BU354 Final Exam Questions With
Accurate Answers
CH 7 - ANSWER Training and Development
Training - ANSWER tends to be more narrowly focused and oriented toward
short-term performance concerns
Examples of Training - ANSWER 1. Regular training given to new hires
2. Customer service and communication skills training
3. Compliance training (training employees must receive as a result of various
legal mandates, such as employment equity or occupational health and safety
requirements)
Development - ANSWER tends to be oriented more toward broadening an
individual's skills for future responsibilities
Chief learning officer - ANSWER a high-ranking manager directly responsible for
fostering employee learning and development within the firm
Strategic Model for Training and Development - ANSWER Phase 1. Needs
Assessment
Phase 2. Design
Phase 3. Implementation
Phase 4. Evaluation
Phase one: Needs assessment - ANSWER 1. Organization
2. Task analysis
3. Person Analysis
Needs Assessment: Organization - ANSWER of environment, strategies and
resources to determine where to emphasize training (quality of goods or
services, turnover, number of accidents, diversity and inclusion)
Needs Assessment: Task analysis - ANSWER of the activities to be performed in
order to determine the KSAOs needed
,Competency assessment: analysis of the sets of skills and knowledge needed
for decision-oriented and knowledge-intensive jobs
Needs Assessment: Person Analysis - ANSWER of performance, knowledge, and
skills in order to determine who needs training
Main question to ask when conducting the needs assessment - ANSWER Is this
an issue that can be resolved through training?
Phase two: design - ANSWER 1. Objectives
2. Trainee Readiness
3. Principles of Learning
Design: Objectives - ANSWER desired outcomes of a training program
Design: Trainee Readiness - ANSWER whether the experience and knowledge of
trainees have made them ready to absorb the training, and motivation of
trainees
Principles of Learning - ANSWER training programs are likely to be more
effective if they incorporate the principles of learning
1. The principle of distributed learning: spacing out training will result in faster
learning and longer retention
2. Behavior modification: a technique that operates on the principle that
behavior is rewarded, or positively reinforced, will be exhibited more frequently
in the future, whereas behavior that is penalized or unrewarded will decrease in
frequency
3. Spot rewards: programs that award employees on the spot when they do
something particularly well during training or on the job
Characteristics of instructors - ANSWER often a good trainer is one who shows;
effort, instructional preparation, knowledge of the subject, enthusiasm and
sincerity, interest in trainees,willingness to provide individual assistance to
trainees
Phase three: Implementation - ANSWER 1. Methods
2. Learning Outcomes
Implementation: Methods - ANSWER 1. OJT/ Apprenticeship
2. Special Assignment
3. Internship/ Co-op
4. Simulation
5. E-Learning/LMS
, 6. Behaviour Modelling
7. Role-Playing
8. Coaching/ Feedback
9. Case Study
10. Seminar/ Conference
11. Blended Learning
12. Classroom/ Lecture
Implementation: Learning Outcomes - ANSWER 1. Attitudes
2. Knowledge
3. Skills
Phase Four: Evaluation - ANSWER 1. Reactions
2. Learning
3. Behaviour
4. Results
Evaluation: Reactions - ANSWER whether they enjoyed the training, what
content and techniques they found most useful, critique of the instructors,
suggestions for how to improve it
Evaluation: Learning - ANSWER testing the knowledge and skills of trainees
before and after a training program
Evaluation: Behaviour - ANSWER transfer of training (the effective application of
principles learned to what is required on the job)
Much of what is learned in a training program never gets used back on the job
Evaluation: Results - ANSWER Results, or return on investment (ROI)- revenue,
productivity, quality, productivity, customer satisfaction, employee turnover
- Benchmarking is the practice of comparing data and statistics from your
operations, such as training, against those of recognized leaders in your
industry
- The information generated by the evaluations then feeds back into phase one
of the training process
Orientation - ANSWER the formal process of familiarizing new employees with
the organization, their jobs and their work units
Onboarding - ANSWER the process of systematically socializing new employees
to help them get "on board" with an organization
Accurate Answers
CH 7 - ANSWER Training and Development
Training - ANSWER tends to be more narrowly focused and oriented toward
short-term performance concerns
Examples of Training - ANSWER 1. Regular training given to new hires
2. Customer service and communication skills training
3. Compliance training (training employees must receive as a result of various
legal mandates, such as employment equity or occupational health and safety
requirements)
Development - ANSWER tends to be oriented more toward broadening an
individual's skills for future responsibilities
Chief learning officer - ANSWER a high-ranking manager directly responsible for
fostering employee learning and development within the firm
Strategic Model for Training and Development - ANSWER Phase 1. Needs
Assessment
Phase 2. Design
Phase 3. Implementation
Phase 4. Evaluation
Phase one: Needs assessment - ANSWER 1. Organization
2. Task analysis
3. Person Analysis
Needs Assessment: Organization - ANSWER of environment, strategies and
resources to determine where to emphasize training (quality of goods or
services, turnover, number of accidents, diversity and inclusion)
Needs Assessment: Task analysis - ANSWER of the activities to be performed in
order to determine the KSAOs needed
,Competency assessment: analysis of the sets of skills and knowledge needed
for decision-oriented and knowledge-intensive jobs
Needs Assessment: Person Analysis - ANSWER of performance, knowledge, and
skills in order to determine who needs training
Main question to ask when conducting the needs assessment - ANSWER Is this
an issue that can be resolved through training?
Phase two: design - ANSWER 1. Objectives
2. Trainee Readiness
3. Principles of Learning
Design: Objectives - ANSWER desired outcomes of a training program
Design: Trainee Readiness - ANSWER whether the experience and knowledge of
trainees have made them ready to absorb the training, and motivation of
trainees
Principles of Learning - ANSWER training programs are likely to be more
effective if they incorporate the principles of learning
1. The principle of distributed learning: spacing out training will result in faster
learning and longer retention
2. Behavior modification: a technique that operates on the principle that
behavior is rewarded, or positively reinforced, will be exhibited more frequently
in the future, whereas behavior that is penalized or unrewarded will decrease in
frequency
3. Spot rewards: programs that award employees on the spot when they do
something particularly well during training or on the job
Characteristics of instructors - ANSWER often a good trainer is one who shows;
effort, instructional preparation, knowledge of the subject, enthusiasm and
sincerity, interest in trainees,willingness to provide individual assistance to
trainees
Phase three: Implementation - ANSWER 1. Methods
2. Learning Outcomes
Implementation: Methods - ANSWER 1. OJT/ Apprenticeship
2. Special Assignment
3. Internship/ Co-op
4. Simulation
5. E-Learning/LMS
, 6. Behaviour Modelling
7. Role-Playing
8. Coaching/ Feedback
9. Case Study
10. Seminar/ Conference
11. Blended Learning
12. Classroom/ Lecture
Implementation: Learning Outcomes - ANSWER 1. Attitudes
2. Knowledge
3. Skills
Phase Four: Evaluation - ANSWER 1. Reactions
2. Learning
3. Behaviour
4. Results
Evaluation: Reactions - ANSWER whether they enjoyed the training, what
content and techniques they found most useful, critique of the instructors,
suggestions for how to improve it
Evaluation: Learning - ANSWER testing the knowledge and skills of trainees
before and after a training program
Evaluation: Behaviour - ANSWER transfer of training (the effective application of
principles learned to what is required on the job)
Much of what is learned in a training program never gets used back on the job
Evaluation: Results - ANSWER Results, or return on investment (ROI)- revenue,
productivity, quality, productivity, customer satisfaction, employee turnover
- Benchmarking is the practice of comparing data and statistics from your
operations, such as training, against those of recognized leaders in your
industry
- The information generated by the evaluations then feeds back into phase one
of the training process
Orientation - ANSWER the formal process of familiarizing new employees with
the organization, their jobs and their work units
Onboarding - ANSWER the process of systematically socializing new employees
to help them get "on board" with an organization
