MOS 1021 Midterm 2 UPDATED ACTUAL Questions and CORRECT
Answers
Question: Training Needs Analysis
Correct Answer: First step in the training process. This step determines the training that needs to be
completed so that employees can do their job well.
Question: Organization Analysis
Correct Answer: A subset of training needs analysis that establishes training context by examining the
goals of the organization, organizational training climate, and barriers to training.
Question: Person Analysis
Correct Answer: A subset of training needs analysis that identifies who will receive training, clarifies
trainees' existing level of knowledge, and examines trainee characteristics (i.e. learning styles, availability).
Question: Task Analysis
Correct Answer: A subset of training needs analysis that identifies key job related tasks, and determines a
measurable description of performance standard, frequency, skills/knowledge required, conditions under
which the task is performed, all of which informs the content of the training and its objectives.
Question: Task
Correct Answer: Observable action designed to contribute to the accomplishment of a goal. Jobs consist of
numerous tasks.
Question: Performance Standard
Correct Answer: Performance threshold that must be met to indicate an acceptable level of performance.
Question: Instructional Design
Correct Answer: Second step in the training process. Determines the method that will be used to conduct
training.
Question: Classroom
Correct Answer: A type of instructional design that consists typically of one instructor leading a group of
trainees. It is effective for large groups, but there is a loss of productivity and slower feedback. Lecture style
with blended learning can get trainees more engaged.
Question: On-The-Job (OTJ)
Correct Answer: A type of instructional design in which the trainee practices job skills at the workplace
under guidance. It is an inexpensive method of training. Trainees can be productive and can get feedback
quickly. However, instructors may be ineffective and accidents can occur.
Question: Adventure-Based Learning
Correct Answer: A type of instructional design that involves trainees participating in challenging,
structured physical activities that promote communication, cooperation, teamwork, trust, problem-solving,
leadership, and conflict management. Effective for team-based and managerial jobs, but is taxing on time
and resources.
Question: E-Learning
, Correct Answer: A type of instructional design that involves web or computer based learning. It is
typically less expensive than classroom training, and is consistent (multi-regional organizations benefit). It
is dependent on learner motivation.
Question: Simulation/Vestibule Training
Correct Answer: A type of instructional design that places trainees in situations similar to those
encountered on the job. It is an immersive method that trainees are very receptive to. Develops soft skills
such as social skills, communication skills, attitudes and personality traits. It is expensive to develop and
maintain.
Question: Apprenticeship
Correct Answer: A type of instructional design in which the learner/apprentice studies under the tutelage
of a master craftsperson, blending classroom instruction with OTJ training.
Question: Job Instruction Training (JIT)
Correct Answer: A type of instructional design in which the listing of each job's basic tasks along with key
points to provide step-by-step training for employees.
Question: Programmed Learning
Correct Answer: A type of instructional design in which there is a systematic method for teaching job
skills. The process involves presenting questions or facts, allowing the person to respond, and giving the
learner immediate feedback on the accuracy of his/her answers.
Question: Informal Learning
Correct Answer: Any learning that occurs in which the learning process is not determined or designed by
the organization.
Question: Auditory Learning
Correct Answer: Learning through auditory methods such as talking or listening.
Question: Visual Learning
Correct Answer: Learning through visual methods such as pictures or print.
Question: Kinaesthetic-Tactile Learning
Correct Answer: Learning through a whole-body experience, such as learning through completing an
activity.
Question: Negligent Training
Correct Answer: Occurs when an employer fails to adequately train an employee who subsequently harms
a third party or is disciplined for safety infractions.
Question: Validation
Correct Answer: The third step in the training process. An often overlooked step in which the training
program is pilot-tested and administered to a representative sample of trainees (identified in person
analysis). Assess whether training objectives have been met.
Question: Implementation
Correct Answer: The fourth and final step in the training process. The training is implemented in the
organization. Implementation aims to maximize transfer of training.
Answers
Question: Training Needs Analysis
Correct Answer: First step in the training process. This step determines the training that needs to be
completed so that employees can do their job well.
Question: Organization Analysis
Correct Answer: A subset of training needs analysis that establishes training context by examining the
goals of the organization, organizational training climate, and barriers to training.
Question: Person Analysis
Correct Answer: A subset of training needs analysis that identifies who will receive training, clarifies
trainees' existing level of knowledge, and examines trainee characteristics (i.e. learning styles, availability).
Question: Task Analysis
Correct Answer: A subset of training needs analysis that identifies key job related tasks, and determines a
measurable description of performance standard, frequency, skills/knowledge required, conditions under
which the task is performed, all of which informs the content of the training and its objectives.
Question: Task
Correct Answer: Observable action designed to contribute to the accomplishment of a goal. Jobs consist of
numerous tasks.
Question: Performance Standard
Correct Answer: Performance threshold that must be met to indicate an acceptable level of performance.
Question: Instructional Design
Correct Answer: Second step in the training process. Determines the method that will be used to conduct
training.
Question: Classroom
Correct Answer: A type of instructional design that consists typically of one instructor leading a group of
trainees. It is effective for large groups, but there is a loss of productivity and slower feedback. Lecture style
with blended learning can get trainees more engaged.
Question: On-The-Job (OTJ)
Correct Answer: A type of instructional design in which the trainee practices job skills at the workplace
under guidance. It is an inexpensive method of training. Trainees can be productive and can get feedback
quickly. However, instructors may be ineffective and accidents can occur.
Question: Adventure-Based Learning
Correct Answer: A type of instructional design that involves trainees participating in challenging,
structured physical activities that promote communication, cooperation, teamwork, trust, problem-solving,
leadership, and conflict management. Effective for team-based and managerial jobs, but is taxing on time
and resources.
Question: E-Learning
, Correct Answer: A type of instructional design that involves web or computer based learning. It is
typically less expensive than classroom training, and is consistent (multi-regional organizations benefit). It
is dependent on learner motivation.
Question: Simulation/Vestibule Training
Correct Answer: A type of instructional design that places trainees in situations similar to those
encountered on the job. It is an immersive method that trainees are very receptive to. Develops soft skills
such as social skills, communication skills, attitudes and personality traits. It is expensive to develop and
maintain.
Question: Apprenticeship
Correct Answer: A type of instructional design in which the learner/apprentice studies under the tutelage
of a master craftsperson, blending classroom instruction with OTJ training.
Question: Job Instruction Training (JIT)
Correct Answer: A type of instructional design in which the listing of each job's basic tasks along with key
points to provide step-by-step training for employees.
Question: Programmed Learning
Correct Answer: A type of instructional design in which there is a systematic method for teaching job
skills. The process involves presenting questions or facts, allowing the person to respond, and giving the
learner immediate feedback on the accuracy of his/her answers.
Question: Informal Learning
Correct Answer: Any learning that occurs in which the learning process is not determined or designed by
the organization.
Question: Auditory Learning
Correct Answer: Learning through auditory methods such as talking or listening.
Question: Visual Learning
Correct Answer: Learning through visual methods such as pictures or print.
Question: Kinaesthetic-Tactile Learning
Correct Answer: Learning through a whole-body experience, such as learning through completing an
activity.
Question: Negligent Training
Correct Answer: Occurs when an employer fails to adequately train an employee who subsequently harms
a third party or is disciplined for safety infractions.
Question: Validation
Correct Answer: The third step in the training process. An often overlooked step in which the training
program is pilot-tested and administered to a representative sample of trainees (identified in person
analysis). Assess whether training objectives have been met.
Question: Implementation
Correct Answer: The fourth and final step in the training process. The training is implemented in the
organization. Implementation aims to maximize transfer of training.
