TRAINING AND DEVELOPMENT EXAM
QUESTIONS WITH COMPLETE
SOLUTIONS
person analysis - Answer-WHO NEEDS TRAINING?
1. addresses whether performance deficiencies result from a lack of knowledge, skill
or ability (a training issue) or from a motivational or work design problem
2. identifying who needs training
3. determining employee readiness for training
task analysis - Answer-IN WHAT DO THEY NEED TRAINING?
identifies the important tasks and knowledge, skills, and behaviors that need to be
emphasized in training for employees to complete their tasks
Needs assessment techniques - Answer-observations, questionnaires, interviews,
focus groups, documentation (records), online technology (software)
the needs analysis process - Answer-1. organizational analysis
2. do we want to devote time and money to training?
-person analysis
-task analysis or competency model
3. training or development method
readiness for training refers to whether - Answer-employees have the personal
characteristics necessary to learn program content and apply it on the job and if the
work environment will facilitate learning and not interfere with performance
To ensure that the work environment enhances trainees' motivation to learn: -
Answer-provide materials, time, job-related info, and other work aids necessary for
employees to use new skills or behavior before participating in training programs and
speak positively about the company's training programs to employees
to determine whether training is is needed to solve a performance problem,
managers need to: - Answer-analyze characteristics such as consequences,
feedback, input and output
input relates to: - Answer-the instructions that tell employees what, how, and when to
perform and the resources that the employees are given to help them perform.
output relates to: - Answer-the jobs performance standards
Steps in a Task Analysis: - Answer-1. select the job(s) to be analyzed
2. develop a preliminary list of tasks performed by the job
3. validate or confirm the preliminary list of tasks
4. identify the knowledge skills, or abilities necessary to successfully perform each
task
, task analysis results in - Answer-a description of the tasks performed by employees
and the KSAOs needed
A competency refers to - Answer-any KSAO that enables an employee to
successfully perform their job
A competency model - Answer-identifies the competencies necessary for each job
as well as the knowledge, skills, behavior, and personality characteristics underlying
each competency.
ways to conduct a rapid needs assessment: - Answer-1. recognize that the scope of
needs assessment depends on the size of the potential pressure point
2. consider using already available data collected for other purposes
3. training needs can be anticipated
if you are aware of business problems, technological developments, and other
issues facing the organization
(to be prepared, know the business)
learning is - Answer-a relatively permanent change in human capabilities that can
include knowledge, skills, attitudes, behaviors, and competencies that are not a
result of growth processes.
Metrics - Answer-Business-level outcomes chosen to measure the overall value of
training or learning
-Strategic business related measures not liked to one course or program
Balanced scorecard - Answer-Means of measurement for:
-overall company performance or performance of departments or functions
Balanced scorecards consider 4 different perspectives - Answer-1. customer
2. internal
3. innovation and learning
4. financial
Centralized training - Answer--training and development resources, and
professionals are housed in one location
-training investment and delivery methods decisions are made from one department
*advantage* helps integrate programs for developing leaders and managing talent
corporate university model - Answer-differs from other models in that the client group
includes not only employees and managers, but also stakeholders outside the
company, including community colleges, universities, high schools, and grade
schools
pros: effectively utilize new training methods and technology, meet face to face
cons: excessive costs
Business-embedded model - Answer--customer focused
-views trainees, managers and senior-level managers as customers
QUESTIONS WITH COMPLETE
SOLUTIONS
person analysis - Answer-WHO NEEDS TRAINING?
1. addresses whether performance deficiencies result from a lack of knowledge, skill
or ability (a training issue) or from a motivational or work design problem
2. identifying who needs training
3. determining employee readiness for training
task analysis - Answer-IN WHAT DO THEY NEED TRAINING?
identifies the important tasks and knowledge, skills, and behaviors that need to be
emphasized in training for employees to complete their tasks
Needs assessment techniques - Answer-observations, questionnaires, interviews,
focus groups, documentation (records), online technology (software)
the needs analysis process - Answer-1. organizational analysis
2. do we want to devote time and money to training?
-person analysis
-task analysis or competency model
3. training or development method
readiness for training refers to whether - Answer-employees have the personal
characteristics necessary to learn program content and apply it on the job and if the
work environment will facilitate learning and not interfere with performance
To ensure that the work environment enhances trainees' motivation to learn: -
Answer-provide materials, time, job-related info, and other work aids necessary for
employees to use new skills or behavior before participating in training programs and
speak positively about the company's training programs to employees
to determine whether training is is needed to solve a performance problem,
managers need to: - Answer-analyze characteristics such as consequences,
feedback, input and output
input relates to: - Answer-the instructions that tell employees what, how, and when to
perform and the resources that the employees are given to help them perform.
output relates to: - Answer-the jobs performance standards
Steps in a Task Analysis: - Answer-1. select the job(s) to be analyzed
2. develop a preliminary list of tasks performed by the job
3. validate or confirm the preliminary list of tasks
4. identify the knowledge skills, or abilities necessary to successfully perform each
task
, task analysis results in - Answer-a description of the tasks performed by employees
and the KSAOs needed
A competency refers to - Answer-any KSAO that enables an employee to
successfully perform their job
A competency model - Answer-identifies the competencies necessary for each job
as well as the knowledge, skills, behavior, and personality characteristics underlying
each competency.
ways to conduct a rapid needs assessment: - Answer-1. recognize that the scope of
needs assessment depends on the size of the potential pressure point
2. consider using already available data collected for other purposes
3. training needs can be anticipated
if you are aware of business problems, technological developments, and other
issues facing the organization
(to be prepared, know the business)
learning is - Answer-a relatively permanent change in human capabilities that can
include knowledge, skills, attitudes, behaviors, and competencies that are not a
result of growth processes.
Metrics - Answer-Business-level outcomes chosen to measure the overall value of
training or learning
-Strategic business related measures not liked to one course or program
Balanced scorecard - Answer-Means of measurement for:
-overall company performance or performance of departments or functions
Balanced scorecards consider 4 different perspectives - Answer-1. customer
2. internal
3. innovation and learning
4. financial
Centralized training - Answer--training and development resources, and
professionals are housed in one location
-training investment and delivery methods decisions are made from one department
*advantage* helps integrate programs for developing leaders and managing talent
corporate university model - Answer-differs from other models in that the client group
includes not only employees and managers, but also stakeholders outside the
company, including community colleges, universities, high schools, and grade
schools
pros: effectively utilize new training methods and technology, meet face to face
cons: excessive costs
Business-embedded model - Answer--customer focused
-views trainees, managers and senior-level managers as customers
