DESIGNING AND EVALUATING TRAINING AYATEM
1. …….. is the systematic acquisition of skills, rules, concepts, or attitudes that result in
improved
performance.
a. Training
b. Motivation
c. Job analysis
d. Stress management
2. On average, organizations annually spend about _____ per employee on training.
a. $200
b. $1,000
c. $5,000
d. $10,000
3. Conducting a_______ analysis is the first step in developing an employee training
system.
a. organizational
b. demographic
c. task
d. needs
4. Your text outlines three types of needs analysis. Which of the following is NOT
referred to by your text as a needs analysis?
a. Organizational
b. Demographic
c. Task
d. Person
5. Which of the following types of needs analysis has the purpose of determining factors
that either facilitate or inhibit training effectiveness?
a. Organizational
b. Demographic
c. Task
d. Person
6. According to your text, if the results of the organizational analysis indicate that a
positive climate for training exists, the next step is to conduct a ____analysis.
a. climate
b. demographic
c. task
d. person
7. A task analysis conducted as part of a training needs assessment is made easier if:
a. a person analysis is conducted first
b. job descriptions are available
c. training has previously been conducted
d. trainers are certified
8. You examine the job descriptions for every position in your company and determine
that every employee must know how to use Excel to be successful. What level of
analysis is this?
a. Organizational analysis
b. Operations analysis
c. Task analysis
d. Person analysis
9. An organization decides to send cashiers who have a high incidence of shortages on
the job to a retraining program in order to correct this problem. This practice
demonstrates which type of needs analysis?
a. Organizational analysis
b. Person analysis
c. Choice analysis
d. Job analysis
10. Which training needs assessment technique is concerned with an individual
employee's training needs?
a. Organizational analysis
b. Job analysis
c. Person analysis
d. Operations analysis
11. Using _______ are perhaps the easiest method of person analysis.
a. performance appraisal scores
b. surveys
c. interviews
d. skill and knowledge tests
12. Which of the following types of person analysis methods eliminates the problems of
performance rating errors and is based on the premise that employees know best their
own strengths and weaknesses?
a. Performance appraisal scores
b. Surveys
c. Skill tests
d. Knowledge tests
13. The type of person analysis that yields in-depth answers about training needs and
more clearly reveals employee feelings and attitudes is the ________.
a. survey
b. skill and knowledge test
c. performance appraisal score
d. interview
14. With the critical incident methods of needs assessment, job dimensions with ______
should be targeted for future training.
a. many good incidents
b. many bad incidents
c. few good incidents
d. few bad incidents
15. Which of the following is the best training objective? "By the end of this training, the
employee:"
a. will be a better salesperson
b. will be able to correctly answer 90% of customer questions
c. will have learned about our product line
d. will be more knowledgeable
16. Lectures, use of videos, discussions, and question and answer periods are activities
which belong to which of the following training methods?
a. classroom training
b. distance learning
c. computer-assisted instruction
d. on-the-job training
17. According to your text, _______ are a good training method for teaching analysis and
synthesis skills.
a. critical incidents
b. case studies
c. computer assisted instruction
d. programmed instruction
18. _______ exercises allow the trainee to work with equipment and in an environment
like that found in the actual job.
a. Case study
b. Simulation
c. Programmed instruction
d. Critical incident
19. For two days prior to "opening," employees in a Food and Beverage Department
actually take orders, prepare food, serve meals, and compute check totals for other
employees posing as tourists. These exercises allow the staff members to work in an
environment that closely resembles the actual work environment. These exercises are
referred to as:
a. apprentice training
b. simulations
c. behaviour modelling
d. role playing
20. Whatever the method used, a simulation exercise can only be effective if it _______.
a. simulates actual job conditions
b. produces job related behaviours
c. is designed by a trained professional
d. has a high level of face validity
21. Which of the following training methods is best for learning interpersonal skills?
a. Role play
b. Critical incidents
c. Case study
d. Modelling
22. Behavior modeling has been one of the most successful training methods. Whereas
role play has trainees perform behavior they might normally perform, behavior
modeling has trainees role play _______ behavior they might perform on the job.
a. below average
b. average
c. ideal
d. role play is not part of behavior modeling
23. Which of the following training methods requires trainees to discuss appropriate and
inappropriate employee behaviors, watch the appropriate behavior being performed
and role play the appropriate behavior?
a. Job rotation
b. Apprentice training
c. Behavior modeling
d. Role playing
24. An organization that provides food during training and allows the employees to
choose the training topics, is trying to motivate employees to:
a. come to training
b. perform better in training
c. pay attention during training
d. transfer what is learned in training to the job
25. About how much does it cost per finished minute to develop a custom training video?
a. $100
b. $10,000
c. $2,000
d. $750
26. An advantage of holding a training session off-site is:
a. the location can serve as a reward
b. a reduction in training expenses
c. that it is easier to organize the training
d. all of the above are advantages
27. Waiting until the night before a test to read the chapters and review your notes may be
referred to as:
a. overlearning
b. massed practice
c. distributed practice
d. social learning
28. Employees who perform well in training are generally:
a. bright
b. motivated
c. goal oriented
d. all of the above
29. During a training session, breaks should be given approximately every:
a. 30 minutes
b. 60 minutes
c. 2 hours
d. 4 hours
30. Which of the following is NOT a consideration in selecting an icebreaker for a
training program?
a. Goal of the icebreaker
b. Length of the training session
c. Nature of the audience
d. All three should be considered
31. Programmed instruction is effective because it takes advantage of several important
learning principles. Which of the following is NOT one of the learning principles?
a. Learning is self-paced
b. Trainees are actively involved in learning
c. Information is presented in small units
d. Information is presented in large units
32. Which of the following is most true about the use of humour during training
presentations?
a. It should always be used
b. As a trainer, don't pick on yourself
c. The humour should serve a purpose
d. All three are true
33. Modeling is a very useful training method. Which of the following is NOT a
characteristic of someone we would model?
a. Similarity
b. Success
c. Status
d. Personality
34. For an employee to model another's behavior, employees must:
a. pay attention
b. be able to retain the information
c. be able to reproduce the behavior
d. all three of these are required
35. It is important to limit the number of behaviors being modelled so the employee can:
a. pay attention
b. retain the information
c. reproduce the behavior
d. model the behavior for others
36. Which of the following training methods has an employee perform several different
jobs within an organization?
a. Job rotation
b. Apprentice training
c. Simulation
d. Pass through programs
37. Which of the following is NOT an advantage of job rotation?
a. Allows for lateral transfer
b. Allows for greater staffing flexibility
c. Can increase job satisfaction
d. Expands employees' levels of responsibility
38. Which training method allows trainees to experience working in many or all of the
jobs in an organization, allows for greater flexibility in replacing absent workers, and
helps improve job satisfaction?
a. Role playing
b. Behavior modeling
c. Job rotation
d. Apprentice training
39. Though ______ are/is a valuable method of training, it has been said that unions often
use them to restrict entry into their trades.
a. role plays
b. behavioural modeling
c. job rotation
d. apprenticeships
40. Which training technique assigns a new employee with an experienced employee who
is told to "show the kid the ropes?"
a. Apprenticeship training
b. Job rotation
c. Coaching
d. Person analysis
41. Though coaching has many strong points as a training method, it is not without its
problems. Which of the following is a problem associated with using coaching as a
training method?
a. Coaching reduces the expert's productivity
b. Good workers are not always good trainers
c. Neither of the two are problems
d. Both are problems
42. To reduce the loss of productivity associated with coaching, some organizations such
as Pitney-Bowes have ______.
a. decided not to use coaching
b. adopted pass-through programs
c. adopted total quality management
d. adopted mentoring as a training method
43. A training program that has experienced workers temporarily assigned to the training
department is called a(n) _______.
a. pass-through programs
b. apprenticeship programs
c. job enlargement programs
d. none of these is correct
44. Discussing an employees' strengths and weaknesses on the job is characteristic of
_______ to training.
a. a performance appraisal approach
b. a coaching approach
c. a role playing approach
d. none of these approaches
45. Skill-based pay is primarily a(n) _______ method.
a. goal setting
b. incentive
c. feedback
d. modeling
46. Employees who are paid for learning specialized skills are participants in a ____ skill
plan.
a. depth
b. vertical
c. basic
d. horizontal
47. Feedback works best when it is given in _____ amounts and ______ feedback is
provided.
a. small / only positive
b. moderate / only negative
c. large / positive
d. small / both positive and negative
48. Overlearning helps increase:
a. role applicability
b. job satisfaction
c. transfer of training
d. boredom
49. Overlearning:
a. increases stress in training
b. decreases trainee performance
c. increases retention of material
d. increases boredom
50. Practicing a task even after it has been successfully learned refers to:
a. transfer of training
b. massed practice
c. overlearning
d. distributed practice
51. Which of the following will NOT contribute to effective transfer of training?
a. Overlearning
b. Feedback
c. Incentives
d. Massed practice
52. An organization requires its managers to "get away" for a few days and participate in
a training program designed to increase their effectiveness as managers. Following the
training program, managers often feel the training program was worthwhile; however,
it is not uncommon for these managers to return to their operations and perform their
old habits while ignoring the recently presented principles. This scenario is related to
the issue of:
a. transfer of training
b. massed practice
c. distributed practice
d. feedback
53. Supervisors who set goals, provide feedback, and encourage. employees to use their
training are trying to motivate employees to:
a. come to training
b. perform better in training
c. pay attention during training
d. transfer what is learned in training to the job
54. Nagy Enterprises had a 32% increase in sales after sending its employees to the Reilly
School of Sales. However, without the use of a control group, it is difficult to
determine if:
a. the money was spent wisely
b. the 32% increase was actually due to the training
c. the increase was due to outside factors
d. the trainees actually learned anything
55. Including a(n) ____ in the research design allows a researcher to look more closely at
the effects of ______.
a. control group / outside factors
b. experimental group / outside factors
c. control group / training program
d. experimental group / training program
56. A Solomon Four Groups Design attempts to do all of the following except:
a. control for the effects of outside factors
b. control for the effects of pretesting
c. control for the effects related to time
d. be more practical than other designs
57. Having trainees evaluate how much they learned from and enjoyed a training program
taps which of the following criteria?
a. Employee reactions
b. Content validity
c. Employee learning
d. Application of training
58. Giving employees a 100-item test after they complete a training program is an
example of which of the following training evaluation criteria?
a. Content validity
b. Employee learning
c. Application of training
d. Employee reactions
59. Taflinger Industries sent 15 employees to a training program on customer relations.
Three weeks later, the company noticed a 23% increase in sales. Using the evaluation
criterion of _____, it appears that the training worked.
a. employee reactions
b. application of training
c. employee learning
d. business impact
60. There is a _____ correlation between how well employees liked a training program
and how much
they learned.
a. small (r = .02)
b. moderate (r = .40)
c. large (r = .80)
d. almost perfect (r = .94)