CHAPTER 6 EMPLOYEE TRAINING AND DEVELOPMENT STUDY GUIDE | EXAM REVIEW
QUESTIONS AND ANSWERS 2026/2027
Training and Development: - ANS ✔✔Learning based activities that attempt to improve an employee's
current or future performance by increasing his or her ability to perform through the improvement of
KSA's.
An employee's performance can be illustrated through what formula: - ANS ✔✔P(performance)=
f(knowledge, skills, abilities and situation), where (P) is a function of (f)
Questions to ask pertaining to KSAs: - ANS ✔✔Knowledge: Does the employee know how to do the job?
Skills: Is the employee equipped to do the job?
Abilities: Does the employee have the aptitude to do the job?
Training often refers to: - ANS ✔✔improving skills needed to perform better in the current job.
Development often refers to: - ANS ✔✔improving knowledge for the future.
What is the end goal when it comes to training: - ANS ✔✔Achieving Organizational Goals
How can the success of training be measured: - ANS ✔✔by the amount of learning that occurs and that
is transferred to the job.
HR Planning (training) - ANS ✔✔When it is difficult to fin already trained job candidates, HR staff will
often find people within the organization and train them for a job or duty that is necessary withing the
organization.
Job Analysis (training): - ANS ✔✔Helps determine job specific training and development needs. The
preparation of a multi-skilled work forces can give the organization the flexibility to redesign jobs and
assign people to them.
Recruitment and Selection (Training): - ANS ✔✔Needs and skills can be acquired from outside the
organization through recruitment or cultivated from the inside through training. When organizations
recruit from the outside, they not only incur costs, they also limit the ability for promotion within the
organization. As a result, organizations have developed programs for training in current and future
positions.
Career and Management Planning (training): - ANS ✔✔Training and development can reduce turnover
when people are enabled to acquire skills permitting them to move from one job to another. Because
well trained individuals can take their skills and leave for another organization, organizations link training
and development to career and management planning.
, Compensation (training): - ANS ✔✔It is often a good practice for an organization to link some form of
reward to the training and development process, as it may motivate employees to become more
engaged.
What has made it increasingly difficult to fill some HR needs with already-trained employees: - ANS
✔✔Changing Technology
Most experts agree that training can be enhanced if it follows: - ANS ✔✔a sequence of phases from the
initial needs assessment to the ultimate evaluation phase.
ADDIE Model: - ANS ✔✔Analyze
Design
Develop
Implement
Evaluate
What does the ADDIE Model Suggest: - ANS ✔✔a continuous cycle wherein the results of evaluation
from one training program become part of the assessment of need for the next program.
Analyze: - ANS ✔✔Initiate the ADDIE Process. Including a needs assessment or needs analysis to ensure
that any training program meets a real life need in the organization. It also determines where the
training is needed.
Methods of needs assessment include (Analysis): - ANS ✔✔Observing of job incumbents doing the work,
and of the work setting and conditions
Interviews of job incumbents, supervisors, internal and external customers, etc.
Questionnaires directed to job incumbents, supervisors, customers, etc.
Focus groups involving key players;
Documentation, such as job descriptions, performance standards, technical manuals, and performance
records
Online Technology
The Levels of Needs Assessment: - ANS ✔✔Organizational level: to look at the vision and future of the
organization and the workforce needs it will have. Where might training be needed.
Task Level: KSA to perform certain tasks are examined, looking for potential gaps when compare to
workforce capabilities. What needs to be taught and how certain skills and knowledge translate into task
performance.
Person Level: the focus is on individual employees and how well they perform their jobs. The results of
annual performance reviews are useful The question is, who needs the training?
Design and Development: - ANS ✔✔DD in ADDIE
QUESTIONS AND ANSWERS 2026/2027
Training and Development: - ANS ✔✔Learning based activities that attempt to improve an employee's
current or future performance by increasing his or her ability to perform through the improvement of
KSA's.
An employee's performance can be illustrated through what formula: - ANS ✔✔P(performance)=
f(knowledge, skills, abilities and situation), where (P) is a function of (f)
Questions to ask pertaining to KSAs: - ANS ✔✔Knowledge: Does the employee know how to do the job?
Skills: Is the employee equipped to do the job?
Abilities: Does the employee have the aptitude to do the job?
Training often refers to: - ANS ✔✔improving skills needed to perform better in the current job.
Development often refers to: - ANS ✔✔improving knowledge for the future.
What is the end goal when it comes to training: - ANS ✔✔Achieving Organizational Goals
How can the success of training be measured: - ANS ✔✔by the amount of learning that occurs and that
is transferred to the job.
HR Planning (training) - ANS ✔✔When it is difficult to fin already trained job candidates, HR staff will
often find people within the organization and train them for a job or duty that is necessary withing the
organization.
Job Analysis (training): - ANS ✔✔Helps determine job specific training and development needs. The
preparation of a multi-skilled work forces can give the organization the flexibility to redesign jobs and
assign people to them.
Recruitment and Selection (Training): - ANS ✔✔Needs and skills can be acquired from outside the
organization through recruitment or cultivated from the inside through training. When organizations
recruit from the outside, they not only incur costs, they also limit the ability for promotion within the
organization. As a result, organizations have developed programs for training in current and future
positions.
Career and Management Planning (training): - ANS ✔✔Training and development can reduce turnover
when people are enabled to acquire skills permitting them to move from one job to another. Because
well trained individuals can take their skills and leave for another organization, organizations link training
and development to career and management planning.
, Compensation (training): - ANS ✔✔It is often a good practice for an organization to link some form of
reward to the training and development process, as it may motivate employees to become more
engaged.
What has made it increasingly difficult to fill some HR needs with already-trained employees: - ANS
✔✔Changing Technology
Most experts agree that training can be enhanced if it follows: - ANS ✔✔a sequence of phases from the
initial needs assessment to the ultimate evaluation phase.
ADDIE Model: - ANS ✔✔Analyze
Design
Develop
Implement
Evaluate
What does the ADDIE Model Suggest: - ANS ✔✔a continuous cycle wherein the results of evaluation
from one training program become part of the assessment of need for the next program.
Analyze: - ANS ✔✔Initiate the ADDIE Process. Including a needs assessment or needs analysis to ensure
that any training program meets a real life need in the organization. It also determines where the
training is needed.
Methods of needs assessment include (Analysis): - ANS ✔✔Observing of job incumbents doing the work,
and of the work setting and conditions
Interviews of job incumbents, supervisors, internal and external customers, etc.
Questionnaires directed to job incumbents, supervisors, customers, etc.
Focus groups involving key players;
Documentation, such as job descriptions, performance standards, technical manuals, and performance
records
Online Technology
The Levels of Needs Assessment: - ANS ✔✔Organizational level: to look at the vision and future of the
organization and the workforce needs it will have. Where might training be needed.
Task Level: KSA to perform certain tasks are examined, looking for potential gaps when compare to
workforce capabilities. What needs to be taught and how certain skills and knowledge translate into task
performance.
Person Level: the focus is on individual employees and how well they perform their jobs. The results of
annual performance reviews are useful The question is, who needs the training?
Design and Development: - ANS ✔✔DD in ADDIE
