81. Andrew is enrolled in a
university course on project management. His class meets at the localcommunity college, but the
instructor’s lecture is carried over two-way television from the state
university located in another city.
This is an example of
a. simulation.
b. distance learning.
c. conference training.
d. e-learning.
/
82. Combining short, fast-paced,
interactive computer-based lessons and teleconferencing with traditional
classroom instruction and
simulation is called
a. internship.
b. combined training.
c. blended learning.
d. job-instruction training.
/
83. Presenting training content
in a gaming simulation format has all the following advantages EXCEPT
a. enhancing employee interest in
training.
b. improving transfer of
training.
c. performance improvement.
d. low-cost design.
/
84. All of the following are
advantages of e-learning EXCEPT
a. it leads to significantly
greater retention of training content.
b. e-learning allows trainees to
progress at their own speed.
c. e-learning incorporates
built-in feedback.
d. e-learning allows trainers to
update the content relatively easily.
/
85. The director of training is
evaluating whether an e-learning method should be used for a
supervisordevelopment
program. The director should
consider all the following factors EXCEPT
a. whether supervisors who need
training are in distant locations.
b. whether current training
materials can be easily adapted to an e-learning format.
c. if the supervisors are
self-motivated enough to work through the training program alone.
d. whether current supervisor
training is meeting organizational goals.
/
86. In order to qualify as a
tax-preparer for a seasonal job at a tax-preparation chain, Martin must answer
written questions on tax
terminology covered in an e-learning course. Martin’s scores on this test
evaluate the training on a ____
level.
a. results
b. learning
c. reaction
d. behavior
/
/
87. Theresa, a company trainer,
is reading the results of her customer-service training program
evaluations. She has very high
ratings in the areas of class enjoyability and trainee willingness to take
the program again. This
evaluation of Theresa’s training is on the ____ level.
a. reaction
b. learning
c. behavior
d. results
/
88. The difficulty with evaluating
results by measuring the effect of training on the achievement of
organizational objectives is
a. pinpointing whether it
actually was training that caused the changes.
b. that organizational results
are not clearly quantifiable.
c. the criteria are hard to
obtain.
d. the difficulty of interpreting
subjective performance measures.
/
89. The ____ level of evaluation
involves measuring the effect of training on job performance through
interviews of trainees and their
coworkers and observing job performance.
a. reaction
b. learning
c. results
d. behavior
/
90. The most difficult level of
training evaluation, but the one that has the most value to the organization is
the ____ level.
a. reaction
b. learning
c. behavior
d. results
/
91. Which is the best way to
determine if training is cost effective?
a. measure improvements in
performance resulting from training
b. compare costs and benefits
associated with training
c. calculate the cost per
employee of the training
d. determine whether training
expenses came within budget
/
92. What is NOT a cost of
training that should be taken into account when calculating the costs and
benefits of a training program?
a. trainer’s salary and time
b. hotel and food expenses for
trainees if training is off-site
c. opportunity cost of trainees
being away from work
d. reduction in morale of
employees who were not selected for training
/
93. Conrad, the director of
training, must establish for top management the amount of financial benefit the
company has realized for the
amount of money that has been put into the mechanics’ training program.
Conrad needs to prepare a
a. return on investment analysis.
b. net gain calculation.
c. actual versus proposed budget
comparison.
d. results evaluation.
/
94. ____ to evaluate training, HR
professionals in an organization gather data on training and compare
them to data on training at other
organizations of similar size in their industry.
a. When using the results
approach
b. When using benchmarking
c. To use a cost/benefit analysis
d. When implementing a return on
investment analysis approach
/
95. The best way to determine if
the training caused the change in performance, or whether it was some
other factor, is to use
a. a control group.
b. a pre-test measure.
c. benchmarking.
d. pre-/post-measure.
/
/
96. A problem with the pre/post
measure of evaluating training is
a. the difficulty of constructing
a good test.
b. whether employees were
randomly assigned to the control group.
c. being able to intervene in the
workplace at the appropriate times.
d. knowing if the training was
responsible for any changes in performance.
/
97. The training manager is
reporting on the results of the training of new cashiers at the soon-to-open
theme park. In his report, the
training manager says the training program was highly effective because
90% of the cashiers could operate
at the required speed when tested at the end of the program. As
director of HR
a. you are pleased that the
training program is so effective, and you will ask the manager to
repeat the same program in the
future.
b. you ask if the training
manager tested the new cashiers before they received the training.
c. you are pleased with this
results-level evaluation because the cashiers will perform at least
this well when they are on the
job.
d. you ask if the director
collected any data on whether the cashiers liked the training.
/
TRUE/FALSE
1. If employees view e-learning
tools as an Internet game that they enjoy playing, the training has
succeeded because the employees
are not avoiding the training process.
/
2. Christopher has a heart
problem that makes vigorous activity dangerous. His work team is going to
Utah for a white-water rafting
outdoor experience to learn team building skills. Christopher is invited
to go along, but he will have to
wait at the hotel while everyone else is on the water and camping out.
Christopher may have a legal case
that he has not been accommodated in this training program.
/
3. Training focuses on improving
employee capabilities needed for their current job. Development
focuses on employee capabilities
needed for both their current and their future jobs.
/
4. Training should be viewed
tactically because it is focused on employees’ current job capabilities.
Development should be viewed
strategically because it is focused on employees’ needed future
capabilities.
/
5. The frequent changes to which
the organization must adapt demands that employees be continually
trained to update their
capabilities.
/
6. Cross-cultural training is
needed for U.S. employees being transferred to foreign assignments, but it is
less necessary for foreign
employees being transferred to U.S. assignments because of the
pervasiveness of the U.S. culture
through movies, television and the Internet.
/
7. Because of the U.S.’s
commitment to training specialized and skilled workers, the U.S. will remain
the
innovative and strategic leader
in the world economy for the foreseeable future.
/
8. A gap analysis identifies the
difference between what an employee knows and what the employee
should know in order to perform
the job satisfactorily.
/
9. It is essential that
objectives for training be related to the budgetary priorities identified in
the
organizational analysis.
/
10. Many job applicants and
current employees have low readiness to learn because they lack sufficient
reading, writing and math skills
to comprehend the needed training.
/
11. Carlene arrives at the
training facility full of enthusiasm because she is really excited about
learning
how to cope with difficult customers.
She has encountered a number of intransigent customers and is
eager to see what “tricks” the
trainers can show her. Carlene has motivation to learn.
/
12. Adult learners are more
interested in a theoretical approach to training rather than a problem-centered
approach since adults prefer
seeing the “big picture.”
/
13. Alicia will be traveling
extensively in Brazil for her employer. Alicia knows no Portuguese and she
will be traveling in areas where
there will be few fluent English speakers. Alicia’s employer is sending
her to a two-week language
immersion program, where Alicia will be in a totally Portuguese-speaking
environment. This would be
classified as massed practice.
/
14. Behavior modeling is the most
elementary way in which people learn, and it is one of the best.
/
15. The concept of reinforcement
is based on the law of confirmation, which states that people tend to
repeat behaviors that receive an
immediate confirmation.
/
16. Phillip waited a week for
feedback on how he did on his first sales presentation to clients because his
boss was out of town and had to
review a recording of the presentation. This undermines the Phillips
learning because of the lack of
immediate confirmation.
/
17. If a year after the equine
safety program, the volunteers at the therapeutic riding stable always
cross-tie
the horses while they brush and
saddle them, that aspect of the training could be said to have
transferred.
/
18. On-the-job training is by far
the most commonly used form of training, because it can be smoothly
integrated into the regular work
flow.
/
19. One problem with on-the-job
training is the risk that supervisors can transfer bad habits or incorrect
information to the trainees.
/
20. Employees do not always like
to do cross-training, but a learning bonus often makes completing the
training more appealing.
/
21. Like apprenticeships,
internships are a type of cooperative training.
22. The primary purpose of an
orientation program is to provide a realistic job preview for new hires when
joining a new organization.
23. Virtual reality can be used
to create an artificial environment for police officers, training them when to
use weapons when chasing suspects
in darkened and crowded areas.
24. The major cost savings of
e-learning programs come from low up-front development costs.
25. Since most of the benefits of
training are intangible (such as attitude changes and safety awareness), it
is rarely possible to evaluate
the cost effectiveness of training programs.
26. If a training program scored
high at the reaction level, the learning level and the behavior level, but
there was no improvement at the
results level, one can definitely say the training failed.
ESSAY
1. What learning principles would
you consider in designing a training program?
2. What is the purpose of an
orientation program? What should the format and content of an effective
orientation be?
ANS:
3. What is cooperative training?
Describe its usefulness.
4. How can an organization
determine if its training expenditures are cost effective?