BUSMHR 4322 (TRAINING) EXAM ONE
QUESTIONS AND ANSWERS
ADDIE or ISD - Correct Answers -a process for designing and developing training
programs
Analysis 1-2, Design (3-5), Development, Implementation 6, and Evaluation 7
ADDIE / ISD Steps - Correct Answers -1. Needs Assessment (org, person, task
analysis)
2. Ensure employee readiness for training (attitude/motivation, basic skills)
3. create a learning environment (define objectives, meaningful material, practice,
feedback, community of learning, modeling program administration)
4. ensure transfer of training (self-management, peer/transfer support)
5. develop an evaluation plan (identify learning outcomes, choose eval design, cost/ben
analysis)
6. select a training method (traditional, e-learning)
7. monitor and evaluate (conduct evaluation, make changes to improve the program)
Needs assessment - Correct Answers -process for determining if training is necessary,
what should be trained, who should be trained, what methods might be appropriate,
level of training. Determine reasons for gaps in performance, identify new and future
performance needs.
Training - Correct Answers -a planned effort by a company to facilitate learning of job-
related competencies, knowledge, skills and behaviors by employees. The goal of
training is to master everything learned in training and apply them to their day to day
activities
Goal: employees master knowledge, skills, and behaviors emphasized in training and
apply them to day to day activities. Better job performance
(Development includes training but also education, job experience, abilities to prepare
for later experiences)
Knowledge management - Correct Answers -the process of enhancing company
performance by designing and implementing tools, processes, systems, structures, and
cultures to improve the creation, sharing and use of knowledge. Contributes to informal
learning
, Seeking/sharing knowledge can save lives/maximize efficiency, so set up knowledge
sharing tools like intranet, social networking, sharepoint
Informal learning - Correct Answers -Self-directed, involves action and doing is
motivated by an intent to develop, and does not occur in a formal learning setting.
Occurs as needed and may involve learning alone, through social media, with
otherwise.
Important because it leads to gains of tacit knowledge. (knowledge gained by
experience that is difficult to codify) such as leadership/management skills
ISD Approach Assumptions - Correct Answers -- training design only effective if it helps
employees reach goals and objectives
- measurable objectives identified before training begins
- evaluation plays an important role in in choosing method, monitoring, and suggesting
changes
Flaws of ISD - Correct Answers -- training process rarely follows neat organized steps
- in trying to standardize their own method, some orgs require trainers to provide
detailed documents of every step. This adds time and cost.
- The ISD model implied end point at evaluation. However, it should be an iterative
process of design, execution, evaluation, reconsideration
- many companies claim to use ISD but dilute its application, i.e. assuming training is
the best solution
ISD process ideas - Correct Answers -- systematic, but adapt to business needs
- must determine objectives before designing training program
- mobile learning if geographically dispersed
- under time crunch, hybrid format is a good choice
- list objectives in training, instantaneous feedback, assessment tests to see if training
worked
- before, during, after- training
Characteristics of best learning organizations - Correct Answers -- Investment in
Training
- Measurement -Effectiveness (Align Learning activities to business needs) -Efficiency
(monitor time, usage, cost indicators, and link decrease in these to changes in the
process and practice of the learning function, strategic outsourcing, use of technology,
balanced centralized and decentralized aspects of the learning function)
- Alignment -Align short and long-term business strategies with competency, learning,
and performance solutions needs and priorities-Map learning resources to
competencies, individual development plans, jobs, and corporate goals
QUESTIONS AND ANSWERS
ADDIE or ISD - Correct Answers -a process for designing and developing training
programs
Analysis 1-2, Design (3-5), Development, Implementation 6, and Evaluation 7
ADDIE / ISD Steps - Correct Answers -1. Needs Assessment (org, person, task
analysis)
2. Ensure employee readiness for training (attitude/motivation, basic skills)
3. create a learning environment (define objectives, meaningful material, practice,
feedback, community of learning, modeling program administration)
4. ensure transfer of training (self-management, peer/transfer support)
5. develop an evaluation plan (identify learning outcomes, choose eval design, cost/ben
analysis)
6. select a training method (traditional, e-learning)
7. monitor and evaluate (conduct evaluation, make changes to improve the program)
Needs assessment - Correct Answers -process for determining if training is necessary,
what should be trained, who should be trained, what methods might be appropriate,
level of training. Determine reasons for gaps in performance, identify new and future
performance needs.
Training - Correct Answers -a planned effort by a company to facilitate learning of job-
related competencies, knowledge, skills and behaviors by employees. The goal of
training is to master everything learned in training and apply them to their day to day
activities
Goal: employees master knowledge, skills, and behaviors emphasized in training and
apply them to day to day activities. Better job performance
(Development includes training but also education, job experience, abilities to prepare
for later experiences)
Knowledge management - Correct Answers -the process of enhancing company
performance by designing and implementing tools, processes, systems, structures, and
cultures to improve the creation, sharing and use of knowledge. Contributes to informal
learning
, Seeking/sharing knowledge can save lives/maximize efficiency, so set up knowledge
sharing tools like intranet, social networking, sharepoint
Informal learning - Correct Answers -Self-directed, involves action and doing is
motivated by an intent to develop, and does not occur in a formal learning setting.
Occurs as needed and may involve learning alone, through social media, with
otherwise.
Important because it leads to gains of tacit knowledge. (knowledge gained by
experience that is difficult to codify) such as leadership/management skills
ISD Approach Assumptions - Correct Answers -- training design only effective if it helps
employees reach goals and objectives
- measurable objectives identified before training begins
- evaluation plays an important role in in choosing method, monitoring, and suggesting
changes
Flaws of ISD - Correct Answers -- training process rarely follows neat organized steps
- in trying to standardize their own method, some orgs require trainers to provide
detailed documents of every step. This adds time and cost.
- The ISD model implied end point at evaluation. However, it should be an iterative
process of design, execution, evaluation, reconsideration
- many companies claim to use ISD but dilute its application, i.e. assuming training is
the best solution
ISD process ideas - Correct Answers -- systematic, but adapt to business needs
- must determine objectives before designing training program
- mobile learning if geographically dispersed
- under time crunch, hybrid format is a good choice
- list objectives in training, instantaneous feedback, assessment tests to see if training
worked
- before, during, after- training
Characteristics of best learning organizations - Correct Answers -- Investment in
Training
- Measurement -Effectiveness (Align Learning activities to business needs) -Efficiency
(monitor time, usage, cost indicators, and link decrease in these to changes in the
process and practice of the learning function, strategic outsourcing, use of technology,
balanced centralized and decentralized aspects of the learning function)
- Alignment -Align short and long-term business strategies with competency, learning,
and performance solutions needs and priorities-Map learning resources to
competencies, individual development plans, jobs, and corporate goals
