EDUC 317 final exam tips 2026 update (Training
and Development in Organizations) Athabasca
University
Learning Activity 1.1 (*)
Development - Development refers to formal and planned efforts to help employees acquire the
knowledge, skills, and abilities required to perform future job responsibilities and for the long-term
achievement of individual career goals and organizational objectives. The goal is to prepare individuals
for promotions and future jobs as well as additional job responsibilities. This process might consist of
extensive programs.
Human Capital - Human capital refers to the knowledge, skills and abilities of an organization’s
employees. It has been found to be a key determinant of an organization’s performance and one of the
most important resources for competitive advantage. Human capital development is one of the top areas
of concern for organizations, and increased training and development for employees is one of the top
strategies for developing human capital.
Instructional systems design model - The instructional systems design model is a rational and
scientific model of the training and development process that consists of a needs analysis, training design
and delivery, and training evaluation. The training process starts with a performance gap, where
something is of concern to the management and needs to be analyzed. A critical first step to ISD is a
needs analysis , which consists of organizational analysis which gathers information on where training is
needed, task analysis which indicates what training is required and person analysis which identifies who
in the organization needs training.
Intersectionality - Intersectionality shows us that social identities work on multiple levels, resulting in
unique experiences, opportunities, and barriers for each person. Therefore, oppression cannot be
reduced to only one part of an identity; each oppression is dependent on and shapes the other. One of
the ideas of intersectionality is for individuals, groups and communities to self-identify.
Performance management - Performance management refers to the process of establishing
performance goals and designing interventions and programs to motivate and develop employees to
improve their performance, and ultimately, organization performance. This process signals to employees
what is really important in organization, ensures accountability for behaviour and results, and helps
improve performance. Performance management is not a single event, like a performance appraisal or a
training program. It is a comprehensive, ongoing, and continuous process that involves various activities
and programs designed to develop employees and improve their performance.The performance
management process involves several components that are closely related to one another. The starting
point of the process is defining performance, setting performance expectations, and setting performance
goals.
Pluralism - Pluralism is the existence of different types of people, who have different beliefs and
opinions, within the same society.
Skills mismatch - Skills mismatch means that an insufficient number of workers with the needed skills
are available to satisfy the number of available jobs. There is a mismatch between the skilled labour
available and the market demand.
Training - Training refers to formal and planned efforts to help employees acquire the knowledge, skills,
and abilities to improve performance in their current job. Training usually consists of a short-term focus on
acquiring skills to perform one’s job. The goal is to help you learn to do your current job better.
Training bond - A training bond is a contract between the employer and employee that states that the
employer will pay for the employee’s training as long as the employee remains with the organization for a
minimum period of time upon completion of a training program. If the employee fails to remain for the
agreed-upon period of time, then he/she must reimburse the organization for the cost of training.
Unitarism - Unitarism refers to management and staff members sharing a common goal, through their
loyalty to the organization.
,Work-integrated learning - Work-integrated learning is providing students with work experience through
internships, apprenticeships, and cooperative placements. The goal is to ensure that students have the
skills required by organizations when they graduate which will help to close the skills gap.
, Learning Activity 1.5
1) Training is:
Select one:
a. A formal undertaking.
b. Designed to increase workers’ knowledge, skills, and abilities in their current job.
c. Designed to increase workers’ knowledge, skills, and abilities in their future job.
d. All of the above.
e. A and B.
Feedback
E. The textbook defines training as a formal and planned effort to help workers acquire knowledge, skills,
and abilities (KSAs) to improve their performance in their current job. By contrast, development
emphasizes developing KSAs for future job responsibilities. The boundary between training and
development are permeable. For example, it is possible for a worker to both improve their present
performance and learn things that qualify them for a future job in the same training session.
The correct answer is: A and B.
2) Performance management:
Select one:
a. Entails establishing performance goals.
b. Seeks to improve performance through interventions.
c. Can include punishing poor performance.
d. All of the above.
e. A and B.
Feedback
D. The textbook defines performance management as the process of establishing goals and designing
interventions and programs to motivate and develop employees to improve their performance and,
ultimately, organizational performance. While this course focuses on training interventions to remedy
deficits in workers’ knowledge, skills, and abilities, poor performance that is not deficit-related (or that is
the result of egregious misconduct) is still likely to be punished, through discipline or termination. This
threat of termination can also motivate workers to engage in and apply training. This dynamic highlights
that employment is a relationship of power and employers use their power to achieve their goals (usually
related to maximize profitability).
The correct answer is: All of the above.
3) What are the major steps of the instructional systems design (ISD) model?
Select one:
a. Evaluation, training design and delivery, and needs analysis.
b. Analysis, development, design, implementation, and evaluation.
c. Analysis, design, development, implementation, and evaluation.
d. Performance expectations and goals, monitor performance and provide feedback, and performance
evaluation and consequences.
e. None of the above.
and Development in Organizations) Athabasca
University
Learning Activity 1.1 (*)
Development - Development refers to formal and planned efforts to help employees acquire the
knowledge, skills, and abilities required to perform future job responsibilities and for the long-term
achievement of individual career goals and organizational objectives. The goal is to prepare individuals
for promotions and future jobs as well as additional job responsibilities. This process might consist of
extensive programs.
Human Capital - Human capital refers to the knowledge, skills and abilities of an organization’s
employees. It has been found to be a key determinant of an organization’s performance and one of the
most important resources for competitive advantage. Human capital development is one of the top areas
of concern for organizations, and increased training and development for employees is one of the top
strategies for developing human capital.
Instructional systems design model - The instructional systems design model is a rational and
scientific model of the training and development process that consists of a needs analysis, training design
and delivery, and training evaluation. The training process starts with a performance gap, where
something is of concern to the management and needs to be analyzed. A critical first step to ISD is a
needs analysis , which consists of organizational analysis which gathers information on where training is
needed, task analysis which indicates what training is required and person analysis which identifies who
in the organization needs training.
Intersectionality - Intersectionality shows us that social identities work on multiple levels, resulting in
unique experiences, opportunities, and barriers for each person. Therefore, oppression cannot be
reduced to only one part of an identity; each oppression is dependent on and shapes the other. One of
the ideas of intersectionality is for individuals, groups and communities to self-identify.
Performance management - Performance management refers to the process of establishing
performance goals and designing interventions and programs to motivate and develop employees to
improve their performance, and ultimately, organization performance. This process signals to employees
what is really important in organization, ensures accountability for behaviour and results, and helps
improve performance. Performance management is not a single event, like a performance appraisal or a
training program. It is a comprehensive, ongoing, and continuous process that involves various activities
and programs designed to develop employees and improve their performance.The performance
management process involves several components that are closely related to one another. The starting
point of the process is defining performance, setting performance expectations, and setting performance
goals.
Pluralism - Pluralism is the existence of different types of people, who have different beliefs and
opinions, within the same society.
Skills mismatch - Skills mismatch means that an insufficient number of workers with the needed skills
are available to satisfy the number of available jobs. There is a mismatch between the skilled labour
available and the market demand.
Training - Training refers to formal and planned efforts to help employees acquire the knowledge, skills,
and abilities to improve performance in their current job. Training usually consists of a short-term focus on
acquiring skills to perform one’s job. The goal is to help you learn to do your current job better.
Training bond - A training bond is a contract between the employer and employee that states that the
employer will pay for the employee’s training as long as the employee remains with the organization for a
minimum period of time upon completion of a training program. If the employee fails to remain for the
agreed-upon period of time, then he/she must reimburse the organization for the cost of training.
Unitarism - Unitarism refers to management and staff members sharing a common goal, through their
loyalty to the organization.
,Work-integrated learning - Work-integrated learning is providing students with work experience through
internships, apprenticeships, and cooperative placements. The goal is to ensure that students have the
skills required by organizations when they graduate which will help to close the skills gap.
, Learning Activity 1.5
1) Training is:
Select one:
a. A formal undertaking.
b. Designed to increase workers’ knowledge, skills, and abilities in their current job.
c. Designed to increase workers’ knowledge, skills, and abilities in their future job.
d. All of the above.
e. A and B.
Feedback
E. The textbook defines training as a formal and planned effort to help workers acquire knowledge, skills,
and abilities (KSAs) to improve their performance in their current job. By contrast, development
emphasizes developing KSAs for future job responsibilities. The boundary between training and
development are permeable. For example, it is possible for a worker to both improve their present
performance and learn things that qualify them for a future job in the same training session.
The correct answer is: A and B.
2) Performance management:
Select one:
a. Entails establishing performance goals.
b. Seeks to improve performance through interventions.
c. Can include punishing poor performance.
d. All of the above.
e. A and B.
Feedback
D. The textbook defines performance management as the process of establishing goals and designing
interventions and programs to motivate and develop employees to improve their performance and,
ultimately, organizational performance. While this course focuses on training interventions to remedy
deficits in workers’ knowledge, skills, and abilities, poor performance that is not deficit-related (or that is
the result of egregious misconduct) is still likely to be punished, through discipline or termination. This
threat of termination can also motivate workers to engage in and apply training. This dynamic highlights
that employment is a relationship of power and employers use their power to achieve their goals (usually
related to maximize profitability).
The correct answer is: All of the above.
3) What are the major steps of the instructional systems design (ISD) model?
Select one:
a. Evaluation, training design and delivery, and needs analysis.
b. Analysis, development, design, implementation, and evaluation.
c. Analysis, design, development, implementation, and evaluation.
d. Performance expectations and goals, monitor performance and provide feedback, and performance
evaluation and consequences.
e. None of the above.
