sources, such as rumors, anecdotes, advertisements, the media, and
recruiters
Solutions
open-ended questions - ANSWER-can be used to challenge the trainees to increase
their understanding of a specific topic
direct questions - ANSWER-can be used to illustrate or produce a very narrow response
mentoring - ANSWER--a senior manager is paired with a more junior employee for the
purpose of giving support, helping the employee learn the ropes, and preparing the
employee for increasing responsibility
-involves one-on-one instruction
outdoor training - ANSWER--has generated considerable interest from employers and
employees alike
-sometimes called wilderness adventure programs
-can involve work teams being involved with outdoor games, orienteering, rafting, or
even zip lines
-overall, the results on the impact on team functioning and performance are mixed
-low rope elements
-high rope elements
intranet-based training - ANSWER--a training method that uses internal computer
networks for training purposes
-trainers and RHD professionals are able to communicate with learners, conduct needs
assessments and other administrative tasks, transmit course materials and other
training documents, and administer tests at any time and throughout the organization
behavior modeling - ANSWER--a training method where trainees observe a model
performing a target behavior correctly (usually on a film or video)
-followed by a discussion by trainees of the key components of the behavior, practicing
the behavior through role-playing, and receiving feedback and reinforcement for the
behavior they demonstrate
-widely used for interpersonal skill training and is a common component of many
management-training programs
-research shows that ______ is one of the more effective training techniques
teleconferencing training - ANSWER--also known as videoconferencing
-allows organizations to conduct conferences or trainings
,in-basket exercise - ANSWER-a type of simulation used in management development
programs and assessment centers that assesses the trainee's ability to establish
priorities, plan, gather relevant information, and make decisions
self-paced training - ANSWER--individualized approach
-paper-based training
-computer-based training
-computer-aided instruction
Kaizen - ANSWER-the Japanese philosophy of continuous movement
technology changing the way HRD programs are implemented - ANSWER--technology
replacing traditional classroom delivery approaches
-technology used symbiotically alongside other classroom approaches
-telecommunication/ videoconferencing
-audiovisual methods
-computer-based training
trainer's responsibilities to get HRD program off to a good start - ANSWER--a trainer
can establish clear expectations by preparing a course outline or syllabus that explains
the purpose, objectives, topics, and requirements that establish class norms for relevant
issues
-the course outline should be handed out and explained in detail during the first session,
and if needed, restated and reinforced periodically throughout the training program
-the trainer should try to determine each trainee's capacity and motivation to learn if this
was not done before the session
-ice-breaker exercises or opening "connection" questions to help participants get to
know each other and establish rapport with each other and the trainer
-be sensitive to the social needs of trainees and respond in ways that enhance their
feelings of belonging
-make every effort to build a climate characterized by mutual respect and openness
guidelines for writing questionnaires - ANSWER--write simply and clearly
-ask discrete questions
-provide discrete response options and explain them
-limit the number of response options
-match the response mode to the question
-get all of the important information
pretest and post test - ANSWER--a practice that should be included in research design
that allows the trainer to see what has changed after the training
-allows the trainer to see what has changed after the training
, confidentiality in training evaluation - ANSWER--inquiries about participants' own or
others' job performance may be embarrassing or lead to adverse treatment by others if
made public
-whenever possible, steps should be taken to ensure the confidentiality of information
collected during an evaluation study
-using code numbers rather than names
-collecting only necessary demographic information
-reporting group rather than individual results
-using encrypted computer files
-securing research materials
-trainees may be more willing to participate in confidential evaluations
HRD process model evaluation phase - ANSWER--select evaluation criteria
-determine evaluation design
-conduct evaluation of program or intervention
-interpret results
ethical issues in evaluations research - ANSWER--informed consent
-withholding training
-the use of deception
-pressure to produce findings
reasons HRD programs aren't evaluated more frequently - ANSWER--conducting an
evaluation is not an easy process
-it requires time, resources, and expertise that the HRD staff may not have, or may not
be willing to expend
-many factors beyond the program itself can affect whether employee performance
improves
-those associated with HRD programs may be afraid of criticism and program cuts if the
evaluation shows that the program is not effective
data collected for evaluation - ANSWER--individual performance
-systemwide performance
-economic
organizational socialization - ANSWER--the process of adjusting to a new organization
-it is a learning process whereby newcomers must learn a wide variety of information
and behaviors to be accepted as an organizational insider
anticipatory socialization - ANSWER--the first stage of the new employee socialization
process, which begins before the individual joins the organization
-the person forms an impression about what membership in an organization is like from
a variety of sources, such as rumors, anecdotes, advertisements, the media, and
recruiters
