TRAINING AND DEVELOPMENT EXAM
QUESTIONS WITH VERIFIED
ANSWERS
Job rotation - Answer-gives employees a series of job assignments in various
functional areas of the company or movement among jobs in a single functional area
or department.
Interpersonal relationships - Answer-Employees can also develop skills and increase
their knowledge about the company and its customers by interacting with more
experienced organization members. Mentoring and coaching are two types of
interpersonal relationship that are used to develop employees in this way.
A mentor is an experienced, productive senior employee who helps develop a less
experienced employee
Succession planning - Answer-refers to the process of identifying, evaluating,
developing, and tracking high potential employees who are capable of moving into
higher-level managerial positions. High potential employees are those people that
the company believe are capable of being successful in higher-level managerial
positions, such as general manager of a strategic business unit, functional director,
or CEO.
Many companies use the nine-box grid for conducting the succession planning
review. The 3x3 matrix is used by groups of managers and executives to compare
employees within one department, function, division, or the entire company.
Onboarding - Answer-Onboarding or socialization refers to the process of helping
new hires adjust to social and performance aspects of their new jobs.
There are 4 steps involved in the onboarding process.
Compliance- At this stage the goal remains to understand basic legal and policy or
company related rules and regulation.
Clarification- Moving into clarification, the goal is for new employees to understand
job and performance expectations.
Culture- In the next phase, the onboarding introducing new employees to the
company history, traditions, values and norms.
Finally- In connection, the goal is to understand and develop formal and informal
relations.
Characteristics of effective onboarding programs - Answer-Encouraging employees
to ask questions.
Including both technical and social aspects of the job.
Involving participation, active involvement, and formal and informal interaction
between new hires and current employees.
Training partnerships - Answer-Sector partnerships, school-to-work opportunities act,
workforce investment act of 1998, lifelong learning account (LiLA), Joint union-
management programs
, Sector partnerships - Answer-Government agencies, industry trade groups that help
identify the skills that local employers require and work with community colleges,
universities, and other educational institutions to provide qualified employees.
Knowledge management - Answer-process of enhancing company performance by
the creation, sharing, and use of knowledge
The Evaluation Process - Answer-1. Conduct needs assessment
2. Develop measurable learning objectives and analyze transfer of training
3. Develop outcome measures
4. Choose an evaluation strategy
5. Plan and execute the evaluation
Protean career - Answer-self directed with the goal of psychological success in one's
work
Development planning system - Answer-1. self-assessment: the use of information
by employees to determine their career interests, values, aptitudes, and behavioral
tendencies.
2. Reality check: refers to the information employees receive about how the
company evaluates their skills and knowledge and where they fit into the company's
plan.
3. Goal setting: the process of employees developing short- and long-term
development objectives
4. Action planning: a written strategy that employees use to determine how they will
achieve their short- and long-term career goals
Approaches to employee development - Answer-1. formal education (executive
education & tuition reimbursement)
2. assessment
3. job experiences
4. interpersonal relationships
Formal education - Answer-Formal education includes off-site and on-site programs
designed specifically for the company's employee, short courses offered by
consultants or universities, executive MBA programs, and university programs in
which participants actually live at the university while taking classes
Executive education - Answer-includes executive MBA programs, as well as
specialized curriculum on topics such as leadership, entrepreneurship, change,
innovation, and global business.
Tuition reimbursement - Answer-Tuition reimbursement refers to the practice of
reimbursing employees' costs for college and university courses and degree
programs.
Assessment - Answer-Assessment involved collecting information and providing
feedback to employees about their behavior, communication style or skills.
Personality tests, assessment centers, performance appraisals
QUESTIONS WITH VERIFIED
ANSWERS
Job rotation - Answer-gives employees a series of job assignments in various
functional areas of the company or movement among jobs in a single functional area
or department.
Interpersonal relationships - Answer-Employees can also develop skills and increase
their knowledge about the company and its customers by interacting with more
experienced organization members. Mentoring and coaching are two types of
interpersonal relationship that are used to develop employees in this way.
A mentor is an experienced, productive senior employee who helps develop a less
experienced employee
Succession planning - Answer-refers to the process of identifying, evaluating,
developing, and tracking high potential employees who are capable of moving into
higher-level managerial positions. High potential employees are those people that
the company believe are capable of being successful in higher-level managerial
positions, such as general manager of a strategic business unit, functional director,
or CEO.
Many companies use the nine-box grid for conducting the succession planning
review. The 3x3 matrix is used by groups of managers and executives to compare
employees within one department, function, division, or the entire company.
Onboarding - Answer-Onboarding or socialization refers to the process of helping
new hires adjust to social and performance aspects of their new jobs.
There are 4 steps involved in the onboarding process.
Compliance- At this stage the goal remains to understand basic legal and policy or
company related rules and regulation.
Clarification- Moving into clarification, the goal is for new employees to understand
job and performance expectations.
Culture- In the next phase, the onboarding introducing new employees to the
company history, traditions, values and norms.
Finally- In connection, the goal is to understand and develop formal and informal
relations.
Characteristics of effective onboarding programs - Answer-Encouraging employees
to ask questions.
Including both technical and social aspects of the job.
Involving participation, active involvement, and formal and informal interaction
between new hires and current employees.
Training partnerships - Answer-Sector partnerships, school-to-work opportunities act,
workforce investment act of 1998, lifelong learning account (LiLA), Joint union-
management programs
, Sector partnerships - Answer-Government agencies, industry trade groups that help
identify the skills that local employers require and work with community colleges,
universities, and other educational institutions to provide qualified employees.
Knowledge management - Answer-process of enhancing company performance by
the creation, sharing, and use of knowledge
The Evaluation Process - Answer-1. Conduct needs assessment
2. Develop measurable learning objectives and analyze transfer of training
3. Develop outcome measures
4. Choose an evaluation strategy
5. Plan and execute the evaluation
Protean career - Answer-self directed with the goal of psychological success in one's
work
Development planning system - Answer-1. self-assessment: the use of information
by employees to determine their career interests, values, aptitudes, and behavioral
tendencies.
2. Reality check: refers to the information employees receive about how the
company evaluates their skills and knowledge and where they fit into the company's
plan.
3. Goal setting: the process of employees developing short- and long-term
development objectives
4. Action planning: a written strategy that employees use to determine how they will
achieve their short- and long-term career goals
Approaches to employee development - Answer-1. formal education (executive
education & tuition reimbursement)
2. assessment
3. job experiences
4. interpersonal relationships
Formal education - Answer-Formal education includes off-site and on-site programs
designed specifically for the company's employee, short courses offered by
consultants or universities, executive MBA programs, and university programs in
which participants actually live at the university while taking classes
Executive education - Answer-includes executive MBA programs, as well as
specialized curriculum on topics such as leadership, entrepreneurship, change,
innovation, and global business.
Tuition reimbursement - Answer-Tuition reimbursement refers to the practice of
reimbursing employees' costs for college and university courses and degree
programs.
Assessment - Answer-Assessment involved collecting information and providing
feedback to employees about their behavior, communication style or skills.
Personality tests, assessment centers, performance appraisals
