TD EXAM 2 with 100% Correct Answer
Learning: - ANSWER-relatively permanent change in human capabilities that is not
result of growth process.
Learning includes: - ANSWER--knowledge
-skills
-attitudes
-behaviors
-competencies
Transfer of Training: - ANSWER-trainees effectively and continually applying what they
have learned in training to their jobs. Process by which you ensure the KSAO's [and
competencies] transfer from simulated environment to on-the-job behavior/performance
change.
Transfer of Training issues: - ANSWER--not fully implemented or executed
-do not show measurable improvements in performance or business results
Transfer of Training fixes: - ANSWER--alignment with business objectives/strategies
-adoption that supports individuals and team
Both learning/transfer of training resulting in: - ANSWER--Generalization
-Maintenance
Generalization: - ANSWER-trainee's ability to apply what they learned to on-the job
work problems; to job or situation.
Maintenance: - ANSWER-process of trainees continuing to use what they learned over
time; considers.
Both learning/transfer of training starts with: - ANSWER--Trainee Characteristics
-Training Design
-Work Environment
Trainee Characteristics: - ANSWER-motivation/cognitive ability/self-efficacy
Training Design: - ANSWER-development of goals, adult learning principles, learning
environment, theories of transfer, self-management strategies.
Work Environment: - ANSWER-strategic link of training, org climate/accountability,
support (mgmt./peer, technology), opportunity to perform.
, Valence: - ANSWER-value that a person places on an outcome; anticipated level of
satisfaction about that outcome; is it important to you?
Expectancy Theory of Motivation: - ANSWER-expectancy X instrumentality X valence =
EFFORT
Adult Learning Theory/Andragogy (Knowles): - ANSWER-theory of adult learning; was
developed out of a need for a specific theory of how adults learn.
Pedagogy: - ANSWER-theory of children learning.
Adult Learning Theory for Training: - ANSWER--Self-Concept (more self-directed)
(mutual planning and collaboration in instruction)
-Experience (more resources for learning)(use learner experience as basis for examples
and applications)
-Goal Oriented/Readiness to Learn (increases as individual matures)(want to know
"why" they need to learn)
-Relevant/Practical (time perspective becomes immediate applicability to problem
solving
-Motivation (more intrinsic/internal as individual matures)
-Expect Respect (don't want to be "put on the spot"
Information Processing Theory: - ANSWER-"What's going on inside your head"; it gives
more emphasis to the internal processes that occur when training content is learned
and retained; highlights external events influencing learning
A Model of Human Information Processing: - ANSWER-Stimulus/Message received ->
Receptors -> Sensory Register -> stored in short term memory -> Coded/Transformed
for long term storage -> Response Generator -> Feedback from environment
Transfer of Training Theory: - ANSWER-transfer of training is more difficult when tasks
during training are different from the work environment.
-Open/Closed Skills
Closed Skills: - ANSWER-training objectives that are linked to learning specific skills
that are similar/identical to work environment.
Open Skills: - ANSWER-linked to more general learning principles; eg. Customer
Service
What are the transfer of training theories? - ANSWER--Theory of Identical Elements
-Stimulus Generalization Approach
-Cognitive Theory of Transfer
Learning: - ANSWER-relatively permanent change in human capabilities that is not
result of growth process.
Learning includes: - ANSWER--knowledge
-skills
-attitudes
-behaviors
-competencies
Transfer of Training: - ANSWER-trainees effectively and continually applying what they
have learned in training to their jobs. Process by which you ensure the KSAO's [and
competencies] transfer from simulated environment to on-the-job behavior/performance
change.
Transfer of Training issues: - ANSWER--not fully implemented or executed
-do not show measurable improvements in performance or business results
Transfer of Training fixes: - ANSWER--alignment with business objectives/strategies
-adoption that supports individuals and team
Both learning/transfer of training resulting in: - ANSWER--Generalization
-Maintenance
Generalization: - ANSWER-trainee's ability to apply what they learned to on-the job
work problems; to job or situation.
Maintenance: - ANSWER-process of trainees continuing to use what they learned over
time; considers.
Both learning/transfer of training starts with: - ANSWER--Trainee Characteristics
-Training Design
-Work Environment
Trainee Characteristics: - ANSWER-motivation/cognitive ability/self-efficacy
Training Design: - ANSWER-development of goals, adult learning principles, learning
environment, theories of transfer, self-management strategies.
Work Environment: - ANSWER-strategic link of training, org climate/accountability,
support (mgmt./peer, technology), opportunity to perform.
, Valence: - ANSWER-value that a person places on an outcome; anticipated level of
satisfaction about that outcome; is it important to you?
Expectancy Theory of Motivation: - ANSWER-expectancy X instrumentality X valence =
EFFORT
Adult Learning Theory/Andragogy (Knowles): - ANSWER-theory of adult learning; was
developed out of a need for a specific theory of how adults learn.
Pedagogy: - ANSWER-theory of children learning.
Adult Learning Theory for Training: - ANSWER--Self-Concept (more self-directed)
(mutual planning and collaboration in instruction)
-Experience (more resources for learning)(use learner experience as basis for examples
and applications)
-Goal Oriented/Readiness to Learn (increases as individual matures)(want to know
"why" they need to learn)
-Relevant/Practical (time perspective becomes immediate applicability to problem
solving
-Motivation (more intrinsic/internal as individual matures)
-Expect Respect (don't want to be "put on the spot"
Information Processing Theory: - ANSWER-"What's going on inside your head"; it gives
more emphasis to the internal processes that occur when training content is learned
and retained; highlights external events influencing learning
A Model of Human Information Processing: - ANSWER-Stimulus/Message received ->
Receptors -> Sensory Register -> stored in short term memory -> Coded/Transformed
for long term storage -> Response Generator -> Feedback from environment
Transfer of Training Theory: - ANSWER-transfer of training is more difficult when tasks
during training are different from the work environment.
-Open/Closed Skills
Closed Skills: - ANSWER-training objectives that are linked to learning specific skills
that are similar/identical to work environment.
Open Skills: - ANSWER-linked to more general learning principles; eg. Customer
Service
What are the transfer of training theories? - ANSWER--Theory of Identical Elements
-Stimulus Generalization Approach
-Cognitive Theory of Transfer
