CHAPTER 8: TRAINING AND DEVELOPING EMPLOYEES STUDY GUIDE | EMPLOYEE
TRAINING & DEVELOPMENT EXAM REVIEW QUESTIONS AND ANSWERS
2026/2027
Employee Orientation - ANS ✔✔A procedure for providing new employees with basic background
information about the firm
The manager wants to accomplish FOUR things when orientating employees: - ANS ✔✔1. Make the new
employee feel welcome and at home and part of the team
2. Make sure the new employee has the basic information to function effectively such as email access,
personnel policies and benefits, and expectations in terms of work behavior
3. Help the new employee understand the organization in a broad sense
4. Start socializing the person into the firm's culture and ways of doing things
Training - ANS ✔✔The process of teaching new or current employees the basic skills they need to
perform their jobs
In one recent year, employers spend about $_________ per employee on training
a. $100
b. $5000
c. $50
d. $1200 - ANS ✔✔d. $1200
Employers increasingly capitalize on the fact that training fosters ____________________
a. conflict
b. engagement
c. compensation - ANS ✔✔b. engagement
Negligent Training - ANS ✔✔A situation where an employer fails to train adequately, and the employee
subsequently harms a third party
The employer's _____________ _____________ should govern its training goals
a. compensation package
b. job analysis
c. strategic plan
d. employee orientation - ANS ✔✔c. strategic plan
ADDIE Five-Step Training Process - ANS ✔✔1. Analyze the training need
2. Design the overall training program
3. Develop the course (actually assembling/creating the training materials)
, 4. Implement training, by actually training the targeted employee group using methods such as on-the-
job or online training
5. Evaluate the course's effectiveness
Strategic Training Needs Analysis - ANS ✔✔Identifies the training employees will need to fill new jobs
Current Training Needs Analysis - ANS ✔✔More complex, because you must ascertain whether training
is the solution
Managers use task analysis and performance analysis
Task Analysis - ANS ✔✔A detailed study of a job to identify the specific skills required
Identifies new employees' training needs
Task Analysis Record Form - ANS ✔✔This form consolidates information regarding required tasks and
skills
Competency Model - ANS ✔✔A graphic model that consolidates, usually in one diagram, a precise
overview of the competencies (KSAOs) someone would need to do a job well
Performance Analysis - ANS ✔✔Verifying that there is a performance deficiency and determining
whether that deficiency should be corrected through training or through some other means (such a
transferring the employee)
Identifies current employees' training needs
Ways to identify how a current employee is doing include: - ANS ✔✔- Performance appraisals
- Job-related performance data (such as productivity, absenteeism/tardiness, etc.)
- Observations by supervisors or other specialists
- Interviews with the employee or his or her supervisor
- Tests of things like job knowledge, skills, and attendance
- Attitude surveys
- Individual employee daily diaries
- Assessment center results
- Special performance gap analytical software
Specific design issues/ways to improve training design: - ANS ✔✔- Setting learning objectives
- Creating a motivational learning environment
- Make the learning meaningful
- Make skills transfer obvious and easy
- Reinforce the learning
- Ensure transfer of learning to the job
Ways to make learning meaningful: - ANS ✔✔- Show why it is important and provide an overview
- Use familiar examples
TRAINING & DEVELOPMENT EXAM REVIEW QUESTIONS AND ANSWERS
2026/2027
Employee Orientation - ANS ✔✔A procedure for providing new employees with basic background
information about the firm
The manager wants to accomplish FOUR things when orientating employees: - ANS ✔✔1. Make the new
employee feel welcome and at home and part of the team
2. Make sure the new employee has the basic information to function effectively such as email access,
personnel policies and benefits, and expectations in terms of work behavior
3. Help the new employee understand the organization in a broad sense
4. Start socializing the person into the firm's culture and ways of doing things
Training - ANS ✔✔The process of teaching new or current employees the basic skills they need to
perform their jobs
In one recent year, employers spend about $_________ per employee on training
a. $100
b. $5000
c. $50
d. $1200 - ANS ✔✔d. $1200
Employers increasingly capitalize on the fact that training fosters ____________________
a. conflict
b. engagement
c. compensation - ANS ✔✔b. engagement
Negligent Training - ANS ✔✔A situation where an employer fails to train adequately, and the employee
subsequently harms a third party
The employer's _____________ _____________ should govern its training goals
a. compensation package
b. job analysis
c. strategic plan
d. employee orientation - ANS ✔✔c. strategic plan
ADDIE Five-Step Training Process - ANS ✔✔1. Analyze the training need
2. Design the overall training program
3. Develop the course (actually assembling/creating the training materials)
, 4. Implement training, by actually training the targeted employee group using methods such as on-the-
job or online training
5. Evaluate the course's effectiveness
Strategic Training Needs Analysis - ANS ✔✔Identifies the training employees will need to fill new jobs
Current Training Needs Analysis - ANS ✔✔More complex, because you must ascertain whether training
is the solution
Managers use task analysis and performance analysis
Task Analysis - ANS ✔✔A detailed study of a job to identify the specific skills required
Identifies new employees' training needs
Task Analysis Record Form - ANS ✔✔This form consolidates information regarding required tasks and
skills
Competency Model - ANS ✔✔A graphic model that consolidates, usually in one diagram, a precise
overview of the competencies (KSAOs) someone would need to do a job well
Performance Analysis - ANS ✔✔Verifying that there is a performance deficiency and determining
whether that deficiency should be corrected through training or through some other means (such a
transferring the employee)
Identifies current employees' training needs
Ways to identify how a current employee is doing include: - ANS ✔✔- Performance appraisals
- Job-related performance data (such as productivity, absenteeism/tardiness, etc.)
- Observations by supervisors or other specialists
- Interviews with the employee or his or her supervisor
- Tests of things like job knowledge, skills, and attendance
- Attitude surveys
- Individual employee daily diaries
- Assessment center results
- Special performance gap analytical software
Specific design issues/ways to improve training design: - ANS ✔✔- Setting learning objectives
- Creating a motivational learning environment
- Make the learning meaningful
- Make skills transfer obvious and easy
- Reinforce the learning
- Ensure transfer of learning to the job
Ways to make learning meaningful: - ANS ✔✔- Show why it is important and provide an overview
- Use familiar examples
