BU354 Final Exam Questions With
100% Correct Answers 2026 Updated.
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
100% Correct Answers 2026 Updated.
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
