TRAINING AND DEVELOPMENT FINAL
PAPER FULL QUESTIONS AND CORRECT
ANSWERS ALREADY PASSED
●● To drive competitiveness you must ________________
Answer: utilize training
●● What is the #1 sources of competitive advantage?
Answer: Employees
●● Competitive Advantage
Answer: Growing the business and improving customer service through
a company
new technology, teams (centrally or virtually), effective communication
with co-workers
●● Human Resource Management
Answer: the policies, practices, and systems that influence employees'
behavior, attitudes, and performance
●● In HRM you must -->
,Answer: hire great people, develop them, & retain and optimize them
●● Stakeholders
Answer: All who have interest in the success of that company
Employees, customers, special interest groups, government, etc.
●● The Business Role of Training & Development
Answer: 1. Formal Training & Development
2. Informal Learning
3. Knowledge Management
●● Formal training and development
Answer: refers to training and development programs, courses, and
events that are developed and organized by the company
Employees are required to attend or complete these programs, which can
include face-to-face training programs as well as online programs
●● Informal learning
Answer: refers to learning that is learner initiated, involves action and
doing, is motivated by an intent to develop, and does not occur in a
formal learning setting.
,Occurs without a trainer or instructor, and tis breadth, depth, and timing
is controlled by the employee
It occurs on an as-needed basis and may involve an employee learning
either along or through face-to-face or technology-aided social
interactions.
May account for up to 75% of learning within organizations
●● Knowledge management
Answer: refers to the process of enhancing company performance by
designing and implementing tools, processes, systems, structures, and
culture to improve the creation, sharing, and use of knowledge
●● Explicit knowledge
Answer: refers to knowledge that is well documented, easily articulated,
and easily transferred from person to person
Examples: processes, checklists, flowcharts, formulas, and definitions
Tends to be the primary focus of formal training and employee
development
, ●● Tacit knowledge
Answer: refers to personal knowledge based on individual experiences
that is difficult to codify
Informal learning is central to the development of tacit knowledge
because it involves employee interactions in personal relationships with
peers, colleagues, and experts through which tacit knowledge is shared.
●● Instructional Design System
Answer: is a process for designing and developing training programs
●● Steps in the Training & Design Process
Answer: Step 1: Conduct Needs Assessment
Step 2: Ensuring Employees' Readiness for Training
Step 3: Creating a Learning Environment
Step 4: Ensuring Transfer of Training
Step 5: Developing an Evaluation Plan
Step 6: Selecting Training Method
Step 7: Monitoring and Evaluating the Program
●● ISD approaches share all the following assumptions:
Answer: Training design is effective only if it helps employees reach
instructional or training goals and objectives
PAPER FULL QUESTIONS AND CORRECT
ANSWERS ALREADY PASSED
●● To drive competitiveness you must ________________
Answer: utilize training
●● What is the #1 sources of competitive advantage?
Answer: Employees
●● Competitive Advantage
Answer: Growing the business and improving customer service through
a company
new technology, teams (centrally or virtually), effective communication
with co-workers
●● Human Resource Management
Answer: the policies, practices, and systems that influence employees'
behavior, attitudes, and performance
●● In HRM you must -->
,Answer: hire great people, develop them, & retain and optimize them
●● Stakeholders
Answer: All who have interest in the success of that company
Employees, customers, special interest groups, government, etc.
●● The Business Role of Training & Development
Answer: 1. Formal Training & Development
2. Informal Learning
3. Knowledge Management
●● Formal training and development
Answer: refers to training and development programs, courses, and
events that are developed and organized by the company
Employees are required to attend or complete these programs, which can
include face-to-face training programs as well as online programs
●● Informal learning
Answer: refers to learning that is learner initiated, involves action and
doing, is motivated by an intent to develop, and does not occur in a
formal learning setting.
,Occurs without a trainer or instructor, and tis breadth, depth, and timing
is controlled by the employee
It occurs on an as-needed basis and may involve an employee learning
either along or through face-to-face or technology-aided social
interactions.
May account for up to 75% of learning within organizations
●● Knowledge management
Answer: refers to the process of enhancing company performance by
designing and implementing tools, processes, systems, structures, and
culture to improve the creation, sharing, and use of knowledge
●● Explicit knowledge
Answer: refers to knowledge that is well documented, easily articulated,
and easily transferred from person to person
Examples: processes, checklists, flowcharts, formulas, and definitions
Tends to be the primary focus of formal training and employee
development
, ●● Tacit knowledge
Answer: refers to personal knowledge based on individual experiences
that is difficult to codify
Informal learning is central to the development of tacit knowledge
because it involves employee interactions in personal relationships with
peers, colleagues, and experts through which tacit knowledge is shared.
●● Instructional Design System
Answer: is a process for designing and developing training programs
●● Steps in the Training & Design Process
Answer: Step 1: Conduct Needs Assessment
Step 2: Ensuring Employees' Readiness for Training
Step 3: Creating a Learning Environment
Step 4: Ensuring Transfer of Training
Step 5: Developing an Evaluation Plan
Step 6: Selecting Training Method
Step 7: Monitoring and Evaluating the Program
●● ISD approaches share all the following assumptions:
Answer: Training design is effective only if it helps employees reach
instructional or training goals and objectives
