Question Multiple Choice Questions (Enter your answers on the enclosed answer sheet)  1. In the training design process, selection of training methods is the ste

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
1. In the training design process, selection of training methods is the step.
first
third
final
next to final
2. Person and task analysis are part of which step of the training design process?
Ensuring transfer of training
Developing an evaluation plan
Conducting needs assessment
Monitoring and evaluating the program
3. The training design process selection of training methods should occur directly following:
development of an evaluation plan.
needs assessment.
ensuring transfer of training.
development of learning objectives.
4. The acronym ADD I E is most closely associated with:
a. high-leverage training.
b.ISD.
intellectual capital.
Six Sigma.
Which of the following is not a force discussed by Noe as influencing the workplace and training?
Economic cycles
New laws regulating allocation of training funds in the US
New technology
High-performance work systems
6. The process of moving jobs from the United States to other locations in the world is called:
outsourcing.
globalization.
offshoring.
virtual teams.
7. Noe argues that all but which of the following are reasons offshoring is occurring?
U.S. visa laws allow foreign worker in the U.S. for seven years.
The U.S. graduates fewer U.S. born engineers than China and Japan.
More talented employees may be available outside the U.S.
Some countries provide substantial incentives for workers to work in the U.S.
8. Companies report the most important talent management challenge they face is:
identifying and training employees with managerial talent.
getting more women and minorities into the company.
developing programs to retain older workers.
obtaining enough new workers with required skills.
9. Noe argues that providing training gives organizations a competitive advantage.
online
instructor-led
tacit knowledge
explicit knowledge
All of the following except is an implication of an emphasis on learning vs. training as an event.
learning must be related to achieving business goals
companies need to support more informal learning
companies need to provide psychological support for learning
companies need to anticipate needs and plan more formal training
11. Which of the following are good metrics for demonstrating the strategic value of training?
Number of hours of training conducted in the past fiscal year
Training costs were within budgeted amount
Average cost per hour of training
Ti me spent fi II i ng management positions
12. A balanced scorecard considers four different perspectives:
customer, internal, innovation and learning, and financial.
metrics, measurement, SWOT, customers.
financial, physical, tacit, and expl icit.
internal customers, management, government regulators, and shareholders.

13. ______ has been shown to be related to managers’ failure to advance in their careers.
A lack of people skills
The inability to develop employees
The inability to think strategically
Poor problem solving

14. Studies suggest all but positively influence employee retention.
working with good colleagues
good insurance and retirement benefits
challenging job assignments
opportunities for growth and development
15. The customer model of training department organization:
involves customers delivering training.
requires trainers to report to two managers.
requires trainers to understand a functional area of the company as well as understandi ng instruction.
requires no training director or administrator.
16. Disadvantages of the faculty model of organizing training include all except:
the training function does not fit the organization’s needs.
the content of training may lack meaning for trainees.
trainers may be unwilling to adapt program content.
it is difficult for the training department to plan content of programs.
17. analysis asks the questions, “Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees, managers, vendors,) have an interest in seeing training succeed?”
Benchmark
Task
Person
Organizational

18. Research indicates that:
peer and manager support for training is critical to success.
peer and manager support has little influence on training outcomes.
managers have little or nothing to do with the transfer of training.
organizational analysis is actually often unnecessary.
19. Employees’ “readiness” for learning refers to all the following except whether they:
have completed orientation.
have the necessary knowledge and skills to learn.
whether the work environment will enhance learning.
whether they are motivated to learn.
20. Research shows that motivation to learn is related to all but which of the following?
Skill acquisition
Knowledge gained
The length of training
Behavior change
2l. All of the following statements regarding cognitive ability are true except:
it is related to successful job performance in all jobs.
it includes verbal comprehension, quantitative and reasoning abilities.
cognitive ability influences learning.
cognitive ability is more important for lower-level than more complex jobs.
When trainees’ reading levels do not match the level needed for the training materials, which of the following options is an organization least likely to choose to handle this mismatch?
Redesign the job
Use video or on-the-job training
Reassign employees with inadequate reading abilities
Provide employees with reading deficiencies with a remedial reading program
23. is employees’ belief that they can successfully perform their job or learn the content of the training program.
Self-efficacy
Self-motivation
Cognitive ability
Task competence
Which one of the following management actions could least likely increase employees’ self-efficacy levels?
Letting employees know the purpose of the training programs
Providing as much information as possible about the training program and its purposes
prior to the actual training
Showing employees the training success of their peers who are now in similar jobs
Using off-site rather than on-site formal training programs
25. Which of the following is not an issue to determine whether training is the best solution?
Is the performance problem important?
Can employees demonstrate the correct behavior?
Were other solutions too expensive or unrealistic?
Are employees approaching retirement age?

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on learning theory.
social learning
goal setting
McClelland’s n-ach
rei nforcement
When an employee learns and practices behaviors that reduce conflict with others, they are experiencing:
positive reinforcement.
negative reinforcement.
automization.
vicarious rei nforcement.
An owner of a casino who seeks to maximize his slot machine profits would most likely have them programmed on a reinforcement schedule.
variable ratio and variable interval combined
variable interval
fixed ratio and variable interval combined
continuous
4. reinforcement schedule is characterized by rapid learnin

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