WGU C235 Training and Development OA
ACTUAL EXAM STUDY GUIDE 2025/2026
COMPLETE QUESTIONS WITH CORRECT DETAILED
ANSWERS || 100% GUARANTEED PASS
<BRAND NEW VERSION>
1. ADDIE Model - ANSWER ✓ A common framework for training and
development where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
2. Buy or Build - ANSWER ✓ The decision organizations face relating to
investments in selecting new employees versus investments in training and
development of current human resources.
3. Competitive Advantage - ANSWER ✓ The ability to provide a product or
service to a paying customer in a way that cannot be easily matched by a
competitor.
4. Development - ANSWER ✓ Training that is longer-term in focus, designed
to help employees prepare for future jobs.
5. E-learning - ANSWER ✓ The use of electronic technologies to deliver
information and facilitate the development of skills and knowledge.
6. Human Capital - ANSWER ✓ The knowledge, competency, and motivation
that resides in the human resources of an organization.
7. Human Resource Management - ANSWER ✓ The entire set of activities
used by an organization to align its human capital with organizational
objectives and strategies.
,8. Intangible Resources - ANSWER ✓ As opposed to resources (such as plant
and equipment), these resources are difficult to quantify and to copy.
Examples include tacit knowledge of employees, informal networking
systems, intellectual property, and certain organizational capabilities such as
a short product development cycle time.
9. Learning - ANSWER ✓ A relatively permanent change in knowledge, skills,
attitudes, or social behavior resulting from practice or experience.
10.Learning Organization - ANSWER ✓ An organization that is capable of
adapting quickly to a changing environment by learning at three levels:
individual, team, and organizational.
11.Orientation - ANSWER ✓ Typically the first training program a new
employee encounters, designed to clarify expectations, policies, the business
model, organization culture, and so forth. Longer versions of this are known
as "on-boarding."
12.Resource-based View - ANSWER ✓ A view that envisions organizations as
bundles of resources, such as people, capital, plant, and equipment.
13.Training - ANSWER ✓ Learning that is planned by the organization and
designed so as to further organizational objectives.
14.Organization - ANSWER ✓ A social unit of people structured and managed
to meet a need or pursue collective goals
15.Human Resource Management - ANSWER ✓ Entire set of activities used by
an organization to align its human capital with organizational objectives and
strategies
16.Examples of Intangible Resources - ANSWER ✓ Human Capital
Social Capital
Intellectual Capital
Organizational Capability
17.Human Capital - ANSWER ✓ Tacit knowledge
Education and experience
Work-related know-how
,18.Social Capital - ANSWER ✓ Corporate Culture
Management philosophy
Coaching/mentoring relationships
Informal networking systems
19.Intellectual Capital - ANSWER ✓ Patents and trade secrets
Copyrights
Intellectual property
20.Organizational Capability - ANSWER ✓ Bring new products to market
quickly
Absorb and integrate other cultures in a merger
Identify customer needs and respond directly to them
Continuously improve production processes to drive down costs
21.How is training and development strategically important in an organization?
- ANSWER ✓ By creating value for customers through training
Increase shareholder returns by investing in training and development
Creating a competitive advantage through human capital
22.Differentiate between Training and Development - ANSWER ✓ Training:
Learning that is planned by the organization and designed so as to further
organizational objectives
Development: Training that is longer-term in focus, designed to help
employees prepare for future jobs
23.What is an intangible asset on which a company can build a sustainable
competitive advantage by providing training regarding tacit knowledge in an
effort to differentiate itself in a strategic way? - ANSWER ✓ Human Capital
24.Orientation - ANSWER ✓ The first common training that new hires go.
New employees are exposed to the expectations the organization has for
them, key policies and procedures relevant to them, the basic business model
under which the organization operates in order to be successful, the variety
and types of co-workers present on the job, and other aspects of
organizational life.
, 25.What are the 3 types of transfer? - ANSWER ✓ Positive, Negative, Zero
26.Positive transfer - ANSWER ✓ Indicates that learning in training results in
better performance back on the job. Includes Near and Far transfer
27.Near transfer - ANSWER ✓ Type of Positive transfer - A trainee's ability to
apply the learnings from training in contexts that are identical or quite
similar to that of the training environment. Vestibule training. Happens
when the program teaches specific concepts and procedures
28.Far transfer - ANSWER ✓ Type of Positive transfer - Trainee's ability to
apply learned knowledge and skills to a work environment that may be quite
different from the training environment. Happens when the program teaches
general concepts and broad principles
29.Negative transfer - ANSWER ✓ Indicates that learning in training results in
poorer performance back on the job.
30.Zero transfer - ANSWER ✓ Indicates learning in training has no effect on
performance back on the job.
31.What indicates transfer of training? - ANSWER ✓ Trainees apply what they
learned in training
32.Trainee characteristics - ANSWER ✓ Traits, ability, and motivation
33.Self-regulation - ANSWER ✓ Goal setting
Self-monitoring
Self-reward
Self-punishment
34.What can a trainer do to help employees successfully transfer training when
the employees are dealing with obstacles such as time pressures, lack of
supervisory support or inadequate resources? - ANSWER ✓ Teach the
employees self-regulation skills during the training program
35.Opportunity for practice consists of what 3 dimensions? - ANSWER ✓ (1)
Breadth - how many of the trained skills trainees get used on the job (2)
ACTUAL EXAM STUDY GUIDE 2025/2026
COMPLETE QUESTIONS WITH CORRECT DETAILED
ANSWERS || 100% GUARANTEED PASS
<BRAND NEW VERSION>
1. ADDIE Model - ANSWER ✓ A common framework for training and
development where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
2. Buy or Build - ANSWER ✓ The decision organizations face relating to
investments in selecting new employees versus investments in training and
development of current human resources.
3. Competitive Advantage - ANSWER ✓ The ability to provide a product or
service to a paying customer in a way that cannot be easily matched by a
competitor.
4. Development - ANSWER ✓ Training that is longer-term in focus, designed
to help employees prepare for future jobs.
5. E-learning - ANSWER ✓ The use of electronic technologies to deliver
information and facilitate the development of skills and knowledge.
6. Human Capital - ANSWER ✓ The knowledge, competency, and motivation
that resides in the human resources of an organization.
7. Human Resource Management - ANSWER ✓ The entire set of activities
used by an organization to align its human capital with organizational
objectives and strategies.
,8. Intangible Resources - ANSWER ✓ As opposed to resources (such as plant
and equipment), these resources are difficult to quantify and to copy.
Examples include tacit knowledge of employees, informal networking
systems, intellectual property, and certain organizational capabilities such as
a short product development cycle time.
9. Learning - ANSWER ✓ A relatively permanent change in knowledge, skills,
attitudes, or social behavior resulting from practice or experience.
10.Learning Organization - ANSWER ✓ An organization that is capable of
adapting quickly to a changing environment by learning at three levels:
individual, team, and organizational.
11.Orientation - ANSWER ✓ Typically the first training program a new
employee encounters, designed to clarify expectations, policies, the business
model, organization culture, and so forth. Longer versions of this are known
as "on-boarding."
12.Resource-based View - ANSWER ✓ A view that envisions organizations as
bundles of resources, such as people, capital, plant, and equipment.
13.Training - ANSWER ✓ Learning that is planned by the organization and
designed so as to further organizational objectives.
14.Organization - ANSWER ✓ A social unit of people structured and managed
to meet a need or pursue collective goals
15.Human Resource Management - ANSWER ✓ Entire set of activities used by
an organization to align its human capital with organizational objectives and
strategies
16.Examples of Intangible Resources - ANSWER ✓ Human Capital
Social Capital
Intellectual Capital
Organizational Capability
17.Human Capital - ANSWER ✓ Tacit knowledge
Education and experience
Work-related know-how
,18.Social Capital - ANSWER ✓ Corporate Culture
Management philosophy
Coaching/mentoring relationships
Informal networking systems
19.Intellectual Capital - ANSWER ✓ Patents and trade secrets
Copyrights
Intellectual property
20.Organizational Capability - ANSWER ✓ Bring new products to market
quickly
Absorb and integrate other cultures in a merger
Identify customer needs and respond directly to them
Continuously improve production processes to drive down costs
21.How is training and development strategically important in an organization?
- ANSWER ✓ By creating value for customers through training
Increase shareholder returns by investing in training and development
Creating a competitive advantage through human capital
22.Differentiate between Training and Development - ANSWER ✓ Training:
Learning that is planned by the organization and designed so as to further
organizational objectives
Development: Training that is longer-term in focus, designed to help
employees prepare for future jobs
23.What is an intangible asset on which a company can build a sustainable
competitive advantage by providing training regarding tacit knowledge in an
effort to differentiate itself in a strategic way? - ANSWER ✓ Human Capital
24.Orientation - ANSWER ✓ The first common training that new hires go.
New employees are exposed to the expectations the organization has for
them, key policies and procedures relevant to them, the basic business model
under which the organization operates in order to be successful, the variety
and types of co-workers present on the job, and other aspects of
organizational life.
, 25.What are the 3 types of transfer? - ANSWER ✓ Positive, Negative, Zero
26.Positive transfer - ANSWER ✓ Indicates that learning in training results in
better performance back on the job. Includes Near and Far transfer
27.Near transfer - ANSWER ✓ Type of Positive transfer - A trainee's ability to
apply the learnings from training in contexts that are identical or quite
similar to that of the training environment. Vestibule training. Happens
when the program teaches specific concepts and procedures
28.Far transfer - ANSWER ✓ Type of Positive transfer - Trainee's ability to
apply learned knowledge and skills to a work environment that may be quite
different from the training environment. Happens when the program teaches
general concepts and broad principles
29.Negative transfer - ANSWER ✓ Indicates that learning in training results in
poorer performance back on the job.
30.Zero transfer - ANSWER ✓ Indicates learning in training has no effect on
performance back on the job.
31.What indicates transfer of training? - ANSWER ✓ Trainees apply what they
learned in training
32.Trainee characteristics - ANSWER ✓ Traits, ability, and motivation
33.Self-regulation - ANSWER ✓ Goal setting
Self-monitoring
Self-reward
Self-punishment
34.What can a trainer do to help employees successfully transfer training when
the employees are dealing with obstacles such as time pressures, lack of
supervisory support or inadequate resources? - ANSWER ✓ Teach the
employees self-regulation skills during the training program
35.Opportunity for practice consists of what 3 dimensions? - ANSWER ✓ (1)
Breadth - how many of the trained skills trainees get used on the job (2)
