BU354 - Final Review Exam Questions
All Answered Correct Graded A+.
4 phases of strategic model of training - Answer 1. Needs assessment
2. Design
3. Implementation
4 .Evaluation
3 aspects of conducting needs assessment for the strategic model of training - Answer 1.
Organizational analysis
2. Task analysis
3. Person analysis
Organizational analysis - Answer Examination of the environment, strategies, resources, of
the organization to determine where training emphasis should be placed
How is organizational analysis performed - Answer HR collects data about quality of
goods/services, absenteeism, turnover, etc
Task analysis - Answer the process of identifying and analyzing tasks are required, output into
job description and specification
2 steps of task analysis for a new job - Answer 1. List all the tasks and duties included in the
job
2. List the steps performed by the employee to complete each task
Person analysis - Answer Helping organizations decide which employees require training and
which do not
2 outcomes of person analysis - Answer 1. Helps organizations avoid the mistake of sending
all employees into training when some do not need it
2. Helps managers determine what prospective trainees are available to do when they enter
training so that the programs can be designed to emphasize areas of deficiency
4 considerations when designing training programs - Answer 1. Training program objectives
2. Readiness of trainees and their motivation
3. Principles of learning
,4. Characteristics of instructors
2 considerations of developing instructional objectives - Answer 1. Desired outcomes
- skills or knowledge to be acquired
- attitudes to be changed
2. Objectives should be performance centered
Assessing readiness and motivation of trainees - Answer - Individuals should be grouped
according to their readiness, as determined by their test scores or other assessment info
- Organizations must assist employees in understanding the connection between the effort they
put into training and the payoff/final result
- Managers can create a friendly and professional training environment
9 principles of learning - Answer 1. Goal setting
2. Meaningfulness of presentations
3. Modelling
4. Individual learning differences
5. Active practice and repetition
6. Experiential learning
7. Whole vs part learning
8. Mass distributed and continuous learning
9. Feedback and reinforcement
Goal setting - Answer When trainers explain the training's goals and objectives to trainees or
when trainees are encouraged to set goals of their own, the level of interest, their level of
interest, understanding, and effort directed toward the training is likely to increase
Meaningfulness of presentations - Answer Trainees will be better able to learn new
information if it is presented using terminology they understand and the training connects with
things already familiar to them
Modelling - Answer Modelling increases salience of behaviour training
Modelling based on research is one of the most effective methods for training delivery
Individual learning differences - Answer People learn at different rates and at different ways;
verbal vs visual learners
,Active practice and repetition - Answer Trainees should be given frequent opportunities to
practice their job tasks in the way they will be expected to perform them
Experiential learning - Answer The process of learning by experience or doing; often outside
the classroom; and without traditional ready-made learning
Involves engaging activities, reflecting, analyzing, and applying it
Whole-vs-part learning - Answer Tasks are broken down into different parts or steps that lend
themselves to further analysis; useful for older people who learn through steps
Mass distributed and continuous learning - Answer Determines the effectiveness of training
is the amount of time devoted to practice in one session; continuous training helps find
weaknesses and mistakes
Feedback and reinforcement - Answer
Behaviour modification - Answer A technique that operates on the principle that behaviour
that is rewarded or positively reinforced, which is exhibited more frequently in the future
whereas behaviour that is penalized or unrewarded will decrease in frequency
Spot rewards - Answer Programs that award employees on the spot when they do something
particularly well during training or on the job
Learning plateau - Answer The period when you are not engaged or motivated; can be solved
using continuous training
12 training methods - Answer 1. On the job training
2. Apprenticeship training
3. Cooperative training
4. Simulations
5. Games and VR
6. E-Learning
7. Behavioural modelling
8. Role playing
9. Coaching
10. Case studies
, 11. Seminars and conferences
12. Blended learning
On the job training - Answer A method by which employees are given hands on experience
with instructions from their supervisor or other training
100% practical, no theory
Apprenticeship training - Answer A system of training in which a worker entering the skilled
trades is given through instruction and experience, both on and off the job in the practical and
theoretical aspects of the work
Cooperative training - Answer A training program that combines practical on-the-job
experience with formal education classes
Simulations - Answer Emphasize realism in equipment and its operations at minimum cost
and maximum safety
Games and VR - Answer training through gamification of learning
E-learning - Answer Learning takes place via electronic media
Behavioural modelling - Answer Creating scenarios and doing role-plays, showing a model as
to how they should behave
4 basic components of behavioural modelling - Answer 1. Learning points - divide behaviour
that employees should show through different steps
2. Modelling - provide videos that employees can watch, then try to imitate the indicators from
the video to practice better
3. Practice - based on what they see in the video, practice and demonstrate
4. Feedback and reinforcement - positive or negative
Role-playing - Answer Consists of playing the roles of others, often a supervisor and a
subordinate
- brings realism and insight into dilemmas and experiences that might not otherwise be shared
Coaching - Answer Consists of flow of instructions, comments, and suggestions from the
manager to a subordinate
All Answered Correct Graded A+.
4 phases of strategic model of training - Answer 1. Needs assessment
2. Design
3. Implementation
4 .Evaluation
3 aspects of conducting needs assessment for the strategic model of training - Answer 1.
Organizational analysis
2. Task analysis
3. Person analysis
Organizational analysis - Answer Examination of the environment, strategies, resources, of
the organization to determine where training emphasis should be placed
How is organizational analysis performed - Answer HR collects data about quality of
goods/services, absenteeism, turnover, etc
Task analysis - Answer the process of identifying and analyzing tasks are required, output into
job description and specification
2 steps of task analysis for a new job - Answer 1. List all the tasks and duties included in the
job
2. List the steps performed by the employee to complete each task
Person analysis - Answer Helping organizations decide which employees require training and
which do not
2 outcomes of person analysis - Answer 1. Helps organizations avoid the mistake of sending
all employees into training when some do not need it
2. Helps managers determine what prospective trainees are available to do when they enter
training so that the programs can be designed to emphasize areas of deficiency
4 considerations when designing training programs - Answer 1. Training program objectives
2. Readiness of trainees and their motivation
3. Principles of learning
,4. Characteristics of instructors
2 considerations of developing instructional objectives - Answer 1. Desired outcomes
- skills or knowledge to be acquired
- attitudes to be changed
2. Objectives should be performance centered
Assessing readiness and motivation of trainees - Answer - Individuals should be grouped
according to their readiness, as determined by their test scores or other assessment info
- Organizations must assist employees in understanding the connection between the effort they
put into training and the payoff/final result
- Managers can create a friendly and professional training environment
9 principles of learning - Answer 1. Goal setting
2. Meaningfulness of presentations
3. Modelling
4. Individual learning differences
5. Active practice and repetition
6. Experiential learning
7. Whole vs part learning
8. Mass distributed and continuous learning
9. Feedback and reinforcement
Goal setting - Answer When trainers explain the training's goals and objectives to trainees or
when trainees are encouraged to set goals of their own, the level of interest, their level of
interest, understanding, and effort directed toward the training is likely to increase
Meaningfulness of presentations - Answer Trainees will be better able to learn new
information if it is presented using terminology they understand and the training connects with
things already familiar to them
Modelling - Answer Modelling increases salience of behaviour training
Modelling based on research is one of the most effective methods for training delivery
Individual learning differences - Answer People learn at different rates and at different ways;
verbal vs visual learners
,Active practice and repetition - Answer Trainees should be given frequent opportunities to
practice their job tasks in the way they will be expected to perform them
Experiential learning - Answer The process of learning by experience or doing; often outside
the classroom; and without traditional ready-made learning
Involves engaging activities, reflecting, analyzing, and applying it
Whole-vs-part learning - Answer Tasks are broken down into different parts or steps that lend
themselves to further analysis; useful for older people who learn through steps
Mass distributed and continuous learning - Answer Determines the effectiveness of training
is the amount of time devoted to practice in one session; continuous training helps find
weaknesses and mistakes
Feedback and reinforcement - Answer
Behaviour modification - Answer A technique that operates on the principle that behaviour
that is rewarded or positively reinforced, which is exhibited more frequently in the future
whereas behaviour that is penalized or unrewarded will decrease in frequency
Spot rewards - Answer Programs that award employees on the spot when they do something
particularly well during training or on the job
Learning plateau - Answer The period when you are not engaged or motivated; can be solved
using continuous training
12 training methods - Answer 1. On the job training
2. Apprenticeship training
3. Cooperative training
4. Simulations
5. Games and VR
6. E-Learning
7. Behavioural modelling
8. Role playing
9. Coaching
10. Case studies
, 11. Seminars and conferences
12. Blended learning
On the job training - Answer A method by which employees are given hands on experience
with instructions from their supervisor or other training
100% practical, no theory
Apprenticeship training - Answer A system of training in which a worker entering the skilled
trades is given through instruction and experience, both on and off the job in the practical and
theoretical aspects of the work
Cooperative training - Answer A training program that combines practical on-the-job
experience with formal education classes
Simulations - Answer Emphasize realism in equipment and its operations at minimum cost
and maximum safety
Games and VR - Answer training through gamification of learning
E-learning - Answer Learning takes place via electronic media
Behavioural modelling - Answer Creating scenarios and doing role-plays, showing a model as
to how they should behave
4 basic components of behavioural modelling - Answer 1. Learning points - divide behaviour
that employees should show through different steps
2. Modelling - provide videos that employees can watch, then try to imitate the indicators from
the video to practice better
3. Practice - based on what they see in the video, practice and demonstrate
4. Feedback and reinforcement - positive or negative
Role-playing - Answer Consists of playing the roles of others, often a supervisor and a
subordinate
- brings realism and insight into dilemmas and experiences that might not otherwise be shared
Coaching - Answer Consists of flow of instructions, comments, and suggestions from the
manager to a subordinate
