C235 Exam Expected Questions and Answers (Verified by Expert)

C235 Exam Expected Questions and Answers (Verified by Expert) C235 Exam Expected Questions and Answers (Verified by Expert) C235 Exam Expected Questions and Answers (Verified by Expert) Assessment Questions and Answers (Verified Answers) 1. Aligns human capital with organizational objectives and strategies: a. Company mission statement b. Human Resource Management c. Upper-level management d. Training and Development: b. Human Resource Management 2. Tactic knowledge, education, and experience are all examples of: a. Intellectual capital b. Organizational capability c. Human capital d. Social capital: c. Human capital 3. Sustainable competitive advantage is built upon: a. Organizational commitment b. Intangible resources c. Business strategy d. Training and development: d. Training and development 4. According to the stages of HR Competency, developing credibility and a reputation are both part of what stage? Influencing Mastering Applying Acquiring: Applying 5. Which of the following is the responsibility of line management and not the human resources department? a. Coordinates career planning and employee development efforts b. Prepares knowledge and skill training materials c. Provides feedback on the effectiveness of formal training efforts d. Provides input and expertise for individual and organizational development efforts: c. Provides feedback on the effectiveness of formal training efforts 6. The goal of needs assessment is to: I: Determine whether a training need exists II: Who it is that needs the training III: Where in the organization the need exists IV: Exactly what kind of training is needed a. I, III, and IV b. I, II, and IV c. I, II, and III d. I, II, III, and IV: a. I, III, and IV 7. What are the three levels of needs assessment? a. Behavior, organizational, and analysis b. Analysis, implementation, and feedback c. Organizational, task, and person d. Task, behavior, and feedback: c. Organizational, task, and person 8. A learning objective should be a/an objective. Performance Behavior Obtainable Skill: Behavior 9. What can be the most powerful kind of feedback for learning? Positive Reflection Observation Negative: Observation 10. Concrete experience, reflective observation, abstract conceptualization, and active experimentation are all examples of: a. Learning approaches b. Learner characteristics c. Learning styles d. Learner categories: a. Learning approaches 11. In order to be ready for training, trainees need high self-efficacy. In other words, trainees need: a. The motivation and determination to make the training beneficial b. Personal ambitions and goals c. To feel they are of worth to the company d. To believe they are capable of learning the material: d. To believe they are capable of learning the material 12. Training and development methods can be divided into three categories: a. Simulation, behavior, and information presentation b. Information presentation, skills, and technical c. Behavior, skills, and technical d. Information presentation, simulation, and on-the-job: d. Information presen- tation, simulation, and on-the-job 13. Sensitivity training is an example of: a. Information presentation training b. Simulation training c. On-the-job training d. All of the above: b. Simulation training 14. What is currently the most common approach to training? a. E-learning b. External learning c. Classroom learning d. Blended learning: c. Classroom learning 15. A variation of e-learning: a. Self study b. Case studies c. Blended learning d. Virtual classroom learning: c. Blended learning 16. During which step of the on-the-job training process do you make sure trainees know each point of the training? a. Perform follow-up b. Prepare the learners c. Present the information d. Have trainee practice: c. Present the information 17. Is able to relate practical experiences, and conduct problem solving exer- cises: a. Communication expert b. Consultant c. Training expert d. Subject matter expert: d. Subject matter expert 18. Learning in training that does not affect performance on the job is called: Negative transfer Wasted training Zero transfer Unsuccessful training: Zero transfer 19. What are the two types of positive transfer? Future and current Near and far Established and successful Actual and perceived: Near and far 20. Traits, ability, and motivation are all considered: Training design Trainee characteristics Work environment Trainer characteristics: Trainee characteristics